People Ops Business Partner, UK

About this role

About Reserv

Reserv is an insurtech creating and incubating cutting-edge AI and automation technology to bring efficiency and simplicity to claims. Founded by insurtech veterans with deep experience in SaaS and digital claims, Reserv is venture-backed by Bain Capital and Altai Ventures and began operations in May 2022. We are focused on automating highly manual tasks to tackle long-standing problems in claims and set a new standard for TPAs, insurance technology providers, and adjusters alike. We have ambitious (but attainable!) goals and need people who can work in an evolving environment. If building a leading TPA and the prospect of tackling the long-standing challenges of the claims role sounds exciting, we can't wait to meet you.

Location Requirement

Candidates must reside in an eligible U.S. state throughout employment. We are unable to hire candidates residing in California, Alaska, Hawaii, U.S. territories, or outside the United States.

About the role

We are looking for an HR Business Partner to create a seamless and supportive experience for every employee at Reserv in the UK. In this role, you will manage key processes throughout the employee lifecycle — from onboarding to day-to-day HR support — while serving as a trusted partner to both team members and leadership. You will bring empathy, organization, and sharp problem-solving skills to a fast- paced, fully remote environment where we value initiative, clear communication, and continuous improvement. If you are excited about building thoughtful people processes, supporting a growing team, and shaping the future of HR at an ambitious insurtech, we would love to connect with you.

What you'll do

Strategic partner

• Act as a trusted advisor and sounding partner to managers and team leads, providing guidance on team dynamics, performance management, and workforce planning.

• Develop and execute people strategies that drive business performance, retention, and engagement — translating organizational goals into tangible people initiatives.

• Lead on end-to-end recruitment activity for the UK, partnering with hiring managers to attract and retain top talent while maintaining a consistent, positive candidate experience.

• Drive culture change and organizational development initiatives, holding leaders and managers accountable for adoption and embedding change effectively across teams.

• Develop, own, and continuously improve HR policies from inception through to implementation, ensuring they are fit for purpose, legally compliant, and aligned with the company’s values and growth trajectory.

Employee relations

• Serve as the primary point of contact for all UK employee relations matters, managing a high volume of cases end-to-end — including performance management, disciplinaries, grievances, and occupational health referrals — with minimal escalation.

• Bring proven experience managing complex, long-running cases including long-term sickness absence, reasonable adjustments, and occupational health-led processes, ideally gained in operational or high-volume frontline environments.

• Negotiate and manage Settlement Agreements (formerly Compromise Agreements), including liaison with legal counsel where required, ensuring commercial and legal risk is appropriately managed.

• Balance empathy with compliance in line with UK employment law (Employment Rights Act 1996, Equality Act 2010, and related legislation), escalating matters to the VP, People Operations only where necessary.

• Help leaders proactively identify and address team health concerns and interpersonal conflict before they reach formal process stage.

• Support investigations, policy interpretation, disciplinary, and grievance procedures in accordance with ACAS Codes of Practice and internal policy.

• Help foster an inclusive, equitable, and engaging remote-first culture using data and employee feedback to make evidence-based recommendations.

Performance & talent management

• Manage the performance review cycle, lead calibration sessions, and coach managers on delivering constructive feedback and meaningful development conversations.

• Collaborate with the VP, People Operations to roll out talent development programs, promotion frameworks, and career pathways that scale with the company.

HR programming

• Design, implement, and continuously improve HR programs, policies, and workflows spanning the full employee lifecycle, with a focus on scalability and automation.

• Lead the development and delivery of the company’s EDI (Equality, Diversity & Inclusion) strategy, building programs and initiatives that foster a culture of belonging, psychological safety, and equitable opportunity across the UKworkforce.

• Drive employee engagement through structured listening programs (e.g. surveys, focus groups), translating findings into actionable recommendations for leadership.

• Leverage data and employee feedback to recommend improvements to People Ops processes that increase efficiency and impact.

• Support employee recognition, onboarding, and retention initiatives.

Operations & compliance

• Maintain an up-to-date working knowledge of UK employment law, proactively monitoring legislative changes and implementing updated policies and practices ahead of new laws coming into effect.

• Oversee right-to-work checks and ensure ongoing compliance with UK immigration and employment eligibility requirements.

• Uphold UK GDPR and data privacy obligations, ensuring employee data is handled with appropriate confidentiality and in accordance with ICO guidance.

• Serve as a secondary point of contact for employee questions requiring a nuanced or strategic response.

Analytics & reporting

• Analyze HR data and trends (turnover, engagement, headcount, etc.) and deliver insights to leadership to shape people strategies.

• Develop reporting mechanisms that support business leaders in making data-informed decisions.

Qualifications

• CIPD Level 7 qualified (or…