About the role
Hello! We're Teya. Teya is a payment and software service provider, headquartered in London serving small, local businesses across Europe. Founded in 2019, we build easy to use, integrated tools that enable our members to accept payments and boost business performance. At Teya we believe small, local businesses are the lifeblood of our communities. We’re here because we don’t believe there’s a level playing field that gives small businesses with a fighting chance against the giants of the high street. We’re here because we see banks and legacy service providers making things harder for them. We don’t think the best technology or the best service should be reserved for those with the biggest headquarters. We’re here to fight for a future where small, local businesses can thrive, and to commit the same dedication they offer all of us. Become a part of our story. We’re looking for exceptional talent to join our mission. We offer a chance to create impact in a high-energy and connected culture, while benefiting from continuous learning opportunities, a supportive community which is proud to serve our mission, and comprehensive
benefits.
The role: We're hiring a People Planning & Analytics Lead to own the analytical and financial core of our People function. You'll own the company's people cost package end-to-end and become the person every people decision with a financial or structural implication runs through. When the executive team or board needs to know what something costs, or what an org decision means in numbers, the answer comes from your work. You'll report directly to the VP People and act as a true thought partner, bringing the modelling rigour and data discipline that turns people strategy into defensible, numbers-led decisions. It's a rare chance to build the planning and analytics capability of a fast-scaling fintech from the ground up, and to shape a function rather than inherit one.
What you'll own: The people package: Full ownership of Teya's people budget across every country and function, tracking actuals against plan, variance analysis, and giving leadership a clear, real-time picture of our people cost at any moment. Building and maintaining the people cost forecast, translating hiring plans, attrition, salary changes, and org moves into a forward view of cost. Workforce planning: The rolling headcount plan tied to our commercial targets. Scenario modelling for growth, restructures, and location decisions. Productivity and ratio analytics, cost per head, span of control and manager-to-IC ratios that tell us whether we're building the org the right way. People analytics and reporting: Ownership of People metrics and reporting across the business such as attrition, time to hire, time to fill, hiring funnel health, retention, internal mobility, headcount movement, span and layer analysis etc. Turning raw People data into clear, trusted dashboards and insight that drive decisions, not just describe what happened. Organisational design: A key analytical partner to the People Partnering team on how we structure teams as we scale, modelling the cost, headcount, and structural implications of design choices before we commit to them, and stress-testing org proposals against budget and benchmark. Tooling and capability: Leading the People-side build and ownership of our planning tooling (we're implementing Pigment), maintaining the data foundations the function relies on, and raising the analytical bar across the whole People team. Decision support: The analytical backbone for board and ExCo papers, business cases, and any people decision that needs to stand up to executive scrutiny, producing the numbers and the narrative that make the case in partnership with the VP People