Regional HR Manager

The Adaptavist Group is a global family of companies with a common goal. We combine the best of teamwork, technology, and processes, helping all kinds of businesses be better today and tomorrow.

We are experts at delivering enterprise software, tailored solutions, and quality services across some of the world’s most trusted technology ecosystems, including Atlassian, AWS, Slack, GitLab, monday.com and Aha!

We make change happen. From anywhere.

What we offer you

We offer a very generous holiday (PTO) allowance, trusting you to take vacation time that suits your personal life, alongside flexible working hours that empower you to work when it best fits you and your team. We provide MacBooks to all employees and additional support for fully remote workers to set up their home offices.

Our exceptional Time Away Policy includes 26 weeks of fully paid leave for birthing parents, 13 weeks for non-birthing parents, and extended leave for adoption, IVF, surrogacy, elective egg freezing, and women's health needs such as menopause, menstruation, endometriosis, and PCOS.

Our trusting, flexible, remote-first way of working means that work can fit around your life, rather than your life fitting around work.

Read our full list of benefits

About the role

The Regional HR Manager will report directly to the Head of Employee Relations. This role manages people matters for our colleagues in the UK, who work largely remotely, to ensure everyone has a consistently good experience working with us. The Regional HR Manager will cover for the Head of Employee Relations when needed, take on agreed areas of work and manage at least one direct report. Alongside that, the Regional HR Manager may be asked to advise on cross-border matters and change projects spanning several countries, working with local colleagues and advisers. The role combines day-to-day support with longer-term improvements, including employee relations, compensation, benefits, reporting and compliance, across all our brands in The Adaptavist Group.
What you'll be doing

• Act as the main day-to-day contact for our UK colleagues on all people matters.
• Advise and coach our senior leaders in the UK, helping them solve people issues and respond as the business changes.
• Make sure we follow UK employment law, regulations, and good practice, and keep us ready for changes to the law as they arise.
• Manage UK employee relations cases, from early concerns through to investigations, disciplinary, grievance, capability, redundancy and settlement discussions.
• Keep our case records complete and up to date on the ER Caseboard, so we always have a clear record of notes, evidence and outcomes.
• Manage complex absence, return to work, and family leave cases, including reasonable adjustments, working with Occupational Health and our employee assistance programme where needed.
• Be our expert on benefits and related programmes for our UK entities, including working with our UK providers.
• Manage change programmes in the UK, including changes to how teams are organised and the associated consultation.
• Manage the pay review and promotions process for our UK colleagues.
• Advise on cross-border employment matters and support change projects spanning several countries, working with local colleagues and advisers, and knowing when local legal advice is needed.
• Work with local general managers and our People Partnering Team on UK people issues and priorities to ensure people processes run smoothly and on time.
• Own the monthly UK People Pack, explaining what the numbers tell us about headcount, attrition, absence, open ER cases and engagement, and turning that into clear recommendations for the business.
• Cover for the Head of Employee Relations when needed and take on agreed areas of work across the team.
• Line-manage at least one team member, supporting their development and the quality of their work.

This list is not exhaustive, and the role may include other reasonable duties.

What we're looking for

• Recent, relevant HR experience in the UK, in a global organisation of at least 200 employees, where teams work across regions and reporting lines.
• CIPD qualified, or equivalent evidenced experience, with a record of keeping your knowledge up to date.
• Deep, up-to-date technical knowledge of UK employment law and the confidence to give a clear view on it, including the changes coming in under the Employment Rights Act 2025.
• Experience advising on cross-border employment matters or change projects across multiple countries, with good judgement about when to seek local legal advice, would be helpful.
• Experience as an HR business partner or adviser to senior leaders or managers.
• Experience of coaching and advising managers on performance management, employee relations and organisational change.
• Experience in managing and developing at least one direct report.
• Strong knowledge of UK benefits and insurance, including working with brokers and running them well for people with a wide range of needs.
• Experience applying HR policies and employee relations processes in a fair and consistent way, in line with UK law and the ACAS Code.
• Experience of managing complex and sensitive employee relations cases from start to finish, including investigations.
• Well-organised and able to manage a high volume of cases and competing priorities
• Able to think strategically, and happy to get hands-on to solve problems and keep things moving.
• Able to work with raw data and explain clearly what it tells us.
• Clear spoken and written communication, and the ability to work well with people at every level of the organisation.
• Handles confidential and sensitive matters with discretion and integrity.
• Works well and sensitively with people from different cultures and backgrounds.
• Comfortable with ambiguity, and able to weigh up risk and trade-offs, give a clear view and challenge constructively.
• Creative, and able to adapt as priorities change.
• Comfortable working in a fast-paced, growing technology business.
• Experience of managing change, including redundancy consultation under UK law, and communicating it clearly inside an organisation. Comfortable when things move quickly.
• Experience of mergers and acquisitions, including TUPE, would be helpful.

Not ticking every box? That’s totally okay! Studies show that women and people of colour might hesitate to apply unless they meet every single requirement. At ScriptRunner, part of TAG, we’re dedicated to creating a diverse and welcoming team. If you’re passionate about this role and keen to learn and grow with us, we encourage you to apply, even if you don’t have everything that's listed just yet.

Drop us your application, we’d love to hear from you!

What to expect

We have published some support on Interviewing with us to try to alleviate any pre-interview anxieties, here you’ll find information to help you prepare and ace an interview at TAG.

You can read them here

Equal opportunities for everyone

At The Adaptavist Group, we are committed to promoting a diverse and inclusive community and believe this positively impacts both the creation of our innovative products and our delivery of bespoke solutions to our global customers and our own unique culture. We encourage all qualified applicants, regardless of age, disability, race, sexual orientation, religion or belief, sex, gender identity, pregnancy and maternity, marriage, and civil partnership status.

Recruitment fraud notice

We are aware of recruitment scams where individuals or organisations may falsely claim to represent us. We take this seriously and are committed to protecting candidates throughout our hiring process.

We will never ask for any form of payment, fees, or financial commitment at any stage of recruitment, including applications, interviews, onboarding, or equipment provision.

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