People & HR Director || Technology Start-Ups & Scale-Ups

I specialise in helping private equity–backed and investor-led businesses realise value through people, leadership and operating execution, particularly across FinTech and Financial Services environments undergoing growth, acquisition and transformation.

My work often starts at the point where transactions become reality. I support Boards, investors and executive teams to translate deal intent into scalable operating models, leadership capability and organisational structures that protect value, accelerate performance and enable sustainable growth beyond Day One.

Over the past decade, I have led complex integrations, carve-outs and restructurings across international markets, including the acquisition and integration of global businesses within regulated financial services and high-growth technology sectors. This has included scaling organisations across multiple geographies, building enterprise-grade people and governance frameworks, and supporting successful exits for institutional investors.

I am particularly effective in entering businesses to assess, stabilise and strengthen leadership, reduce people-related execution risk, and align workforce strategy to commercial ambition. While not a career “BAU HR leader”, I step into operational leadership roles where required, with a mandate to professionalise, simplify and leave behind stronger capability.

===========================================

WHAT OTHERS SAY

"Dylan guided the Board with regards to leadership transition at the Company, and executed with integrity and action throughout the restructuring and acquisition programme."
- Farooq Jaffrey, Fintech Venture Capital Investments

"As COO, Dylan worked closely with the CEO to implement a turnaround strategy and successfully positioned the company for its successful acquisition by Trading Technologies."
- Mark Rodrigues, Venture Partner, Illuminate Financial

"In an extremely fast moving and challenging environment, Dylan joined the Integration Team leading the People, Culture and Comms workstream of 200 people from Reg-Room and Thompson Reuters Regulatory Intelligence into CUBE. He hit the ground running, prioritising and delivering urgent and strategic requirements from his first morning."
- Andrew Scola, M&A Director, ex Deloitte, PwC

"What Dylan doesn't know about M&A you could write on your toenail!  He is super knowledgeable, knows his way around M&A like the back of his hand and is SUPER patient. He is objective, thoughtful and puts the employees first - always."
- Elinor Brett, FCIPD, CPO

===========================================

Dylan Roberts

🎙️ Really happy to have been asked to share my thoughts on how independent HR consultants hold trust over time, how experience shapes our judgement, and how decisions are made when there’s pressure to move quickly.

In the latest HR Independents HR Voices conversation, join me, Mary Asante, and Kate Marston as we reflect on that reality. 

#HR #HRVoices #HRIndies #HumanResources

M&A People Integration | Interim People Leader | HR Change & Transformation | Executing the People Agenda for PE-Backed Firms

I spent a brilliant afternoon yesterday at Parliament for the Modernising Employment All Party Parliamentary Group session: "Talent Matters: Solving the Skills Gap for Tomorrow".

There was an exceptional panel of speakers, Lord Knight, Lella Violet Halloum, Peter Elias CBE, Keith Rosser, and Irena Grugulis, who shared practical, actionable insights on what employers can do right now to tackle the UK's growing skills challenge.

But this was just the beginning. I'm looking forward to continuing to collaborate with these and others to develop best practice guidance for employers, due to be released later this year.

If the UK wants growth, we have to get serious about how we build, deploy and value talent. A fairer, more skilled, future-ready labour market won’t happen by accident.

Let’s build it.

#HR #BetterHiring #FutureOfWork #ModernisingEmployment

Most PE firms will have a 100-day plan for any acquisition or divestment, but not as many have a Day One plan to ensure those 100 days will be a success.

The 48 hours after a deal closes can be the most dangerous in a transaction. Not because the deal falls apart - it's already done - but because the people who will make the deal work start making decisions about whether they're staying, or not. 

They're watching, and they're talking, and in the absence of clear signals from the new owners, they will generally fill the gap with assumption, and assumption, in my experience, is almost always worse than the truth.

I've been involved in integrations where Day One was treated as an admin exercise. Investors and owners get on with signing the paperwork, leaders send a welcome email, and they may hold a town hall. 

I've also led integrations where Day One was treated as the most important communication event of the entire deal. The difference in retention, pace, and cultural coherence six months later was significant, and cannot be ignored.

Here is what actually needs to happen before the ink dries:
👉 Identify and celebrate the leaders who are staying. People need visibility of an established structure that they can be a part of into the future.
👉 Brief line managers before the all-hands. This should be obvious, because people will raise concerns to those who are closest to them, not some random mailbox for a CEO to respond to in 2 weeks time.
👉 Decide what is not changing and let people know at the outset. People can absorb change but they won't accept a lack of transparency. 
👉 Be ready for resignations - these are normal and are to be expected but in and of themselves do not mean the deal will fail. But you need to be ready to respond in the right way so things don't snowball.

Don't get me wrong, a 100-day plan matters, of course it does. But it only works if you haven't lost your best people by Day 3....

🚨 HINT: save this post and share it with your deal team before your next close.

#mergersandacquisitions #peopleintegration #hr #leadership #privateequity

Important UK update on Unfair Dismissal changes linked to the Employment Rights Act 2025.

Last week the UK Government published a factsheet on upcoming changes to the rules around Unfair Dismissal (see attached PDF)

 So, a quick summary on these changes, which will come into effect from 1 January 2027:
⚠️ The statutory cap on unfair dismissal compensation will be removed completely, with no further consultation.
⚠️ The six-month qualifying period for ordinary unfair dismissal protection will apply from the same date, with immediate protection for those who already have six months’ service.

Day-one protections remain unchanged. However, these changes may affect how some employers think about probation periods, dismissal risk and longer-term people decisions.

#employmentlaw #ukemployment #hr

UK Government Factsheet: Unfair Dismissal

Head of Marketing & Growth | Digital Marketer & Trainer | Product Innovation & Marketer | Speaker | Digital Marketing Specialist

A Digital Marketing Specialist with hands-on experience across social media, content management, and SEO—also contributing to brand building, partnerships, and growth marketing.

Over time, I’ve expanded into owning and driving integrated marketing strategy across digital, content, performance, SEO, and brand channels—focused on accelerating customer acquisition and engagement. I plan and execute demand generation campaigns (webinars, email marketing, ABM, and paid media) to support pipeline growth and product adoption. 

I’m equally passionate about building high-conversion funnels, optimizing landing pages, and running A/B tests to improve CAC, LTV, and conversion rates across the user journey. I track core marketing KPIs, build reporting rhythms, and use insights to continuously improve ROI. 

Beyond digital, I also support offline brand efforts—industry events, trade shows, partner activations—and coordinate print/outdoor/experiential campaigns to ensure consistent brand messaging across every touchpoint.

Alongside marketing, I bring a strong product mindset—helping shape product vision, roadmap, and strategy aligned with business goals and market opportunities. I enjoy gathering and prioritizing product requirements through customer and stakeholder inputs, competitive research, and trend analysis. 

I’ve worked across the product lifecycle—from discovery to delivery—collaborating with tech, design, and QA teams, and using data + user behavior insights to guide feature prioritization, UX improvements, and enhancements. 

I also contribute to product launches by partnering with marketing, sales, and customer success to drive adoption and satisfaction.

When I was 21, I ran my first Full Marathon (41.2 Kms). Not metaphorically—I literally covered my first and longest run in my life.

While I was running, I thought about quitting approximately 5,000 times. (And that’s a lowball estimate.) But despite the high-density sunlight, less practice, mental and physical fatigue, and healthy snacks overdose, I kept going. I’m that person. Once I say I’ll do something, it will happen.

Now, I put that perseverance to work—managing digital marketing and product portfolio across corporate, start-up, and freelancing environments, while also being deeply involved in digital marketing training programs and strategic growth initiatives for product. I don’t have to climb any mountains…but I do have to move them as a Growth Hacker.

If you’re interested in grabbing a cup of coffee and talking, please send an email my way at jyotiswaroop.mohanty23@gmail.com.

taplio

The Battle

Dylan Roberts

Jyoti Swaroop Mohanty

Followers

Posts

Engagements

Likes

Performance ScoreDylan Roberts's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Dylan Roberts

Jyoti Swaroop Mohanty

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Dylan Roberts's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreDylan Roberts's LinkedIn Performance