People Partner

Acceldata is reimagining the way companies observe their Data! Acceldata is the pioneer and leader in data observability, revolutionizing how enterprises manage and observe data by offering comprehensive insights into various key aspects of data, data pipelines and data infrastructure across various environments. Our platform empowers data teams to manage products effectively by ensuring data quality, preventing failures, and controlling costs. The People Partner is the primary HR partner for designated business groups at Acceldata. This role sits at the intersection of employee advocacy and business effectiveness - advising managers, resolving people challenges, and driving the talent and development agenda. You work in close partnership with the People Ops team, bringing the human and organisational side of the business into sharp focus.   WHAT YOU'LL DO   Employee Relations & Experience Be the go-to HR partner for employees across your business groups - accessible, trusted, and genuinely invested in their experience. Manage employee relations matters with fairness and sound judgment: workplace concerns, conflict resolution, and investigations where required. Conduct stay interviews and listening sessions; surface themes and insights to HR leadership with a clear point of view on what needs to move.   Manager Partnership & Organisational Health Serve as the primary HR contact for managers - advising on people decisions, policy interpretation, team dynamics, and employee situations. Equip managers with the tools, frameworks, and confidence to lead their teams effectively. Monitor the health of your business groups - engagement signals, retention patterns, performance trends - and bring recommendations to leadership before issues escalate. Support organisational change: communication, manager readiness, and employee adoption.   Talent Management & Development Own the talent management agenda for your business groups - from identifying capability gaps today to building the pipeline the business needs tomorrow. Design and maintain competency frameworks that define what great looks like at every level; keep them connected to hiring and real career conversations, not just documentation. Build and run structured talent reviews: assess performance and potential, identify high-potential employees, surface flight risks, and translate outcomes into concrete development and succession plans. Own succession planning for critical roles within your business groups - proactively identifying and developing internal candidates so the business is never caught unprepared. Conduct ongoing learning needs assessments across your population; translate findings into targeted development interventions - whether that's a formal program, a stretch assignment, a mentoring relationship, or an external resource Partner with HR leadership and external vendors to design, source, and deliver learning programs that build capability at scale. Track the impact of development investments - participation, application, and outcomes - and use that data to improve what's working and cut what isn't. Support internal mobility by helping employees understand career pathways and actively connecting talent to opportunities across the business. Build a culture of continuous feedback and development within your business groups - making growth a lived experience, not an annual event.   Performance & Feedback Culture Support the annual and mid-year performance process - ensuring meaningful participation, consistent execution, and clear outcomes. Coach managers and employees through goal-setting, feedback, and development conversations. Identify trends emerging from performance cycles and share insights with HR leadership.