People Partner - 12 Month FTC - Maternity Cover

Ometria

4d•Hybrid

About The Position

We're looking for a People Partner to join Ometria's People team ahead of a planned period of maternity leave. This is a broad, hands-on generalist role covering everything from day-to-day people operations and employee relations support to partnering with managers across five countries and helping us embed AI into how our People function works. You'll be working in a small, high-trust team where everyone gets stuck in, including the senior team. The role sits at the centre of the business — advising managers, keeping our people infrastructure running and acting as a key support to the CPO. We're targeting a start in mid-October to allow enough time for a proper handover. Who are we? Ometria is a Customer Data and Experience Platform built specifically for commerce, combining an enterprise-grade CDP with cross-channel execution to help brands move faster, reduce operational effort by 25%, and deliver up to 430% ROI. Atlas by Ometria takes this further — an agentic decisioning layer that cleans and enriches data, generates predictive insights, and continuously determines the optimal next action across every customer journey. Trusted by retailers like Foot Locker, Sephora, and Steve Madden, Ometria and Atlas give brands the foundation and the intelligence to grow. We have around 130 Ometrians based across Europe (UK, Germany, Portugal, Spain) and North America

Requirements

Solid people ops experience — you're comfortable owning the day-to-day of a People function: HRIS, records, process and keeping things running smoothly.
You've had some exposure to employee relations cases (absence, performance, disciplinary or grievance) and you know how to get the right advice and escalate when things get complex.
Experienced in lean, high-growth environments — you have 3-5 years in a generalist People/HR role, ideally in a small or scaling tech business where the team is lean and everyone is expected to do a bit of everything.
Operationally excellent — you take genuine ownership of the systems and processes in your remit. Things don't fall through the cracks on your watch.
Compliance-aware — you understand the importance of keeping the business compliant and audit-ready. You stay across employment law changes in the regions you support, you maintain clean records and you know how to work with external advisors and EOR providers to get the right answer in each country.
AI-forward — you're curious about how AI and automation can take work off your plate and improve what the People function delivers. You're willing to try things, iterate and let go of processes that no longer make sense.
Adaptable — priorities change quickly here. You're comfortable with that and you work with pace and good judgment in environments that aren't perfectly defined.
High EQ and discretion — you handle sensitive matters carefully. You know when to act and when to escalate, and people trust you with information that matters.

Nice To Haves

People partnering experience is a bonus, not a requirement — if you've advised managers directly on people matters, great, but we're just as interested in people who are ready to grow into that side of the role.

Responsibilities

Own and manage HiBob — maintaining accurate records, processing contract changes, managing onboarding and offboarding, and keeping holiday allowances and documentation current
Coordinate day-to-day payroll changes with our finance team
Support the CPO on salary benchmarking cycles and benefits provider renewals
Own document hygiene across people records — ensuring the business is audit-ready at all times and supporting our SOC2, ISO and finance audit cycles
Liaise with our Employer of Record (EOR) providers across Germany, Portugal, Spain and North America to understand local employment requirements, stay aligned on process and handle any country-specific people matters as they arise
Take a leading role in embedding AI tools and automation across the People function — identifying processes that can be streamlined or eliminated and building better ways of working
Bring fresh eyes to how we do things and a genuine interest in doing them better
Assist managers with day-to-day people matters, from performance and absence through to disciplinary and grievance processes
Advise managers with confidence and good judgment — coaching them through difficult situations rather than just issuing instructions, and helping them build their own capability over time
Coordinate with our external employment law advisors on complex cases, and keep the CPO and relevant SMT members appropriately informed
Monitor employment law changes across our operating regions and flag any implications for policy, process or manager practice to the CPO