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The People Team
The People team exists to make Ffern a place where people do their best work and feel genuinely looked after while they do it. We are close to the business, and we get to build the culture and the systems from the ground up.
This is a broad, hands-on people generalist role for someone who wants to get stuck into the full sweep of people and talent work: employee relations, performance, policy, coaching managers, and the culture projects that make Ffern, Ffern. You will be the trusted advisor managers and colleagues turn to for the more complex people matters, and a genuine partner to the teams you support.
You will have real ownership of your role from day one and the space to grow. As Ffern scales, so does this role, with the chance to get involved across the whole people and talent space and to shape where you take it next.
Responsibilities
- Be a trusted advisor. Be the first port of call for managers and colleagues on the more complex, judgement-based people matters, handled with warmth and a bias for finding solutions rather than pointing at policy.
- Lead on employee relations. Advise on and manage ER matters (performance concerns, absence, grievances, flexible working etc) with care, fairness and a level head. You'll know when something needs escalating.
- Partner with and coach managers. Coach and train managers to handle people situations well, run good conversations, and grow as leaders. You lift the whole team's capability, not just solve the ticket in front of you.
- Run performance and development. Support review cycles, feedback and development in a way that actually helps people grow.
- Shape people-first policy and culture. Design and improve our people policies and the engagement and culture initiatives behind them. If you spot something we could do better, you'll be encouraged to fix it.
- Bring insight from people data. Interpret people data to spot patterns, flag risks early and help us make sharper, more evidence-based decisions.
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Timeline
- By the end of your first month, you'll know the team and how we work, be picking up the advisory questions coming your way, and be building real relationships with the managers you'll partner with.
- By month three, you'll be the trusted first port of call for people matters, coaching managers through real situations and leading the conversations that used to land on someone else's desk.
- By month six, you'll own an area of your own end to end (a review cycle, a set of policies, an engagement initiative) and be shaping how we do it, not just keeping it running.
Requirements
- Practical HR and ER experience. You've advised on employee relations and people issues before and can navigate them sensibly, fairly and calmly.
- People partnering. You've worked directly with managers and teams as a trusted advisor, not just processed transactions.
- Coaching and upskilling managers. You can guide, challenge and train managers, including managing upwards, with tact and credibility.
- Sound judgement. You know the difference between a quick answer and something that needs more care, and you act accordingly.
- Organised and detail-minded. You keep things tidy, accurate and on track, and people can rely on what you tell them. Comfortable with people systems and data (HiBob experience is a plus, not a must).
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Personal Attributes
We're looking for someone who is:
- Focused on solutions. You care about finding the right answer for the person in front of you and for the business.
- Self-motivated and confident, with low ego. You can hold your own and manage upwards, but you're here to help, not to be right.
- Warm, friendly and helpful. No task is too small, and people feel better after talking to you.
- Good at saying no and prioritising. You're generous with your time but you protect it wisely and know what matters most.
- Keen to learn and grow. You want to develop, take on more and grow into everything this role can become.
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