Engineering Management Jobs in London

In this newly created Deputy Head of HR role you will lead the HR Operations & Systems function, ensuring the delivery of efficient, high quality HR services. You will oversee and continuously improve core HR processes, systems (iTrent), and the Payroll relationship, combining hands on operational leadership with the ability to identify and drive strategic improvements that strengthen governance and overall effectiveness.

Key Responsibilities

Lead the HR Operations & Systems function, delivering efficient and high quality HR services.
Coordinate and continually improve core HR processes and systems, including iTrent and the Payroll relationship.
Drive strategic improvements that strengthen governance and effectiveness across HR.
Provide operational leadership while translating operational insights into strategic actions.
Support a flexible, hybrid working model, balancing on site presence in London with remote working where appropriate.

Qualifications and Experience

Significant experience leading HR teams in HR Operations, Shared Services or HR Systems.
Proven ability to deliver through others, optimise systems and processes, and translate operational insight into strategic improvements.
Strong knowledge of HR systems (particularly iTrent) and payroll processes.
Evidence of strategic thinking and governance skills within HR operations.

Benefits

Annual paid leave entitlement of 30 working days (pro rata) plus bank holidays.
Up to 6% matched pension contributions.
Flexible working arrangements and the right to make flexible working requests from day one.
Enhanced paid sick leave and paid family leave provisions.
Eye care and winter flu jab vouchers.
Cycling to work scheme.
Professional development with ongoing training and career development opportunities.

Equality, Diversity & Inclusion

We are committed to Equality, Diversity & Inclusion. All candidates will be considered. We welcome applications from diverse communities, LGBTQIA+ candidates, disabled candidates, and those from ethnically diverse backgrounds. Reasonable adjustments will be made during the recruitment process and, where required, in the workplace.

Human Resources Director

Great British Energy (GBE) is a publicly owned energy company, created to accelerate the deployment of clean energy technologies and to ensure UK taxpayers, billpayers, communities and the energy workforce reap the benefits of a clean and secure energy system.

Reporting to the Chief Operating Officer, the HR Director will be responsible for developing the new organisation and delivering across all aspects of its people agenda. The role requires an individual who has experience in setting up new HR functions and/or organisations, developing a workforce and culture to best enable a new organisation to deliver.

This role will require close working with others in Great British Energy and its partners (such as The Crown Estate) to ensure efficient use of capabilities and clear responsibilities and accountabilities are in place, as well as a close working relationships with the DESNZ policy, HR and sponsor teams.

The role requires an individual who has experience in developing a workforce and culture to best enable a new organisation to deliver. Responsible for developing the organisation’s people agenda, developing and implementing HR strategies that align with GBE’s goals, creating policies and procedures that build a enable GBE to be an attractive and great place to work. The role will oversee employee relations, establishing GBE’s culture and positive employee experience as well building the HR function and supporting other through the implementation and people change management of their own functions.

Key Responsibilities

Work with the Board and Executive team to establish and lead a high performing HR function, fostering a culture of excellence and innovation.
As part of the Great British Energy leadership team, shape the development of the company’s strategy, culture, values and operating model.
Set direction, lead and drive cultural and organisational change across the organisation, role modelling behaviours in line with Great British Energy’s desired culture and values. Lead Great British Energy’s engagement with our workforce, ensuring people-related communications are effective and punctual to keep staff informed.
Act as a key advisor to the Chair, Board and Executive team on HR matters. Deliver expert opinion, impartial robust advice and support on all people related issues including capacity and capability, diversity and inclusion, cultural and organisational change and well-being matters to the Great British Energy and leadership team. Promote and sustain effective compliance with appropriate employment legislation, public sector guidance and other relevant policies throughout the organisation.
A close working relationship with Department of Energy Security & Net Zero (DESNZ)will be essential.
Provide HR expertise in the setup of the new organisation, utilising best practice to ensure Great British Energy has effective structures, workforce size and shape, culture and capabilities. Set and monitor relevant people targets, ensuring the team delivers against Great British Energy’s strategic objectives
Empower, coach, and manage the team and others to develop organisational capability and promote effective succession planning and talent management across the organisation.
Lead and maintain effective oversight of provision of services by third-party suppliers relating to HR services e.g. through our Integrated Corporate Services provider including pay, pensions and employee assistance and welfare programmes.
Lead engagement and relationship management with Trade Unions to support positive employee relations environment.
Lead on the Equality, Diversity and Inclusion strategy for the organisation including reporting and monitoring of progress and engagement with stakeholders.
Establish strong working relationships with DESNZ Director of HR and act as interface where sponsorship support required on HR matters.
Develop and report on people-related KPIs, supporting GBE’s Impact and Performance Framework and transparent reporting of workforce outcomes.
Lead on HR evaluation and continuous improvement, ensuring feedback and data drive ongoing enhancement of people policies and practices.
Champion people change management through GBE’s rapid growth and TOM implementation, supporting leaders and staff through organisational transitions.
Embed sustainability, ESG, and wellbeing into all aspects of people strategy, policies, and culture.
Support digital transformation in HR, leveraging technology and data analytics to drive efficiency, insight, and a modern employee experience.

Person specification

Essential experience and skills

A proven track record of successful leadership experience at HR Director level and ability to work as part of a senior executive leadership team to provide organisational leadership, direction and strategic focus.
Provides authentic, inclusive, inspiring, and visible leadership of the function and wider organisation, with ability to lead and develop a diverse multi-disciplinary staff through continual improvement and transformational change.
Proven ability to influence and build strong credible relationships with colleagues, external partners, and senior stakeholders.
Evidence of delivering improved organisational performance and cultural change against a backdrop of innovation and change whilst promoting inclusivity.
Passionate about the Company and its policy objectives to deliver clean energy, drive economic growth, create UK jobs and supply chains and provide value for the UK taxpayer, whilst demonstrating a passion for creating societal impact and value.
Hold membership of a chartered professional body relevant to the HR Director role (e.g., CIPD) at level 5 or above.
Experience of setting up HR Functions and/or new organisations and leading organisational change programmes
Experience or know how within the energy industry.

Apply Now

Click the Apply Now link below to apply for this role. You will need to submit your CV, Covering Letter and complete the equal opportunities questionnaire. To arrange a confidential conversation, please contact the Edinburgh office via or call us on .

Senior Talent Attraction & Research Consultant

Contact the team at FWB to discuss your individual or company requirements, or to discover more about our specialist services.

Recruitment Team Leader - Built Environment

Overview

Recruitment Team Leader - Built Environment - US Market Sector. Outstanding opportunity offers the pathway to Directorship with share options and associated benefits.

Excellent opportunity for a WC Permanent Recruiter with management experience to join a specialist in the supply of white-collar personnel to the buoyant US Facades and Curtain Walling sectors.

A trusted name within the Facades and Building Envelope sector, they supply senior-level personnel across the project lifecycle including Estimators, Contract Managers, Commercial Managers, Faade Designers, Faade Engineers, Faade Project Managers, etc.

Responsibilities

Lead, inspire, and mentor a team of recruitment consultants.
Set clear performance expectations and KPIs.
Provide ongoing feedback and support for professional development.
Assist in the hiring and onboarding of future starters as we continue to grow the team.
Conduct regular review meetings with staff to identify areas of support needed.
Agree on targets and sales strategies with the Management Team.
Conduct regular review meetings to identify areas of support needed.

While initially focusing on billing responsibilities, this role offers a clear pathway to a non-billing management position and, ultimately, a Directorship with share options and associated benefits.

Salary: £45,000 to £55,000 + Personal Commission + Team Bonus + Pathway to Directorship with share options and associated benefits.

Qualifications/Requirements

Experience as a permanent recruiter with management experience.
Experience in the Built Environment or Facades/ Curtain Walling sectors is advantageous.
Ability to lead and mentor a team of recruitment consultants.
Strong communication and stakeholder management skills.

How to apply / Additional information

We are committed to your success. Apply to seize this opportunity and chart your course towards Directorship in the Built Environment sector.

I don’t advertise all the recruitment roles I am working on, so the best way to hear more about the opportunities I have at present is to speak with me or one of the team directly. See latest jobs.

We are only able to respond to Candidates who have Recruitment Industry experience. If you have not heard from us within one week, please assume you have not been selected for an interview.

Rec2 Recruitment Ltd is acting as an Employment Agency in relation to this vacancy.

Rec2 Recruitment specifically focuses on the placement of experienced Recruitment Professionals in the Built Environment, Engineering, and Energy sectors.

REC2 is affiliated with , a specialist job board and information resource dedicated to the Recruitment Industry. We focus exclusively on the R2R, Rec2Rec, and Recruitment to Recruitment sectors, helping experienced Recruitment Professionals apply for recruitment jobs across the UK.

Recruitment Team Leader/Manager - Renewable Energy

Recruitment Team Leader/Manager - Renewable Energy. Are you a Team Leader/Manager with a background in Energy Recruitment OR a sector with transferable skills i.e. Infrastructure, Life Sciences, Tech, etc.

This is an outstanding opportunity for a Team Leader/Manager to elevate their career with an award-winning global leader in the supply of talent solutions to the international renewable energy industry.

My client is seeking a highly motivated and experienced Recruitment Team Leader/Manager to lead a talented team of permanent recruitment consultants with varying levels of experience.

This role requires an entrepreneurial mindset, excellent leadership skills, and an understanding of international recruitment. They are looking for someone passionate about driving results, fostering a collaborative team culture, and significantly impacting the recruitment industry.

You will play a pivotal role in shaping the success of the business, driving growth, and fostering a positive and high-performance team culture.

Key Responsibilities

New Business Development and partner to clients, providing recruitment expertise and delivering tailored talent solutions in the European renewable energy market.
Develop and execute recruitment strategies to meet the client’s needs.
Stay informed about industry trends and implement best practices to enhance the team’s.
Facilitate salary negotiations and manage the offer process to ensure successful.
Lead, inspire, and mentor a team of recruitment consultants, fostering a collaborative and results-driven culture.
Set clear performance expectations and KPIs, providing ongoing feedback and support for professional development.
Assist in the hiring and onboarding of future starters as we continue to grow the team.
Provide accurate performance analysis to the business and use this information to drive team performance.

About You

Proven experience and success in managing and growing a team of 360 permanent recruitment consultants.
Experience working in the Energy Recruitment industry OR experience recruiting in a sector with transferable skills ie. Infrastructure, Life Sciences, Tech, etc.
Experience in recruiting within Europe (preferably Germany).
Strong verbal and written skills.

Salary £45,500 to £57,000 (doe) + Comms to 40% with no Threshold + Team Override + Hybrid Working + Career progression to Associate Director + a host of Amazing Benefits!

This vacancy is for a permanent, full-time role based in the UK. Applicants must have independent legal authorisation to live and work in the UK.

I don’t advertise all the recruitment roles I am working on, so the best way to hear more about the opportunities I have at present is to speak with me or one of the team directly. See latest jobs.

We are only able to respond to Candidates who have Recruitment Industry experience. If you have not heard from us within one week, please assume you have not been selected for an interview.

Rec2 Recruitment Ltd is acting as an Employment Agency in relation to this vacancy.

Rec2 Recruitment specifically focuses on the placement of experienced Recruitment Professionals in the Built Environment, Engineering, and Energy sectors.

REC2 is affiliated with a specialist job board and information resource dedicated to the Recruitment Industry. We focus exclusively on the R2R, Rec2Rec, and Recruitment to Recruitment sectors, helping experienced Recruitment Professionals apply for recruitment jobs across the UK.

Interim Chief People Officer (18 month FTC)

A genuine enterprise level CPO role at a pivotal inflection point
An opportunity to shape culture and performance at a national charity

About Our Client

RNIB is the UK’s leading charity supporting blind and partially sighted people. With an ambitious strategy and a clear social purpose, RNIB is continuing to evolve how it operates, leads, and enables its people in order to maximise impact for the communities it serves.

At a pivotal point in its organisational journey, RNIB is seeking an experienced Interim Chief People Officer to join the Executive Leadership Team and play a critical role in strengthening organisational culture, performance, leadership capability, and long term organisational health.

Job Description

As a member of the Executive Leadership Team, the Interim Chief People Officer will lead the People and Organisational Development Directorate, shaping and delivering a people strategy that enables RNIB to operate with agility, resilience, and impact as the organisation evolves.

The role requires a whole system, organisation first approach, with strong cross organisational influence and the ability to translate strategy into sustained people outcomes.

Key responsibilities include:

Working collaboratively with the Executive Leadership Team to define, plan, and embed RNIB’s organisational strategy, delivering people outcomes that support long term organisational health and strategic ambitions.
Leading and role modelling RNIB’s cultural evolution; acting as a critical accountability partner to the CEO and Executive Team on leadership behaviours, culture, and the creation of a psychologically safe, high trust environment.
Developing and leading the People Directorate in alignment with RNIB’s purpose and strategy, driving improvements in colleague engagement and progressing the digitisation of the end to end people experience.
Leading, coaching, and motivating a high performing People Directorate team, fostering collaboration, accountability, and performance.
Partnering with the CEO and Executive Team on organisational design, leadership capability development, succession planning, and workforce planning.
Championing and embedding people centred transformation and change programmes, ensuring they are sustainable and widely adopted.
Using internal and external insights to shape future thinking around organisational design, operating models, and culture, enhancing RNIB’s long term resilience.
Taking responsibility for the financial stewardship of the People function, including budgeting, expenditure control, and disciplined resource deployment.
Working closely with the CEO to embed Enterprise Leadership principles across executive and senior leadership levels.

The Successful Applicant

The successful candidate will be an accomplished executive level people leader with a strong track record of delivering sustained organisational change in complex environments.

You will bring:

An organisation first mindset, with proven executive leadership experience delivering transformation in a complex and/or regulated environment within a similarly sized or larger organisation.
Demonstrable experience of digitising the people experience and increasing people data maturity.
A track record as an inspirational leader who develops high performing teams and delivers measurable outcomes at senior and executive level.
Evidence of successfully building and sustaining positive organisational cultures during periods of significant change.
Strong commercial and financial acumen, with the ability to contribute meaningfully to enterprise level decision making.
Deep expertise in organisational change, transformation, and contemporary people best practice.
Excellent stakeholder management and influencing skills, with credibility at Board and Executive level.
A collaborative leadership style, balancing support and challenge, with high personal accountability and a commitment to equity, continuous learning, and improvement.
Clear evidence of advocating for and delivering specific organisational changes, supported by strong communication and influencing capability.
Experience of managing and controlling significant budgets.

What’s on Offer

A high profile interim executive role within a purpose driven national charity.
The opportunity to shape organisational culture, leadership capability, and people strategy at a pivotal moment in RNIB’s journey.
Meaningful work with clear social impact, contributing to RNIB’s mission to support blind and partially sighted people.
Hybrid working with regular travel to Peterborough and central London.

Staff People Partner, EMEA

GAQ127R85

Mission

Reporting to the EMEA People Partner Director, the Staff People Partner is a strategic advisor and catalyst for organisational excellence, partnering closely with senior leaders across Databricks’ European footprint.

This role operates at the intersection of business strategy, talent, and transformation, shaping a high-performance, future-ready organisation in the context of rapid growth and AI-driven change.

Travel: May involve travel to other EMEA locations and the US for quarterly business reviews, People team meetings and for other ad-hoc business reasons
Focus: Field Engineering, Professional Services and Field Enablement teams, subject to change over time

What you’ll do:

Act as a trusted strategic partner to senior leaders within the Field Engineering, Professional Services and Field Enablement teams, translating business priorities into forward-looking people strategies that drive performance, scalability, and innovation.
Lead organisational transformation by designing and enabling structures, capabilities, and ways of working that support hyper-growth and evolving market demands.
Elevate the talent bar through rigorous talent management, succession planning, and leadership development, ensuring we attract, develop, and retain exceptional talent.
Champion a high-performance culture grounded in accountability, inclusion, and continuous growth, while enhancing the end-to-end employee experience.
Coach and challenge leaders to build inclusive, resilient, and future-ready teams, particularly in navigating change driven by AI and new ways of working.
Drive organisational effectiveness through strategic organisational design, while acting as a senior escalation point for complex employee relations matters, ensuring consistent and risk-aware outcomes.
Partner across EMEA and globally to deliver a consistent yet locally relevant people experience, balancing global standards with regional nuance.
Leverage data and insights to inform decision making, measure impact, and continuously improve people outcomes.

What you’ll bring:

Proven experience as a senior HR/People Business Partner in a high-growth, complex, and matrixed environment.
Curiosity and adaptability in the face of emerging trends, particularly the impact of AI on work, skills, and organisations.
Data driven mindset with the ability to translate insights into action.
Strong commercial acumen with the ability to connect people strategy to business outcomes.
Track record of leading large scale change and transformation initiatives.
Deep expertise across core people disciplines (organisation design, talent, performance, employee relations, rewards).
Skilled at influencing and coaching senior stakeholders with credibility and impact.
Passion for building inclusive, high performing cultures and exceptional employee experiences.

About Databricks

Databricks is the data and AI company. More than 10,000 organizations worldwide - including Comcast, Condé Nast, Grammarly, and over 50% of the Fortune 500 - rely on the Databricks Data Intelligence Platform to unify and democratize data, analytics and AI. Databricks is headquartered in San Francisco, with offices around the globe and was founded by the original creators of Lakehouse, Apache Spark , Delta Lake and MLflow. To learn more, follow Databricks on Twitter, LinkedIn and Facebook.

Benefits

At Databricks, we strive to provide comprehensive benefits and perks that meet the needs of all of our employees. For specific details on the benefits offered in your region, please visit

Our Commitment to Diversity and Inclusion

At Databricks, we are committed to fostering a diverse and inclusive culture where everyone can excel. We take great care to ensure that our hiring practices are inclusive and meet equal employment opportunity standards. Individuals looking for employment at Databricks are considered without regard to age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other protected characteristics.

Compliance

If access to export controlled technology or source code is required for performance of job duties, it is within Employer’s discretion whether to apply for a U.S. government license for such positions, and Employer may decline to proceed with an applicant on this basis alone.

Trust Finance & Resources Director (FRD)

Trust Finance & Resources Director (FRD) West London Salary up to 84K

We have teamed up with an academy based in West London who are seeking an exceptionalFinance & Resources Director (FRD)to join their senior leadership team and play a pivotal role in shaping the future of their academy.

This is one of themost strategically important positionsin the organisation. You will lead all non teaching functions, ensuring the academy is financially robust, operationally efficient, and fully equipped to deliver outstanding outcomes for students.

Working closely with the Principal, Trustees, and Senior Leadership Team, you will provide expert financial and operational leadership across finance, HR, IT, facilities, and compliance.

Key Responsibilities Financial Leadership

Lead budgeting, forecasting, and long term financial planning
Monitor performance and deliver clear reporting to senior leaders and Trustees
Ensure strong financial controls, compliance, and audit readiness
Oversee cash flow, payroll, pensions, VAT, and statutory reporting
Drive income generation and value for money

Strategic Leadership

Shape and deliver the academy’s financial strategy
Advise the Principal and Trustees on finance, risk, and sustainability
Provide insight to support key decision making

Operations & Resources

Lead HR, IT, estates, catering, and support services
Ensure efficient, secure systems and infrastructure
Oversee facilities, capital projects, and health & safety
Maximise income through lettings and commercial activity

Governance & Compliance

Ensure compliance with all regulatory and funding requirements
Manage key external relationships (auditors, funding bodies, partners)
Lead risk management and internal audit processes

Key Characteristics

A professionalaccounting qualificationis needed
Prior experience working within theeducation sector
Provenexperience in financial leadershipwith experience leading multi-disciplinary teams (e.g. finance, HR, operations)
Strong commercial acumen and the ability to manage large budgets effectively
Excellent analytical, communication, and influencing skills
High levels of resilience, organisation, and attention to detail

If this sounds like your next role, apply today!

People Business Partner

About Us Legora is on a mission: to redefine how legal work gets done. From the very start we have been very clear about the fact that we are not building a solution for lawyers, we are building it with them, because it is the only way to make sure it gets done the right way; working side by side every step of the way. Our AI native workspace empowers legal professionals not just to work faster - but to ask better questions, unlock new insights. Every day, we push the boundaries of legal tech to make complex processes smarter, faster, and more human. From thousands of documents analysed in minutes to intelligent workflows designed in collaboration with leading practices, we're turning possibility into reality. Today we are trusted by global firms like Cleary Gottlieb, Goodwin, Bird & Bird and Linklaters in over 40 countries, but we have no plans on stopping here. We ship fast, we iterate effectively, and we scale rapidly - not by accident, but by design. When you join Legora, you become part of a team that believes "good enough" isn't good enough and that the way to win is together, by empowering lawyers to do their best work with technology that truly understands them. If you're excited by building from first principles, working with exceptional people, and accelerating change in a high stakes, high impact domain-then this is the moment and the place. We're not just shaping the future of legal tech - we're defining it. Ready to join us in building the intelligent future of law? As we scale across markets, complexity increases. Expectations rise, decisions carry more weight, and the margin for error narrows. With that comes responsibility - not only to move fast, but to move with discipline. As our People Business Partner, you will operate as a senior partner to leadership, safeguarding performance standards, accountability, and employment governance at Legora. You are not only the escalation point when situations become complex or high risk: you step in early to ensure expectations are clear, decisions are consistent, and leadership accountability remains strong as we grow. We are intentionally separating Talent Acceleration from Risk & Governance to ensure scale does not compromise fairness or decision quality. While the People Enablement Partner drives hiring and team growth, you ensure that performance integrity, compliance, and governance maturity scale alongside it. In this role you will combine strong business judgment with legal precision. You will lead complex employee relations matters, advise on employment risk, shape performance and calibration standards, and strengthen the structural foundations that enable consistent and defensible decision making. In moments of ambiguity or difficulty, you bring clarity, structure, and composure, guiding the business toward decisions that withstand scrutiny. What you will be doing Own complex employee relations matters end to end, including performance improvement processes, investigations, disciplinary actions, terminations, and sensitive absence cases, ensuring fair, consistent, and defensible outcomes. Partner with leaders on performance standards, calibration, and organizational decisions, safeguarding consistency, accountability, and documentation quality across teams. Advise and guide leadership through organizational changes, restructurings, and other structural shifts, ensuring legal compliance, risk mitigation, and disciplined execution. Intervene early in performance or conduct concerns, strengthening manager capability and ensuring issues are addressed before formal escalation becomes necessary. Advise on labour law and employment risk across jurisdictions, enabling commercially sound and compliant decision making. Strengthen scalable governance by refining ER processes, documentation standards, and structural safeguards that support disciplined growth. As we grow, you will design and strengthen scalable ER and governance processes that allow us to operate at speed without compromising integrity. In close collaboration with the People Enablement Partner, you will ensure clean handovers across the employment lifecycle, alignment between performance frameworks and formal ER processes, and consistent documentation standards. You will proactively identify systemic risks and recurring themes, recommending structural improvements where clarity, consistency, or accountability can be strengthened. Who you are You bring 4+ years of experience in HRBP, Employee Relations, or labour law, ideally in a fast paced and/or high growth environment. You have supported leaders in high performance settings where expectations are clear and decisions carry weight. Your primary scope will be the UK with exposure to additional European markets. You are comfortable navigating employment law across jurisdictions and partnering with Legal where required. You have hands on experience managing complex and sensitive matters independently, including performance processes, investigations, terminations, and restructurings. Experience supporting organizational changes, business integrations, or structural shifts is highly valued. You operate in a structured and documentation driven way and understand that precision protects both people and the company. You remain calm under pressure, make sound judgment calls in ambiguous situations, and are comfortable challenging senior stakeholders when standards or accountability slip. You are motivated by building disciplined performance cultures and ensuring governance maturity keeps pace with growth. What's in it for you This is a high trust role with real impact on how Legora manages risk, fairness, and accountability as we scale. You will work closely with founders and senior leadership on complex people matters and play a central role in strengthening the operational backbone of the company. You will join at a stage where your expertise materially shapes how we handle performance, discipline, and compliance going forward. Alongside that comes a competitive salary, a transparent and highly competitive equity package, and a centrally located London office designed for focused work and close collaboration. Most importantly, you will help ensure that as we build a high performance company, we do so with discipline, consistency, and integrity. Legora is an Equal Opportunity Employer At Legora, we believe great teams are built on diversity of thought and experience. We're proud to be an equal opportunity employer and committed to creating an inclusive, high performance culture where everyone can do their best work. We welcome people of all backgrounds and don't discriminate based on race, color, religion, national origin, gender, gender identity or expression, sexual orientation, age, disability, veteran status, or any other characteristic protected by law.

Head of Talent at fast-growing AI startup

Jack & Jill/External ATS

Company Description

Fast-growing industrial AI startup

Job Description

You will lead global talent strategy and people operations for a high-growth AI company deploying real-world technology in heavy industries. This role involves sourcing elite technical talent, owning the full cycle recruitment process, and designing high-impact onboarding experiences. You will act as a primary gatekeeper for quality, ensuring a high signal, low friction hiring culture.

Location

Austin, USA or London, UK

Why this role is remarkable

Influence the growth of a world class engineering organization that moves at high speed and high trust.
Join a well funded startup on track to increase bookings 5x YoY with significant market expansion potential.
Work directly with founders to shape the culture and compensation strategy of a mission critical AI platform.

What you will do

Source specialized talent including AI researchers and Forward Deployed Engineers from non obvious talent pools.
Manage the end to end recruitment process to ensure high signal hiring with minimal friction for candidates.
Design and lead people operations, including global compensation benchmarking, performance management, and organizational growth.

The ideal candidate

Proven track record of hiring exceptional technical talent at high bar, early stage startups or research labs.
Deep understanding of technical roles and what world class engineers value in a high performance environment.
Entrepreneurial mindset with the ability to build elite teams from scratch without a pre defined playbook.

Next steps

Step 1. Visit our website.
Step 2. Click “Talk to Jack”.
Step 3. Talk to Jack so he can understand your experience and ambitions.
Step 4. Jack will make sure Jill (the AI agent working for the company) considers you for this role.
Step 5. If Jill thinks you’re a great fit and her client wants to meet you, they will make the introduction.
Step 6. If not, Jack will find you excellent alternatives. All for free.

Senior Manager,Employee Relations

Ready to revolutionize healthcare, making it faster and more accessible than ever before?

How we started:

Founded in 2013 by Dwayne D’Souza, HeliosX was built on a simple but powerful idea: healthcare should be easier to access, faster to receive, and centred around the individual. From day one, we’ve grown without external funding; scaling profitably through technology, disciplined execution, and deep medical expertise. What started as a challenger idea has become one of the most significant healthcare platforms operating globally today.

Where we are now:

We’ve earned the trust of millions of people worldwide through our top-selling products and well-known brands: MedExpress, Dermatica, ZipHealth, RocketRX, and Levity. A lot of our success is down to having our own pharmacies, manufacturers and products - spearheaded by leading in house medical teams, researchers and pharmacists. In 2025, HeliosX helped treat over 1.7 million patients worldwide. We reached £781m in revenue, delivering % year on year growth and cementing our position as the clear market leader in the UK. In 2025 our weight loss treatments helped our patients lose 8.5 million kilograms of excess weight; contributing to an estimated 1,300 fewer cardiac events. That’s not just growth; that’s measurable, life changing impact at scale. We’re operating across four markets, with successful launches in Germany and Canada, and growing our reach in the US.

Where we’re going:

2026 is a step change year. Our ambition is to reach £1.6bn in revenue, expand from four to eight global markets and significantly broaden our condition and treatment portfolio. Over the coming years, you’ll help shape HeliosX into a truly world leading healthcare partner; one that combines scale, speed, and clinical rigour to redefine how personalised care is delivered. Joining HeliosX now means building systems, teams, and products that will define the next decade of digital healthcare, and doing work that genuinely improves lives, at global scale.

There’s never been a more exciting time to join HeliosX. Come be a part of making our dream of easier and faster healthcare a reality!

The Opportunity

To lead and embed a consistent, fair, and principle led Employee Relations (ER) framework across HeliosX. Provide expert oversight and strategic direction of complex ER matters while building manager capability and scalable processes to support our fast growing, operationally intensive, and regulated business. This role ensures ER is handled with professionalism and empathy, balancing compliance with sound judgement.

What you’ll do

Set and embed clear ER frameworks that define responsibilities, escalation routes and decision ownership between managers, and the People Team.
Act as custodian of ER policies and procedures across the UK, US and emerging markets, ensuring they are up to date, practical and consistently applied.
Ensure global consistency of ER approach while allowing for local legislative and cultural nuance.
Establish standards for ER quality, decision making and documentation.
Oversee and provide strategic direction of ER casework (informal and formal) across all employee groups, including frontline, clinical, professional, and senior managers, ensuring judgement based on complexity and risk.
Lead complex, sensitive and high risk ER cases, including senior employee matters.
Provide expert judgement where there is ambiguity, sensitivity or competing risk.
Lead ACAS conciliation and Employment Tribunal strategy (or equivalent regional dispute resolution) in partnership with Legal and external counsel.
Identify and mitigate legal, operational and reputational risk arising from ER activity.
Design and deliver ER training and guidance to build manager capability and confidence.
Coach managers to address issues early and appropriately, reducing unnecessary escalation.
Embed clear manager accountability for ER decisions, ensuring cases are managed at the appropriate level and escalation pathways are clear.
Reduce ER dependency within the People team by improving manager self sufficiency.
Line manage and develop ER Advisor(s), building a high performing and scalable ER function.
Set clear service standards, response times and quality expectations for ER support.
Monitor ER data, trends and hotspots to identify systemic issues and capability gaps.
Provide data led insight and recommendations to the Director of People Operations to inform wider people strategy.
Own ER approach for fast paced, operational environments including frontline, customer services and clinical teams.
Apply sound commercial judgement in ER decision making, balancing legal risk, operational continuity, patient safety and business impact.
Operate confidently within clinical and other regulated environments, ensuring ER processes align with regulatory, governance and safeguarding requirements.
Partner closely with Clinical Operations and senior operational leaders to ensure ER decisions support safe, compliant and effective service delivery.
Ensure ER frameworks are fit for shift based, high volume contexts and enable timely, proportionate decision making without unnecessary escalation.
Balance pace with fairness, consistency, compliance and reputational risk.

What you’ll bring to HeliosX

Significant experience leading Employee Relations in a complex, high growth organisation.
Demonstrable experience managing complex and sensitive ER cases, including senior level matters.
Proven experience leading ACAS conciliation and supporting Employment Tribunal processes.
Expert working knowledge of UK employment law; experience in the US and at one European international jurisdictions is desirable.
Experience supporting high volume, operational environments (e.g. customer services, warehousing) and or Clinical Regulated environments.
Experience managing or developing ER Advisors or similar roles.
Experience building ER frameworks, policies and scalable ways of working.
Expert ER judgement and decision making.
Strong coaching capability with managers at all levels.
Excellent written communication, including drafting outcomes, policies and guidance.
Ability to manage competing priorities in fast paced, high volume environments.
Data literate, able to interpret ER trends and translate insight into action.
Confident stakeholder management, including senior leaders and external advisors.
Ability to balance strategic oversight with hands on intervention when necessary.
Human centred: balances empathy, fairness and professionalism in all ER matters.
Calm under pressure: able to navigate emotionally charged and complex situations with confidence.
Commercially aware: understands business impact while maintaining legal and ethical standards.
Consistent and principled: applies frameworks fairly while exercising sound judgement.
Builder mindset: motivated by creating sustainable, scalable ER capability.
Global perspective: able to operate across jurisdictions with cultural and legislative awareness.

Life at HeliosX

At HeliosX, we’re building the future of healthcare. That means we need brilliant, mission driven people who are excited to innovate, scale, and create change.

25 Days Holiday (+ public holidays)
Private healthcare, including dental and vision cover
Employee Pension with Smart Pension and enhanced parental leave
Cycle to work and Electric Car schemes
Free monthly products from Dermatica and MedExpress, plus family discounts
Home office allowance
Wellbeing perks: Headspace subscription, gym discounts, L&D budget, and free Audible subscription

People Business Partner (12 month FTC)

Ready to revolutionize healthcare, making it faster and more accessible than ever before?

Where we are now:

We’ve earned the trust of millions of people worldwide through category leading products and well known brands, including MedExpress, Dermatica, ZipHealth, RocketRX, and Levity. A key driver of our success is vertical integration; we operate our own manufacturing and proprietary products, led by in house medical teams, researchers, and pharmacists at the top of their fields.

In 2025, HeliosX treated more than 1.7 million patients globally and reached £781m in revenue, representing % year on year growth and cementing our position as the clear market leader in the UK. That growth translates into real world outcomes: our weight loss treatments helped patients lose 8.5 million kilograms of excess weight in 2025 alone, contributing to an estimated 1,300 fewer cardiac events. This is growth with measurable, life changing impact at scale.

Today, we operate across four international markets, with successful launches in Germany and Canada and continued expansion in the US. We were also recently recognised in the Sunday Times Top 100 fastest growing tech companies, further validation of both our momentum and our ambition.

Where we’re going:

The Opportunity

The People Business Partner will work closely with commercial leaders to drive high performance and engagement within brand and growth teams. By understanding the unique needs of fast paced, creative environments, they will shape and deliver people strategies that build managerial capability, strengthen culture, and enable teams to thrive. This role is pivotal in supporting leaders to develop their teams, foster motivation and wellbeing, and deliver sustainable growth outcomes across HeliosX’s commercial operations.

What you’ll do

Partner with leaders in brand, marketing, and growth teams to shape and deliver people strategies that enhance performance and capability.
Coach managers to set clear expectations, give effective feedback, and differentiate performance confidently.
Embed performance frameworks that balance pace, creativity, and wellbeing to build high performing teams.
Use people insight and data to identify risks and opportunities, supporting engagement, retention, and sustainable culture.
Lead initiatives that strengthen team motivation, wellbeing, and collaboration.
Advise on workforce planning and capability development to enable scaling and growth.
Support leaders through change with clarity, consistency, and care for their teams.
Provide practical HR advice, balancing commercial priorities with people focused outcomes.

What You’ll Bring to HeliosX

Proven HRBP experience in commercial, creative, or high growth environments.
Track record of coaching managers to improve performance, accountability, and team effectiveness.
Strong influencing skills with senior stakeholders in fast moving, high pressure settings.
Ability to balance performance expectations with wellbeing and sustainable culture.
Emotionally intelligent, adaptable, and credible with high performing teams.
Comfortable using people data to inform decisions and shape proactive strategies.
Energised by supporting leaders to build high performing, engaged teams.

Life at HeliosX

At HeliosX, we want to improve healthcare for everyone, and to do this we need a team of brilliant people who share that ambition. We are currently a diverse team of engineers, scientists, clinical researchers, physicians, pharmacists, marketeers, and customer care specialists committed to our mission - but we need more talented folks to join us, if we want to achieve our global ambitions!

Aside from working with our all star team, here are the other benefits of coming on board:

Benefits

Generous equity allocations with significant upside potential
25 Days Holiday (+ all the usual Bank Holidays)
Private health insurance, along with extra dental and eye care cover
Enhanced parental leave
Cycle to work Scheme
Electric Car Scheme
Free Dermatica and MedExpress products every month, as well as family discounts
Home office allowance
Access to a Headspace subscription, discounted gym memberships, and a learning and development budget

GROUP CHIEF HUMAN RESOURCES OFFICER (CHRO)

Function: Human Resources
Reporting Line: Group CEOs
Level / Seniority: Experienced
Employment Type: Permanent/Full-Time
Location: Milan / London (must be based in Milan or London)

Job Summary and Scope
The Group CHRO leads the company’s global people and culture strategy and serves as a key advisor to the CEO and Executive Committee. The role builds a high-performance, future-ready organization that supports sustainable growth across all markets.
The CHRO strengthens leadership capability, drives organizational transformation, and ensures the company attracts, develops, and retains top talent. The role also oversees global HR operations to deliver a consistent, high-quality employee experience.
The Group CHRO promotes a culture of accountability, innovation, and inclusion, enabling the organization to operate with agility and achieve strong, long-term performance.

Strategic Leadership & Organizational Planning

Define and lead the global HR strategy aligned with Group vision and long-term strategic business goals.
Translate corporate strategy into people priorities, organizational capabilities, and workforce plans across all regions.
Influence senior leaders to adopt innovative, future-ready HR solutions that strengthen competitive advantage.

Organizational Development & Culture Transformation

Lead organization-wide design initiatives that optimize structure, capability, and productivity.
Drive initiatives to strengthen a culture of safety, discipline, operational excellence, and continuous improvement.
Build and sustain a values-driven, high-performance, and inclusive culture.

Stakeholder Management

Act as strategic partner to Group CEO’s, CFO Sales and Manufacturing Heads.
Work closely with business leaders on expansion plans, automation initiatives, and new technology workforce requirements.
Provide guidance to country/regional HR teams to ensure strategic alignment.

People Leadership & Talent Development

Build, lead, and develop a high-performing international HR team with strong functional and business partnering capabilities.
Coach and mentor senior leaders to enhance leadership capability and deepen organizational bench strength.

Global Compensation & Benefits (C&B) Strategy

Lead strategic design of total rewards philosophy, including compensation architecture, incentive frameworks, executive compensation, and long-term reward strategies and Provide governance for C&B practices across all countries.
Ensure alignment of reward systems with global market competitiveness and internal equity.

Global HR Operations & Functional Excellence

Oversee the full spectrum of global HR activities including Talent Acquisition, Culture & Engagement, Leadership Development, Succession Planning, Workforce Planning, Rewards & Mobility, DEI, Labor Relations, and People Analytics.
Ensure harmonized, standardized, and scalable HR policies, systems, and processes across all countries.

Standards, Governance & Compliance

Ensure the company’s values, ethics, safety, and integrity standards followed globally.
Ensure compliance with all employment laws, HR policies, and regulatory requirements across regions.
Provide risk analysis and guidance on workforce decisions, organizational changes, and policy impacts.
Drive continuous improvement and efficiency across HR processes and service delivery.

Qualifications & Experience

Master’s Degree in Human Resource leadership.
Proven expertise in strategic HR management, organizational transformation, and executive partnership in global organisations.
Strong experience leading global HR teams and delivering comprehensive HR solutions across different cultures and regulatory environments.
Demonstrated ability to influence at Board and Executive levels.

Leadership Competencies

Strategic mindset with ability to translate vision into executable plans
Strong business acumen and data-driven decision-making
Exceptional people leadership and stakeholder influence
High integrity, personal credibility, and cultural sensitivity
Change leadership and transformation capability
Excellent communication and executive presence

Technical Programme Lead - Rail Digital/Ticketing Systems

Technical Programme Lead
Rail Digital/Ticketing Systems
Outside IR35

OUTSIDE IR35 - Rail Digital/Ticketing Systems/Online Retail - Hybrid London 3 days on site)

We are seeking an experienced Technical Programme Lead to join a major UK digital transformation programme focused on delivering a large-scale online retail and ticketing platform.
Candidates must have previous experience working within the rail digital space. Strong knowledge of rail ticketing systems/Ticket Issuing Systems (TIS).
This is a critical leadership role supporting procurement, technical delivery planning, supplier engagement, systems integration, governance, and migration strategy.

Essential Experience (Must Have)

Proven experience working in the rail digital sector
Strong knowledge of rail retailing, ticketing systems, and Ticket Issuing Systems (TIS)
Experience leading technical programmes within complex digital environments
Strong background as a Technical Delivery Manager, Technical Project Manager, or Technical Programme Lead
Experience delivering large-scale digital, eCommerce, or transactional platform programmes
Experience leading systems integration across multiple suppliers and stakeholders
Strong understanding of governance, RAID management, dependencies, and delivery planning

Highly Desirable

Experience consolidating multiple websites/apps into a single digital platform
Experience with data migration programmes
Knowledge of UK public sector/government governance frameworks
Familiarity with business case processes (OBC/FBC)
Experience in customer-facing digital retail transformation programmes

Manager Regional HR, Employee Relations

Introduction to the team

If you’re ready to take the next step in your HR career and thrive in a role where no two days are the same - managing varied ER matters, driving people-focused solutions, and contributing to meaningful change - we’d love to hear from you. You’ll join a supportive team, gain exposure to exciting regional work, and help shape a positive employee experience across the business.

This role is focused on delivering high-quality, consistent support in employee relations across the UK. You will work as part of a team that leads matters such as investigations, performance management, disciplinary and grievance procedures, ensuring compliance with UK employment law and best practice. The role requires demonstrated experience in local employment law and internal policy application.

In this role you will:

Providing advice, coaching and support to our people managers and leaders on the full scope of Employee Relation work; proactively identifying trends and recommending solutions.
Support and guide on organisational change initiatives.
Maintain up-to-date knowledge of UK employment legislation, regulatory frameworks, and HR policy to ensure compliance and mitigate risk.
Build strong, trusted relationships with stakeholders, offering solutions aligned to business challenges and organisational goals.
Act as a collaborative team player, ready to support broader projects while effectively managing multiple priorities and a varied ER caseload.
Stay current with best practices in HR, ER, and employment law to continuously improve knowledge and impact.
Analyse ER trends and provide insights to drive proactive interventions, coaching, and policy improvements.
Deliver training and guidance to managers on ER topics, fostering early intervention and a high-performance culture.
Contribute to the development and improvement of HR processes, tools, and KPIs to enhance efficiency and service delivery.

Experience and qualifications:

Bachelors’ or Masters’ degree in Human Resources or related field; or Equivalent related professional experience.
You are a HR professional with 7+ years’ experience, who enjoys and wants to focus on Employee Relations. You thrive in an ambiguous, fast paced, evolving work environment and are excited about helping this function through change.
You must have thorough expertise of the employment practices for the UK Market, other countries are a plus.
You are able to drive ER cases to completion mostly autonomously and engage with our in-house Legal team where appropriate.
You must have superior communication and collaboration skills, as well as a positive mindset and can-do attitude with a desire to solve/remove roadblocks.
You must be comfortable with manipulating and analysing data.
Proficient in using Google Workspace (Docs, Sheets, Slides) and Microsoft Office Suite (Word, Excel, PowerPoint) to manage documentation, reporting, and collaboration effectively.
Multi-national experience and working with remote teams is a plus.

Accommodation requests:
If you need assistance with any part of the application or recruiting process due to a disability, or other physical or mental health conditions, please reach out to our Recruiting Accommodations Team through the Accommodation Request.

Expedia is committed to creating an inclusive work environment with a diverse workforce. All qualified applicants will receive consideration for employment without regard to race, religion, gender, sexual orientation, national origin, disability or age.

Senior Manager - Associate Director, HR Apps - Workday Security, Human Capital

Overview

Join the world’s leading HR and people transformation business and help create the Future of Work for major corporations. You’ll develop trusted relationships with senior business stakeholders. As part of a practice that brings research and analytics expertise together with deep industry knowledge, you’ll develop change programmes that are not only innovative, but deliver the most positive impact for all.

Connect to your career at Deloitte

Deloitte drives progress. Using our vast range of expertise, we help our clients’ become leaders wherever they choose to compete. To do this, we invest in outstanding people. We build teams of future thinkers, with diverse talents and backgrounds, and empower them all to reach for and achieve more.

What brings us all together at Deloitte? It’s how we approach the thousands of decisions we make everyday. How we behave, our beliefs and our attitudes. In other words: our values. Whatever we do, wherever we are in the world, we lead the way, serve with integrity, take care of each other, fostering inclusion, and collaborate for measurable impact. These five shared values lead every decision we make and action we take, guiding us to deliver impact how and where it matters most.

Connect to your opportunity

If you have practical delivery experience of Security Workday implementations and are looking to develop your career in a market-leading HR transformation and technology consulting team, then this could be the role for you.

Join a team which is recognised by industry analysts for our HR Transformation & Technology capability and by Workday for our deep implementation expertise.

The Human Capital Management (HCM) Cloud Service Area at Deloitte goes beyond offering Workday HCM solutions and services. Our practice also leverages Workday Adaptive Planning, Prism, and Workday Finance to provide a comprehensive suite of solutions to our clients, ensuring that their HR, financial, and planning needs are met with the latest and most effective tools in the market.

By incorporating all Workday modules into our service offerings, our practice provides a more holistic approach to addressing our clients’ business challenges. We ensure that our clients not only have the right HR solutions but also the necessary financial and analytical tools to thrive in today’s rapidly evolving business landscape.

Workday is a significant player for Deloitte as one of our strategic alliance partners. We work closely together on an ongoing basis and are prepared to leverage these working relationships as needed to meet the client’s needs.

Connect to your skills and professional experience

Our people bring a unique combination of business, functional and technical skills to the projects we deliver. We have many years of experience in dealing with full delivery lifecycles including front and back-office projects, from building reliable ROI models to product selection, customisation and integration.

In our Workday practice we will have:

Configure and customize Workday Security to meet client needs.
Provide expert guidance on Workday Security best practices and functionality
Work closely with clients to understand their needs and requirements
Troubleshoot and resolve issues related to Workday Security
Have a strong understanding of Workday Security best practices and functionality
Previous experience and a solid understanding of Workday security including the ability to gather requirements and configure security groups
The ability to troubleshoot security related issues to resolution
Previous Workday Experience

Connect to your business - Technology and Transformation

Distinctive thinking, deep expertise, innovation and collaborative working. That’s what connects us. That’s what makes us Deloitte. If you want to help solve some of the biggest tech and transformational challenges around, join us. Together, we’ll make an impact that matters.

Human Capital

People are what powers enterprise. That’s why we need to focus on the human experience in an ever-changing, digital world. We help clients utilise technology to support their workforce, organisation, and HR Transformations.

Personal independence

Regulation and controls are standard practice in our industry and Deloitte is no exception. These controls provide important legal protection for both you and the firm. We are subject to a number of audit regulations, one of which requires that certain colleagues abide by specific personal independence constraints (e.g., in relation to any financial interests and employment relationships). This can mean that you and your “Immediate Family Members” are not permitted to hold certain financial interests (shares, funds, bonds etc.) with audit clients of the firm, and also prohibitions on certain employment relationships (e.g., you are not permitted to hold a secondary employment role with SEC audit clients of the firm whilst being employed by the firm). The recruitment team will provide further detail as you progress through the recruitment process or you can contact the Independence team upon request.

Connect with your colleagues

“I get to work on projects that help clients in a sector I feel truly passionate about.” - Rhiannon, Technology and Transformation

Our hybrid working policy

You’ll be based in London with hybrid working.

At Deloitte we understand the importance of balancing your career alongside your home life. That’s why we’ll support you to work flexibly through our hybrid working policy. Depending on the requirements of your role, you’ll have the opportunity to work in your local office, virtual collaboration spaces, client sites and remotely. You’ll get the chance to meet face to face when needed, while you collaborate and learn from colleagues, share your experiences, and build the relationships that will fuel your career and prioritise your wellbeing. Please check with your recruiter for the specific working requirements that may apply for your role.

Our commitment to you

Making an impact is more than just what we do: it’s why we’re here. So we work hard to create an environment where you can experience a purpose you believe in, the freedom to be you, and the capacity to go further than ever before.

We want you. The true you. Your own strengths, perspective and personality. So we’re nurturing a culture where everyone belongs, feels supported and heard, and is empowered to make a valuable, personal contribution. You can be sure we’ll take your wellbeing seriously, too. Because it’s only when you’re comfortable and at your best that you can make the kind of impact you, and we, live for.

Your expertise is our capability, so we’ll make sure it never stops growing. Whether it’s from the complex work you do, or the people you collaborate with, you’ll learn every day. Through world-class development, you’ll gain invaluable technical and personal skills. Whatever your level, you’ll learn how to lead.

Connect to your next step

A career at Deloitte is an opportunity to develop in any direction you choose. Join us and you’ll experience a purpose you can believe in and an impact you can see. You’ll be free to bring your true self to work every day. And you’ll never stop growing, whatever your level.

Discover more reasons to connect with us, our people and purpose-driven culture at deloitte.co.uk/careers

Senior Manager/ Associate Director, Non-Life Actuarial - Risk and Capital, Human Capital

Join Deloitte’s leading Actuarial Insurance practice and apply your skills in projects reaching beyond traditional actuarial boundaries. You’ll work with colleagues and clients in Technology & Transformation, Audit & Assurance, Enabling Functions, Risk & Transactions Advisory, and Tax & Legal - exposing you to cutting edge actuarial work in a strategic, consulting, and transactional context. Here you’ll develop an impressive range of commercial consulting skills that will increase your career options and opportunities.

Responsibilities

Building out and delivering Deloitte’s offerings across Risk and Capital.
Managing client projects, ensuring timely delivery, high quality of outputs and managing or escalating risks and issues.
Defining client deliverables, plans and approaches.
Managing teams of more junior staff as part of a larger project, including performance management.
Having client contact, including dealing with queries, attending meetings and working on client sites.
Working with a range of Deloitte’s technology and vendor alliances and other business relationships.
Taking a role in supporting business development (for example assisting with client proposals).
Working with senior leadership to take accountability for a sub area of our practice management roles, for example within brand, eminence, proposition development, operational excellence.

Our practice has both breadth and technical depth, which is increasingly important in a constantly evolving general insurance landscape. You can expect to be involved in a wide variety of assignments, managing the delivery of our client projects and supporting the development of our teams, propositions and brand.

Key services that you could be involved in

Providing Risk and Capital support to clients, which could include:
- Advising on the design, build and maintenance of capital models used to calculate Solvency Capital Requirement (SCR).
- Running, and maintaining capital models and reporting outputs.
- Supporting Major Model Change applications to the regulator.
- Reviewing and carrying out Standard Formula calculations of SCR.
In addition to capital related projects, you may also be involved in:
- Reserving (GAAP, Lloyd’s & London Market, Solvency II technical provisions, audit support).
- Mergers & Acquisitions transaction advisory.
- Other expert and advisory work.
- Finance, Reserving, IFRS 17 and Business Partnering transformation.
- Underwriting & Pricing Transformation.

Connect to your skills and professional experience

Due to the breadth of our Risk and Capital offering, the following bullet points provide a range of desirable rather than essential attributes. London Market and prior consulting experience is particularly desirable. Candidates with suitable other backgrounds may be considered.

Highly Desirable

Experience across Non Life Risk and Capital with one or more of the following specialisms:
- Capital modelling (modelling, parameterisation, reporting, and documentation).
- Knowledge of Solvency II regulatory requirements.
- The ability to apply your knowledge in practical and commercial situations.
- Track record of being able to take ownership of, and complete packages of work or projects successfully.
- Self starting; able to build rapport and relationships.
- Experience of talent development (e.g. performance management for junior team members, mentorship or coaching of individuals).
- Experience in leadership and team management roles.
- The ability to work in global team environments.
- Understanding of market best practice and regulation, for example Lloyd’s capital principles.
- Knowledge of capital modelling software (ReMetrica or Tyche preferred).
- Qualified or part qualified with an Actuarial Professional body.

Our hybrid working policy

You’ll be based in London with hybrid working. Depending on the requirements of your role, you’ll have the opportunity to work in your local office, virtual collaboration spaces, client sites and remotely. You’ll get the chance to meet face to face when needed, while you collaborate and learn from colleagues, share your experiences, and build the relationships that will fuel your career and prioritise your wellbeing. Please check with your recruiter for the specific working requirements that may apply for your role.

Connect to your next step

Senior HR Business Partner

Who are we?

Our mission is to scale intelligence to serve humanity. We’re training and deploying frontier models for developers and enterprises who are building AI systems to power magical experiences like content generation, semantic search, RAG, and agents. We believe that our work is instrumental to the widespread adoption of AI.

We obsess over what we build. Each one of us is responsible for contributing to increasing the capabilities of our models and the value they drive for our customers. We like to work hard and move fast to do what’s best for our customers.

Cohere is a team of researchers, engineers, designers, and more, who are passionate about their craft. Each person is one of the best in the world at what they do. We believe that a diverse range of perspectives is a requirement for building great products.

Join us on our mission and shape the future!

Why this role?

Join Cohere as a Senior HR Business Partner: a people leader, a people operations strategist, and a trusted advisor who will drive impact across our business. In this role, you’ll bridge our explosive growth with our commitment to an exceptional employee experience. You will roll up your sleeves while keeping your eyes on the horizon, helping us build scalable excellence.

In this senior level individual contributor role you will design people operations to scale while collaborating closely with leaders across the organization. We’re not seeking someone who merely follows HR best practices-we need someone who can help us define them. This role offers a unique blend of strategic influence and hands-on impact.

In this role, you will

Forge influential relationships with leaders at every level, from new managers finding their footing to VP’s shaping our future.
Serve as the go-to advisor for organizational design, talent strategy, and people/career development for your client groups.
Own critical HR projects: hiring, organizational design, compensation, and performance management.
Empower leadership at all levels to strengthen their leadership skills through direct feedback and actionable guidance.
Navigate ambiguity and complex people challenges while building and implementing innovative solutions that work for 500 people today and 1,500 tomorrow.
Support the SVP People with executive-level initiatives.
Leverage your knowledge of international employment laws to support global operations.

This career opportunity may be a good match for you if you have:

7-10 years of experience as a hands-on senior level HR Business Partner in fast-growing technology companies.
Experience making a large impact, cultivating leadership and people potential across an organization.
Deep understanding of scale-up culture and experience partnering with both Engineering and non-Engineering leadership/colleagues.
Track record of building strong strategic relationships, enduring processes and thriving in environments where priorities pivot.
Experience scaling up a technology company globally, diving into day-to-day details and planning for the future, big picture.
Experience resolving complex people issues with fairness and empathy.

If some of the above doesn’t line up perfectly with your experience, we still encourage you to apply!

We value and celebrate diversity and strive to create an inclusive work environment for all. We welcome applicants from all backgrounds and are committed to providing equal opportunities. Should you require any accommodations during the recruitment process, please submit an Accommodations Request Form, and we will work together to meet your needs.

Full-Time Employees at Cohere enjoy these Perks:

An open and inclusive culture and work environment

Work closely with a team on the cutting edge of AI research

Weekly lunch stipend, in-office lunches & snacks

Full health and dental benefits, including a separate budget to take care of your mental health

100% Parental Leave top-up for up to 6 months

Personal enrichment benefits towards arts and culture, fitness and well-being, quality time, and workspace improvement

Remote-flexible, offices in Toronto, New York, San Francisco, London and Paris, as well as a co-working stipend

️ 6 weeks of vacation (30 working days!)

Chief People Officer Hybrid/London - up to 3 days per week onsite in our London office.

Salary - up to £150,000 + Equity

Why now? Cloudscaler is at an inflection point. We’re 100 people, growing fast in a market that rewards quality and speed. In the next 12 months we’ll double in size. Beyond that, we’re building toward something considerably larger.

We have the commercial momentum, the leadership ambition, and the culture. What we need now is the people architecture to enable Cloudscaler to scale without losing what makes us distinctive: technical depth, delivery integrity, and a culture where people genuinely thrive.

The role You’ll be the cultural backbone of Cloudscaler. The person who determines what it actually feels like to work here, how good people become great, and whether the organisation we’re building at 100 people still makes sense at 300+.

This isn’t a job for someone who wants to run an HR function. It’s a job for someone who wants to build the culture that makes everything else work.

This is a remit with real scope and no artificial boundaries. It’s a mandate to design the people architecture that lets Cloudscaler scale without losing what makes it worth scaling: the technical depth, the delivery integrity, and a culture where high performance and genuine fulfilment aren’t in competition.

You’ll shape how our people grow, how our leaders lead, and how capability is built ahead of demand. You’ll sit at the leadership table not as the voice of HR, but as the person who makes the case, in commercial terms, for why investing in our people is the most leveraged thing this business can do.

What you’ll be doing The culture: Cloudscaler’s values, Mastery, Integrity, and Community, are the right ones. Your job is to make them real for everything we do: translating them from words on a page into lived behaviours that shape how people work, how decisions get made, and how performance is assessed. You’ll own the culture strategy and act as its guardian as we scale.

The capability engine: a learning and development architecture that makes Cloudscaler’s commitment to its people tangible: personalised development plans, AWS certification pathways, a fully operational Cloudscaler Academy, and an emerging AI practice capability. Bench time invested, not wasted. Development that converts directly into billable capability.

The career framework: clear, credible pathways across every role family, Technical Leadership, Cloud Engineering, Cloud Architecture, Consulting, Delivery Management, and Managed Services, that answer the question every good consultant asks: where can I go from here, and what does it take to get there?

The performance model: a lightweight, robust approach to line management and performance that gives managers the tools and confidence to manage well, and a rewards and recognition approach that makes high performance visible, celebrated, and connected to how people grow at Cloudscaler.

The employee experience: from offer acceptance to alumni status, an intentional, coherent experience of working here, with the listening mechanisms to keep us honest about whether we’re delivering on our promise. The foundation of our employer brand, and a direct feed into the talent pipeline the COO is building.

The internal voice: a deliberate internal communications strategy that ensures every person in a hybrid, distributed, technically demanding workforce feels informed, included, and able to contribute, at 100 people and at 500.

What success looks like after 12 months This isn’t a role where success is vague. By the end of your first year, we’d expect:

Every person in the business knows what good looks like in their role, and what comes next.
Onboarding redesigned and measurably faster: new joiners productive sooner, not just processed efficiently.
Our rewards and recognition strategy identifies and highlights outstanding performance.
Career pathways published across all role families, with progression criteria linked to the skills matrix.
Line management consistent across the business: one charter, one standard, no postcode lottery.
Performance conversations quarterly, values-anchored, and light enough that managers actually have them.
A two-year L&D roadmap with a signed-off budget, clear metrics, and the Cloudscaler Academy operational.
Internal comms rhythm established: people feel informed, and we can prove it.
Culture still recognisable, and stronger for having been designed, not just defended.

Who we’re looking for You’ve either built or fundamentally reshaped a people function in a consulting firm, technology scale up, or professional services business that was growing fast while you were there, or you’ve spent your career delivering large scale people and organisational transformations for clients and you’re ready to own the outcome rather than hand over the report. Either way, you know what breaks when culture isn’t designed: when managers are left to figure it out alone, when career paths are vague, when the people experience doesn’t keep pace with the commercial ambition. And you know how to fix it.

You’re not an HR generalist who imports frameworks and adapts them incrementally. You’re the person who looks at how an organisation works, identifies what it needs to perform at the next level, and builds it: from the career pathways to the line management standard to the L&D architecture that makes both credible.

You are:

A builder, not a custodian - You’ve designed things from scratch in growth environments. Frameworks that outlast your involvement, because they’re practical enough to actually use.
Commercially fluent - You make the case for people investment in revenue and margin terms. You understand utilisation, project economics, and the real cost of losing someone good, and you speak that language naturally with a CEO or CRO.
Credible with sceptics - Technical leaders and experienced consultants have seen too many people initiatives come and go. You build trust with that audience quickly, because you understand what they do and why it matters.
A practitioner, not an adviser - You write the framework and run the workshop. You don’t hand things off at the point where it gets difficult to deliver.
Instinctively honest about trade offs - Between standardisation and flexibility. Between investment and utilisation. Between what the business needs now and what it needs to build for. You don’t pretend those tensions don’t exist: you navigate them.
Curious about the work - You don’t need to be technical. But you need to genuinely understand why mastery matters to the people you’re serving, and what it means to work in a cloud consultancy delivering complex programmes for demanding clients.
You want to look back in three years and say: I built that. Not watched it happen, built it.

What you’ll get

Equity - A meaningful stake in a business that is growing hard and intends to keep doing so. This isn’t a token option package, it’s a genuine share of what we build together.
Autonomy - A real mandate, not a managed one. You won’t spend your time convincing committees. You’ll spend it making decisions.
Partnership - A leadership team to work alongside, challenge, and build something with.
Pace - If you’ve found your current environment slow, bureaucratic, consensus driven, or risk averse, this will feel like a different game entirely.
Impact - At 100 people, what you do is visible across the whole organisation. There’s no hiding, but there’s also no cap on what you can affect.

Why this role might not be for you This role is demanding. The pace is real, the accountability is real, and the standards are high. There will be days when the business is moving faster than the infrastructure supporting it, and closing that gap is the job.

This probably isn’t for you if you’re looking for a well scoped role with clear boundaries, a mature support function, and a gentle onboarding curve.

It probably is for you if you’ve been waiting for a challenge that’s genuinely worthy of what you’re capable of, with the equity, the autonomy, and the team to match.

If that’s you, let’s talk.

Benefits

Discretionary bonus
25 days’ annual leave
5 additional days per year towards training, certifications, or charity work
Option to buy additional annual leave up to 5 days per year
Public holidays opt out scheme, the option to work on public holidays creating the flexibility to enjoy your time off when it suits you
Certifications and training expensed
Life Assurance
Long Term Disability cover
Employee Assist Programme for employee advice and support (including legal and counselling helpline)
Health, Mental Health, Wellbeing, Financial and Legal support
24/7 GP access
Pension auto enrolment and contribution
Employee referral scheme
Client referral scheme
Cycle to work scheme
Travel expenses policy
Dog friendly offices

Cloudscaler are proud to be an equal opportunity employer, committed to equal opportunities regardless of gender identity, sexual orientation, race, ancestry, age, marital status, disability, parental status, religion or medical history.

If you require reasonable adjustments during the recruitment process or within the workplace . click apply for full job details

Head of HR and Culture

British Rowing are seeking a values-led, compassionate and courageous HR leader who will champion their people, lead with kindness, and help them build an inclusive, high-performing culture where everyone can thrive.

A bit about the role Our Values

British Rowing is a values-driven organisation, proud to represent a sport built on teamwork, respect, integrity, ambition and inclusion. We believe people perform at their best when they feel safe, valued, supported and inspired.

We are seeking a values-led, compassionate and courageous HR leader who will champion our people, lead with kindness, and help us build an inclusive, high-performing culture where everyone can thrive.

This role will play a central part in shaping how it feels to work at British Rowing ensuring our values are lived every day, not simply stated.

A bit about the role

British Rowing is home to a committed and talented workforce. The Head of HR & Culture plays a pivotal role in enabling our people and organisation to flourish.

Working closely with the CEO and Executive Team, you will lead the delivery of high-quality, pragmatic and progressive HR services for over 80 employees across two sites and a remote workforce. You will also provide strategic leadership of our organisational culture programme, helping to shape behaviours, ways of working and leadership capability that support long-term success.

This is a highly visible role that blends strategic leadership, hands-on delivery and cultural stewardship. You will be the trusted expert on people matters, a coach to leaders, and a champion for inclusion, wellbeing and continuous improvement.

Key Responsibilities Strategic & Culture Leadership

Lead and evolve British Rowing’s people and culture strategy in line with organisational objectives and values.
Partner with the CEO and Executive Team to shape a positive, inclusive and high- performing organisational culture.
Act as a role model for values-led leadership, psychological safety and respectful behaviours.
Support culture change initiatives, employee engagement programmes and organisational development activity.

HR Leadership & Operations

Lead employee relations casework including performance, attendance, disciplinary, grievance and wellbeing matters.
Provide expert, pragmatic and timely HR advice to staff and managers across the organisation.
Ensure HR policies, procedures and practices are up-to-date, legally compliant and consistently applied.
Monitor and brief the organisation on changes in employment legislation and best practice.

Talent & Performance

Oversee recruitment and selection processes, ensuring fair, inclusive and effective hiring practices.
Lead the annual performance review process and support managers to deliver meaningful performance conversations.
Strengthen induction, onboarding and probation processes to ensure a positive employee experience.
Support learning and development activity, leadership development and succession planning.

Systems, Governance & Partnerships

Own and continually improve HR systems, data, processes and records.
Work closely with Finance to ensure accurate and timely payroll delivery.
Manage relationships with external HR, legal and occupational health providers as required.
Lead on Investor in People accreditation and related improvement activity.

Engagement & Accessibility

Build strong, trusted relationships with Directors, managers and staff.
Run regular HR clinics (online, Hammersmith and Caversham).
Act as a visible, approachable presence across the organisation.

This list is not to be regarded as exclusive or exhaustive, as there may be other duties and requirements associated with the post, which British Rowing may call upon the post-holder to perform from time to time.

A bit about you Person Specification

Significant experience (typically 8+ years) in a senior HR or people role.
Proven experience providing both strategic and operational HR leadership.
Strong knowledge of UK employment law and HR best practice.
Excellent interpersonal, influencing and communication skills.
Demonstrated commitment to equality, diversity and inclusion.
Strong organisational and planning skills with a high level of attention to detail.
A hands-on, pragmatic practitioner with a strong bias for action.
Ability to build trust and credibility with stakeholders at all levels.
CIPD qualification (Level 5 or above) or equivalent experience.
Experience leading organisational culture or change programmes.
Experience within sport, charity or membership-based organisations.

Additional Information Anti-Doping

The post-holder is expected to comply with the core requirements of the WADA Anti-Doping Code and its requirement on Coaches and Athlete Support Personnel to set a good personal example in this field. When directly working with coaches and athletes the post-holder has a responsibility to inform them appropriately of the Code’s application to them and to influence them in following a Clean Sport culture. The postholder will be expected to hold a current Clean Sport certificate relevant to the role they hold, and/or attend a Clean Sport induction provided by British Rowing.

Hours

Standard working hours are 9:00-17:00. Monday to Friday. Flexibility is required to meet organisational needs. This role will be 4 days a week, Salary £45k (FTE £56,250).

Type: Part-Time, Permanent - 4 days a week, Location: Hammersmith, Caversham, Remote

Application Dates: From Thursday 12th February 2026 to Friday 27th February 2026

Health Security Guild Lead

About AXA

AXA is a global leader in insurance and financial services, dedicated to helping customers protect what matters most to them. As the sixth-largest insurance company in the world, we provide a wide range of services, including health, car, home, and business insurance. We support millions of customers worldwide, helping them navigate life’s uncertainties with confidence.

Job Overview

We have a new opportunity in our Security team to lead, develop and support the Security Guild in the delivery of security strategy and mitigation activities. You’ll act as the AXA Health lead for information security implementation on projects; SME in the domains of cybersecurity, information risk management, information security controls and security architecture. You’ll lead the implementation of the security model, working on the security aspects of project and product delivery across AXA Health, including but not limited to the design, delivery, and building of processes to ensure security controls are delivered and remain in place.

Key Responsibilities

Management, training and development of the Health Security Guild Team
Allocation and management of security resources on AXA Health projects
Delivery of security projects within the Health Change Portfolio, enhancing our controls and closing new risks, on time and on budget
Work with the UK Security team to provide consultancy on the security aspects of business goals and plans
Support development of our Agile Products, and maturing the Product Security Framework
Assist in producing risk assessments of Group and third-party tools and platforms, as required
Liaise with Group, UK CIO and Operating entity architecture teams, including Security architecture, to maintain consistency with group strategy, and to maintain governance over UK IT System
Act as security subject matter expert to the business and to other members of the Security team as required
Identification and escalation of governance and risk issues and improvement recommendations in a timely fashion

Work Arrangements

At AXA we work smart, empowering our people to balance their time between home and the office in a way that works best for them, their team and our customers. You’ll work at least two days a week (40%) away from home, moving to three days a week (60%) in the future. Away from home means attending the office, visiting clients or attending industry events. We’re also happy to consider flexible working arrangements, which you can discuss with Talent Acquisition.

Your Skills & Experience

Extensive IT and security experience in a large commercial organisation
Prior people management experience including the performance management and development of teams
Strong planning and organisation skills, with a good attention to detail
Ability to present information concisely and to clearly identify key issues at senior management level
Strong commercial knowledge: ability to understand and integrate business and security strategies
Knowledge or experience in the following areas is desirable: ITIL, Cloud Security, Coding and Scripting, Application Security (including DSOMM), Architecture, Networking
Able to work autonomously to achieve broad organisational objectives
Good analytical skills and the ability to clearly identify key issues

As a precondition of employment for this role, you must be eligible and authorised to work in the United Kingdom.

We’re proud to be an Equal Opportunities Employer and do not discriminate based on protected characteristics.

Head of HR - NW London, Hybrid - £125,000 - 12 month FTC

HR Director, Director of People and Culture, Head of People

Neasden, NW London - 3 days per week in the office and 2 at home

A highly successful, household name brand are looking for a Head of HR to join their circa 200 person business on a 12 month fixed term contract. As the Head of HR, you will join a diverse group of talented individuals who come from a wide range of backgrounds and possess an extensive array of experience. Reporting to their Senior VP, you will join an entrepreneurial people focused team where you will develop and deliver a comprehensive HR and People strategy that is aligned to the wider goals of the business.

Key responsibilities

Work with the Senior Management team to continually review and improve HR practices
Lead the implementation of new systems and processes to enhance efficiency and support the ongoing performance of the organisation
Ensure our compliance with rapidly changing employment law, appropriate HR policies and procedures
Oversee development of the HR Manager and Recruitment Manager
Support the HR Manager in providing effective support and advice to line managers
Lead and manage the HR Team

As the Head of HR you will have a strong Generalist background with strong change management experience. You will have significant experience in modern effective HR practices and management - CIPD qualification would be beneficial, although not essential. Proven leadership experience is essential and a track of driving organisational change is key.

We are looking for an empathetic, approachable HR leader with a style that promotes and fosters an inclusive and productive culture. Excellent analytical and communication skills are essential as is a passion for people and driving employee engagement.

The salary on offer for this role is up to £125,000 plus benefits.

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