People Operations Partner

About Us

We are rebuilding the energy transaction, making it transparent and fair. Our goal is to put power back where it belongs, in the hands of customers and to take on one of the most critical problems of our century, access to low cost electricity.

We've built the first AI native transaction infrastructure to reinvent how electricity is bought, sold and priced. Our technology is designed to cut out the inefficient fees, automate complex market flows, and bring transparency and fairness to energy transactions at scale.

Since launch, our modern utility product, known as RED, has already facilitated thousands of business customers and billions in energy transaction value, proving that modern software and AI can transform an industry built on legacy systems.

At tem, we're not just building another energy company, we're rearchitecting market infrastructure so that transparency, efficiency and sustainability become the default, not the exception.

The Role

We're hiring a People Operations Partner to join our Performance team.

This is a multi-disciplinary People Operations role at the centre of the employee lifecycle - equal parts operational delivery, automation and continuous improvement. You'll be the reliable hands keeping People processes running as we scale, from multi-country payroll to onboarding, employee changes and offboarding. You'll also build the tools, automations and lightweight AI workflows that connect our systems (Rippling, Notion, Linear, Slack, Ashby, n8n and Google Workspace), so the function doesn't need to double in size every time headcount does.

In your first 12 months, you might:

• Take ownership of payroll across our UK and employer-of-record employees, keeping every cycle accurate and on time as pay schedules and countries multiply.
• Become the trusted point of contact for employees and managers, owning their queries through to resolution.
• Build the automations and AI-enabled workflows that remove repetitive manual work from the employee lifecycle.
• Turn recurring pain points into better processes, tools or self-service, and measure whether they actually worked.
• Move across People disciplines as priorities shift - reward and benchmarking, pensions and options administration, performance cycles, engagement and people data.

Responsibilities

• Run payroll end to end: own monthly payroll across UK and employer-of-record employees - changes, corrections, off-cycle and ex-gratia payments, contractor payroll and invoicing, and country-specific items - keeping it accurate and on time as we add pay schedules and countries.

• Keep the lifecycle running: deliver core People operations across onboarding, employee changes, contracts and documentation, leave, mobility (visas and international moves), EOR and contractor setup, and offboarding, flexing into whatever the business needs most.

• Be the trusted point of contact: own employee and manager queries through to resolution with a clear response standard, rather than passing them between functions.

• Keep the foundations accurate: maintain employee data, documentation and systems so that everything else can depend on them.

• Automate the repeatable: build and maintain automations and lightweight AI-enabled tools, workflows and agents that connect Rippling, Notion, Linear, Slack, Ashby, n8n, Google Workspace and similar, and remove repetitive manual work - with controls so speed never costs accuracy, privacy or employee trust.

• Own the People tech stack: evolve our People technology ecosystem - evaluate emerging tools, consolidate where we can, and simplify the architecture.

• Improve continuously: turn recurring employee and manager pain points into better processes, tools, guidance or self-service, measure whether they worked, and give foundational People processes a named owner and a runbook someone else could follow cold.

• Design to delight and to scale: we treat our people like top athletes and aim to delight at every step of the employee journey, and what works at today's size shouldn't need twice the People team when headcount doubles - default to eliminating or automating work rather than administering it.

• Partner across the business: work with Finance, Legal, Talent, Performance Partners and functional specialists to turn People initiatives into scalable services, and build dashboards and lightweight analysis that help the team and the business make better decisions.

Requirements

Must-Haves

• You've worked in People Operations, People Services, HR Operations or another operational People role - generalists welcome - and you hold a high bar on accuracy and confidentiality.

• You've run payroll cycles end to end, ideally multi-country, in-house or through an employer of record. UK fundamentals (PAYE, RTI, pension auto-enrolment, statutory payments) are familiar, or clearly learnable fast if your payroll experience comes from another market.

• You're highly comfortable with technology: AI is part of how you work, you actively experiment with new tools and capabilities, and you can build automations through no-code or low-code tools, integrations and AI workflows.

• You think in systems and workflows rather than individual tasks, with a strong instinct for simplification ("why are we doing this manually?"), and you're comfortable using data to diagnose problems and make decisions.

• You operate effectively in ambiguity, without waiting for a perfectly defined process or remit, and you balance efficiency with empathy - People Operations is about people, not just workflows.

• Strong ownership instincts: when something's broken, unclear or inefficient, your instinct is to fix it, and you're willing to move across People disciplines depending on where the organisation needs you.

Desirable

• Breadth across the People remit beyond Operations - reward and benchmarking, pensions, benefits, or performance and engagement. This role is deliberately multi-disciplinary.

• Familiarity with the basics of UK and EU employment law, and experience administering equity or share options (for example EMI or unapproved schemes, and cap-table tools such as Vestd).

• Experience supporting international employment through employers of record, and setting up or managing contractors (including off-payroll and IR35 awareness).

• Experience in a fast-scaling startup or scale-up, especially through a period of doubling headcount or entering new countries.

Benefits & Perks

• Stock options so everyone has ownership in our mission.

• 25 days holiday plus public holidays. Swap public holidays for the ones that matter most to you, and enjoy your birthday off.

• Remote first and flexible working, with clear core hours and no internal meetings on Friday afternoons.

• Up to GBP1,200 or EUR1,400 per year for your remote setup.

• Up to GBP150 or EUR170 per month for wellbeing.

Interview Process

We move fast. Most processes take 2 to 3 weeks from first chat to offer. If you need us to adapt anything, let us know.

• Intro call with our Talent team.

• Hiring Manager interview.

• Skills interview, which might include a practical exercise.

• Bar Raiser interview with leadership stakeholders.

We welcome applications from people of all backgrounds, experiences, and identities, including those that are traditionally underrepresented in the tech and energy sectors. If you're excited about this role but not sure you meet every requirement, we'd still love to hear from you. Your unique perspective could be exactly what we're looking for.