HR Operations Lead

Founded in London, in 2010, Glassworks is a fresh London fashion brand – totally independent, style-obsessed and passionate believers in bricks-and-mortar boutiques as well as streamlined digital shopping. Our design-led stores and website are refreshed weekly with small runs of completely new fashion – meaning a constant feed of exciting new stuff to try on, helped along by the most dedicated and on it staff-turned-stylists on the planet. We are focused on scaling our ecommerce and retail channels in the UK and abroad – all whilst maintaining a strong design aesthetic, stylish atmosphere in store and strong customer focus.

The Role

We are looking for a hands-on HR Operations Lead to bring structure, consistency, and process discipline to a growing business. Glassworks is scaling, but many HR and operational processes are still ad hoc and dependent on individual managers. This role is about building clear, repeatable systems that improve execution across the business.

This is a practical, build-and-improve role - not purely strategic and not purely administrative. You will own recruitment operations, onboarding/offboarding, SOPs and training materials, KPI reporting, and day-to-day people operations improvement, working closely with leadership, managers, and external HR support.

Work Schedule/Location: 5 days per week, fully remote work.

What You Will Own

• Build and improve core HR and people processes (onboarding, offboarding, documentation, workflows)
• Own end-to-end recruitment operations, including pipeline management and candidate experience
• Own and improve our ATS (ClearCompany), including structure, workflows, reporting, and use of automation/AI
• Use AI tools and automation to improve efficiency across recruitment and HR workflows, reducing manual work and increasing speed
• Continuously identify opportunities to remove low-value tasks through better systems, tooling, and automation
• Build and maintain SOPs and training materials in Notion (knowledge base), covering both HR and cross-functional operational processes
• Work with the Senior Operations Manager and department leads to capture, standardise, and improve processes across the business
• Ensure SOPs are clear, practical, and consistently used by managers and teams
• Track and report on key HR and recruitment metrics (e.g. hiring pipeline, onboarding, training completion)
• Ensure employee records are accurate, secure, and audit-ready in ADP (system of record)
• Maintain strong compliance discipline, working with our external HR partner where needed
• Identify gaps, prioritise improvements, and implement practical solutions that save time and reduce errors

What success looks like

In the first 3–6 months, success in this role would look like:

• Structured, consistent onboarding process
• Clear and well-managed recruitment pipeline
• Improved ATS usage and visibility
• SOPs and training materials live and in use
• Clear HR metrics and reporting
• Reduced reliance on ad hoc communication
• Stronger process consistency and compliance

What we are looking for

• Experience in HR operations, people operations, or a similar role in a growing business
• Experience in HR operations / people operations in a growing business
• Strong experience in recruitment, onboarding, and process improvement
• Proven ability to build and implement processes (not just support them)
• Experience using and improving an ATS
• Strong interest in using AI tools (e.g. ChatGPT, Claude, automation tools) to improve productivity and reduce manual work
• Curious, proactive mindset toward learning and experimenting with new tools and ways of working
• Strong organisation, attention to detail, and follow-through
• Comfortable working in an unstructured, scaling environment
• Strong communication and stakeholder management skills
• Practical understanding of UK HR processes and compliance
• Experience with systems such as ADP, Notion, or similar tools

Especially strong candidates will be able to show examples of:

• Building onboarding or HR processes from scratch
• Creating SOPs or training systems
• Improving hiring speed, structure, or quality
• Introducing KPI tracking or reporting
• Improving ATS workflows or automation
• Bringing structure to previously inconsistent environments
• Actively using AI tools to improve workflows or save time