Head Of People

People · Northwest, Lancashire
Department People
Employment Type Full-Time
Minimum Experience Manager/Supervisor

Who are we?

Born out of a 10-year research project with Lancaster University’s linguistic and cyber security departments, Relative Insight originally designed its technology to support the UK government identifying paedophiles masquerading as children online - heavy but important work!

Our technology is based on comparison - so if you take a group of 13-year olds talking online, you'll see that the language they use is very similar. If you compare that to how a 40-year-old adult man talks, you'll notice very specific but subtle differences.

So today, we apply the same methods of language comparison to uncover crucial and unexpected differences in the way people talk. This then helps organisations inform new strategies to interact and communicate more effectively with their audiences.

What does the role involve?
Our People team plays a critical role in helping Relative Insight achieve its mission and vision. Due to our rapid growth, we are now looking for a Head of People to lead and
develop this team, and help take the company through the next stage of its growth. 

The Head of People will be responsible for defining Relative Insight’s People vision, setting our People strategy, and delivering innovative and effective tactics to make sure we have the right structure, processes, talent and culture to achieve our purpose. They will ensure we can continue to attract, retain and motivate the most diverse and talented people, and enable the wider team to deliver its vision, strategy and goals seamlessly.

Relative Insight is a global company and this role will have responsibility for defining global policies that will apply not just to the UK team, but also our rapidly expanding team of US employees based in New York (and in other future US offices). The role will be responsible for ensuring Relative Insights culture and values are propagated across our offices.

This role will report and have the support of the Co-Founder & COO and have responsibility of a growing People Team (including People Operations, People & Culture Coordinators, and Talent Managers). You will be integral in leading and shaping this team, building on, and expanding the current HR infrastructure and recruiting and developing a strong global People team that will enable Relative Insight to continue to scale in the coming years.

An ideal candidate for this position would have experience working in an HR Generalist role looking to advance their career within a fast-growing scale-up. Although prior experience of working in a tech company is a bonus, it is not required.
This role will not only offer career progression but the chance to help lead the growth from 80 to 150 and beyond, allowing you to lead your development and stay challenged. We’ll push you and we want you to push us too. 
Who You Are

  • You are a natural people leader and a strong team player with a collaborative style.
  • You are a natural problem solver who thrives operating with some ambiguity.
  • You are a strong communicator with a logical, structured, clear and inspiring style.
  • You are a strong project manager who pays attention to detail.
  • You have a proven track record delivering through, and developing, a broad and diverse people team.

The successful Candidate will bring experience of:

  • Minimum 5+ years working within a senior HR Generalist position.
  • Scaling a People function from early stage (c100 employees or smaller), through Series C or beyond either as the HR leader or as a no 2 (likely in a larger business).
  • Being accountable for the end-to-end (or major elements of the) people strategy and execution of same.
  • Working in a global company and leading the delivery of HR support across multiple countries would be an advantage but not essential.
  • Experience of internationally scaling a tech environment would be ideal but is not essential.

If this sounds like you, we’d love to hear from you.


This is what success looks like and what we’d work together to achieve in your first year:

People Strategy – Important foundation to set us up for success and a plan that we know everyone is aligned to and working towards.

  • Develop companywide people strategy that reflects overall business
  • Identifying talent gaps and weaknesses, and implementing strategies
    to address 

Build & Develop a World-Class Team – Oversee building a team that's not only effective and helps us execute on our vision, but actually excited to come to work every day. 

  • Work with Talent Manager(s) to design and deploy:
    • Recruitment strategies to attract exceptional people
    • Companywide onboarding and offboarding process


  • Internal Talent Mapping - find the best talent for various positions within the
    company where possible

Training & Development – Pushing our boundaries and developing ourselves are key to our progression and engagement in what we do. Having a solid offering of relevant courses and support for individuals at different levels is what we aim to provide.

  • Review our current RI Academy offering and;
    • increase communication and visibility around upcoming sessions
    • increase engagement and attendance of training sessions
    • analyse feedback and share actions with trainers and RI Academy


  • Work with line managers to have a development plan for every employee;
  • Create and implement career frameworks / progression pathways for
    all departments
  • Ensure 100% of learning and development budget is used by every employee
  • Ensure 100% of performance review cycles are completed twice a year

Operational Management – Ensure People operations runs smoothly, including the admin side of things to ensure we are providing an exceptional operation to the rest of the company.

  • Provide support, guidance, and advice to line managers within the business, on all HR related matters, including performance management and probation reviews
  • General HR administration and compliance - implementing and updating company policies and procedures in line with local employment law.
  • Sharing best practice across the People Team and companywide


Rewards & Recognition - Compensation and benefits are essential to keep the
workforce motivated and bring the best out of employees. The way to drive change is
to set compensation goals that increase engagement while staying within the budget.

  • Review our current offering and benchmark to optimise our employee compensation and benefits programme
  • Working with the Finance Team to establish a process for monthly payroll – including; pension, reward and benefits programmes.

Employee Engagement - An engaged team is more productive, happy at work, and
ultimately drives more revenue to the company. Our focus is on building up a culture
that values open communication, feedback, accountability, and one that ultimately
gets people excited about working here.

  • Oversee 2 x eNPS surveys a year- analyse and present back to People Team with outlined recommendations and next steps
    • Increase eNPS by 10%
  • Carry out adhoc surveys - analyse and present back to relevant stakeholders
    with outlined recommendations and next steps
  • Grow average employee tenure by 3 months
  • Reduce turnover from 15% to 12% within the first 12 months
  • Ensure 90% of offers made to candidates are signed


Culture - A good company culture is an integral aspect for any company that's
looking to stay strong and grow in the market. A good company culture brings with
itself employee happiness, productivity, employee retention, a great brand name, and

  • Map out what a holistic company culture at Relative Insight looks like and
    what each office culture looks like and put a plan in place to support
  • Gain a ‘Best Places to Work’ recognition in a national publication or awards


Diversity & Inclusion - Diversity and inclusivity have a direct impact on employee
engagement. Diversity of thought and perspective brought about by people from
different backgrounds increases the pool of innovative ideas to work from.

  • Coordinate a companywide training programme to embed this into our day to
  • Review our hiring strategy to ensure we are attracting and accessing the most diverse pool of candidates possible
  • Implement companywide initiatives to promote diversity and inclusion


Employer Brand - Not only improve our reputation as an employer, but make sure
we are effective at promoting this.

  • Increase total applicant pool by 10%
  • Strengthen our online presence via employee stories and social media
  • Apply for and win employer awards

Want to apply?
Great! Please send a CV and supporting statement which outlines why you would like to
work with the Relative team and why you are well suited to this role. Flaunt your skills!
Not ready to apply or have some questions? Then please get in touch with Leanne at




  • Employee Assistance Programme (EAP) - We care about the wellbeing of our team so no matter what life throws your way, our EAP can help you through it. Providing you with free and confidential expert guidance and counselling, and more.
  • Relative Insight Academy - We love learning! Our Academy provides an opportunity for us to stretch our knowledge and learn new skills. This starts with a structured Induction Programme, where you learn everything you need to know to get up to speed in your role as quickly as possible.
  • Tech Scheme - If you are in need of personal tech, we will loan you the money (up to a certain value) to purchase what you need and agree on a payment plan for you to pay back the owed amount.
  • Cycle to Work Scheme - This is a government tax exemption initiative to promote healthier journeys to work and to reduce environmental pollution. It allows you to loan money from the company to purchase cycles and cyclists' safety equipment. We will then agree on a payment plan to pay back the owed amount, less TAX.
  • Special Leave - This is an additional 5 days of holiday per year. The aim of special leave is to provide balance for employees across work responsibility and personal commitments. Examples: Birthdays, House Moves, Domestic Reasons, Parental Leave.


Relative Insight believes in, and commits to promoting equal opportunities in employment. Anyone who applies for a job with us will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. We strive to provide team environments that let everyone maximise their potential in the company. We take all of this seriously.

Thank You

Your application was submitted successfully.

  • Location
    Northwest, Lancashire
  • Department
  • Employment Type
  • Minimum Experience