The role

We’re hiring a People Operations & Insights Partner, our second permanent ‘People’ hire, to work closely with the Head of People & Organizational Dynamics to support day-to-day people operations, people projects, and workforce data and reporting.

This is a hands-on, mid-level role ideal for someone who has worked in startups or fast-growing environments and enjoys bringing structure, clarity and insight to People operations from the ground up. The role is highly varied, with a broad scope and a significant volume of work managed by a small team. Intersect currently supports a global workforce of around 40 people, across multiple engagement types, which brings with it a range of startup-specific nuances and complexity within the People function. As such, this role is best suited to someone who is comfortable working across a wide remit, navigating ambiguity, and operating in a small team with large bandwidth. It may be less suited to individuals whose experience is primarily within larger organisations with well-established People processes and larger, more specialised HR teams.

As People Operations & Insights Partner, you will be responsible for the day-to-day running and improving the operational people & culture backbone of Intersect. While the Head of People & Organizational Dynamics works closely with the Executive Director and sector leadership team on strategy, governance and executive partnership, you will:

Own day-to-day People operations items and employee lifecycle delivery
Lead and deliver defined People projects end-to-end
Take accountability for people data, reporting and insights
Support hiring delivery and candidate experience
Work closely with our Core Ops teams to ensure cross-dept delivery

Key responsibilities

People Operations

People Operations at Intersect is hands-on and collaborative, with day-to-day communication happening openly and informally across the organisation.

Own and maintain accurate headcount and workforce records, ensuring clarity across roles, contracts and status changes
Manage core employee lifecycle processes, including onboarding, offboarding, probation and role changes
Act as a first point of contact for People-related queries, with day-to-day communication taking place across Slack, email and internal documentation
Provide clear, timely and pragmatic People guidance in a fast-moving, startup environment
Maintain and organise People documentation, templates and records to support consistency and ease of access
Proactively identify opportunities to improve how People queries and requests are raised internally, helping the People function operate more effectively and sustainably as Intersect grows.

People Projects

As a startup, our People function is continually evolving - this role will help shape that evolution through hands-on project work and thoughtful improvement. Examples of projects include:

Improving onboarding and induction experience
Benefit offerings and development initiatives
Supporting performance review cycles and related documentation
Creating or refining People playbooks, templates and internal guidance
Supporting implementation or optimisation of People tools and systems

Projects will be prioritised and scoped with the Head of People & Organizational Dynamics, with you owning execution and follow-through of a number of those.

People Data & Insights

We believe that well-designed People projects, meaningful initiatives, and the early identification of risks are best informed by clear, reliable data. This role will help ensure People Team decisions are grounded in insight, not assumption.

Own People data hygiene and reporting cadence, ensuring information is accurate and up to date
Maintain visibility over core People metrics, including:
- Headcount and workforce composition
- Hiring activity and pipeline health
- Attrition, retention and movement trends
- Emerging engagement or sentiment signals where available
Translate data into clear, practical insight that supports decision-making by the Head of People & Organizational Dynamics and other Sector Leaders.
Use data to highlight patterns, risks or opportunities and inform future People projects and priorities
Support the ongoing development of lightweight, sustainable reporting that evolves as Intersect matures

Please note - you do not need to be a specialist analyst but you should be comfortable working with data and using it to bring clarity, so previous experience working with HR data is preferred.

Hiring & Talent Support

Hiring at Intersect is deliberate and values-led rather than high-volume. This role will ensure hiring is well-run, consistent and thoughtfully supported by the People team, in close partnership with hiring managers and the Head of People & Organizational Dynamics.

Coordinate end-to-end hiring delivery across functions
Support role scoping, interview processes and candidate experience
Manage interview scheduling, feedback loops and offer coordination
Maintain clear hiring trackers and documentation

Decision-making scope

The People Operations & Insights Partner operates with a high degree of autonomy across day-to-day People operations, project delivery, and People data management, making decisions close to the work while maintaining clear alignment with the Head of People & Organizational Dynamics.

Within scope, the role is empowered to:

Make day-to-day operational decisions related to People processes, employee lifecycle activities, documentation, and internal guidance, in line with agreed frameworks and policies.
Own execution decisions for defined People projects, including timelines, delivery approach, and coordination with stakeholders, once priorities and scope are agreed with the Head of People & Organizational Dynamics.
Provide pragmatic People guidance to team members and managers on routine queries, drawing on existing policies, precedent, and good judgement.
Manage People data, reporting cadence, and insight generation, including identifying trends, risks, or opportunities and recommending actions.
Coordinate hiring delivery and candidate experience, making operational decisions related to scheduling, process flow, and documentation.

Escalation is expected where decisions:

Have potential legal, compliance, contractual, or employee-relations risk.
Involve changes to policy, compensation, benefits, engagement models, or workforce structure.
Require judgement beyond established precedent or have broader organisational impact.
Are sensitive in nature, including performance concerns, grievances, exits, or wellbeing-related issues.
Impact senior leadership, budget approval, or cross-sector priorities.

In these cases, the People Operations & Insights Partner will escalate to the Head of People & Organizational Dynamics with clear context, relevant data, and recommended options to support timely decision-making.

This role is designed to enable speed, clarity, and consistency in People operations, allowing the Head of People to focus on strategy, governance, and executive partnership while maintaining strong oversight and alignment.

Qualifications and attributes

Minimum requirements

At least 5+ years’ experience in People / HR roles, with strong generalist exposure
Demonstrated experience owning or contributing to People data and reporting in previous roles
HR tech savvy - experience working with HRIS, EOR and ATS techstacks is essential
Comfortable operating in startup or scale-up environments, including navigating ambiguity and evolving ways of working
Experience working in small teams with broad scope and responsibility
Able to work autonomously, manage competing priorities and follow work through to completion
Exposure to globally distributed teams or contractor populations

Preferred (will strengthen your candidacy)

HR project/ programme management is desirable
Familiarity with global employment practices
Familiarity with Web3, Blockchain, Crypto industries
CIPD / other relevant HR accreditations desirable but not essential

Compensation and benefits

Compensation at Intersect is informed by role archetypes, scope, and accountability, and benchmarked against comparable global nonprofit and Web3 roles requiring similar skills, impact, and complexity. As part of our ongoing organisational development, we continue to evolve a role archetype and salary framework to bring greater clarity and consistency to compensation across Intersect.

This is a remote-first position, with some expectations of travel when required. There is the option to collaborate in person in our London workspace (Tower Hill) if you are based in London.

As a maturing start-up, we are in the process of evolving our benefits offering to ensure it reflects our community-first values and global workforce.

Hiring process

The suitable candidate will be selected through a three-stage recruitment process. All interviews will be conducted remotely via Google Meets.

Introductory Call: An initial conversation with our Head of People & Organizational Dynamics, Rosie, to confirm alignment and suitability for the role.
Formal Interview: A detailed interview to assess experience and fit from both technical and team perspectives. This will likely include a take-home-task to complete and present in this interview.
Final Stage: A competency-based assessment and additional opportunity to ask questions.

Intersect is an equal-opportunity organization. We value diversity of thought, identity, experience, and culture and are committed to building a leadership team that reflects the decentralized community we serve.

To learn more about Intersect MBO and what we do, please visit our Knowledge Base - https://docs.intersectmbo.org/****

Apply forPeople Operations and Insights PartnerUK / EuropecontractorremotepeopleEstimated Salary£50,000