Senior People Partner, Sylvera

Salary not provided

Offers equity

Senior and Expert level

Software underpinning carbon markets

Be an early applicant


Software underpinning carbon markets

101-200 employees

B2BArtificial IntelligenceSustainabilityMachine LearningSaaSEnvironmental

Be an early applicant

Salary not provided

Offers equity

Senior and Expert level

101-200 employees

B2BArtificial IntelligenceSustainabilityMachine LearningSaaSEnvironmental

Company mission

To make carbon offsets work for everyone.


Who you are

  • Has 5+ / 8+ years of progressive HR experience, with a focus on business partnership and strategic HR management in a fast-paced, growth environment, ideally vc-backed, early-stage organisation
  • Has proven ability to design and implement a breadth of People strategies together with senior leadership to deliver business objectives
  • Builds trust quickly across multiple stakeholders through excellent support, execution and delivery
  • Is a confident communicator with excellent interpersonal skills and the ability to balance multiple interests
  • Is a self-starter with a can-do attitude and is experienced at working independently while operating across a team
  • Cares deeply about the climate and ecosystems of earth
  • We’d like someone highly ambitious, motivated and eager to propel their career forward
  • We prioritise grit, positivity, and the willingness to get stuck in, and encourage you to apply even if your experience doesn't exactly match this job description

What the job involves

  • As a People Business Partner at Sylvera, you will play a critical role in achieving Sylvera’s goals by engaging and empowering our greatest asset—our people
  • You will work closely with leaders and team members across the organisation to develop and implement strategies that will help us attract, develop, and retain high-performance, mission-driven talent while cultivating an inclusive and supportive community
  • Partner with senior leadership to understand business goals and develop HR strategies that support these objectives including expert advice on organisational design, talent management, and succession planning as well as strategic People initiatives that improve organisational effectiveness and employee engagement
  • Collaborate with the recruitment team to attract and retain top talent, including the development and implementation of onboarding processes, managing performance management processes, and facilitating career development
  • Support change management efforts as the business grows and scales and communicate effectively with teams and employees about changes during transitions
  • Foster a positive and inclusive company culture aligned with company values by developing and implementing employee engagement initiatives to improve morale and productivity including DEI strategies and programsIdentify training and development needs and create programs to enhance employee and leadership skills and competencies
  • Address and resolve complex employee relations issues, providing guidance and support to managers and employees

Salary benchmarks

Otta's take

Xav Kearney headshot

Xav Kearney

CTO of Otta

Sylvera is scaling carbon markets with software, by developing tools to quantify stocks of carbon stored in vegetation using AI applied to satellite or drone data.

Using current quantification techniques, it is not possible to provide accurate and regular data on the performance of forestry projects, which leads to issues with corruption, fraud and uncertainty. This leads to significant financial and reputational risk for corporates purchasing offsets and makes it hard for high quality forest projects to secure fair prices and low cost finance at large scale.

By providing a quantitative sequestration audit trail and associated risk ratings, Sylvera intends to underpin effective voluntary carbon markets. This will allow the market to scale to keep the planet under 2C of warming, and unlock huge co benefits for nature and society.


Some candidates hear
back within 2 weeks

279% employee growth in 12 months


Employee endorsements

Meaningful work

"Sylvera's mission to bring transparency to the Voluntary Carbon Market leveraging data and expertise is a privilege to be a part of -- being able to..."

Company benefits

  • Unlimited Holiday
  • Christmas Shut Down
  • Private Medical & Life insurance
  • Enhanced maternity/paternity leave
  • Monthly Friday lunch budget
  • Team social budgets
  • One-off WFH allowance
  • Enhanced Paid Sick Leave
  • Mental Health support

Company values

  • Own it - We believe in giving people the autonomy to own their impact
  • Stay curious - Our business is built on revealing truths and debunking misperceptions
  • Do What’s Right, Even When It’s Hard - The right path isn’t always easy or obvious
  • Collaborate with Kindness - Great teams are built on open communication and respect

Company HQ

London, UK


Allister is a repeat entrepreneur with a PhD in Machine Learning and an MBA from London Business School. As well as 10 years developing technology in the renewables industry, he has built and operated business units in Asia, Continental Europe and the UK

Samuel Gill


Sam started his career in the City working for top U.S. law firms. He specialised in the formation and regulation of Investment Funds, working on a number of high-profile launches. More recently, he focused on ESG products, and has advised on major carbon offset issuances

People progressing

Felix joined us at a Carbon Markets & Commercial Strategy Intern. He's created incredible impact, and has since been promoted 3 times to Commercial Operations & Strategy Manager.

Jess joined us as a Senior GIS Engineer and has since seen 3 subsequent promotions. Jess is now our VP Ratings.

Diversity & Inclusion at Sylvera

Jen Burry (Head of Talent)

  • We have launched a Diversity, Equity, and Inclusion committee, to continue to build a diverse, equitable, and inclusive company while constantly learning with a humble attitude. We have team members focused across the following pillars to establish a baseline and track progress
  • Recruitment: Attract great talent and increase the pool of diverse candidates at all levels
  • Training: Develop a training library intended to build inclusive behaviours and DEI competency
  • Lifecycle metrics: Use data and metrics to track progress across all DEI pillars
  • Employee Resource Groups (ERGs): Create and support employee resources groups to foster representation, inclusion, and belonging

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