At Beam, we’re building AI that serves society.

We're a global team of ambitious, hardworking problem solvers, applying fast-moving startup energy to work that makes the world a better place. If you want to apply your talent to the biggest problems society faces, Beam is the place for you.

You’ll be part of a high-performance culture where you'll make a huge impact, rapidly progress your career, and truly enjoy your work.

Over 120,000 frontline workers across 400+ customers already use Beam to take notes, provide live interpretation and handle phone calls, so they can focus on the people who need them most. This is just the beginning.

About the role

We're looking for a Senior People Partner to help Beam maintain a high bar for performance as we grow.

You'll work closely with managers and leaders to set clear expectations, address underperformance early and navigate complex people matters with confidence. You'll take ownership of employee relations across Beam, bringing sound judgement, strong employment law knowledge and a practical approach to resolving difficult situations.

This is a hands-on role with real responsibility. You'll be comfortable leading complex investigations and employee processes independently, challenging managers when needed and making decisions that balance fairness, commercial priorities and risk.

You'll also help us improve how we manage people as we scale, building manager capability, strengthening probation and performance practices, and finding simpler, more consistent ways of working.

What you'll do

Own complex employee relations and performance matters

Lead complex employee relations cases, including investigations, grievances, disciplinaries, capability, absence and sensitive exits.

Advise managers on difficult employee decisions, helping them act promptly, fairly and proportionately.

Take ownership of cases from initial assessment through to resolution, working with external legal advisers where specialist advice is required.

Exercise independent judgement on risk and escalation, involving the Associate Director of People on the most sensitive or high-risk matters.

Identify recurring issues and use these insights to improve how we manage performance and employee relations.

Raise the standard of performance management

Help managers set clear expectations, provide effective feedback and address underperformance early.

Strengthen how we manage probation, ensuring managers make timely, evidence-based decisions.

Support managers through informal performance interventions and formal capability processes.

Embed consistent performance standards across teams, helping managers apply our levelling and progression frameworks.

Help build a culture where strong performance is recognised and difficult conversations happen early.

Build confident, effective managers

Act as a trusted adviser to managers and leaders on everyday people challenges.

Coach managers through difficult conversations and decisions, building their confidence to handle similar situations independently.

Challenge poor management practices constructively and help leaders take accountability for their teams.

Develop practical guidance, tools and resources that make it easier for managers to manage people well.

Work with the wider People team to identify and address recurring management challenges.

Improve how we work as we scale

Support organisational changes, including restructures, consultations and changes to roles or responsibilities.

Help implement improvements to People policies, processes and performance practices.

Use insights from employee feedback, performance, attrition and employee relations to identify emerging issues and help managers take action.

Work closely with People Operations and Systems to simplify processes, reduce manual work and improve the support available to managers.

Contribute to People initiatives where your expertise and experience can have the greatest impact.

What you'll bring

Strong employee relations expertise. You've independently managed complex grievances, disciplinaries, investigations, capability and absence cases, with excellent knowledge of UK employment law.