We are a technology business operating in the global energy sector.

ENSEK have become the go-to option for top energy suppliers across the globe. Why? Because our technology is a significant step change away from the legacy systems that have historically dominated the market. It’s also massively cheaper to adopt the ENSEK solution, with no loss in customer service or standards.

But by far the biggest reason why ENSEK is the best choice in energy supplier software, is because of the people who work here and their endless enthusiasm, energy, and the way they support their colleagues. All our clients comment on what great people we have. Our people are our superpower.

That is where you come in.

Our People Operations Partner plays a critical role in delivering a seamless, compliant, and high-quality employee experience across all operational touchpoints. Acting as a trusted partner to the team and company this role leads the delivery of core people processes including performance cycles, policy development, compliance frameworks, and employee relations support.

Key Responsibilities:

• Lead the delivery and continuous improvement of core people operations processes (onboarding, offboarding, ER, compliance, HRIS data integrity).
• Act as a subject matter expert for operational policy, process, and compliance queries
• Partner with People Partners to provide accurate, consistent advice on policy and process application.
• Coach and guide the People Operations Coordinator, providing oversight and support on day-to-day workflows.
• Own the coordination and delivery of company-wide performance and development cycles, including communications, timelines, system setup, and manager support.
• Partner with People Partners and leaders to ensure consistency and fairness across reviews and goal setting.
• Analyse participation and outcomes data to provide insights and recommendations for process improvement.
• Support the evolution of performance frameworks, templates, and tool
• Manage employee relations cases, ensuring accurate documentation and consistent processes.
• Support investigations, performance management, and grievance procedures in collaboration with People Partners.
• Draft and review policy updates, ensuring compliance with employment legislation and internal governance standards.
• Support audits and action any feedback or actions from the audits
• Maintain ER and compliance records, producing reports and insights as needed.
• Oversee the maintenance of HR systems, ensuring data accuracy, reporting consistency, and alignment with privacy standards.
• Lead or contribute to HRIS improvement projects, upgrades, and integrations.
• Provide regular reporting and insights to the People leadership team to inform decision-making.
• Identify opportunities to streamline and automate People processes.
• Contribute to cross-team projects that enhance employee experience and operational efficiency.
• Act as a culture and process champion, helping to build scalable, compliant, and employee-friendly ways of working.

Competency Requirements:

Behaviours:

• Delivers work reliably, with accountability for quality and deadlines.
• Seeks and applies feedback to improve performance.
• Balances execution of tasks with small process or efficiency improvements.
• Raises challenges early, with suggested options.
• Seeks clarity when faced with uncertainty, adjusting approach when needed.

Knowledge:

• Deep subject matter knowledge within their area.
• Applies established processes, methods, and tools effectively.
• Competent in using reporting/analytics to inform own work.
• Understands compliance, governance, and operational standards for their role.
• Adapts methods of working as priorities shift.

Discipline requirements:

• CIPD Level 5 or equivalent experience
• Strong understanding of employment legislation, compliance, and HR policy.
• Experience managing or supporting performance review and employee relations processes.
• Excellent analytical, organizational, and problem-solving skills.
• Strong interpersonal and communication abilities with confidence to advise and influence stakeholders.
• Proficient in HRIS management, reporting, and data accuracy.
• Experience in a scaling or fast-paced organisation with evolving processes.
• Exposure to HR project work or systems implementation.
• Continuous improvement mindset with proven ability to create structure and efficiency.
• Experience mentoring or supervising more junior HR team members