People Partner

We’re scaling fast across the US and Europe, and our global team of almost 2000 colleagues continues to grow, and fast! As we expand our reach, launch new products and enter new markets, we need to stay sharp, scalable and human. That’s where you come in.

We’re looking for a People Partner to join our high-performing team and partner with leaders to deliver people strategies that drive performance, engagement, and scalable growth. As a People Partner, you’ll work closely with senior leaders to translate company priorities into actionable people plans. You’ll bring clarity, commerciality, and care to everything you do, enabling leaders to make confident decisions and empowering teams to thrive.

Due to the recent acquisition and ongoing integration of two organisations alongside our huge growth ambitions, this role is for someone who thrives in fast paced, scaling environments and knows how to bring clarity, commerciality, and dedication to employee experience in fast-scaling teams.

You’ll be responsible for implementing core people processes, enabling change initiatives, and ensuring we’re building a culture that reflects our values as we scale.

What you’ll do

• You’ll bring insight, challenge and clarity to business decisions, team structures, and leadership plans. With huge growth plans comes ambiguity and a need to adapt our approach regularly; you’ll be comfortable navigating unknowns and bring confidence in others through ambiguity.
• You’ll be a trusted adviser and coach, ensuring leaders have the mindset, capability, and confidence to lead their teams effectively on people topics, from performance and development to team dynamics and organisational change.
• Work with Senior Leaders and Managers to co-create people priorities aligned to business goals and our Perk Values.
• Provide scoped options and sound recommendations on people topics across the full employee lifecycle, including org design, high performance culture, and leading change.
• Implement and manage key people processes (e.g. performance reviews, engagement surveys, talent planning) in your functions, ensuring quality and consistency.
• Partner leaders to embed a high performance culture through multiple touchpoints such as the performance process, ensuring objectives, feedback, and development conversations drive high performance.
• Use a range of data insights including People Data, Engagement Results, performance, and external sources to proactively partner the business; you’ll diagnose challenges, track progress, recommend improvements, and monitor progress against agreed initiatives.
• Co-deliver change management with Senior Leaders and Managers, ensuring buy-in, clear communication, leader enablement, and smooth implementation.
• Identify capability gaps and partner with the relevant functions to address them, including through the creation and delivery of learning content.

What success looks like

• You start with business impact in mind, and you apply your knowledge and experience to the context of Perk to deliver business impact while balancing the employee experience.
• Leaders in your functions feel equipped and confident to lead their teams through growth and change, and to drive performance, engagement and team development.
• Core people processes are delivered with consistency, quality, and impact.
• People data such as attrition and absence remain healthy, while engagement and performance metrics in your functions improve, with clear links to actions you’ve partnered on.
• Change initiatives and project delivery in your remit are implemented smoothly, with positive feedback from leaders and teams.

What you’ll bring

• Experience in a People Partner role partnering with Revenue functions and working in fast-moving tech companies
• A track record of partnering and influencing senior leaders.
• Strong understanding of organisational design, how to drive high-performance culture, leadership development, and leading change
• A coaching mindset and excellent communication skills. You know when to challenge and when to guide.
• Experience developing and enabling leaders and managers
• Comfort operating across regions and time zones, with experience partnering with international teams
• A bias for clarity, consistency, and care in everything you do

What we offer

• Receive competitive compensation and equity ownership in Perk.
• Rest and recharge with our generous allocation of vacation days plus public holidays.
• Take control of your physical health with your choice of private healthcare or a gym allowance.
• Know that your loved ones are protected financially through your Life Insurance if the worst were to happen.
• Join our unforgettable Perk events, including our spectacular annual summer party.
• Always feel supported with Spring Health, our market-leading wellbeing partner, providing fast, comprehensive access to 12x therapy and 12x coaching sessions for you and your loved ones.
• Make your money go further with our flexible compensation plan.
• Focus on your family with 17 weeks’ paid parental leave during your child’s first year.
• Contribute to your community with 16 paid hours per year to spend volunteering for your dearest charitable causes.
• Broaden your horizons with up to 20 "Work from Anywhere" days per year.
• Nurture your language skills with real-life English, Spanish, and Catalan lessons.
• Follow your passions and take a four-week, fully paid sabbatical once you reach 5 years
• Let us help you move to one of our hubs with relocation support.

AI at Perk

AI is embedded in how we work across every function. The tools you'll use day-to-day are AI-enabled, so you can move faster and spend more time on the work that matters. In practice, that means using AI to research and prioritise accounts, draft and refine outreach, handle customer interactions more effectively, synthesise information, and cut through shadow work - the invisible tasks that pull people away from the work only they can do - so you can focus on relationships and outcomes.

We don't expect you to be an AI expert, but we do expect you to be curious and intentional about it. The bar is judgment: knowing when AI makes your work better, when to verify what it produces, and when to rely on your own expertise instead.

We'll ask about how you use AI in your interviews, not to test tool knowledge, but to understand how you think about it. That reflects how we work every day.