Head of HR / People
CUBE are a global RegTech business defining and implementing the gold standard of regulatory intelligence for the financial services industry. We deliver our services through intuitive SaaS solutions, powered by AI, to simplify the complex and everchanging world of compliance for our clients.
Why us?
🌍 CUBE is a globally recognized brand at the forefront of Regulatory Technology. Our industry-leading SaaS solutions are trusted by the world’s top financial institutions globally.
🚀 In 2024, we achieved over 50% growth, both organically and through two strategic acquisitions. We’re a fast-paced, high-performing team that thrives on pushing boundaries—continuously evolving our products, services, and operations. At CUBE, we don’t just keep up we stay ahead.
🌱 We believe our future is built by bold, ambitious individuals who are driven to make a real difference. Our “make it happen” culture empowers you to take ownership of your career and accelerate your personal and professional development from day one.
🌐 With over 700 CUBERs across 19 countries spanning EMEA, the Americas, and APAC, we operate as one team with a shared mission to transform regulatory compliance. Diversity, collaboration, and purpose are the heartbeat of our success.
💡 We were among the first to harness the power of AI in regulatory intelligence, and we continue to lead with our cutting-edge technology. At CUBE, You will work alongside some of the brightest minds in AI research and engineering in developing impactful solutions that are reshaping the world of regulatory compliance.
Job Mission:
The Head of People will lead and develop a team across HR Operations, People Partnering and Learning & Development, with full accountability for the delivery of core People frameworks across the organisation.
You will be responsible for building and embedding scalable processes across onboarding, performance management, levelling and job architecture, organisational design, workforce planning, compensation governance, learning & development, and employee engagement.
Reporting directly to the CFO, you will operate at the centre of organisational and financial planning. The role requires strong operational leadership, sound judgement and commercial awareness. You will have direct visibility into headcount planning, cost modelling and structural decisions, with responsibility for ensuring the organisation is designed and supported to deliver its growth objectives.
A key element of this role is leading the organisation's AI talent strategy, building the skills, roles and culture needed to operate effectively in an AI-augmented environment. This includes developing AI literacy and fluency across the workforce, supporting the evolution of roles as AI tooling matures, and ensuring the People function itself adopts AI tools and workflows as part of its operating model.
This role would suit an experienced Head of People who has successfully built People infrastructure in a fast-growing environment and is comfortable operating with both autonomy and accountability in a performance-focused, technology-led business.
Key Responsibilities:
HR Operations & Governance
Oversee the end-to-end employee lifecycle across multiple jurisdictions.
Ensure employment documentation, policies and processes meet legal and governance standards.
Maintain strong operational controls and audit readiness across the function.
Lead complex employee relations matters, consultation processes and restructuring activity where required.
Ensure consistent and high-quality execution of core people processes, with AI tooling embedded where it improves efficiency and quality.
Compensation & Benefits
Own compensation and benefits governance, ensuring accurate, compliant and timely delivery.
Lead the annual salary review process, including planning, calibration and implementation.
Partner with the CFO on benchmarking, pay consistency and management of people cost.
Develop a clear compensation philosophy for AI and data-adjacent roles, ensuring the business remains competitive in a tight and evolving talent market.
Oversee payroll inputs and changes, ensuring accuracy and appropriate controls.
Ensure benefits programmes are effectively structured, administered and communicated.
Performance & Levelling
Manage a structured performance management framework aligned to business objectives.
Build and embed job architecture and levelling frameworks that create clarity, progression pathways and pay consistency — including a framework that reflects the evolution of roles in an AI-augmented environment.
Establish calibration processes to ensure fairness and rigour in performance outcomes.
Strengthen management capability in performance and feedback practices, including how to set and assess expectations for teams working alongside AI tools.
Organisational Design & Workforce Planning
Partner with the CFO and senior leadership to support organisational design and structural evolution.
Provide analysis on spans of control, role scope and reporting lines.
Lead workforce planning for AI-driven transformation — including role redesign, skills gap analysis, and identifying where human capability needs to evolve alongside automation.
Work closely with Finance on headcount planning, scenario modelling and cost forecasting, incorporating AI productivity assumptions where relevant.
Lead the People workstream for organisational change initiatives, ensuring compliance and clear communication.
Learning & Development
Establish scalable learning programmes aligned to organisational capability needs.
Own the AI talent development agenda: design and deliver a structured programme that builds AI literacy and practical fluency across all levels of the organisation, from foundational awareness to advanced application for technical and leadership roles.
Define and track AI skills frameworks, ensuring the business has a clear view of current capability and a roadmap to close gaps.
Strengthen leadership and management capability, with specific focus on leading teams and making decisions in AI-augmented workflows.
Oversee compliance training and development tracking.
Support succession planning and internal mobility, with a lens on identifying and developing internal talent with high AI aptitude.
HRIS & People Data
Own data integrity and optimisation of HR systems, including evaluating and deploying AI-enabled People tools to improve insight and efficiency.
Develop reporting frameworks covering headcount, turnover, hiring, performance, engagement and diversity metrics — including tracking AI skills attainment and capability uplift over time.
Partner with Finance to ensure alignment between people reporting and financial planning.
Use data to inform workforce planning, productivity analysis and retention priorities.
Culture & Employee Engagement
Reinforce a clear and consistent culture as the organisation scales, including building shared norms and confidence around AI adoption.
Lead engagement surveys and listening initiatives, translating insight into practical action plans.
Ensure clear and effective people communication, particularly during periods of change — including proactive communication around AI transformation and its impact on roles and ways of working.
Support leaders in maintaining strong team effectiveness and employee retention, particularly in roles most exposed to AI-driven change.
Team Leadership
Lead, develop and performance-manage a team of 12 across HR Operations, People Partnering and L&D.
Establish clear objectives, service standards and accountability across the function.
Build depth and capability within the team to support continued growth, including ensuring the People function itself is an active exemplar of AI-augmented working.
Experience & Requirements
6–10+ years' progressive HR experience, ideally within a fast-growth SaaS or technology business.
Demonstrated experience building and embedding onboarding, performance, levelling, organisational design processes and L&D frameworks from the ground up.
Experience designing or leading AI talent development programmes, or building skills frameworks for technology-adjacent workforces, is strongly preferred.
Experience leading and developing multi-disciplinary People teams.
Strong knowledge of international employment law and multi-jurisdiction compliance.
Experience supporting organisational change and restructuring activity, including workforce transitions driven by technology or automation.
Commercially minded, with confidence partnering closely with Finance and operating in a performance-focused environment.
Strong analytical capability and attention to detail.
A genuine interest in and working familiarity with AI tools and their application to People practices.
CIPD Level 5 or 7 preferred.
Interested?
If you are passionate about leveraging technology to transform regulatory compliance and meet the qualifications outlined above, we invite you to apply. Please submit your resume detailing your relevant experience and interest in CUBE.
CUBE is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.