We’re quite proud of our achievements…

300M+ downloads, 55M+ monthly users, #1 by installs in the iOS Health category, 4.9 stars on the App Store (3M+ reviews), backed by 7 VCs, annual revenue at 9 figures, and a valuation close to $1B.

…and we’re just getting started.

We’re Flo Health, a rapidly growing, Series B funded HealthTech building the essential digital health partner of tomorrow to empower women, girls, and people who menstruate with the knowledge and support they need to stay well and live better.

And there's never been a more exciting time to join us.

Our cycle, ovulation and pregnancy tracking, educational content and anonymised community platform have been trusted for years by millions to help them feel more in control of their health every day.

Now though, we’re harnessing the power of data analytics and AI to build a smarter future, one where we all know our bodies better - we’re set to become the world’s favourite female health brand.

Big plans, right?

They absolutely are -  that’s why we’re hiring.


The Job

Flo’s success is built on the combined talent of our employees, and we’ve grown quickly. We’ve gone from a couple of hundred people a few years ago, to a multinational business of around 400 people.

This can’t have happened without a superb People and Talent team owning the attraction, retention and motivation of a diverse, international and incredibly driven workforce, from someone’s application right through to them building their career with us.

As a group of 5, the HR Business Partnering team (HRBPs) are one of three teams in the People function. They drive the long-term People strategy here at Flo.

We currently have a vacancy in our team to work with our Engineering department, partnering directly with the CTO. Regardless of the department, on joining us as a HRBP, you’ll have an instrumental part to play as an embedded consultant to your team. 

You’ll be working extremely closely with the Exec team - and their management teams - to help implement fantastic, end-to-end People practices across the group, thereby enabling your department and the company to thrive.

Your Experience

Must have:

  • Strong experience in HR Business Partnering 
  • Experience partnering with Software Engineering departments with 100+ headcount
  • Demonstrable business acumen developed from working with a product-led consumer technology (app) company
  • Ability to analyse and challenge business strategy and develop People processes
  • Proven experience in implementing a variety of HR initiatives including those covering: compensation & total reward strategy, organisational design, employment relations, diversity & inclusion, career development, performance management, and employment law
  • Well developed customer and relationship management skills.
  • Credibility and influencing skills at senior levels, across functions, and across stakeholder groups
  • A broad change management skill-set, combined with the ability to apply project management principles to deliver and support organisational change
  • Ability to coach senior leaders and their teams to drive performance and capability improvement within their teams, helping to deliver business strategy
  • Proficient knowledge of HR analytics and its use to impact business decisions, including strong experience using a variety of insight formats, both quantitative and qualitative

Nice to have:

  • Experience of working in a globally spread company, and a multicultural environment
  • Experience in working in a scaling tech company (Series B +)

What you'll be doing

You'll be responsible for:

  • Act as part of the function’s management team to help develop business strategy, working as a true consultant getting to the heart of People and business issues
  • Participate fully in business change decisions, anticipating the people issues and ensuring that they are dealt with proactively and effectively
  • Work closely with business leaders in identifying how HR can best support the achievement of business aims, building relationships across the business, and shaping and executing on the HR delivery plan
  • Bring market intelligence on competitor’s practices and best-in-class People blueprints into the function
  • Participate fully in business change decisions, anticipating the people issues and ensuring that they are dealt with proactively and effectively
  • Support the business leaders in the communication and management of all updates and changes to the organisation following the three ‘C’s: Context, Clarity and Consistency
  • Ensure the management population’s voice is heard and that there’s buy-in throughout any change management  
  • Act as an advocate between business managers and People Ops + CoEs, in particular to ensure that People policies and processes are aligned to corporate strategy and relevant and practical for the business unit to implement
  • Measure the cost and effectiveness of delivered HR solutions and a pipeline of planned interventions
  • Work with Talent Acquisition and FP&A to build your function’s headcount plans and budget forecasts
  • Give feedback and coach your line managers in leadership and people management, upskilling them through applied tools, best practices, frameworks and learning interventions
  • Manage all sensitive or complex HR issues, including Employment Relations processes across relevant jurisdictions (capability procedure, grievance and disciplinary procedure, bullying & harassment policy, EEOC and anti-discrinination policies)
  • Champion diversity, equity and inclusion in the workforce
  • Using both quantitative and qualitative data analytics and insights, demonstrate the impact of People practices and interventions 

Your targets will be:

As a team, our OKRs revolve around the success of:

  • Flo-wide flagship People processes performance reviews, salary reviews, engagement and pulse surveys, onboarding and lifecycle services and experiences
  • Management capability and upskilling
  • Project delivery being on time and on budget
  • Improvements of key employee engagement scores  
  • Functional manager feedback on quality of support 
  • Responsive closures of business needs within SLAs and regulatory requirements
  • Efficient Legal and compliance dealings from an employment relation perspective (disciplinary and grievance procedures, conflict mediation, terminations)

Salary Range:

Lithuania - €3788 - €4,900 gross per month.
UK - £55,000 - £85,000 per year.

Ranges may vary depending on your skills, competencies and experience.



People perform better when they’re happy, paid well, looked after and supported. 

That’s just a fact.On top of competitive salaries, Flo's employees have access to:

  • A fully flexible working environment wherever you’re at your best: at home, in our offices, or a mix-and-match of both
  • Company equity grants through Flo’s Employee Share Option Plan (ESOP)
  • Paid holiday and sick leave 
  • Fully paid female health and sick leave, in addition to holiday and regular sick leave
  • Workations - an opportunity to work abroad for two months a year
  • Six months paid maternity leave, and one months paid paternity leave (subject to qualifying conditions) inclusive of same-sex and adoptive parents
  • Career growth, progression, and learning development resources
  • Annual salary reviews
  • Unlimited free premium Flo subscriptions
  • A whole host of other benefits (health/pension/social schemes)


Our Culture

It’s pretty hard to condense a culture down to a few words, but we do all have a few things in common.

We’re problem solvers, we’re adaptable, we’re empathy driven and results led. 

People here like working in a fast-paced, multi-national, multi-cultural and ever changing environment. Everyone has an impact on a powerful mission, and is happy to roll their sleeves up to ideate solutions and put them in place. Being part of a rapidly growing business means that the answers aren’t always there for us already, but that’s okay; it’s part of the excitement!

If this resonates, we might be the right place for you.


Diversity, Equity and Inclusion

The strength of our workforce is in the diverse backgrounds of our employees, and Flo is committed to applying its equal opportunities policy at all stages of recruitment and selection. This means recruitment and selection of talent into Flo Health companies is only based on individual merit and qualifications directly related to professional competence. Shortlisting, interviewing, and selection will always be carried out without regard to gender identity or expression, sexual orientation, marital or civil partnership status, color, race, nationality, ethnic or national origins, religion or beliefs, ancestry, age, veteran status, mental or physical disability, medical condition, pregnancy or maternity status, trade union membership, or any other protected characteristics.

Apply for this Job

* Required
resume chosen  
(File types: pdf, doc, docx, txt, rtf)
cover_letter chosen  
(File types: pdf, doc, docx, txt, rtf)

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Flo Health’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.

Please reach out to our support team via our help center.
Please complete the reCAPTCHA above.