Head of People

Head of People

FeedbackFruits

Hi, I'm Marloes, interim Head of People at FeedbackFruits. 👋 We are at a real turning point. We have spent the last quarter stabilising, and now we are deciding what kind of company we want to be as we grow. We recently ran a company-wide engagement survey, and it told us two things clearly. First, that we have something worth protecting and developing: talented, mission-driven people, managers who care, and trust inside the teams. Second, that we have foundations to rebuild. Clearer priorities and direction, fairer and more transparent reward and growth, stronger ways of working across teams, and leadership people can consistently trust. We have already done the diagnosis and mapped where we are going. We have a People Vision and a roadmap ready to implement. What we need now is the Head of People who turns that plan into reality. Someone who holds the people voice with our leaders, and peers and keeps pulling the conversation up to what matters: what kind of employer we want to be, what our values mean day to day, and how we hold each other accountable to them. Someone who builds the foundations that let good people do their best work and actually want to stay. This is not a polished, fully resourced function waiting for a figurehead. It is a foundations phase. You will be hands-on as much as strategic, building and fixing things that do not exist yet, often with a small team and a finite budget. It takes resilience, patience and a bit of bite. But the impact you can have in this role… What you'll do: * Deliver the People Vision and roadmap that are already in place, owning the execution end to end. The direction is set, so your job is to make it happen, with the space to shape how we get there and to bring your own thinking along the way. * Be the voice of people in the leadership team. Keep bringing the conversation back to what kind of employer we want to be, what our values mean in practice, and how we hold each other accountable, including challenging the leadership team and founders when it serves the company. * Lead our near-term stabilisation priorities: rebuilding the foundations around performance and expectations, supporting strategic clarity and execution discipline, and building a learning and development strategy. * Own the full employee lifecycle, from how people join to how they grow, are rewarded and eventually leave, and simplify it. A lot of our processes are fragmented, over-engineered and siloed. Your job is to connect and lighten them so they scale. * Build the things people are asking us for: clear performance expectations, career levelling and progression, and a transparent, fair pay and reward philosophy. * Develop our managers and leaders through coaching, feedback and a clear capability framework, so people feel supported and stretched in equal measure. * Tackle retention and engagement at the root, working out why good people disengage and doing something about it. * Lead and grow a small People team across People Ops, Talent Acquisition, People & Culture Business Partner and Office Management, while leaning into the whole organisation. * Own our people data and reporting, including a regular read for the leadership team and the talent metrics for our quarterly business reviews. * Roll your sleeves up. With a lean team, you will sometimes design the strategy and sometimes be the one delivering it. Both are the job. What you bring: * Senior People experience in a scale-up, with a real understanding of what it takes to build something that scales rather than just adding more. * Strategic and hands-on in equal measure. You can set direction and you can build and execute when something does not exist yet. This is not a place with a big team to do it for you. * An independent thinker with real ownership. You look at all the pieces on the table and propose something better, rather than waiting to be told what to do. You reduce dependency, you do not create it. * The courage to challenge, and a bit of bite. You can tell a founder / COO , with respect, that you disagree, and you can hold the line when a decision needs to be made and stuck to. * Resilience and patience. This is a multi-quarter culture lift, with the curveballs that come with a scale-up. You have done some version of lifting the standard before, so you know it is not quick. * A people person who leans into the whole organisation. You spend your time across the business. * A solid understanding of Dutch labour law and the regulations that come with it. * Strong written and spoken English. Dutch is a plus. * Based in or around Amsterdam, with strong in-person presence. What you get: * A salary of €6.200 - €7.000, depending on experience * 25 paid holidays per year * Hybrid working, with 3 days a week from our Amsterdam office * A day off for your birthday * Advantageous pension scheme * 3 days of volunteering leave per year * €550 Learning & Development budget per year, plus 3 paid days for learning * Travel allowance and a Swapfiets subscription * Free access to the office gym * Unlimited access to mental health support through OpenUp (within the EU, US and AUS)

Head of People

HSPG

THE ESSENTIALS  THE BENEFITS: 25 holiday days per year;  Role: Head of People 4 ‘Me Days’ per year (take a Me Day – focus on you); Team social events and trips; Platform: HSPG Wellness allowance of £70 per month to be used for gym, classes, physio or other wellness costs; Status: Full time, permanent Private healthcare with Vitality; Mintago financial platform; Base: London. We work 4 days in the office, 1 WFH Drive Electric salary sacrifice; Enhanced maternity, paternity and parental leave; Start: ASAP Employee referral scheme: £2,000 towards a getaway of your choice   Working arrangement: We typically work 4 days in the office, 1 day from home.  Hours: 37.5 hours per week. Start: ASAP HSPG: A social impact real estate company Our mission is simple: Building partnerships, creating homes, developing communities. There is a critical lack of affordable housing across the UK, affecting the most vulnerable people in our community. We build long-term partnerships with Local Authorities to acquire and manage demand-driven social and affordable housing across various tenures, as per the image below. Across HSPG’s Living Sector platforms, we are actively acquiring 2,500 high-quality homes from national housebuilders and developers by the end of 2025. These properties are managed by our experienced team, grouped into portfolios, and funded by our institutional investment partners. HSPG aims to positively impacts our residents’ lives, while providing long-term, sustainable returns for our investment partners.  ---------------------------------------------------------------------------------------------------------------------------------- Core Behaviours: ---------------------------------------------------------------------------------------------------------------------------------- Accountability You are accountable for: * End-to-end recruitment and talent attraction. * Onboarding and employee experience. * People processes, systems and operational delivery. * Supporting performance management processes. * Internal events and people initiatives. * Full employee lifecycle, from attraction through to development and retention. You are not accountable for: * Final sign-off on hiring decisions. * Ownership of core behaviours or company-wide strategy. * Senior leadership development at Director level and above. Core mission:  Your core mission is to own and execute the full employee lifecycle at HSPG, ensuring we attract, hire, develop and retain high-performing individuals. You are responsible for building and running the systems, processes and experiences that underpin our people function, from hiring and onboarding through to development, retention and performance support. This is a hands-on, execution-focused role. You take ownership of the detail, follow-through and delivery across all people-related processes, ensuring nothing is dropped, delayed or inconsistent. You work closely with the Managing Director, taking significant operational load off their plate, while ensuring that standards remain high and the essence of what makes HSPG special is protected as we scale. You are not a recruiter. You are a people operator who builds and runs the systems that make great teams perform. Make it your mission to make it fun. ---------------------------------------------------------------------------------------------------------------------------------- Obsess:  You obsess over: * Hiring quality and pace: attracting and securing high-calibre individuals quickly, without compromising on standards. * Employee experience: ensuring every touchpoint, from first interaction to onboarding and beyond, is intentional, high-quality and aligned with who we are. * Retention and development: understanding what drives performance and engagement, and continuously improving how we support and develop our people. * Moments that matter: infusing ‘different’, ‘special’ and/or memorable moments in people’s day, life and job. The finer details matter, here.   ---------------------------------------------------------------------------------------------------------------------------------- Excel:  You excel at: * Execution: taking ownership of work and delivering it to a high standard without needing heavy direction. * Emotional intelligence: building strong relationships, understanding what drives people and supporting them to perform at their best. * Leadership: supporting and developing Heads of level to improve performance, clarity and accountability. * Communication: clear, direct and effective communication across all levels of the business. ---------------------------------------------------------------------------------------------------------------------------------- Specific experience:  * 5+ years experience in a people role * Proven experience in a generalist people role, owning multiple aspects of the employee lifecycle, beyond recruitment. * Strong experience in hiring and talent attraction, combined with broader responsibility across onboarding, development and people processes. * Experience building and improving people processes and systems in a growing business. * This role is not suited to candidates with a purely agency or recruitment-only background ----------------------------------------------------------------------------------------------------------------------------------   90-day wins Early traction and strategic control. * Strong relationships built across the whole business, with clear understanding of people, roles and priorities. * Current hiring and people processes mapped, with clear improvements identified and implemented for active headhunting, not only inbound applicants. * Full ownership of recruitment across key roles, with improved speed, structure and communication. * A clear and structured onboarding experience in place, including defined first day, first week and first month plans, with strong input from line managers. * Initial framework in place for goal setting, development conversations and regular and consistent check-ins across teams. 12-month impact outcomes Material impact and results within first 12 months. * Time to hire significantly reduced, while considering budget, with consistently strong hiring manager feedback on candidate quality. * A clear, well-run employee lifecycle in place, from hiring through to development and retention. * Improved leadership capability at Head of level through structured support and development. * Key people processes running smoothly without reliance on the Managing Director. * Clear and consistent approach to communication, development, goal setting and performance conversations across the business.

Head of People

Melotech

WHO WE ARE Melotech is revolutionizing media and entertainment. We create art through technology for humans to enjoy. In just 24 months, our work has been heard, watched and loved for over 3 billion minutes worldwide. Founded by entrepreneur and investor Soheil Mirpour, we are backed by top VCs Cherry Ventures, Speedinvest and GFC, alongside world-class angels from firms such as Spotify, Blackstone and KKR.   What you will do Your role as Head of People is to build the recruiting engine that scales Melotech, personally hiring the 10 to 20 exceptional people who will shape our next chapter across product, engineering, go-to-market and creative, and then to build the people function beneath them. Working hand in hand with our founders, you own talent end to end.   On a typical day, your tasks may include: * Owning outbound recruiting from start to finish: sourcing, screening and running most of the interview loop yourself, across technical, commercial and creative roles * Building a scalable hiring machine with outbound at its core, extending over time into university hiring, hackathons and referral networks * Acting as the first filter: knowing what exceptional looks like and where it comes from, so only the top of the funnel ever reaches our founders * Building talent pipelines across both Europe and the US * Standing up the people function as we scale: contracts, levelling, performance reviews, compensation, bonuses and benefits * Designing the internal systems and workflows a fast-growing, globally distributed team needs   Who you are You're a talent professional who has personally scaled a high-growth company through its most exciting years, and you're hungry to do it again, hands on. You know what exceptional looks like, where to find it, and how to close it, and you bring both a network and a repeatable process. Typically, your profile will look like this: * 3+ years of experience in Talent Acquisition or Recruitment roles with demonstrated strategic impact; proven track record in high-growth or scale-up environments preferred * Recruiter or early people hire at a top-tier, high-growth consumer or AI startup, where you personally scaled the team through early growth * AI-native: you use AI in your own workflow and can credibly recruit for an AI-native company * Comfortable hiring across both Europe and the US, ideally from a remote or internationally distributed team * A real network and a systematic, repeatable process, not just a knack for people * Bonus: experience hiring creative talent too (video, visual, artists), not only engineers and commercial roles * Genuinely passionate about recruiting: it's the craft you want to keep doing * Colleagues would describe you as hard-working, ambitious and persistent   What makes this exciting You are one of the first employees of an ambitious team, changing the world of media and entertainment. As the person who hires everyone who comes after you, your fingerprints will be on the entire company. Being early means every decision you make shapes our trajectory. You're not a cog in the machine but the captain of your own ship, rewarded for performance and respected for leadership. Flat hierarchies mean that your voice matters, your ideas get implemented, and your impact is immediate. We pay competitive salaries and make you an owner of the business with equity. We work remotely to give you complete freedom over your life, while meeting regularly around the world for global offsites where we strategize, bond, and push boundaries together.   What the process will look like We hire on a rolling basis. Earliest starting date is always ASAP. Once you begin our process, you can progress from start to offer within a week, depending on how quickly you can move through each stage: 1. Initial interview: 30-minute introductory call - getting to know you 2. Founder interview: 60-minute interview with our CEO - going deep on all topics 3. Offer, contract signing and onboarding Note: As we are still in stealth, you will learn more about Melotech as you progress through the stages. By the end of the Founder interview, you will have a full grasp of our business and the details of your role.