HR Business Partner, Flo Health

• Strong HR Business Partnering experience in fast-paced environments
• Experience partnering with large, complex teams (100+ headcount)
• Background in consumer technology businesses (ideally app-based)
• Proven ability to connect People strategy to business delivery outcomes
• Demonstrated experience in:
• Organisational design
• Compensation and total reward strategy
• Performance and talent management
• Career progression frameworks
• Employee relations across jurisdictions (EU & UK)
• DEI initiatives
• Strong commercial acumen and ability to challenge senior stakeholders
• Experience operating credibly at Exec and senior leadership level
• Strong change management and project delivery skills
• Advanced use of HR analytics to inform strategic decisions
• Strategic but pragmatic
• Fast-moving and outcome-focused
• Commercially minded
• Comfortable challenging senior stakeholders
• Data-driven and analytical
• Calm in ambiguity
• Hands-on and execution-oriented
• Enterprise-minded and adaptable across functions
• Highly flexible, able to shift priorities as business needs evolve quickly
• Skilled at building trusted relationships across very different stakeholder groups — from individual contributors to Exec level — adjusting your style to influence effectively in each context

Desirable

• Flo's growth has been rapid and intentional
• From a few hundred employees to a global team of 500+, we've scaled by building high-performing, empowered teams
• As we continue to evolve, we're hiring a strategic, commercially sharp, and hands-on HR Business Partner to partner across our business functions
• You will work directly with senior leadership, helping shape capability, structure, and performance so that teams can move faster, prioritise smarter, and scale sustainably
• This role is not about policy administration, it's about driving organisational performance
• Our HRBPs are business partners first, functional specialists second
• We operate as a tight, high-performing team and consider ourselves interchangeable and function-agnostic
• You will be embedded in a function, but your remit is to solve business problems, not to stay confined to one area
• Deeply understanding business strategy, not just People processes
• Being able to step into different departments if priorities shift
• Sharing knowledge across the HRBP team to raise collective impact
• Thinking enterprise-wide, not in silos
• We expect our HRBPs to operate at company level, even when embedded in a function
• As HRBP, you will operate as a true strategic partner and embedded consultant, balancing long-term organisational design with fast, high-quality execution
• Align People strategy with company business strategy and roadmap delivery
• Enable faster decision-making through strong org design and clear accountability
• Build capability in leadership and craft
• Anticipate organisational risks before they slow delivery
• Drive and implement end-to-end People initiatives
• Use data to influence decisions and measure impact
• You will move between executive-level strategic conversations and hands-on operational delivery seamlessly
• 1. Strategic Partnership with Leadership
• Partner closely with C-level and senior leadership on structure, capability and succession
• Translate business strategy into workforce plans and talent priorities
• Challenge leadership thinking using data, insight, and strong business acumen
• Contribute meaningfully to strategic discussions, not just People topics
• 2. Organisational Effectiveness & Speed
• Design and evolve org structures that improve clarity, ownership, and delivery velocity
• Identify capability gaps that slow execution and build targeted interventions
• Strengthen performance management and accountability standards
• Support headcount planning and budget forecasting with Talent Acquisition and Finance
• 3. Hands-On Execution Excellence
• Lead compensation, promotions and salary review processes
• Manage all Employee Relations cases across jurisdictions
• Drive performance improvement and succession planning
• Implement career development frameworks
• Ensure People initiatives are delivered on time and with measurable outcome
• 4. Leadership & Capability Acceleration
• Coach Product leaders and managers to raise performance standards
• Develop frameworks to improve feedback culture and decision-making quality
• Drive management upskilling using practical tools and applied learning
• Strengthen leadership bench strength across Product
• 5. Data-Driven Impact
• Use engagement, performance, retention and productivity data to shape decisions
• Measure effectiveness and ROI of People initiatives
• Present insights in clear, executive-ready formats
• Drive evidence-based intervention
• You will be measured on:
• Business organisation delivery enablement and capability growth
• Effective execution of people calendar initiatives
• Improvements in engagement and retention
• Increased manager capability and leadership maturity
• High-quality, timely execution of People initiatives
• Strong feedback from leadership stakeholders
• Proactive, compliant management of ER matters