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n8n is an open workflow orchestration platform built for the new era of AI, enabling technical teams to automate faster with the freedom of code and speed of no-code. The company has grown to 260+ employees across Europe and the US since 2019, with 650,000+ active developers in its community, 190K+ GitHub stars, and a $5.2bn valuation backed by Sequoia and SAP.
As Senior People Partner, you will be the force multiplier enabling n8n to scale from ~400 to 1000+ people while maintaining a high-output, low-drag organization with clear roles, crisp performance standards, and capable managers.
Key Responsibilities:
COACH AND ENABLE MANAGERS
- Act as 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 focus on fairness and accountability
- Build confidence through informal coaching, playbooks, and toolkits
- Support capability-building through targeted resources (micro-trainings, manager guides)
DRIVE CONSISTENT, FAIR PEOPLE PRACTICES
- Support full employee lifecycle: hiring, onboarding, goal setting, development, retention, and exits
- Guide performance processes: setting clear expectations, driving regular feedback, managing reviews and underperformance
- Lead employee relations cases with 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 promoting employee well-being and values alignment
- Support org changes (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
You will partner directly with executives, shape org design and calibration at a pivotal growth 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.
REQUIREMENTS
Must-Haves:
- 5+ years of People Partner experience as a senior individual contributor, partnering with leaders and influencing org, performance, and talent decisions
- Professional certification: SHRM-CP/SCP, CIPD, or equivalent credential
- Proven manager coaching depth, known for elevating managers on goals, continuous feedback, and development planning
- Complex ER leadership: experience leading sensitive cases (terminations, layoffs, restructures, works councils) with rigor and fairness
- Implementation experience with performance frameworks, goals/reviews/feedback cycles, and leading calibrations that drive consistency
- Employment law knowledge: understanding of UK, US, or German employment law with ability to escalate to Legal appropriately
- Change enablement experience supporting re-orgs and process change, balancing speed with adoption
- Policy builder mindset: ability to spot gaps and keep policies current, practical, and consistently applied
- Strong influence and credibility: crisp communication with managers/executives, earning trust and driving decisions
- Hands-on org and role architecture experience, including org design, role leveling, and re-org work
- Engagement partner experience: running survey follow-through and culture-shaping initiatives that land real actions
- Compensation communication skills: guiding managers on offers, adjustments, and comp narratives with clarity
- Sales business partnering background: experience partnering closely with Product/Finance teams and navigating pace and ambiguity in hyper-growth scale-ups
Nice-to-Haves:
- International and remote experience supporting distributed teams across EU/UK/US
- Works council familiarity and understanding of regional nuances
- People analytics savvy: comfort interpreting metrics and turning them into decisions
- High-growth SaaS background in product-led or hypergrowth tech environments
- Manager enablement design: building/delivering trainings, toolkits, or playbooks at scale
- Succession planning exposure: supporting successor identification and development planning
- Tech business partnering background with Engineering/Product teams
