Hello. We’re Teya.
Teya was founded on a simple belief: local businesses deserve better.
They are the cafés, restaurants, salons, shops and entrepreneurs that bring character to our high streets, create jobs and keep communities moving. Yet for too long, financial services has made life harder for them - with clunky tools, poor support and complexity that gets in the way of running a business.
Teya exists to change that.
We’re building a financial platform for local businesses across Europe - one built around simple tools, thoughtful design and real human support. Our Members rely on us to help them run their business with confidence, and that responsibility shapes the way we work.
We move fast. We care about quality. We stay close to the detail. And we believe great performance and genuine hospitality should go hand in hand.
If you want to build meaningful products, solve real problems and make a genuine difference for local businesses, we’d love to hear from you
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
What we're looking for:
Strong financial modelling and analytical capability. You build models from scratch and have a substantial amount of experience working with data to produce analysis.
Fluency with data tools (advanced Excel essential; SQL or strong BI tool experience a real plus) and experience with planning platforms such as Pigment, Anaplan or Adaptive (or a track record of learning new tools fast).
Native fluency with AI tools. You already use them to compress analytical work and you're excited to push further.
The confidence and judgement to be a genuine thought partner, to push back when the numbers say something inconvenient, not just produce what's asked
Comfort operating in ambiguity and building structure where little exists
Likely background in FP&A, strategy, consulting, or a people analytics function. A People/HR background is welcome but not required; what matters is analytical horsepower
Teya is proud to be an equal opportunity employer.
We are committed to creating an inclusive environment where everyone regardless of race, ethnicity, gender identity or expression, sexual orientation, age, disability, religion, or background can thrive and do their best work. We believe that a diverse team leads to better ideas, stronger outcomes, and a more supportive workplace for all.
If you require any reasonable adjustments at any stage of the recruitment process whether for interviews, assessments, or other parts of the application—we encourage you to let us know. We are committed to ensuring that every candidate has a fair and accessible experience with us.
