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Role title - People Operations Adviser
Reports to - Global People Director
Location - UK-based / Hybrid / Global-facing
Role purpose
The People Operations Adviser will play a key role in supporting, maintaining and improving the
Q5’s global People Operations infrastructure. This role is ideal for someone who has operated as
an HR Adviser in the UK, understands the practical application of UK employment law, and has a
strong passion for improving people systems, processes, data and employee experience.
The role will take a lead role in supporting the organisation's core people systems, including
HiBob, Leapsome, Culture Amp and other L&D-related platforms. They will ensure these
systems are accurate, user-friendly and well embedded across the organisation, supporting the
People team, managers and employees globally.
The People Operations Adviser will also work closely with the L&D Lead to support the
administration and delivery of learning programmes through the organisation's people systems,
including programme set-up, enrolment, tracking, reporting, evaluation and user support.
Working closely with the HR Adviser and wider People team, the People Operations Adviser will
support the employee lifecycle while ensuring the systems, workflows and processes behind it
are efficient, compliant and scalable.
Key responsibilities
Global people systems, HRIS and L&D platform support
• Act as a key People team contact for Q5’s core people systems, including HiBob, Leapsome,
Culture Amp and other L&D platforms.
• Support the day-to-day administration, maintenance and continuous improvement of people
systems across the global organisation.
• Ensure employee data, workflows, permissions, processes and reporting are accurate,
consistent and well maintained.
• Support system configuration, testing, troubleshooting, user guidance and process
documentation.
• Work with the People team to identify opportunities to improve system use, automation,
employee self-service and manager self-service.
• Support the use of Leapsome for performance, feedback and development conversations,
Culture Amp for engagement surveys (including the quarterly eNPS and engagement
survey), and other platforms for learning-related workflows.
• Produce people systems reports and dashboards to support decision-making across HR,
L&D, performance and employee experience.
• Create and maintain user guides, process notes and FAQs to help employees and managers
use people systems confidently.
Learning and development operations support
• Work closely with the L&D Lead to provide operational and systems support for learning and
development activity.
• Support the administration of learning programmes, workshops and development initiatives
through the organisation's people systems.
• Manage learning-related system activity, including programme set-up, employee
communications, invitations, enrolment, attendance tracking, completion records and
reporting.
• Support the collection and analysis of learning feedback and evaluation data.
• Help maintain accurate learning records and support reporting on participation, completion
and engagement.
• Identify opportunities to improve the employee and manager experience of accessing,
completing and tracking learning activity.
• Ensure L&D processes are well documented, repeatable and aligned with wider People
Operations processes.
People operations and employee lifecycle support
• Support the delivery and improvement of core employee lifecycle processes, including
onboarding, internal moves, contractual changes, performance cycles, engagement activity
and leavers.
• Partner with the HR Adviser to ensure employee lifecycle activity is accurately reflected in
people systems and workflows.
• Provide short-term cover for agreed HR Adviser activity during sickness, annual leave or
peak workload periods, particularly where support relates to employee lifecycle
administration, policy queries, process guidance or system updates.
• Maintain accurate employee records and ensure data is complete, up to date and compliant
with GDPR and internal governance requirements.
• Support cyclical People processes such as performance reviews, pay reviews, engagement
surveys, policy updates and compliance reporting.
• Prepare and maintain process documentation to support consistency across the global
organisation.
• Work collaboratively with Payroll, Finance, IT and other internal teams to ensure joined-up
employee processes.
• Own global systems, data and process improvement for the People function, with the HR
Adviser contributing UK advisory input and feedback.
Process, compliance and continuous improvement
• Identify opportunities to simplify, clarify or strengthen People processes.
• Support global process mapping, workflow design and continuous improvement initiatives.
• Ensure operational processes are delivered accurately, efficiently and within agreed
timelines.
• Own compliance records, system storage and audit readiness in people systems (right to
work evidence, employment documentation, data retention), with UK right to work checks led
by the HR Adviser.
• Contribute to People projects that improve employee experience, operational efficiency and
manager capability.
• Bring a continuous improvement mindset to the People function, challenging where
processes can be improved or better embedded through systems.
Advisory support
• Provide first-line support on operational, system and process-led queries; advisory and
employee relations queries are routed to the HR Adviser as the first point of contact.
• Support managers and employees with straightforward lifecycle and policy queries.
• Escalate complex, sensitive or higher-risk UK ER matters to the HR Adviser and/or
People/HR Manager.
• Apply a practical understanding of UK employment law and HR best practice when
supporting People Operations activity.
Requirements
Essential experience
• Previous demonstrable experience operating as an HR Adviser, People Operations Adviser
or similar generalist People role within the UK.
• Good working knowledge of UK employment law and HR best practice.
• Demonstrable experience using and supporting HR systems, ideally including HiBob,
Leapsome or similar platforms.
• Experience maintaining employee data, workflows, reporting and people process
documentation.
• Demonstrable experience of working with HR metrics and collating HR dashboards using
Excel or other software.
• Experience supporting the employee lifecycle, including onboarding, contractual changes,
performance cycles and leavers.
• Strong attention to detail and confidence working with confidential employee data.
• Comfortable supporting managers and employees with system, process and policy queries.
Desirable experience
• Experience acting as a super-user or key user for an HRIS (ideally HiBob), performance
platform (Leapsome) & L&D systems.
• Experience supporting L&D programme administration, completion tracking, evaluation or
reporting.
• Experience producing People reports, dashboards or management information.
• Experience in a professional services, consulting, technology or fast-paced commercial
environment.
• CIPD Level 5 qualification or equivalent experience.
• Experience supporting a multi-jurisdiction or global employee population (for example US,
APAC or the Middle East).
Skills and behaviours
• Systems-minded, curious and interested in how technology can improve employee and
manager experience.
• Highly organised and able to manage multiple priorities across systems, processes and
stakeholder needs.
• Strong attention to detail and commitment to data accuracy.
• Confident communicator who can build trust with the People team, managers and
employees.
• Collaborative, proactive and solutions-focused.
• Comfortable working globally and supporting consistent processes across different locations.
• Discreet and professional when handling sensitive information.
Confidential — for internal use only | People / HR | hr@q5partners.com
Success in the role will look like
• HiBob, Leapsome, Culture Amp and other People/L&D systems are accurate, well
maintained and increasingly easy to use.
• L&D programmes are well supported through effective system administration, tracking and
reporting.
• Global people data and reporting become more reliable and useful for decision-making.
• Core employee lifecycle processes run smoothly and consistently.
• Managers and employees have clearer guidance on how to use people systems and
processes.
• The HR Adviser and People Operations Adviser work well together, with clear ownership
between UK advisory work and global people operations.
• There is effective continuity of People team service during sickness, annual leave and peak
workload periods, supported by clear handovers and shared process documentation
