People Operations Architect

Multiverse is the upskilling platform for AI and Tech adoption.

We have partnered with 1,500+ companies to deliver a new kind of learning that's transforming today’s workforce.

Our upskilling apprenticeships are designed for people of any age and career stage to build critical AI, data, and tech skills. Our learners have driven $2bn+ ROI for their employers, using the skills they’ve learned to improve productivity and measurable performance.

In June 2022, we announced a $220 million Series D funding round co-led by StepStone Group, Lightspeed Venture Partners and General Catalyst. With a post-money valuation of $1.7bn, the round makes us the UK’s first EdTech unicorn.

But we aren’t stopping there. With a strong operational footprint and 800+ employees, we have ambitious plans to continue scaling. We’re building a world where tech skills unlock people’s potential and output.

Join Multiverse and power our mission to equip the workforce to win in the AI era.

ROLE SUMMARY
This is a senior hands on role that bridges deep HRIS expertise with strategic People Operations leadership. As our People Operations & Technology lead, you will own the architecture, configuration, and continuous optimization of our HR technology ecosystem with HiBob as the cornerstone, while simultaneously driving the operational excellence of the full employee lifecycle.

You will be equally comfortable getting into the detail of a complex HiBob workflow configuration and presenting a data-driven process improvement roadmap to senior stakeholders. This role is explicitly hands-on you will be expected to build, not just direct. You bring the curiosity, discipline, and craft to design systems from the ground up, and the strategic clarity to ensure everything you build serves a larger vision of employee experience and business scale.

You will be the escalation point and the most technically capable person in the team. As Multiverse continues to scale, this team will grow with it, and you will play an active role in shaping who joins and how the Ops team develops.

KEY RESPONSIBILITIES

Workflow Design & Process OptimisationSystems thinking applied to the full employee lifecycle.

• Architect end-to-end people workflows— design, document, and continuously iterate on processes spanning onboarding, role changes, performance cycles, and offboarding, treating each as a scalable, automatable system rather than a manual procedure

• Map process flows to technology — translate policy intent and business requirements into workflow logic within the HR tech stack, identifying where automation, AI, or self-service can replace manual touchpoints.

• Drive self-service adoption— design employee and manager journeys that default to self-service, reducing reliance on the People team for routine requests while improving the overall experience

• Own and Architect advanced ticketing— own the operation, configuration, SLA framework, and continuous improvement of the HR ticketing system; build intelligent triage, routing, and resolution workflows that progressively reduce ticket volume through upstream self-service design

HR Tech Stack integrationHRIS, and integrations as strategic infrastructure

• Own HiBob platform architecture lead configuration, module management and process redesign across the core HRIS, acting as the internal subject-matter expert on all platform matters

• Architect system integrations— design and oversee the connection of HiBob with adjacent enterprise systems (payroll, ATS, finance, benefits), ensuring accurate, real-time data flows and eliminating manual re-entry

Compliance & Data Governance Rigour, integrity, and trust as foundations of people infrastructure

• Establish data governance standards— define and uphold rigorous frameworks for people data accuracy, access control, and security; conducting regular audits and ensuring all data structures within the HRIS are fit for purpose

• Own compliance operations — maintain a clearly documented compliance calendar; manage background checks in line with Ofsted regulations, GDPR, ISO/SOC2, and UK employment legislation

• Govern payroll and benefits data flows — oversee the accurate, timely movement of all employee data impacting payroll and benefits, ensuring clean handoffs and zero errors at month-end

SKILLS & EXPERIENCE
Essential

• 5+ years of progressive experience in People Technology, HRIS administration, or strategic People Operations — ideally within a fast-scaling organisation

• Deep, hands-on HiBob expertise: configuration, module management, workflow automation, and the full employee lifecycle within the platform

• Proven track record delivering HRIS implementation or optimisation projects, using agile
  methodologies (sprint planning, backlog management)

• Strong technical literacy: SaaS platforms, data structures, API integrations, and HR analytics

• Experience managing HR ticketing systems and driving SLA-based service delivery

• Demonstrated ability to translate complex business requirements into clear, scalable technical solutions

• Excellent stakeholder management and communication skills — equally effective with technical teams and senior business leaders

• Experience handling payroll and benefits-related data flows with accuracy and discretion

• Experience in a regulated environment (Ofsted, GDPR, ISO/SOC2)

• Hands-on experience with AI-powered HR tools or agentic workflow automation

• Exposure to other Tier-1 HRIS platforms (Workday, BambooHR, Personio) in addition to HiBob

• Background in People Analytics or HR data reporting

MEASURING SUCCESS

Within 3 months —You will have completed a comprehensive audit of current People Operations processes and HRIS configuration, identified priority pain points, and built trusted relationships with the People & Talent team and key stakeholders.
Within 6 months —You will have contributed meaningfully to the People & Talent roadmap, delivered initial 'quick win' improvements to the ticketing process and core lifecycle workflows, and activated at least one agentic or AI-powered workflow.
Within 12 months — You will have executed multiple significant system and process enhancements from the roadmap, demonstrably improved key operational KPIs using technology interventions (ticket resolution time, onboarding satisfaction, data accuracy), and established an enhanced data-driven reporting cadence for the People & Talent function.

Benefits

• Time off - 27 days holiday, plus 5 additional days off: 1 life event day, 2 volunteer days, 2 company-wide wellbeing days (M-Powered Weekend) and 8 bank holidays per year

• Health & Wellness- private medical Insurance with Bupa, a medical cashback scheme, life insurance, gym membership & wellness resources through Wellhub and access to Spill - all in one mental health support

• Hybrid work offering - for most roles we collaborate in the office three days per week with the exception of Coaches and Instructors who collaborate in the office once a month

• Work-from-anywhere scheme- you'll have the opportunity to work from anywhere, up to 10 days per year

• Space to connect: Beyond the desk, we make time for weekly catch-ups, seasonal celebrations, and have a kitchen that’s always stocked!

Our Commitment to Diversity, Equity and Inclusion

We’re an equal opportunities employer. And proud of it. Every applicant and employee is afforded the same opportunities regardless of race, colour, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, or veteran status. This will never change. Read our Equality, Diversity & Inclusion policy here.

Our Commitment to Safeguarding

Multiverse is committed to safeguarding and promoting the welfare of our learners. We expect all employees to share this commitment and adhere to our Safeguarding Policy, our Prevent Policy and all other Multiverse company policies. Successful applicants will be required to undertake at least a Basic check via the Disclosure Barring Service (DBS).

For roles that will involve a Regulated Activity, successful applicants must also undergo an Enhanced DBS check, including a Children’s Barred List check and a Prohibition Order check. Roles involving Regulated Activity may interact with vulnerable groups, therefore are exempt from the Rehabilitation of Offenders Act 1974 meaning applicants are required to declare any convictions, cautions, reprimands, and final warnings.

Providing false information is an offence and could result in the application being rejected or summary dismissal if the applicant has been selected, and possible referral to the police and the DBS.