Tucker Stone
HR Director, PE-backed SaaS business, London, £150,000 +20% bonus
How your CV stacks up
Upload your CV to see how well it fits this job role
?%
HR Director – PE-Backed Tech Firm
Location: London (hybrid, 3 days in-office) Salary: c. £150,000 plus 20% bonus
About the Role
A global PE-backed SaaS business is seeking an HR Director to join their leadership team, reporting to the CFO. This high-impact role will directly support the company’s next phase of growth, with a critical focus on pre-exit preparations over the next c. 12 months.
Currently employing c. 360 employees across 6 global locations (with a strong US presence), the HR Director will transition seamlessly between deep operational ER, performance, data & engagement work and high-stakes executive team presentations. The role is equally focussed on immediate operational needs and long-term strategy, ensuring a high-performing culture and leadership pipeline for the PE-backed exit.
Key Responsibilities
- Define and execute a people strategy that drives talent, performance, and high-performing culture.
- Lead Organisational Design and support change management efforts post-acquisition.
- Partner with the CFO and C-suite to ensure HR delivers shopfloor to board insights.
- Oversee a team of 3 HR professionals, fostering growth and high performance.
- Ensure data-driven decision-making across employee relations (ER), engagement, and performance metrics.
- Develop and implement leadership programmes, talent pipelines, and internal mobility strategies.
- Play a pivotal role in preparing the business for exit readiness, including structuring people operations for long-term value capture.
Reasons to use Rodeo
Start with a chat, not a search bar
Grad scheme, placement, apprenticeship? Not sure what you want yet — that's fine. Your agent talks it through with you and turns "I have no idea" into a shortlist.
It searches the market for you
Every day your agent scans the market matching roles against what actually matters to you, not just keywords on a CV.
Only hits
No noise. No "maybe this fits." Just roles with a clear explanation of why they're right — and where to focus when applying.
Who You Are
Essential Requirements
- Proven HR leadership experience in a scaling tech company (minimum 300 employees+).
- Empathy and credibility with PE-backed businesses, whether through prior VC/PE roles, mergers/acquisitions, or extensive support of portfolio companies.
- Yes, data – data drives engagement and change. Your comfort with and passion for analysing people metrics (e.g. attrition, culture trends, leader communication) is not optional. Required.
- Business acumen—for HR to be strategic and respected, you need to be comfortable with executive challenges. Clear links between HR strategy and business value creation are a game changer. Change this line per the original content if necessary.
- International experience, especially direct management of US-based teams (cultural adaptation, compliance, and remote working).
- Experience leading and growing an HR team from basic operations to a scaled function.
- Experience shaping tech workforces into high-performing, collaborative, and mission-driven entities.
- Direct experience supporting a people function through a PE-backed exit (or equivalent command of LBO dynamics). The ultimate tick would be a business plan-style policy reconfigure poduned to the “on-sale” need.
Get help with your application
Your very own career expert that helps elevate your application to the next level.
Considerations & Preferences
(*This section includes something currently referred to as a "Bonus" or "Nice to Have" section. Though "preference" suggests wishes rather than requirements, the imperative changes should be respected:
- Exceptional stakeholder engagement and ability to influence across teams—"player-coach" mentality required (alter "could" to avoid passive voice).
- Thrives in fast-paced, lean environments—multiple responsibilities, dealing at pace between teams.
- Experience in strategic, commercial areas of HR placement where the value of people structures can be quantified in shareholder value terms.
Key Accountabilities
• Build trust and visibility as a visible, trusted leadership ally across the organisation.
• Provide commercial HR expertise, balancing employee relations and performance. • Mentor and develop your own HR team, fostering ownership and strategy thinking.
• Ensure better than start-of-the-year engagement results (obviously targets align with your ability to meet go-to-market timelines). Add this where necessary.
“It took my CV and asked me questions relevant to understanding what kind of jobs to suggest for me. Suggestions were almost perfect. Jobs were exactly what I’ve been looking for.”
Jessica, London
Skills
Location