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Posted about 12 hours ago
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Beacon

Senior People Operations Manager

4 x 8hr days (100% pay)Remote · Worldwide

About Beacon

At Beacon we’re a growing technology startup building the best nonprofit-focused CRM in the world. We passionately believe in the power of technology to make a difference.

Chris and David, both software engineers, founded Beacon in 2017 to build a new kind of charity CRM using the latest technology and design principles.

Now over 1,500 innovative charities around the world trust Beacon to run their core technology infrastructure. Animal welfare, human rights, disaster relief, cancer support - all powered by Beacon. You can see a quick demo of our product, here, and find out more about our features here .

We have doing good at the core of our mission, but we're also profitable, owned by the founders, and our goals are for long term sustainable growth - not making a quick buck for venture capitalists.

This is our first People role at Beacon, which is a really exciting milestone for us.  This is an opportunity to have a huge impact by building robust, modern practices and processes in a technology company.

The founders passionately believe that our company’s success depends most importantly upon the team that we build, and so far People Ops has been entirely founder-led.  We must be doing something right, because staff retention is very high.  You’re not coming in to fix a shambles, you’re inheriting a solid foundation that you can take in your own direction, while ensuring that the Beacon culture endures as we grow.

Your role will focus on execution, compliance, and infrastructure.  We need to build out our processes in a modern, scalable way. You’ll be given a lot of autonomy: We’ll expect you to write a policy today and execute it tomorrow. You won’t be sat in a dusty corner, you’ll be figuring out how to build a modern technology company along with our senior team members.

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Responsibilities

  • Take ownership of our HRIS system ( Humaans) to automate everything and keep our processes sensible and lean.
  • Iterate on our handbook and policies, ensuring we remain compliant with UK employment law while protecting our startup heart.
  • Support managers and team members with HR questions and concerns as they naturally develop.  Resolve People ops problems with deft professionalism and kindness.
  • Work with the Founders, department heads, and finance team to help to build a sustainable hiring roadmap for the journey from 50 to 100+ employees.
  • Audit and professionalise our end-to-end hiring process to ensure we continue to attract top-tier talent.
  • Contribute to hiring for all roles, working closely with department heads and hiring managers to execute on our hiring roadmap.
  • Review, benchmark, and implement transparent salary bands across all departments to ensure market competitiveness and internal equity.
  • Guide and evolve our benefits package to support a maturing organisation.
  • Help us to improve and iterate on our development framework, so every employee understands how to grow within the company. Ensure that we have a scalable, lightweight performance review cycle that drives high performance with minimal bureaucracy.
  • Take responsibility for employee satisfaction, and take pride in building a company culture that you’ve always wanted to work in.
  • Use data to inform decisions on retention, diversity, and compensation.
  • Be a trusted advisor to the founders, and a compassionate advocate for the team.

Requirements

  • 5 - 8 years in Human Resources or People Operations roles.
  • Proven experience in an organisation like ours. Ideally, you’ll have previously held a People role in a tech company scaling through the 50–150 employee mark.
  • You must be comfortable rolling up your sleeves to draft a policy, fix a process, or speak with a team member. We need someone who is a player first, and a coach second. Someone who is a builder, not just a big-thinker.
  • Demonstrable knowledge of relevant UK-specific regulations and employment laws.

Hiring Process

  1. Application including CV and cover letter or 2 minute video/voice recording
  2. Phone introduction with a Founder - 30 minutes
  3. Video interview with Chief of Staff and a Founder- 1 hour
  4. Final stage session in-person at Beacon’s office - 3 hours
    • Our office is wheelchair accessible
    • We’re happy to pay for appropriate travel costs if this would impact your ability to attend in-person.
    • If there is anything that we can do to improve the accessibility of any of these stages for you, please let us know.

Benefits

  • Our customers are all charities - you'll get to build your career whilst having a genuinely positive impact on the world
  • Four day work week. Our working model gives everyone a 3 day weekend, every week.
  • We'll give you 6 weeks (24 days) of holiday every year, plus bank holidays
  • 6 week fully paid sabbatical every 5 years
  • Taking time off is important. And we really mean it: We'll pay you a £60 bonus for every day of holiday you take
  • Banded salary system so that everyone is paid the same for doing the same job, and compensation growth within the organisation is clear.
  • Guaranteed pay rise to adjust for inflation every 12 months
  • EMI-qualifying share options - you get to own a piece of the company
  • Beacon is climate positive (beyond carbon neutral), so your employment won't hurt the planet. Learn more
  • A proper pension - we'll match 150% of your pension contributions (up to 10%)
  • Private health insurance with routine dental & optical cover
  • Modern parental leave policy (12 weeks at full pay, and it's the same for everyone, regardless of gender or circumstances)
  • Cycle to work scheme

Working together

As a team we prefer to be together in our office (4-6 New Inn Broadway, London, EC2A 3PR) and we'd want you to join us - so this is not a remote role. We offer flexible working hours and while your usual place of work will be with us in the office, you can work home when you need to.

If you don’t live in London but would be happy to relocate, we can pay up to £4,000 (tax free) to help with your relocation costs.

We passionately believe in doing our part to address the tech sector's diversity problem

We believe that in building diversity we build strength.

We encourage everyone with the required skills to apply, we consider building a diverse and representative team to be critical to our success, and we actively pursue building a more diverse team.

We have a banded salary system to ensure that nobody is paid differently for the same role. Salaries across the organisation, including executive pay, are entirely transparent.

Our parental leave policy provides for 12 weeks of full pay, and can be taken by any parent, regardless of their new parenting circumstances.

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