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About the Role

As People Director, you will provide HR leadership to ensure our people strategy aligns with organisational goals and fosters a high-performance culture. You will steer the business through growth and transformation, and provide operational excellence across recruitment, people operations and L&D across the UK businesses. The role requires close collaboration with senior leadership to align HR functions with the overall global business objectives, and plays a key role in shaping the company’s talent acquisition, retention, organisational design, employee experience and development strategies. This opportunity presents a blend of executive-level influence, hands-on delivery and HR compliance and risk management, uniquely tailored for a fast-paced UK Enterprise. The role also offers the opportunity to work collaboratively with the US and German People Teams to ensure a consistent culture and guidance on long term HR strategies.

Responsibilities

• Partner with the SLT to align the People & Culture strategy with business growth, workforce planning, and talent development.
• Oversee UK employment compliance and HR risk management as a member of the Risk and Compliance Board.
• Drive business effectiveness through organisational transformation, skills gap mitigation, and robust succession and contingency planning.
• Responsible for the delivery of the UK People function covering recruitment, L&D and People Operations to the business.
• Own and manage the People budget, ensuring clear ROI across recruitment spending, L&D spend, and software vendor contracts.
• Lead, mentor, and develop the internal HR team to deliver a highly efficient, proactive service across all UK business units.
• Maintain best-in-class compliance with UK employment law, managing complex employee relations (ER) cases, re-organisation plans and contract variations in close collaboration with the General Counsel.
• Ensure policies, contracts, and the staff handbook are rigorously updated and aligned with ACAS codes of practice, UK employment legislation, and GDPR (including management of employee data).
• Providing oversight and guidance to the local People Teams and support the implementation of global policies and training on global compliance related issues.
• Support to navigate co-determination, strict data protection (GDPR/BDSG), and rigid German termination laws.
• Ensure alignment with the Fair Work Act, National Employment Standards (NES), Modern Awards, and superannuation compliance.
• Manage relationships with Employer of Record (EOR) and Professional Employer Organisation (PEO) partners.
• Manage the end-to-end talent pipeline to align recruitment with UK operational needs.
• Optimise global talent acquisition across employment models (EOR, PEOs, contractors) to meet budget targets.
• Maintain scalable performance frameworks to ensure accountability across remote and local teams.
• Manage quarterly performance cycles (KPIs/OKRs) to align individual output with business goals.
• Drive L&D programs to upskill teams, define career paths, and improve operational output.
• Partner with department heads to analyse skill gaps, manage underperformance, and prioritise L&D investments.
• Use engagement metrics (e.g., eNPS, pulse surveys) to foster a transparent, high-performing culture.
• Oversee UK/APAC payroll and finance liaison for compliance.
• Manage compensation, benefits, and rewards to optimize retention within budget.
• Direct performance metrics, feedback systems, and OKR/KPI alignment.
• Foster a positive and inclusive company culture, focusing on employee engagement, wellbeing, and satisfaction.
• Promote diversity, equity, and inclusion (DEI) in all people-related programs and policies.
• Optimise the HR tech stack to improve efficiency, automate workflows, and maintain a single source of truth for data.
• Track critical people metrics (e.g., revenue per employee, attrition, absence, time-to-hire) to deliver commercial insights.
• Improve employee engagement through data-driven strategies.

Requirements

• Proven experience operating as a People Director, Head of HR, or equivalent senior leadership role within a similar organization (c.300–1,000 employees, £50m–£200m revenue).
• Experience in workforce scaling, designing and implementing multiple reorganisation plans or other large scale change management initiatives, and managing complex ER cases.
• Demonstrable experience managing entities or large employee bases across multiple territories, including deploying EOR models in multiple territories.
• Experience working in a fast-paced, scaling mid-market business.
• Comfortable toggling between boardroom strategy and hands-on operational delivery.
• Deep technical knowledge of UK employment law, including experience of TUPE transfers (incoming and outgoing).
• A working vocabulary and operational grasp of US, German, and Australian labor frameworks is preferred but not essential.
• Advanced experience optimising global HRIS, ATS, and performance management software (e.g. HiBob, Workbuzz).
• Experience supporting international expansion, entity creation, or cross-border M&A/TUPE integration is desirable.
• Commercial Acumen: You speak the language of business and finance. You treat headcount and people initiatives as commercial investments tied to ROI.
• Cultural Intelligence: Strong cross-cultural communication skills, with the ability to build trust and influence across different time zones, working styles, and local customs.
• Pragmatic Problem Solver: High emotional intelligence (EQ) paired with an objective, compliance-driven approach to resolving complex workplace conflict and organizational bottlenecks.
• Decisiveness: Ability to make firm, risk-managed decisions in ambiguous global legal situations.
• Solutions focused: ability to anticipate issues and offer solutions to the SLT in a timely manner.

Skills

• HR leadership
• People strategy
• High-performance culture
• Recruitment
• People operations
• L&D
• Talent acquisition
• Talent retention
• Organisational design
• Employee experience
• Employee development
• HR compliance
• Risk management
• Workforce planning
• Succession planning
• Contingency planning
• Budget management
• Team management
• Mentoring
• UK employment law
• Employee relations
• Re-organisation plans
• Contract variations
• ACAS codes of practice
• UK employment legislation
• GDPR
• BDSG
• German termination laws
• Fair Work Act
• National Employment Standards (NES)
• Modern Awards
• Superannuation compliance
• Employer of Record (EOR)
• Professional Employer Organisation (PEO)
• Performance management
• KPIs
• OKRs
• Diversity, Equity, and Inclusion (DEI)
• HR Tech
• Data Analytics
• Change management
• CIPD Level 7 (or equivalent international HR qualification/degree)
• TUPE transfers
• US labor frameworks
• German labor frameworks
• Australian labor frameworks
• HRIS
• ATS
• Performance management software
• M&A
• Entity setup
• Cross-cultural communication
• Emotional intelligence (EQ)

Location

• Shoreditch

Work Type

• Hybrid
• Flexi-time
• Remote (partially, via digital nomad policy)

Experience Level

• Senior leadership

Education Level

• CIPD Level 7 (or equivalent international HR qualification/degree)

Benefits

• Award winning workplace
• B Corp™ Certified workplace
• Employee wellbeing programmes
• Mental health programmes
• Enhanced gender neutral parental leave
• Interest free financial support
• Digital nomad policy (two one week blocks abroad per year)
• Pension contributions
• Annual leave
• Office perks (free lunches, socials, health treatments)

About the Company

• Multi-platform production company, social media agency, and digital media network.
• We’re probably the biggest studio you didn’t know was fuelling your favourite content.
• One of the top dogs in the digital content space since 2013.
• Proud to work with some of the hottest TV and movie studios, distributors, rights holders, sports federations and brands in the business.
• Learn more about us, our values and our commitments please visit our website www.littledotstudios.com for more information.

Equal Opportunity

• We are committed to fostering a diverse, inclusive, and equitable workplace at Little Dot that reflects our diverse digital audiences and communities we work and live in.
• We are committed to ensuring every employee feels valued and empowered to contribute their unique perspectives.
• We welcome candidates of all backgrounds, experiences, and identities to apply to our vacancies, and we strive to create an environment where differences are celebrated, and everyone has equal opportunity to thrive.