Strategy & Operations - People

Deducta Strategy & Operations - People Location: London, UK, near London Bridge. Hybrid, 3-4 in-person days a week. Compensation: £90k-£110k base salary plus equity Visa Sponsorship: Available for the right candidate Start Date: As soon as possible Why we exist Every decision a business makes, from the suppliers it trusts to the risks it accepts, eventually shows up as spend. This makes spend data the most honest record of how a company operates. Not the strategy deck or the org chart: spend describes what really happened. This record exists, but it's scattered across dozens of systems and decades of legacy technology. Companies spending billions a year still can't easily answer: Who are our suppliers? Where are we exposed? What are we paying for twice? We believe a business that can't see itself clearly can't make great decisions. Deducta exists to give the world's most complex organisations a true picture of how they operate, and the intelligence to act on it. Our ambition is to become the category-defining platform for enterprise data intelligence. We're well funded, growing fast, and have already processed more than £1 trillion of spend for some of the world's largest and most recognisable companies. Our partners use Deducta to deliver major business transformations orders of magnitude faster. Why this role matters We plan to grow the team substantially over the next year, and the people we hire will decide how far Deducta goes. This role builds the systems that let us hire, develop and retain exceptional people as we scale, without lowering the bar. You'll report to the Chief of Staff. You'll own Deducta's people function end to end, from hiring strategy to performance, onboarding, training and compensation. This is a strategy and operations role with a people focus, and a path to leading Deducta's people function, including our recruiters, as the company grows. What you'll do • Hiring strategy: Build and maintain the hiring plan with the leadership team, defining each role and its interview process so every search has a clear profile and timeline. • Hiring engine: Run hiring day to day with our recruiters and external partners, own Ashby, and keep pipelines moving and candidates well looked after. • Performance: Run our quarterly review cycles, then design the next layer, including peer feedback, a levelling framework and the link to compensation and promotion. • Onboarding and training: Create an onboarding programme that gets every new joiner productive quickly, and build the training that helps the team keep growing. • Compensation and HR operations: Benchmark pay and equity, administer equity grants, maintain HR policies and compliance, and manage payroll and benefits providers. • Culture: Advise managers on people issues, run engagement surveys such as our eNPS pulse, and organise team events and offsites. Success in this role means: • Hiring runs smoothly: Roles are filled on plan with strong hires, and candidates have a great experience whether or not they join. • Performance is fully built out: Expectations are clear, reviews are consistent, and they link directly to compensation and promotion. • Onboarding works: Every new joiner knows what good looks like and contributes from their first weeks. Who you are We're looking for a former management consultant who wants to build a career in people and operations, with at least two years at a top-tier consulting firm, up to Senior Consultant level or equivalent. A traditional HR background isn't required. You might be the right fit if you have: • Top-tier consulting experience: At least two years at a leading strategy consulting firm, such as MBB (McKinsey, BCG, Bain), Oliver Wyman, L.E.K. or OC&C, up to Senior Consultant level or equivalent. • Structured pro