Senior People Enablement Partner

Orbital is the AI platform for real estate legal work. Real estate shapes the world around us: our homes, our workplaces and our cultural landmarks. It’s the infrastructure that powers everyday life and is the world's largest asset class. Yet behind every single deal, real estate and legal teams work hard to navigate decades-old complexity; manually connecting documents, hidden obligations, geo-spatial context, and multiple parties into a path forward. We connect the legal and physical record, so that path is clearer than ever before. Our mission is to make real estate transactions faster, clearer, and less manual. Here, you'll be part of changing how the deals behind the largest asset class get transacted, and will help shape the future of real estate. A bit about us: 🚀 We’re building at the forefront of AI technology, without losing the deeply human expertise our clients depend on. 🏢 Orbital is built with former practising real estate lawyers and 250+ years of combined legal expertise. We're purpose-built for the complexity of real estate: accelerating due diligence, drafting and negotiation, and deal coordination with legal-grade precision. 💰 We've just raised a $60m Series B, led by Brighton Park Capital, to accelerate our global expansion – $75m raised to date. 🤝 We're trusted by 5,000+ real estate professionals, spanning UK Magic Circle and US Am Law 100 firms, to household names like M&S. Leading firms like BCLP, Orrick, Goodwin, Womble Bond Dickinson and Clifford Chance rely on Orbital to remove the busywork, freeing legal and real estate teams to focus on sharp judgment, standout client service, and closing deals faster. 💡 Working at Orbital means joining a bold, ambitious team, with the trust to take ownership and make a real impact from day one. Orbital is scaling fast as we build the AI technologies powering the future of enterprise productivity. To support this growth, we're hiring an experienced and forward-thinking People Enablement Partner to design, drive, and deliver how we support and retain world-class talent at Orbital. This is a mid to senior role with both strategic and hands-on ownership to design People Products, influence direction, and shape how our managers and teams operate at scale. The job, in a nutshell You'll be one of the first hires in our US People function. You'll report initially to our People Director (based in London), and then to our New York-based VP of People once that role is in place later in our US expansion. As a foundational US People team hire, you'll have real influence over how this function (and your role within it) evolves. We're building a modern People team leaning into an 'Employee Experience as a Product' methodology: designing scalable solutions that support individual growth and business success, not just reactive fixes. Our operating model is built on three main layers: Partner, Product and Platform. Partner: The layer closest to the people leading teams. It works closely with them, understands the work they do, and helps them lead with confidence and consistency. Product: The layer that shapes how the organisation works. It designs the frameworks and experiences people use, and improves them as the company grows. Platform: The operating layer the whole function runs on. It keeps the systems and data underneath effective, integrated, automated and built to scale. These aren't separate sub-teams or job titles; they describe the type of work involved, and act as a flywheel, each layer feeding the other two; This role sits equally across Partner and Product layers. In practice, this means that you'll partner with managers to surface insights, then own the design and implementation of people solutions from start to finish. Your Partnering focus will primarily be our go-to-market teams, which are mostly US-based with some overlap into the UK. Product layer, on the other hand, is designed to work company-wide: you'll partner closely with our UK-based People Enablement Partner and People Director so what we build lands consistently across teams and regions. What you'll do

• Partner with managers across the business to diagnose team challenges, surfacing deep insights that will shape our People Product roadmap.
• Enable managers to confidently handle performance, conduct, and team issues through effective coaching, guidance, and accessible resources.
• Apply product management principles, such as user research, problem framing, roadmap prioritization, MVP testing and tracking outcomes, when designing new People processes.
• Design and implement scalable People Products that support employees at all stages, create measurable business outcomes, and scale effectively with the business.
• Own the People Product lifecycle end-to-end: from identifying the foundational problem and designing the solution, through to successful rollout and adoption.
• Serve as a trusted advisor on US employment matters, including multi-state compliance, FMLA administration, leaves of absence, and day-to-day employee relations.
• Identify patterns that signal where new solutions are needed and translate insights into clear, actionable recommendations.
• Find ways to measure outcomes that highlight impact and identify where we still need to improve.
• Iterate on what you build based on real-world feedback; nothing is set and forget. What you might be working on Our initial 2026 People team priorities give a flavor of the types of challenges you'll help tackle:
• Manager capability: Equipping managers with frameworks and guidance to handle performance, conduct, and team issues at first line.
• Performance enablement: Implementing clear expectations and feedback cycles that scale with team growth.
• US People foundations: Helping build out the US-specific pieces of our People stack, from multi-state compliance to leave administration and benefits enablement. And these are just the tip of the iceberg. There are still foundational layers to build and new challenges that you will play a central role in identifying and prioritizing. Requirements The must-haves
• You have strong relevant experience in People Partnering, especially with Go-To-Market or Commercial teams, with good understanding of operational effectiveness.
• You start from the challenge rather than the solution , and want to understand what is happening before defaulting to a fix.
• You have a strong working knowledge of US federal and state employment laws (e.g. FLSA, Title VII, ADA, ADEA, EEO, wage and hour, worker classification).
• Comfortable with at-will employment and managing separations across multiple states , or confident picking up new state requirements as we expand.
• You have hands-on experience with FMLA administration and other leave of absence processes (e.g. state paid family leave programs, ADA accommodations, parental leave), including advising managers and supporting employees through the full leave lifecycle.
• You enjoy working closely with managers as well as building scalable people initiatives and have the ability to transform insights into real business impact.
• You have strong communication and relationship-building skills combined with good judgment and discretion when working with sensitive employee matters and issues.
• You care deeply about employee experience and business impact, and want to find ways to combine these in a meaningful way.
• You thrive in ambiguity where we don't always have all the answers and rewriting People Playbooks excites you.
• You combine strategic thinking with a pragmatic, hands-on approach, operating comfortably across proactive projects while building foundational processes.
• You embrace technology and AI , and actively look for ways they can help you and others work smarter.
• You understand the nuances between urgent and important and how to prioritize accordingly. And a few nice-to-haves
• Experience in fast scaling tech/AI startups
• Experience