People Advisor, LandTech
+ Company Equity Scheme
Property development software for sourcing and assessing land
Posted today
Property development software for sourcing and assessing land
101-200 employees
Posted today
+ Company Equity Scheme
101-200 employees
Company mission
To create an open land market in order to unlock its potential for everyone, by driving tech-enabled change for developers to shape the communities of the future.
Role
Who you are
- This role would suit someone dependable, proactive, and motivated by the opportunity to grow their career as a People professional in an industry leading technology company
- CIPD qualification (minimum Level 5), with a commitment to keeping employment law and best-practice knowledge current
- Solid working knowledge across the core HR disciplines: employee relations, performance management, and the wider employee lifecycle. Sufficient to advise managers independently on most day-to-day matters
- Strong, practical understanding of UK employment law and its application, able to interpret legislation and policy to give sound, risk-aware advice
- Experience handling employee relations casework (disciplinary, grievance, absence, capability), including preparing documentation and supporting or advising at hearings
- Sound understanding of people operations and HRIS platforms (ideally BambooHR), with the ability to oversee accurate, compliant employee lifecycle administration
- Experience developing, reviewing, and applying HR policies and procedures
- Confident using people data insights to spot trends and translate findings into practical recommendations
- Strong coaching, influencing, and communication skills, with the ability to build trusted relationships and handle sensitive matters with discretion
- You’re highly dependable - people trust you to follow through, handle sensitive matters carefully, and keep things moving
- You’re proactive and motivated, spotting what needs doing and taking ownership without waiting to be asked
- You have sound judgement and know when to act independently, when to ask questions, and when to escalate
- You’re organised and detail-oriented, comfortable balancing casework, operational tasks, and project work
- You build trust quickly with managers and employees through clear communication, trust, and consistency
- You’re ambitious about growing your People career and excited by the opportunity to learn through broad exposure and responsibility
- This is a role for someone who wants to grow their career beyond the remit of People Advisor - someone ready to become a trusted partner, take real ownership, and grow into a highly capable People professional
What the job involves
- Reporting to the VP of People, the People Advisor will act as a trusted right hand across the People function - helping ensure our people operations run brilliantly, managers are well-equipped, and support our people through every stage of the employee lifecycle in a remote-first business
- You’ll be the first point of contact for day-to-day people matters, taking ownership of employee relations, manager coaching, policy development, engagement and performance management
- Act as a trusted partner to the VP of People, providing dependable support across People priorities, strong follow-through on key actions, and proactive ownership of agreed workstreams
- Dependable first point of contact for employees and line managers on day-to-day people matters, providing timely, accurate advice on policies, procedures, and processes
- Own the operational heartbeat of the People function, ensuring employee lifecycle processes are smooth, accurate, compliant, and continuously improving
- Coach and upskill line managers to build their capability to lead their teams effectively, and handle people issues confidently and consistently
- Review, update, and help develop LandTech policies and documentation to keep them legally compliant, practical, and aligned with our values
- Manage employee relations casework end to end. Advise and coach managers through each stage, and use sound judgement to escalate to the VP of People where necessary
- Support recruitment and retention activity, including management of the candidate pipeline, advising managers on hiring, interviewing, and onboarding best practice
- Own the committed rhythm of cyclical people activities such as performance reviews, engagement surveys, and compensation and benefit reviews, supporting the VP of People on their effective delivery
- Use people data and case trends to identify recurring issues and recommend improvements to policies, processes, and manager capability
- Support and drive high-performance, engagement, wellbeing, and culture initiatives that embed our values across teams
- Bring curiosity, initiative, and a continuous improvement mindset to how we support managers, employees, and the wider business
- Working closely with the VP of People, you will have exposure to strategic People projects that help shape our culture, employee experience, manager capability, and ways of working
- Develop broad experience across employee relations, people operations, manager coaching, policy, engagement, performance, and culture
- Real ownership from day one, with the opportunity to improve how People processes, policies, and support are delivered
- A clear platform to grow your People career by becoming a trusted partner to managers, employees, and the wider business
- The opportunity to build confidence, judgement, and influence in a leading, remote-first SaaS business
- KEY DELIVERABLES [3-6 months]:
- Build strong relationships across the business, becoming a trusted and dependable first point of contact for people queries
- Establish yourself as a reliable right hand to the VP of People, providing proactive support, strong follow-through, and ownership of key People priorities
- Get fully up to speed with our policies, processes, systems, and ways of working, identifying opportunities to simplify, improve, or strengthen them
- Take ownership of People operations and employee lifecycle processes, ensuring they run smoothly, accurately, and compliantly
- Confidently manage live employee relations casework, providing sound, timely, and risk-aware guidance to managers
- Use people data, case trends, and employee feedback to recommend practical improvements to policies, processes, and manager capability
- Own cyclical People activity, engagement, wellbeing, culture, and performance initiatives
Salary benchmarks
Our take
LanTech is a UK proptech providing data-driven tools to support property professionals in identifying, analysing, and progressing development opportunities. Its core product, LandInsight, uses large datasets to help developers discover and assess potential sites more efficiently, while LandEnhance gives planners streamlined access to planning and policy information in one place.
The property sector has traditionally been slow to modernise, but increasing pressure to deliver new house has pushed demand for faster, more informed decision-making. And LandTech sits in this shift by helping reduce friction in the early stages of development, allowing users to move from site discovery through to planning insight and funding considerations more efficiently.
The platform is now used by a large network of property professionals, including major UK housebuilders and thousands of industry users. Backed by significant investment in recent years, LandTech has expanded its product ecosystem beyond pure site-finding tools, increasingly integrating planning, data, and funding insights to support a more joined-up development workflow from start to finish.
Steph
Company Specialist at Welcome to the Jungle
Insights
57% employee growth in 12 months
Company
Employee endorsements
Opportunities to learn
"When I joined Landtech, I still had a few skills that needed to be developed and with the help of managers, I was able to identify learning paths..."
Funding (last 2 of 4 rounds)
Feb 2023
$12.9m
LATE VC
Oct 2021
$57m
SERIES A
Total funding: $70.5m
Company benefits
- Flexible and Remote Working
- 25 Days Paid Holiday (+ Bank Holidays)
- Flexible Bank Holidays
- Working From Home Fund
- Day Off On Your Birthday
- 2 Days Annual Holiday For Company Trips
- Referral Bonus
- Reward and Recognition Programme
- Group Life Assurance 4x Your Salary
- Company Pension
- Finish Early On Fridays In August
- Enhanced Parental Leave
- Private Health, Dental and Optical Care
- Cycle-to-Work Scheme
- £500 Growth Fund
- Increased Pension contributions after 2 years service
- Anniversary Milestone Gifts
- Share Options Scheme
- Volunteer Charity Day
- Unlimited Unpaid Holiday
- Christmas Gift Day Off
- Enhanced Sick Leave
- Sabbatical Leave
- Fertility and Family Forming Leave
- Opportunity to Buy Annual Leave
Company HQ
Westminster, London, UK
Leadership
Darren Keith
(VP of Commercial)Darren joined LandTech in 2018 as a Customer Operations Manager. Since then, they have held a number of roles and moved into the role of VP of Commercial in 2024. Previously, they were a Contact Centre Manager at L&Q, a Customer Service Operations Manager at ActivInstinct, and the Head of Outbound UK Sales at XLN.
Grace Manning-Marsh
(Chief of Staff)Grace joined LandTech in 2017 as a Product Manager, they then moved into the role of Head of LandEnhance in 2018 and Chief of Staff in 2022. Previously, they were a Senior/Principal Consultant at Temple Group.
Jess Weaver
(VP of People)Jess joined LandTech in 2021 as a Senior People Manager, they then moved into the role of Director of People in 2023 and VP of People in 2025. Previously, they spent 11 years at Cognito iQ in various roles, including Head of HR.
Michael Edwards
(VP of Operations)Michael joined LandTech in 2018 as a Business Analyst. Since then, they have held a number of roles and moved into the role of VP of Operations in 2026. Previously, they spent over 6 years at Credit Suisse as an Equity Syndicate Analyst/Associate.
Diversity, Equity & Inclusion at LandTech
- Shaped by our Values of 'We Build with Accountability, Cohesion and Courage’, we expect all members to uphold integrity-centric, result-focused, and harmonious conduct in how they think, operate and behave. This is irrespective of their walk of life or personal characteristics or preferences. We take a firm stance that all decisions relating to employment decisions, performance and recognition are not qualified or impacted by any demographic agendas, and unequivocally on the meritocracy of cognitive competency and character of the individual.
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