Job Specifications
The AI orchestration of your wildest imagination.
n8n is the open workflow orchestration platform built for the new era of AI. We give technical teams the freedom of code with the speed of no-code, so they can automate faster, smarter, and without limits. Backed by a fiercely inventive community and 500+ builder-approved integrations, we’re changing the way people bring systems together and scale ideas for impact.
Since our founding in 2019, we’ve grown into a diverse team of over 160 - working across Europe and the US, connected by a shared builder spirit and with our centre of gravity in Berlin. Along the way, we’ve:
Cultivated a community of more than 650,000 active developers and builders
Earned 145k+ GitHub stars, making us one of the world’s Top 40 most popular projects
Been ranked as one of Europe’s most promising privately held SaaS startups (4th in Sifted’s 2025 B2B SaaS Rising 100)
Raised $240m to date, from Sequoia’s first German seed to our recent $180m Series C - bringing us to a $2.5bn valuation
And are grateful for our 94 eNPS score (most companies would call 70 excellent)
That’s the company we’ve built. Now we’d love to see what you can build. If you’re applying, try n8n out - whether you’re technical or not - and share a screenshot of your first workflow with us. The easiest place to start is here: app.n8n.cloud/register.
We’re in a defining moment of an incredible journey. Come and build with us.
Your main goal will be to enable n8n to build a high-output, low-drag organization—clear roles, crisp performance standards, and capable managers.
To do so, here are your responsibilities:
Coach and Enable Managers
Act as the primary People Partner to 1–2 departments, supporting managers on performance, development, morale, and communication.
Coach managers through tough conversations, feedback, conflict, and team challenges — with a focus on fairness and accountability.
Build confidence through informal coaching, playbooks, and toolkits that make doing the right thing easier.
Support capability-building through targeted resources (e.g., micro-trainings, manager guides).
Drive Consistent, Fair People Practices
Support the full employee lifecycle: hiring, onboarding, goal setting, development, retention, and exits.
Guide performance processes: setting clear expectations, driving regular feedback, and managing reviews and underperformance.
Lead on employee relations cases with a focus on consistency, documentation, and legal compliance.
Ensure policies are current, clearly understood, and consistently applied across teams and geographies.
Strengthen Culture, Engagement & Change Readiness
Partner with managers to build strong, inclusive team cultures based on trust, feedback, and psychological safety.
Help managers interpret engagement feedback and follow through with actionable improvements.
Champion initiatives that promote employee well-being and values alignment.
Support org changes (e.g., team growth, re-orgs) with clear communication and team-level enablement.
Translate Insights into Action
Spot and synthesize patterns across performance, engagement, attrition, and ER themes.
Provide practical, data-informed recommendations to managers and leadership.
Collaborate cross-functionally to improve people processes, reduce friction, and scale what works.
Requirements
Must-haves
People Partner experience (5+ years): You’ve owned a senior IC scope partnering with leaders and influencing org, performance, and talent decisions.
Professional certification: You hold SHRM-CP/SCP, CIPD, or an equivalent credential.
Manager coaching depth: You’re known for elevating managers on goals, continuous feedback, and development planning.
Complex ER leadership: You’ve led sensitive cases (terminations, layoffs, restructures, works councils) with rigor and fairness.
Performance frameworks: You’ve implemented goals/reviews/feedback cycles and led calibrations that drive consistency.
Employment law knowledge: You understand UK, US, or German employment law and know when to escalate to Legal.
Change enablement: You’ve supported re-orgs and process change, balancing speed with adoption.
Policy builder: You spot gaps and keep policies current, practical, and consistently applied.
Influence & credibility: You communicate crisply with managers/executives, earning trust and driving decisions.
Org & role architecture: You’ve been hands-on in org design, role leveling, and re-org work.
Engagement partner: You’ve run survey follow-through and culture-shaping initiatives that land real actions.
Compensation communication: You guide managers on offers, adjustments, and comp narratives with clarity.
Sales business partnering background: You’ve partnered closely with Sales/GTM teams and can navigate the pace and ambiguity of revenue orgs.
Nice-to-haves
International & remote experience: You’ve supported distributed teams across EU/UK/US.
Works council familiarity: You understand regional nuances a