Senior People Partner (Remote Europe)

• Cultivated a community of more than 650,000 active developers and builders

🎯 Your main goal will be to enable n8n to build a high-output, low-drag organization—clear roles, crisp performance standards, and capable managers.

To do so, here are your responsibilities:

Coach and Enable Managers

• Act as the primary People Partner to 1–2 departments, supporting managers on performance, development, morale, and communication.

• Coach managers through tough conversations, feedback, conflict, and team challenges — with a focus on fairness and accountability.

• Build confidence through informal coaching, playbooks, and toolkits that make doing the right thing easier.

• Support capability-building through targeted resources (e.g., micro-trainings, manager guides).

Drive Consistent, Fair People Practices

• Support the full employee lifecycle: hiring, onboarding, goal setting, development, retention, and exits.

• Guide performance processes: setting clear expectations, driving regular feedback, and managing reviews and underperformance.

• Lead on employee relations cases with a focus on consistency, documentation, and legal compliance.

• Ensure policies are current, clearly understood, and consistently applied across teams and geographies.

Strengthen Culture, Engagement & Change Readiness

• Partner with managers to build strong, inclusive team cultures based on trust, feedback, and psychological safety.

• Help managers interpret engagement feedback and follow through with actionable improvements.

• Champion initiatives that promote employee well-being and values alignment.

• Support org changes (e.g., team growth, re-orgs) with clear communication and team-level enablement.

Translate Insights into Action

• Spot and synthesize patterns across performance, engagement, attrition, and ER themes.

• Provide practical, data-informed recommendations to managers and leadership.

• Collaborate cross-functionally to improve people processes, reduce friction, and scale what works.

REQUIREMENTS

Must-haves

• 🧭 People Partner experience (5+ years): You’ve owned a senior IC scope partnering with leaders and influencing org, performance, and talent decisions.

• 📜 Professional certification: You hold SHRM-CP/SCP, CIPD, or an equivalent credential.

• 🧑‍🏫 Manager coaching depth: You’re known for elevating managers on goals, continuous feedback, and development planning.

• ⚖️ Complex ER leadership: You’ve led sensitive cases (terminations, layoffs, restructures, works councils) with rigor and fairness.

• 🧩 Performance frameworks: You’ve implemented goals/reviews/feedback cycles and led calibrations that drive consistency.

• 📚 Employment law knowledge: You understand UK, US, or German employment law and know when to escalate to Legal.

• 🔧 Change enablement: You’ve supported re-orgs and process change, balancing speed with adoption.

• 📑 Policy builder: You spot gaps and keep policies current, practical, and consistently applied.

• 🗣️ Influence & credibility: You communicate crisply with managers/executives, earning trust and driving decisions.

• 🏗️ Org & role architecture: You’ve been hands-on in org design, role leveling, and re-org work.

• 📈 Engagement partner: You’ve run survey follow-through and culture-shaping initiatives that land real actions.

• 💬 Compensation communication: You guide managers on offers, adjustments, and comp narratives with clarity.

• 🧠 Sales business partnering background: You’ve partnered closely with Product/Finance teams and can navigate the pace and ambiguity of a hyper-growth scale-up.

Nice-to-haves

• 🌍 International & remote experience: You’ve supported distributed teams across EU/UK/US.

• 🏛️ Works council familiarity: You understand regional nuances and WC engagement.

• 🧮 People analytics savvy: You’re comfortable interpreting metrics and turning them into decisions.

• ⚙️ High-growth SaaS background: You’ve partnered in product-led or hypergrowth tech environments.

• 📘 Manager enablement design: You’ve built/delivered trainings, toolkits, or playbooks at scale.

• 🧱 Succession exposure: You’ve supported successor identification and development planning.

• 🧑‍💻 Tech business partnering background: You’ve partnered closely with Engineering/Product teams.

Why join us?

At n8n, your work won’t disappear into a slide deck. You’ll be the force multiplier behind how we scale from ~400 to ~1000+ people: raising manager capability, sharpening performance, and keeping our builder culture strong as we grow. You’ll partner directly with executives, shape org design and calibration at the company’s most pivotal stage, and build pragmatic, lightweight processes that help teams ship faster. You’ll join a supportive, remote-first team across EU/UK/US that values autonomy, candor, and experimentation.

Sound like a challenge you’re excited to take on?

Apply now — and help us build the future of automation.

Our company language is English.

Benefits

• Competitive compensation 💸 – We offer fair and attractive pay.

  • Europe: 30 days of vacation, plus public holidays wherever you are.

• Health & wellness 🩺 –

  • Europe: We provide benefits according to local country norms.*

• Future planning 💰 –

  • Europe: We provide pension contributions according to local country norms.*

• Financial security 🛡️ –

  • Europe: We provide benefits according to local country norms.*