Founding HR BP (Post-M&A)

Dwelly — a UK-based, AI-enabled lettings and property management platform, that is growing through a roll-up strategy acquiring estate agencies. The company leverages two arms: i) acquiring existing letting agencies, effectively buying its highly sticky, recurring revenue-type landlords portfolios, and then ii) building a top-notch technology to automate tenant management, payments, and post-rental property maintenance. The company seamlessly integrates AI services to automate all business processes within brick-and-mortar real estate agencies, integrating them into a tech-enabled digital letting platform in two months to radically improve the user experiences and increase efficiency of the business.

We’re a fast-growing, product-focused company, backed by top-tier investors and led by a team with deep experience in real estate, technology, and operations.

We are seeking an Integrations HR Business Partner to partner closely with the Head of Integrations and Integration Managers to support the people side of post-acquisition integrations across the UK. From the moment a deal closes, this role will help ensure acquired teams transition smoothly into the Dwelly platform and wider organisation through effective communication, employee engagement, organisational alignment, and people integration planning.

As the first dedicated HRBP within the Integrations function, you will also play a key role in building scalable people integration processes, frameworks, and tools that will support future acquisitions as the company continues to grow.

This role is ideal for someone with strong UK employment law and employee relations experience, excellent stakeholder management skills, and the ability to operate effectively in fast-paced, evolving environments.

• Support the people integration workstream across newly acquired businesses in close partnership with the Head of Integrations and Integration Managers.
• Lead employee transition and onboarding activities, including communications, consultations, policy alignment, payroll coordination, and integration planning.
• Partner with leadership teams to support employee engagement, retention, and smooth organisational transitions during integration periods.
• Manage sensitive people matters with professionalism, empathy, and discretion while maintaining trust across acquired teams.
• Track key people integration metrics and continuously improve integration processes and employee experience.

• Partner closely with the Head of Integrations on people strategy, organisational planning, and team capability across acquisitions.
• Participate in integration planning and due diligence discussions to identify organisational, cultural, and operational people considerations early in the process.
• Support and coach Integration Managers on employee communication, stakeholder management, and change management best practices.
• Help resolve people-related blockers that may impact integration timelines or operational execution.

• Support organisational design and workforce planning across acquired businesses in collaboration with Operations and Finance teams.
• Map organisational structures, identify capability gaps, and support internal mobility and career growth opportunities across the wider business.
• Partner with the People team to ensure acquisitions integrate effectively into the broader Dwelly organisation and culture.

• Support the rollout of performance and people frameworks across newly integrated teams.
• Identify development opportunities and partner with leadership to strengthen team capability and employee experience.
• Help embed Dwelly’s culture, operating principles, and ways of working across acquired businesses.
• Conduct employee feedback initiatives and provide insights to leadership teams to support healthy and engaged organisations.

• Help create scalable post-acquisition people integration playbooks, templates, processes, and operational frameworks.
• Support the implementation of lightweight tools and systems to improve integration execution and employee experience.
• Contribute to building and scaling the Integrations People function as acquisition activity grows.

• 5–8 years of HRBP / People Partner experience, ideally within fast-growing, multi-site, or operationally driven businesses.
• Experience supporting post-acquisition people integrations, including employee transitions, onboarding, organisational alignment, change management, and integration planning across multiple acquisitions.
• Strong practical knowledge of UK employment law and employee relations, with the ability to navigate day-to-day people matters confidently and pragmatically.
• High emotional intelligence and strong stakeholder management skills. Able to build trust quickly with diverse employee populations and leadership teams, including individuals from more traditional or founder-led business environments.
• A proactive and hands-on mindset with the ability to build and improve processes, frameworks, and people practices in evolving environments.
• Comfortable operating in fast-paced and sometimes ambiguous situations, balancing strategic partnership with operational execution when needed.
• Willingness to travel across the UK to support acquired offices and integration activities during key transition periods.
• Excellent written and verbal communication skills in English.
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Feel free to check out Dwelly Core Principles. That’s about what we believe in, how we operate and make decisions.

What we offer is not a fancy office or a static workplace. Instead, this is solving one of worlds’ most complex problems in the largest consumer industry in the world (residential rentals), to improve the experience for >30% of households (>5M in the UK, and >100M including EU and US) that live in rental homes.

This is about disrupting the largest, most antiquated industry in the world, with one of the strongest operational and technical teams that exist in the UK and the EU. We work hard, and we shoot for extremely ambitious results. But we want people to be proud of what they’ve built and be able to look back and say one day “hell yeah, that was me that did it all”.

• Customer obsession rather than competitive focus
• Passion for invention
• Operational excellence
• Long-term thinking