About Us:

🌱Are you a bright, motivated self-starter? 💡 Would you enjoy working in a dynamic and collaborative team, building and innovating on your ideas? 🚀 Do you want to be part of an exciting, fast-moving environment at the forefront of cybersecurity technology? 👇 If the answer is yes, then keep reading!

At SenseOn, our mission is to design and build the security architecture of the future. We provide our customers with the most comprehensive defence against cybersecurity threats; for every user and asset in an organisation, wherever the location. Since our founding in 2017, we've been working hard to make a difference in our industry, receiving great recognition for our work, and we're now starting to scale. Having recently closed a very successful Series A funding round, we are looking for innovative and driven individuals who want to make an impact and enhance our momentum!

The Role and Team:

As the Head of People and Talent, you will be responsible for developing and implementing strategies to attract, develop, and retain top talent. You will work closely with our Senior Leadership Team to align the company's talent strategy with its business objectives. You will also be responsible for creating a positive and inclusive work environment that fosters employee engagement and promotes a culture of continuous learning and development.

What You’ll Be Doing:

• Talent Acquisition:
• Collaborate with Senior Leadership Team (SLT) and hiring managers to define hiring needs and create job descriptions.
• Work with hiring managers to establish and maintain a data-driven recruitment process.
• Attract talent and guide them through the hiring process.
• Source and manage our Preferred Supplier List (PSL) of agencies.
• Conduct interviews in line with our values and employment law requirements.
• Employee Onboarding:
• Conduct background and employment law checks and prepare contracts.
• Work with line managers to prepare all onboarding training.
• Performance Management and Talent Identification:
• Develop and implement performance management trackers.
• Conduct probationary 3-month and 6-month reviews.
• Facilitate 360 reviews and provide levelling support.
• Manage the performance improvement process where needed.
• Track talent identification and support internal promotion processes.
• Employee Relations, Compensation and Benefits
• Provide welfare support to employees.
• Legal Compliance:
• Ensure compliance with relevant employment laws.
• Stay updated on changes to employment law, consulting with ACAS and lawyers for clarity.
• Draft new policies as required (e.g., maternity/paternity leave).
• Culture and Engagement:
• Run Employee Net Promoter Score (E-NPS) surveys and ensure meaningful action follows.
• Uphold values and promote Diversity, Equity, and Inclusion (DE&I).
• Monitor, flag, and drive action around retention.
• Training and Development:
• Train line managers in best practice people management.
• Provide guidance on engaging staff and flagging performance concerns.
• Ensure inclusive and ethical practices.
• Collaborate with department heads on team-specific training.
• Facilitate training logistics (when, where, how).
• Allocate training budget.
• Adapt technical content from department heads into best practice training methodology.
• Senior Leadership Team Support:
• Provide strategic support by aligning HR with business goals.
• Act as a confidential sounding board.