People Manager
ChipChip is looking for a seasoned People Manager to strengthen operational People foundations as it scales within a regulated landscape. This onsite role in London sits in a fintech environment that’s building a more accessible path to wealth, with Chip already serving hundreds of thousands of customers and overseeing billions in assets. The team is lean but impactful, and the right candidate will partner with senior leaders to keep people processes practical, compliant, and ready to grow. It’s a role for a hands-on HR leader who enjoys working closely with managers and the People team to drive real, measurable improvements.
The successful candidate will operate at the heart of the business, translating employment law into workable guidance, cultivating trusted relationships across the organisation, and helping teams thrive while keeping risk firmly in view. This isn’t a culture or branding role; it’s a practical, commercially minded partnership that can navigate complexity and still deliver a smooth employee experience as Chip expands.
What Chip is after is someone who understands employment law, acts with sound judgement, and delivers balanced solutions in complex situations. The goal is to be a credible People partner who helps the organisation scale with confidence while protecting both people and the business.
Steering the people engine as Chip scales
You’ll own day-to-day People operations across the employee lifecycle, ensuring a solid, scalable foundation for the business. You’ll help shape onboarding so newcomers feel prepared and supported from their first day and you’ll supply practical, commercially aware guidance to managers and leadership that respects legal boundaries while aligning with business realities. You’ll also enable training and development for managers, helping to build a capable manager community and career development frameworks. In addition, you’ll review and refine People policies, processes, and documentation to keep them effective and compliant as Chip grows.
Performance planning and review cycles, including compensation and incentives, will be coordinated with leadership, and you’ll work with senior teams on organisational changes and people-related risk. You’ll lead employee-relations matters, including disciplinaries and grievances, and you’ll coach and develop members of the People team to strengthen operational capability and employment-law understanding. The role also involves working in an AI-enabled environment, using AI tools and automation where appropriate to sharpen efficiency and quality, and you’ll be responsible for clear, accessible people communications across the business on policies and updates.
A practical toolkit for Chip
Grounded, hands-on approach to everyday People operations across the employee lifecycle.
Calm and confident in sensitive employee conversations.
Commercially minded with a solutions-focused mindset rather than rules for rules’ sake.
Able to make judgement calls and operate effectively when plans are unclear.
Direct, clear communicator who handles People discussions professionally.
Skilled at balancing employee experience with business needs and risk management.
Positive, grounded, and resilient under pressure.
Strong HR generalist background with about 10–15 years of experience, ideally in a regulated setting such as financial services.
Solid knowledge of UK employment law and employee-relations processes.
Experience independently managing complex ER cases from start to finish.
Experience supporting managers with performance management and organisational change.
Strong operational HR foundations across policy, process, and compliance.
Ability to influence and build credibility with senior stakeholders and managers.
Enjoys hands-on work in a scaling environment.
Experience mentoring or developing members of a People team.
AI curious: open to using AI tools and automation to improve HR workflows.
Experience in financial services, fintech, banking, insurance, or another regulated sector.
Exposure to scaling businesses or high-growth environments.
CIPD qualification or an equivalent HR credential.
Strong stakeholder and communication skills.
Comfortable working directly with senior leadership on sensitive people matters.
Clear, direct written and verbal communicator who can simplify complex People situations into practical recommendations.
Good judgement and the ability to build trust quickly across the business.
The package and working conditions
The role carries a salary of £60,000 - £65,000 per annum, with a discretionary annual bonus tied to performance. Chip contributes 5% of earnings up to £50,000 to the workplace pension scheme, and there is private medical insurance with medical history disregarded, plus an Employee Assistance Programme. Other benefits include a cycle-to-work scheme, season-ticket loan, and a free ChipX subscription for UK-based employees. The company supports flexible working and offers 28 days of holiday plus bank holidays, plus the days between Christmas and New Year. An annual training allowance supports courses, workshops, or conferences, and there is a £30 monthly fitness benefit. A company laptop is provided, and the team enjoys a structured yet balanced week with hours from Monday to Thursday 9:00 AM to 6:00 PM and Friday 8:00 AM to 4:00 PM, an early finish to start the weekend. Chip is an equal-opportunity employer that values diversity and flexibility in work arrangements.
Chip is committed to accessible recruitment. If adjustments are needed at any stage of the application or interview process, you can reach out at [email protected] and the company will accommodate.
Tips to strengthen your candidacy
Tip 1: Make your resume shine with concrete examples that prove you’ve given independent, credible People guidance in regulated settings. Lead with a summary of how you’ve partnered with senior leaders to solve real People challenges and kept processes compliant at scale.
Tip 2: Demonstrate the must-have skills with stories. Show how you’ve managed complex ER matters from start to finish, influenced senior stakeholders, and built trust through clear, practical HR decisions in a growth environment.
Tip 3: Prepare for the interview by walking through specific, tangible experiences. Be ready to discuss situations where you navigated ambiguity and made decisive calls, and be prepared to talk about training programs or manager development initiatives you’ve led.
Tip 4: Ask a targeted question that ties to the role’s realities. For example, inquire how Chip plans to balance employee experience with risk management as it scales, and how AI tools are being deployed to improve People workflows and efficiency.