Senior People Partner
📈 Who We Are:
We are rebuilding the energy transaction, making it transparent and fair.
Our goal is to put power back where it belongs, in the hands of customers and to take on one of the most critical problems of our century, access to low cost electricity.
tem exists to fix a broken global energy market that’s long favoured legacy operators, intermediaries, and opaque pricing. Today’s electricity system was not designed for rapid decarbonisation, AI-driven efficiency or fair access for the actual users - businesses and generators.
We’ve built the first AI native transaction infrastructure to reinvent how electricity is bought, sold and priced. Our technology is designed to cut out the inefficient fees, automate complex market flows, and bring transparency and fairness to energy transactions at scale.
In late 2025, after extraordinary growth, we closed a $75 million Series B - led by Lightspeed Venture Partners with participation from Atomico, Allianz, Hitachi Ventures, Schroders Capital and others - positioning us for global expansion, deeper product innovation and category leadership.
We’re scaling internationally and building toward a future where AI-driven infrastructure is foundational to electricity markets worldwide.
Since launch, our modern utility product, known as RED, has already facilitated thousands of business customers and billions in energy transaction value, proving that modern software and AI can transform an industry built on legacy systems.
At tem, we’re not just building another energy company, we’re rearchitecting market infrastructure so that transparency, efficiency and sustainability become the default, not the exception.
At tem, everyone works in either an Engine or a Service. Engines are cross-functional teams focused on one part of the customer journey, and they own results from start to finish. Each Engine is responsible for improving a clear measure of success. Services are specialist teams that build shared tools and expertise, and they support Engines when needed. This setup helps us stay focused, move faster, and make it clear how each role contributes to the success of the business.
The Role
We’re hiring a Senior People Partner. Your job to be done is to diagnose and remove performance bottlenecks across tem, turning insights into fixes that keep performance high as we scale.
You’ll join the Performance Service which is focused on driving up talent density →
Hiring quality (Recruitment)
Ramp-up time and performance of our people (Performance)
You’ll work closely with our Performance Lead (who sets the overall Performance strategy) and will diagnose what is blocking performance and talent density in the Engines (cross-functional teams) you partner with. You’ll go deep on root causes, using people insights and data to design and ship solutions. Work will span the full people spectrum, from organisational design and operating model changes to performance management, wherever the constraint sits.
You’ll partner with Managers to surface friction points and remove blockers. You’ll prioritise, push back, and drive decisions to hit the needed metrics.
We’re a fast growing scaling company and Engines can close / form depending on the needs of tem - expect things to change.
The Performance service consists of:
Our Performance Lead who partners with the C-Suite and sets the overall strategy
Our Academy programme manager who focuses on ramping up new joiners fast, building capability, and lifting performance.
Our People Ops specialist who accelerates the service through automations and efficiency.
A People manager who focuses on coaching and unblocking the team.
What this role isn’t
A partnering role where you execute a HR playbook you’ve used previously
A role with pre-defined OKRs or goals - you’ll figure out what unlocks peak performance
A role in a large team - you’ll be both strategist and executor
A static role - expect things to change as the business scales and we focus on different priorities (always within the HR space).
Responsibilities
Increase performance and leadership effectiveness by turning live signals into practical people interventions. You’re embedded in Engine rituals (planning, standups, retros) to interpret and influence, not observe.
Partner with Engine leaders to drive Engine performance, enable strong leadership, and run the employee lifecycle well. Build the context needed to identify constraints, coach leaders, and deliver fixes across hiring, performance, and BAU people processes.
Spot early signals across delivery, quality, sustainability, and capability. Translate symptoms into root-cause hypotheses (org design, role clarity, leadership system, incentives, process, resourcing).
Coach and equip leaders to lead: performance expectations, feedback quality, role clarity, team design, and decision-making.
Ask the questions that surface hiring and performance gaps early, before they become problems. Partner with Talent to close gaps, with particular focus on org design and US hiring.
Ship high-leverage fixes: design, align, and deliver projects that resolve root causes, and measure impact (e.g., velocity, quality, team health, performance outcomes).
Own employee relations end-to-end for your area, partnering with People Ops and Talent Leads to move fast, document well, and stay compliant.
Keep work visible and outcomes measurable through clear documentation, tracking, and communication so everyone at tem knows what you’re doing and why.
Time split: ~60% embedded partnering in Engine rituals, ~40% shipping projects that resolve the highest-leverage root causes.
Requirements
Must haves
Proven experience as a People Partner, HRBP or equivalent in a high-growth, remote-first environment. You’ll need to have evidence of implementing projects across the employee lifecycle that enabled your business to scale.
Experience working in the US.
Demonstrated ability to work autonomously, manage ambiguity, and operate across multiple stakeholders.
Experience partnering with different Leaders to diagnose issues and build high-performing teams.
Ability to connect people performance to company performance.
Comfortable balancing strategic thinking with hands-on delivery.
Bonus points
Background in organisational design
We welcome applications from people of all backgrounds, experiences, and identities, including those that are traditionally underrepresented in the tech and energy sectors. If you’re excited about this role but not sure you meet every requirement, we’d still love to hear from you. Your unique perspective could be exactly what we’re looking for.