[Hiring] Senior People Partner @n8n

Role Description

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

• 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.

Qualifications

• 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.

Requirements

• 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.

Benefits

• Competitive compensation: We offer fair and attractive pay.
• Ownership: Our core value is to “empower others,” and we mean it—you’ll get a slice of n8n with equity.
• Work/life balance: We work hard but ensure you have time to recharge:
  • Europe: 30 days of vacation, plus public holidays wherever you are.
  • US: 20 vacation days, 8 sick days, plus public holidays wherever you are.
• Health & wellness:
  • Europe: We provide benefits according to local country norms.
  • US: Multiple low-premium, low-deductible medical plans with coverage for individuals and families—plus a no-cost premium HDHP option with a pre-seeded HSA—along with dental and vision coverage.
• Future planning:
  • Europe: We provide pension contributions according to local country norms.
  • US: 401(k) retirement plan with a 4% employer match.
• Financial security:
  • Europe: We provide benefits according to local country norms.
  • US: Company-paid short-term and long-term disability insurance, plus life insurance to support you and your loved ones.
• Career growth: We hire rising stars who grow with us! You’ll get €1K (or equivalent) per year to spend on courses, books, events, or coaching to level up your skills.
• A passionate team: We love our product, and we prove it with regular hackathons where we see who can build the coolest thing with it!
• Remote-first: Our team works remotely across Europe, with regular off-sites for team bonding. Some roles, like sales in the US, are hybrid—please check the job description.
• Giving back: We're big fans of open source, and you'll get $100 per month to support projects you care about.
• Transparency: We all know what everyone’s working on, how the company is doing—the whole shebang.