People Operations Manager

Conveo; Greater London; Hybrid; GBP 90,000 - 120,000; Full time

Job summary

Conveo, the AI research platform, is hiring its first dedicated People Operations lead to build the operating system for people processes across the UK, Belgium and the US.

You will own the HRIS, payroll data flows, and EOR/PEO relationships, designing scalable onboarding and lifecycle processes. Collaborate with Finance, Recruiting and L&D to move the company forward with automation and reliable reporting.

Qualifications

• 5+ years in People Operations across multiple countries.
• Hands-on experience scaling a People function for hypergrowth.
• Ability to design processes and tool stacks that scale with the company.
• Experience implementing HRIS and running at least one full people cycle end to end.
• Strong data reporting and analytics for leadership.

Responsibilities

• Own the HRIS as the single source of truth for all employees and contractors.
• Lead payroll migration end to end: vendor choice, data cleanup, cutover.
• Manage EOR/PEO relationships across the UK, Belgium and the US.
• Connect systems so data flows once and is self-serve.
• Build scalable onboarding, moves and offboarding with Recruiting and L&D.
• Use AI/automation to reduce manual admin and improve decisions.

Skills

People Operations

Systems thinking

HRIS implementation

Data analysis

Deel experience

Cross-country experience

Tools

Deel

Job description

About Conveo

Conveo is the AI research platform enabling fast, affordable, and high quality consumer / B2B research. Global brands like Unilever, Google, and Orange use our AI video interviewer to generate insights across marketing, product, and research teams.

About Conveo

Conveo is the AI research platform enabling fast, affordable, and high quality consumer / B2B research. Global brands like Unilever, Google, and Orange use our AI video interviewer to generate insights across marketing, product, and research teams.

The Context

Conveo is scaling from $4M to $50M, and the People team is running on goodwill and late nights. We have a recruiting team and a new L&D hire joining, but nobody owns the processes and systems underneath them. Compensation schemes, performance cycles and salary reviews all land on Claudia, alongside the daily operational load.

That has to change before we grow further. You'll be the first dedicated People Operations hire, reporting to Claudia. You'll build the operating system for the whole People function: the tools, data, cycles and lifecycle processes that let us hire, pay, develop and support people well across the UK, Belgium and the US.

You'll work closely with Finance on payroll and compensation, with recruiting and L&D on the employee lifecycle, and with managers across the company. When you've done this well, Claudia spends her time on strategy and growing the team, not on firefighting.

Your Mission

You decide how our People tools fit together, then make them run. Today that spans an HRIS, EOR and PEO providers, and payroll across several geographies.

• Own the HRIS as the single source of truth for every employee, contractor and EOR hire
• Lead a possible payroll migration end to end: vendor choice, data cleanup, parallel runs, cutover
• Manage EOR and PEO relationships across the UK, Belgium and the US
• Connect systems so data flows once, not through spreadsheets and copy-paste
• Use AI and automation to remove manual admin wherever it adds no judgement
• Build an employee lifecycle that feels effortless at 2x our size

Every hire, move and exit should follow a clear, repeatable path that works in any country we operate in.

• Design onboarding, internal moves and offboarding flows with recruiting and L&D
• Turn tribal knowledge into documented processes and self-serve answers
• Keep contracts, documents and policies consistent across geographies
• Make the experience good for employees and managers, not just compliant
• Run the people cycles the company depends on

Performance reviews, compensation and salary increases should run on time, every time, without pulling Claudia into the detail.

• Own the performance cycle calendar, tooling and manager enablement
• Run compensation projects and salary review cycles with Claudia and Finance
• Keep bands, levels and approvals applied consistently
• Spot what slowed each cycle down and fix it before the next one
• Turn People data into decisions

Leadership should be able to answer people questions in minutes, with numbers they trust.

• Build reliable reporting on headcount, attrition, compensation and cycle completion
• Keep People data clean enough to support planning and board reporting
• Give Claudia and managers the insight to act early, not after the fact

What We're Looking For

Must-haves

• 5+ years in People Operations, including time at a startup or scaleup through hypergrowth, with hands-on experience across multiple countries (ideally Belgium and the UK)
• Hands-on experience scaling a People function: you've seen what breaks between 50 and 200+ people and helped fix it
• Strong systems thinking: you design processes and tool stacks that hold up as the company grows, not one-off fixes
• Hands-on experience implementing an HRIS (Deel is a big plus) and running at least one people cycle (performance, comp review or onboarding) end to end.
• Comfort working with data: you can build a report leadership trusts, and you notice when the numbers look wrong

Mindset

• High agency, low ego