Welcome to RORA

Our model

Your Role

Contracting at RORA

Candidate hub

Explore

Development & Progression

PeopleOps Skills Ladder

PeopleOps Manager (2024/25)

PeopleOps Manager (2024/25)

Category

UK salary band

Technical (Fix your own bike)

Behavioural (Be yourself)

Manager 0

£45k

Familiar with RORA template processes, such as PeopleOps Reviews/Health Checks

Understands the partner specific processes for the Partners they have taken on

Keeps process documentation up to date

Brings a toolkit of detailed theoretical HR knowledge but may have limited experience of startup functions

Builds/develops good quality documentation and processes and ensures other PeopleOps peers are aware of how to complete their tasks

Displays and communicates both tasks for the week and priorities for the next month

Comfortable contributing to calls with the RORA partner team (with peers across all levels, where applicable) and the external partner team (partner point of contact)

Seeks help when it is needed rather than waiting for it be offered and takes action on the knowledge gathered

Understands how issues/problems have been solved to build knowledge

Manager 1

£48k

Comfortable implementing RORA standard processes e.g. PeopleOps Reviews/Health Checks and adapting these to suit partner needs

Identifies where processes can be improved and implements incremental improvements

Adapts basic processes to specific partner needs

Builds knowledge of partners to a level that key context can be provided to the team, including other PeopleOps peers who may not have regular contact with the Partner

Demonstrates a sound working knowledge of key knowledge areas such as general UK Employment Law, via ongoing dialogue internally and with the partner and evidenced through prompt and accurate submissions of the relevant items, such as Policy updates and changes.

Demonstrates through maintenance of the partner Coda/Notion page (or other), a detailed understanding of ongoing PeopleOps priorities and other tasks

Open with the partner and team about their knowledge and current limitations, whilst being able to outline a plan on how to overcome current shortcomings

Uses the knowledge sharing tools available within RORA such as the AMA channel and HQ Team/PeopleOps peers

Communicates RORA’s offering accurately and positively when required in discussions with partners

Communicates relevant context to PeopleOps peers to assist them in understanding tasks and partners better

Uses tools as applicable (such as Coda, Notion, Process Street, Slack, etc) to communicate ongoing tasks and priorities to the RORA team and partner

Manager 1.5

£51k

Articulates the impact on processes and team workload due to changes with the partner

Uses experience across all partners to identify and implement solutions to common issues like Employee Handbook edits, Policies, and HRIS etc

Adopts a mindset of continuous process improvement and is able to demonstrate this across a longer period i.e month to month or quarter to quarter

Picks up and understands software that might previously have been unfamiliar to them

Is able to respond clearly to changing priorities

Builds and maintains partner relationships, being responsible for all BAU and smaller project interactions

Manages challenging situations such as issues with quality of work or scope changes, using the PeopleOps channels as required

Actively engages in the upskilling of PeopleOps peers, ensuring that they understand the context, the “why” and the “how” of partner work

Actively manages and updates project management tools to provide visibility to the team and partners

Manager 2

£54k

Evaluates different potential solutions in a given scenario and advises accordingly, with support as required

Implements complex or non-standard processes (with support from a Lead if needed)

Considers future developments at partners and how processes will need to be developed and/or amended to meet these needs

Comfortable improving and iterating on more specific processes that are already in place by finding ways to make it more efficient

Adds ownership of larger project work to responsibilities and communicates effectively with Partners on progress in addition to any BAU or smaller projects

Builds a team environment that encourages the team to be the best versions on themselves by playing to their individual strengths

Is open and honest about the time taken to complete tasks, particularly where this was longer than expected

Encourages PeopleOps peers to identify areas where they would like to improve and helps facilitate this

Encourages PeopleOps peers to review and iterate their existing processes and maintain good quality documentation

Provides an informed view of scope for partners when asked for this

Manager 2.5

£57k

Comfortable researching solutions or software with little to no support

Actively seeks to implement solutions to complex and non-standard process with little or no support

Prepares and plans processes for future partner developments ahead of time so these can be implemented as soon as they are required

Can implement autonomous processes for tasks that are outside of the box

Takes complete ownership of partner relationship, being the key point of contact for BAU, projects and any one off and/or challenging conversations

Promotes a culture of continuous improvement by discussing and recognising individual strengths within the team and fostering an environment where each member can excel

Comfortable advising on best practice as seen across partner portfolio

Identifies opportunities to share responsibilities with PeopleOps peers to facilitate development and to help balance team priorities

Confident in discussing scope changes with partners

There are no rows in this table

⁠

Want to print your doc?
This is not the way.

Try clicking the ⋯ next to your doc name or using a keyboard shortcut (

CtrlP

) instead.