About the role: 

The People Generalist role will support our Leaders and the People Business Partners to create, implement and deliver people strategies within their client groups around culture and growth.  This role is critical in giving our teams and leaders the support and tools they need in order to be successful in their roles. 


  • Employee Relations:
    • Provide second-tier HR advice and support to leaders on all employee relations matters; escalating to the relevant People Business Partner where necessary. 
    • Maintain the employee relations case tracker and analyse the data on a quarterly basis advising People Business Partners and Business Leaders on trends & providing suggestions for improvement. 
    • Ensure compliance regarding all employment practices.
  • High Performing Teams - culture and talent:
    • Support with the creation, development - and deliver training initiatives in partnership with People Business Partners and the training department to develop people manager skills and leadership team effectiveness
    • Contribute to and support the People Business Partner to deliver the People Strategy for their department and team i.e. executing HR related tasks, initiatives and projects
    • Partner with leaders to develop high performing cultures and teams for their business area
    • Implement, coordinate and assist in the creation of new or revised people tools, documents, policies, programs, practices and systems - & act as a local point of people expertise. 
    • Support site leaders to conduct and interpret People data i.e. engagement survey feedback, attendance, attrition, exit interviews, employee surveys and create local plans and initiatives to improve results.  
    • Support & carry out talent reviews for their business area on a quarterly basis and track progress with development plans
  • Collaboration / Team:
    • Support team members and managers with routine, day-to-day HR questions, needs, and inquiries, providing excellent service and ensuring you guide our teams to the right resources to ensure quality and timely solutions
    • Create appropriate communication to share people news i.e. people newsletter
    • Partner with the wider International People team including recruitment, onboarding, workplace, training, development, benefits, recognition, employee experience, DE&I, safety, H&S, compensation teams and initiatives
    • Build and foster an inclusive and diverse culture aligned to our Company vision, mission & values

Who are we looking for? 


  • Fun, kind and personable
  • Able to quickly build trust and maintaining it
  • Passionate about people and their experience at work
  • Excited by problem solving and developing new solutions
  • Communicates.
  • Organised!
  • Thrive in a fast-paced, rapidly-changing environment and have a figure-it-out approach to all challenges

Qualifications / Experience:

  • 2 + years of experience as a member on a fast-paced People/HR Team preferably within the hospitality, retail or logistics industry. 
  • Required proficiency, knowledge, and experience in people disciplines including employment law, on-boarding, employee relations, HR systems, compensation, benefits administration, workers compensation, and talent management
  • Working knowledge of labour laws and regulations in UK
  • Strong planning, prioritization and project management skills and ability to apply these skills in effective working partnerships across organizational lines and capable of meeting established deadlines
  • Knowledge of and experience with HR systems (HRIS, Performance Management)
  • Ability to travel to Germany / US depending on company needs


Peloton uses technology + design to connect the world through fitness, empowering people to be the best version of themselves anywhere, anytime. We have reinvented the fitness industry by developing a first-of-its-kind subscription platform. Seamlessly combining hardware, software, and streaming technology, we create digital fitness and wellness content and products that Members love. In 2020 Peloton committed to becoming an antiracist organization with the launch of the Peloton Pledge. Learn more, here.

“Together We Go Far” means that we are greater than the sum of our parts, stronger collectively when each one of us is at our best. In order to be the best version of Peloton, we are deeply committed to building a diverse workforce and inclusive culture where all of our team members can be the best version of themselves. This work has no endpoint; it is the constant work of running an organization that strives to reach its full potential. As a first step in our commitment, we announced the Peloton Pledge to invest $100 million over the next four years to fight racial injustice and inequity in our world, and to promote health and wellbeing for all, from the inside out.


Peloton does not accept unsolicited agency resumes. Agencies should not forward resumes to our jobs alias, Peloton employees or any other organization location. Peloton is not responsible for any agency fees related to unsolicited resumes.

Apply for this Job

* Required

U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Peloton are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

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.

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 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.

Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, 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?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

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.