Du bist empathisch, offen und gerne für deine Mitmenschen da? Du hast immer ein offenes Ohr und stehst gerne mit Rat und Tat zur Seite? Du bist redegewandt und verfügst über ein gewisses Maß an Verhandlungsgeschick? Dann könnte der Beruf des r Personalmanagers in der richtige für dich sein! In dieser Position bist du Leiter in der Personalabteilung in einem Unternehmen und für alle personalbezogenen Aufgaben verantwortlich. Mit deinem Know-how unterstützt du Führungskräfte bei allen personalrelevanten Fragen und Entscheidungen.

Worunter sind Personalmanager innen noch bekannt?

Personalmanager innen sind auch bekannt als: HR Manager in, Human Resource Manager in, Personalleiter in, HR Specialist, HR Spezialist in, Personalspezialist in, Personalreferent in, Personaler in, Personalsachbearbeiter in, HR Business Partner in, Human Resource Business Partner in, Teamleiter in Talentmanagement

Über Personalmanager innen: Häufig gestellte Fragen

Welche Skills benötigt man als Personalmanager in?

Um ihre Tätigkeit gut ausführen zu können, benötigen Personalmanager innen grundsätzlich folgende Hard Skills:

Fachkenntnisse im Personalwesen

Außerdem sollte ein Personalmanager in gewisse Soft Skills mitbringen:

Organisationsfähigkeit
Kommunikativität
Führungsqualitäten
Selbstbewusstsein
Rhetorisches Geschick

Welche Schulfächer sind für einen angehenden Personalmanager in relevant?

Englisch
Rechnungswesen
Recht
Mathematik

In welchen Tätigkeitsfeldern arbeiten Personalmanager in?

Personalmanager innen arbeiten in der Regel in folgenden Tätigkeitsfeldern:

HR Business Partner page is loaded HR Business Partnerlocations: Londonposted on: Posted Todayjob requisition id: R-003023The Wellcome Trust is a global charitable foundation. We improve health for everyone by funding science, leading policy and advocacy campaigns, and building partnerships.We plan to spend £16bn over the next ten years, funding new discoveries in life, health, and wellbeing, and taking on three global health challenges: mental health, infectious disease and climate and health.These challenges need the bold science we support, but they won't be solved by science alone.We have an exciting opportunity for an HR Business Partner, to work with our Heads of HR providing strategic HR support and guidance to assigned business areas. The role involves partnering closely with senior leadership to influence, develop and drive HR strategies to enhance organisational performance, employee engagement and talent management, enabling Wellcome to deliver its mission and becoming 'the best place to work'. Key Accountabilities: Trusted Adviser: as a trusted adviser to Executive Committee and Extended Executive Group at Wellcome, providing expert HR guidance, coaching and support, using insight of Wellcome's environment to improve people and organisational outcomes. Workforce Planning: Drive workforce planning, ensuring that Wellcome has the right people with the right skills in the right roles in order to deliver the mission, as part of the Integrated Organisational Planning process. Talent Agenda: Support the talent agenda for assigned areas, including succession plans and capability plans, supported by the talent team. Work with Talent Acquisition to ensure the recruitment of high calibre candidates with the capabilities required to enable delivery of the mission. Active involvement in senior recruitment processes and support with onboarding. Change Management: Facilitate change management to optimise effectiveness of the organisation to enable delivery of the mission, leading on complex, multi-disciplinary projects which will impact across the organisation. Employee Engagement: Assess and improve organisational effectiveness through employee engagement strategies, helping to drive a highly engaged workforce with strong recommendation - eNPS. Employee Relations: Lead senior Employee Relations issues, with support from the ER team. Culture: Drive a high-performance culture within assigned business areas, providing coaching and feedback to managers. Development: Champion the upskilling of leaders to own all people related decision making (supported by HR expertise). Work with Learning & Development in the identification of skills gaps and help facilitate appropriate training and development opportunities, with a particular focus on senior team development. Data driven: Utilise HR analytics to drive data decision making, applying judgement to data to support and influence decision making.You can view the full job description on ourTo apply for this role please submit an up-to-date CV and answer 2 application questions to demonstrate that you meet the minimum requirements for the role. The minimum requirements of the role are: Improving organisational performance, employee engagement, and building a high-performing, purpose-driven culture Proven HR Business Partner experience at senior level, including 6+ years partnering Executive / Senior Leadership Teams 10+ years overall HR experience, with a strong generalist approach across the employee lifecycle Ability to challenge, influence and guide senior stakeholders effectively, acting as a trusted advisor Strong track record in developing and delivering People Strategies aligned to organisational goals Ability to translate strategy into clear, actionable plans for business areas Strong organisational design and change management experience, including leading change through to implementation Excellent coaching and relationship management skills, particularly with senior leaders Ability to influence, build trust, and drive outcomes across a range of stakeholders Data-driven mindset with a solid understanding of key people metrics (e.g. engagement, attrition, diversity, performance) Ideal background includes a breadth of experience across commercial/corporate and not-for-profit environments, bringing a diverse perspective Salary: £87,300 per annum. You can read more about the benefits we offer our employees on our Our Hybrid Way of Working We understand that our colleagues have commitments and personal interests outside of work and we strive to build a flexible working environment, in which people can perform at their best.At Wellcome we have a hybrid way of working which is 3 days in our Euston Road offices (Tuesday, Wednesday and Thursday) with the remaining 2 days working either remotely or in the office. Diversity and Inclusion is at the heart of everything we do Diversity and Inclusion is a priority at Wellcome. We are committed to cultivating a fair and inclusive environment, where everyone can be themselves and thrive. We are happy to discuss flexible working options for all roles. We work to ensure that our recruitment processes are as inclusive as possible to everyone. This includes making adjustments for people who have a disability or long-term condition. Please visit our website for more information on adjustments and accessibility, or contact us at a conditional offer being made, the successful applicant for this position will be required to undertake a Basic Disclosure and Barring Service (or equivalent) criminal record check to disclose any 'unspent' criminal convictions or conditional cautions under the Rehabilitation of Offenders Act 1974. The criminal record check with not show anything that is 'spent'.For further guidance on disclosure of criminal records please see this . You can view our Policy Statement on the Recruitment of Ex-offenders . You can view our Privacy Statement . support researchers, we take on big health challenges, we campaign for better science, and we help everyone get involved with science and health research. Wellcome isn't just a supporter of great ideas, it's a great place to work. We offer excellent benefits and help our employees to develop in an open, respectful culture where differences are valued.

Interim People Director (Fractional)

Trinny London Limited.

Minimum 3 days, with flexibility

We’re looking for a highly experienced People leader to partner closely with our Founder and Executive team. This is a fractional role focused on shaping how the organisation evolves, performs and scales.

This role sits above day-to-day People team management and delivery; it is about safeguarding direction, connecting the dots and strengthening how the organisation operates to deliver results. You will bring an external, strategic lens to ensure our structures, leadership, capability and ways of working are aligned to our priorities, with a strong focus on coaching, improving organisational efficiency, operating discipline and profitability.

The Role

Your daily to-dos might look like this:

Partner with the Organisation

Act as a trusted advisor to the Founder, MD and Exec on organisational and leadership topics
Bring challenge and perspective to key decisions on structure, growth and capability
Ensure the people and organisational implications of business decisions are clear and intentional

Organisational Efficiency and Operating Model

Strengthen clarity in decision-making and accountability across the business
Strengthen operating model, including how teams work together, and how business performance is managed
Guide workforce planning to ensure the business is appropriately structured and resourced

Strategic Oversight and Coaching

Work with the Talent and People leads to guide direction and priorities
Guide existing team on complex organisational and people challenges
Ensure strong alignment between People activity and business priorities

Leadership and Operating Discipline

Improve clarity, accountability and pace of decision-making within Executive group
Help embed a more KPI-driven, performance-focused way of operating
Strengthen the business rhythm, including how priorities and performance are reviewed

Cultivate Cultural and Value-led Initiatives

Act as the steward of the company’s values, keeping the business’s unique DNA intact
Maintain a deep intuition for the health of the organisation, providing the perspective needed to protect, pivot, or evolve in real-time
Operationalise the “ways of working”, ensuring the bridge between what is said and what is done remains authentic across the entire employee experience
Embed and ignite our values at scale, ensuring they remain front of mind within decision making at exec level
Significant experience in senior People, Talent or organisational leadership roles in scaling or high-growth, multichannel businesses
Strong expertise in organisational design, workforce planning and leadership effectiveness
Expert People thought leadership experience, shaping and guiding exec level decision making
Creating and implementing cultural and value-led initiatives
Commercial, pragmatic and focused on outcomes
Comfortable operating independently in a fractional, high-impact coaching role

Deputy Team Manager - Assessment & Intake / Case Management (OPPD)

Deputy Team Manager - Assessment & Intake / Case Management

Do you see yourself leading passionate practitioners to deliver high-quality, strengths-based social care?

Can you use your experience to support and develop skilled social workers in fast paced, rewarding environments?

If yes, we have the perfect role for you!

Our Older Persons and Physical Disability (OPPD) Service is looking for dedicated Deputy Team Managers to join our amazing team and help make a difference today.

About the Role:

We currently have opportunities within the Assessment & Intake Team (1 position) and the Case Management Team (1 position). As a Deputy Team Manager, you will:

Provide day to day management, professional oversight, and reflective supervision to a small team of 4-6 social workers.
Support safe, strengths based, and person centred practice across a diverse and varied caseload.
Ensure high-quality assessments, care planning, safeguarding, and risk management in line with statutory duties.
Contribute to service improvement, workforce development, and positive team culture.

Assessment & Intake Team - Key Focus

You will oversee fast paced, short term work (8-12 weeks), including Care Act assessments, carers assessments, urgent assessments, respite planning, placements, mental capacity assessments, CHC contributions, and initial safeguarding concerns.

The team works closely with OTs and transfers any longer term or complex cases to Case Management.

Case Management Team - Key Focus

You will lead longer term, complex work including safeguarding enquiries, complex MCA assessments, Court of Protection applications, CHC processes, unscheduled reviews, and multi disciplinary interventions for older adults and adults with physical disabilities (including those with co occurring needs).

About You:

We’re looking for someone who demonstrates strong professional leadership, excellent judgement, and a commitment to empowering people. You will bring:

Social Work qualification and Social Work England registration
Strong understanding of the Care Act, Mental Capacity Act, safeguarding, and best practice frameworks
Experienced in line managing, supervising and mentoring staff
Ability to manage competing priorities in fast paced environments
Confidence in complex decision making and promoting reflective practice
A collaborative, empathetic, and resilient approach

About the Team:

All teams offer a supportive and engaging environment, with a strong focus on learning, reflection, and wellbeing. We are committed to helping you develop and thrive.

What we offer:

Access to extensive CPD, including onsite, Microsoft Teams, and e learning opportunities
Hybrid working arrangements
Team Oyster Card for work related travel
Supportive management structure with regular supervision
Caseload limits to promote good practice and work life balance
Opportunities for further qualifications, including Best Interests Assessor and ILM training
A convenient location in the heart of Southwark, directly opposite Queens Road station
Varied, rewarding, and challenging casework that will grow your expertise

Contact Information:

This is an opportunity to join either the Assessment and Intake team or the Case Management Team.

Advert close date: 11:59pm on Friday 24th April 2026.

The closing date is given as a guide. We reserve the right to close this vacancy once a sufficient number of applications has been received. We strongly advise you to complete your application as soon as possible to avoid disappointment.

As part of our commitment to inclusion, we offer guaranteed interviews for specific groups of people. To qualify, you’ll need to meet the minimum requirements for the role, and identify with one of the below criteria:

Members of the Armed Forces and veterans
Are currently in care, or have previously been in care
If you consider yourself to be disabled or if you have a long term health condition

We are an organisation who is passionate about our people and understands that richness of diversity is a requirement to provide the best possible services to our communities. This is demonstrated through our council wide ambitious commitment to tackle racial inequality in our communities and workforce through our Southwark Stands Together programme. We particularly welcome applications from members of the Black, Asian and ethnic minority communities to increase representation at senior management level in the Council.

Salary Range (Full time equivalent) £50,175 - £57,495

Senior People Business Partner

Senior People Business Partner Job Introduction Are you looking for a career where you can make a real difference in people’s day. We are seeking a Senior People Business Partner to join our team based from our Head Office in London Bridge (hybrid working). As a People Business Partner, you are a trusted advisor to Directors and Senior Leaders, helping shape the current and future people agenda. You work at pace and in partnership with the business to strengthen leadership capability, drive organisational effectiveness and create a culture where our people can thrive. You play a critical role in translating strategy into practical people solutions - supporting change, improving performance and embedding sustainable workforce plans. Working closely with the Head of HR for the Chief Operating Officer, Centres of Excellence and HR Services, you ensure the People & Culture Function delivers meaningful impact where it matters most: the frontline. What you’ll do Partner with Directors and Senior Leaders to develop and deliver business-aligned people and workforce plans that support strategic and operational objectives. Act as a trusted advisor on organisational design, workforce planning, succession and talent management, ensuring sustainable capability for the future Lead and support organisational and cultural change, ensuring effective communication, equality impact assessment, performance measures and review mechanisms are embedded Champion a high-performance culture, driving continuous improvement, productivity and efficiency through insight, challenge and coaching Provide professional, pragmatic people advice to senior leaders, ensuring compliance with employment legislation and best practice Work in close partnership with HR Services and Centres of Excellence to deliver joined-up, high-quality people solutions for the business. The experience you’ll need To be considered for this role we recommend you demonstrate the below in your application; Strategic people partnering experience within a complex organisation Strong organisational design and change management capability Proven ability to influence and challenge senior leaders constructively Deep understanding of workforce planning, succession planning and talent management Confident with data, insight and KPIs to inform people decisions Sound knowledge of employment legislation and best practice A coaching mindset with the ability to develop leaders and teamsAs proud members of the Armed Forces Covenant and Disability Confident Scheme, we will offer you an interview if you apply under these schemes and meet the minimum criteria for the role Other things to know This vacancy may close early if we receive a large number of applications. So, make sure you get yours in early. All offers of employment are subject to satisfactory references, a right to work verification, a basic criminal record check, and a pre-employment medical assessment. Work visa sponsorship isn’t available for this role. If you applied but weren’t successful in getting a similar role at Southeastern, please wait six months before applying again What you’ll get in return Along with your salary, the rewards you’ll get include: a final salary pension 25 days annual leave allowance (plus bank holidays) free rail travel across our networks.Meaning you can feel secure in your career as well as fulfilled by your work A bit about Southeastern We’re one of Britain’s busiest train operators, serving London, Kent and parts of East Sussex. We run over 1,700 trains a day, carrying more than 500,000 passengers and serving 180 stations.However, working on our railway is more than getting passengers from A to B. It’s about all the little moments that make a difference to their journey.It’s also about making our railway a great place to work. With a team that represents the communities we serve. This is a journey we’re fully committed to and we’re proud to have been named a ‘Great Place to Work’ at the 2023 National Rail Awards and endorsed as a Our ways of working are what we expect of everyone at Southeastern. They are powerful. Tiny moments, every day, from every one of us, add up to massive, positive change. Improving how it feels to work here and how it feels to travel with us. At the heart of everything we do, our Safeguarding Team works to keep our customers, colleagues, and the public safe by improving safeguarding measures and knowledge making sure everyone gets home safe, every day SE Trains Limited Attached documents Salary £56,000 per annum plus free travel Frequency Annual Job Reference seastern/TP/86331/3418 Contract Type Permanent - Full Time Closing Date 1 May, 2026 Job Category Management Business Unit Head Office Location 4 More London, United Kingdom Posted on 17 April, 2026 © OpenStreetMap contributorsDirections to Spread the word

Lead Technical Recruiter (Quant Engineering) London, UK

Lead Technical Recruiter (Quant Engineering)

London, UK

WHAT YOU’LL DO:

Own the specialized recruiting process from sourcing to complex offer negotiations for Quantitative Engineering and Algorithmic Trading positions.
Develop high-level strategies to meet aggressive hiring goals, working alongside Engineering Leads to align technical priorities and performance objectives.
Plan out-of-the-box sourcing strategies to attract elite talent from niche environments like Kaggle, GitHub, ArXiv, competitive programming forums (Codeforces), and quantitative finance conferences (NeurIPS, ICML).
Ensure a white-glove candidate experience, keeping sophisticated candidates advised and well-prepared for rigorous technical assessments throughout the entire process.
Partner with hiring managers to deeply understand the nuances of specific quant stacks, modeling requirements, and performance engineering needs.
Own and drive the intake meeting, interview team kick-off, and technical debrief process to ensure a data-driven hiring bar.
Deliver weekly performance analytics and progress reports to hiring managers and senior leadership.

WHAT YOU’LL BRING:

7+ years of proven experience in recruiting, with at least 3+ years specifically focused on Quantitative Engineering, High-Frequency Trading (HFT), or Machine Learning talent.
A blend of agency (specialized search) and in-house startup experience is preferred to navigate both high-volume and high-touch environments.
Strong sourcing skills with a proven track record of converting passive, highly-compensated talent into hires.
Experience using niche channels to source candidates, including math Olympiads, research labs, and diversity-in-STEM academic events.
Self-starter mentality who thrives in a fast-paced, collaborative environment with exceptional organizational precision.
In-depth knowledge of the quantitative tech stack, including proficiency in discussing C++, Python (NumPy/Pandas), Rust, Low-Latency systems, and Distributed Computing.
Experienced Bay Area or Financial Hub recruiter with extensive knowledge of the competitive landscape in FinTech and quantitative hedge funds.
Expertise in the tools of the trade: Greenhouse (ATS), LinkedIn Recruiter, specialized sourcing tools (e.g., Entelo, SeekOut), and technical repositories like GitHub.
Strong written and verbal communication skills, with the ability to “speak the language” of PhDs and elite engineers.

Take Control of Your Finances

Competitive salary, bonuses, and equity
Competitive benefits that cover physical and mental healthcare, retirement, family forming, and family support
Employee giving match

Take Care of Yourself

R&R days so you can rest and recharge
Generous wellness reimbursement and weekly onsite & virtual programming
Generous vacation policy - work with your manager to take time off when you need it
Industry-leading parental leave policies. Family planning benefits.
Catered lunches, fully-stocked kitchens with premium snacks/beverages, and plenty of fun events

Benefits listed above are for full-time employees.

Ripple is an Equal Opportunity Employer. We’re committed to building a diverse and inclusive team. We do not discriminate against qualified employees or applicants because of race, color, religion, gender identity, sex, sexual identity, pregnancy, national origin, ancestry, citizenship, age, marital status, physical disability, mental disability, medical condition, military status, or any other characteristic protected by local law or ordinance.

Head of Department, Advisers, Wealth and Pensions Supervision

This cookie notice applies to the Workday Careers website A cookie are widely used for website's functionality, or to make it operate more efficiently, as well as to provide information to the owners of the site. We use re-targeting (which is a cookie-based technology) that uses simple Javascript code to anonymously 'follow' our audience all over the Web. We use this technology to target individuals for advertising campaigns.To understand how the FCA collects and processes personal data please refer to the .have been set, visit or .To find information relating to other browsers, visit the browser developer's website.To opt out of being tracked by Google Analytics across all websites, visit . Banner .We use re-targeting (which is a cookie-based technology) that uses simple Javascript code to anonymously 'follow' our audience all over the Web.# Accessibility Statement This accessibility statement applies to content published on thedomain and its sub-domains. It does not apply to content on or other domains.This website is run by the Financial Conduct Authority. We are committed to inclusive design and ensuring that our web content is accessible to all.For example, that means you should be able to: zoom in up to 300% without the text spilling off the screen navigate most of the website using just a keyboard navigate most of the website using speech recognition software listen to most of the website using a screen reader (including the most recent versions of JAWS, NVDA and VoiceOver)We've also ensured that the text is clear and easy to understand. has advice on making your device easier to use if you have a disability. How accessible this website is We know some parts of this website are not fully accessible: Checkboxes are not accessible using standard voice commands. Some radio buttons are not given group titles when tabbing to them using a screen reader. Edit combo fields with options lists can be difficult to navigate to with voice commands when the field is completed. The programmatic labelling of edit combo fields with options lists is not clear when using a screen reader. Feedback and contact information If you need information on this website in a different format contact us and tell us: the web address (URL) of the content your name and email address the format you need - for example large print, braille or audio Reporting accessibility problems with this website We're always looking to improve the accessibility of this website. If you find any problems not listed on this page or think we're not meeting accessibility requirements, contact us. Enforcement procedure The Equality and Human Rights Commission (EHRC) is responsible for enforcing the Public Sector Bodies (Websites and Mobile Applications) (No. 2) Accessibility Regulations 2018 (the 'accessibility regulations'). If you're not happy with how we respond to your complaint, . Technical information about this website's accessibility The Financial Conduct Authority is committed to making its website accessible, in accordance with the Public Sector Bodies (Websites and Mobile Applications) (No. 2) Accessibility Regulations 2018. Compliance status This website is partially compliant with the AA standard, due to 'the non-compliances' listed below. Non-accessible content The content listed below is non-accessible for the following reasons. Non-compliance with the accessibility regulations Checkboxes are not accessible using standard voice commands such as "Click checkbox" and can only be accessed by using "Tab" commands. This fails WCAG 2.1 success criterion 1.3.1 ( Information & Relationships ). Some radio buttons are not given group titles when tabbing to them using a screen reader. This fails WCAG 2.1 success criterion 1.3.1 ( Information & Relationships ). Edit combo fields with options lists can be difficult to navigate to with voice commands when the field is completed. This fails WCAG 2.1 success criterion 1.3.1 ( Information & Relationships ). The programmatic labelling of edit combo fields with options lists is not clear when using a screen reader. This fails WCAG 2.1 success criterion 1.3.1 ( Information & Relationships ). What we're doing to improve accessibility We are actively engaging with our site developers and independent accessibility professionals to address the issues above and improve overall accessibility with the eventual goal of attaining full WCAG AA compliance. Preparation of this Accessibility Statement This statement was prepared on 22nd July 2021. It was last reviewed on 22nd July 2021.This website was last tested on 02/02/2021. Testing was carried out by Blazie Engineering using the Website Accessibility Conformance Evaluation Methodology (WCAG-EM) approach to deciding on a sample of pages to test. About the FCA At the FCA, we're creating a fair and more resilient financial system. We're establishing more transparent relationships between financial services and customers, building trust in financial markets and protecting vulnerable consumers.We're currently on an exciting journey as we drive forward significant organisational, people, process, and technology transformation to become a more forward-thinking, proactive regulator. We will use data more effectively to drive better regulatory decisions and build greater cohesion across our broad financial services remit.Significant improvements in digital enablement, business intelligence, market data and information management maturity are all being pursued to maintain our position as a world leader in financial services regulation.In March 2025, the FCA launched a new 5-year strategy to deepen trust, rebalance risk, support growth and improve lives. The FCA will focus on four priorities: Be a smarter regulator ; predictable, purposeful and proportionate. The FCA will improve its processes and embrace technology to become more efficient and effective. Support sustained economic growth , by enabling investment, innovation and ensuring the continued competitiveness of the UK's world-leading financial services. Help consumers navigate their financial lives by working with industry to boost trust, product innovation and ensuring the right information and support is available for people to take financial decisions. Fight financial crime , focusing on those who seek to use the fact they are regulated to do harm. It will go further to disrupt criminals and support firms to be an effective line of defence. The Role Advisers Wealth and Pensions Supervision Department (AWP) AWP is part of the broader Supervision Policy and Competition (SPC) division. SPC oversees regulated firms and individuals (Supervision), creates and reviews the rules by which they operate (Policy) and identifies and remedies ineffective competition in markets (Competition).Sitting in the Consumer Investments (CI) Directorate within SPC, the AWP Department supervises around 5,000 financial adviser and wealth portfolio management firms.We focus on working to reduce harm from poor advice, poor investment portfolio management, scams, and financial crime, while promoting consumer protection, sector growth and sustainability, and better outcomes through firm engagement and cross-FCA collaboration. Joining the Senior Leadership Team at the FCA during an exciting and challenging time of great change in financial services and its regulation Leading a department of very talented and committed people through significant projects and a new ambitious departmental strategy whilst also delivering on business-as-usual objectives with operational grip Exposure to strategic issues and key players in the world of finance, both nationally and internationally Key responsibilities: Building on and delivering a long-term

Pension Services TPA Manager

Pension Insurance Corporation (“PIC”) provides secure retirement incomes through comprehensive risk management and excellence in asset and liability management, as well as exceptional customer service. Our purpose is to pay the pensions of our current and future policyholders. We achieve our purpose by setting Companywide strategic objectives and driving a healthy culture based on our PIC Values of Resilient, Adaptable, and Loyal.

Role purpose

The role requires the ability to effectively collaborate with Risk, Legal, transitions, Finance and PI’s third party administrators to secure their buy-in and implement improvements to systems, processes, and technology, as appropriate.

You will apply your knowledge and insights of the Customer Operations function and understand how this impacts our policyholders.

To deliver strong business outcomes relating to capital, profitability, the Company brand and market reputation whilst achieving positive outcomes to our policyholders, shareholders, and Trustees on a consistent basis.

Our Company values are expected to be reflected in the delivery and performance of every role.

Specific accountabilities assigned to the role of Pension Services TPA Manager within Customer Operations

Lead the Pension Services TPA Team, ensuring effective governance and oversight of Third Party Administration partners (TPA partners), and provide support to the Pension Services Technical Manager as required to ensure effective governance and oversight of Buy In Scheme Trustee Administrators
Act as line manager for direct reports, including objective setting, performance management, personal development planning, and oversight of productivity and quality outcomes.
Oversight of TPA partners work pipeline to ensure delivery against agreed KPIs and SLAs, maintaining high quality standards across complex pension processes, regulatory queries, DSARs, pension increases, overpayment controls, high value payments, and trustee reporting, identifying training opportunities and process improvements
Work closely with internal teams (Transitions, Actuarial, Payroll, and Implementations) to ensure robust processes and scheme knowledge are in place ahead of Buy In administration transfers to TPA partners
Support forecasting and planning activities for new scheme administration transfers to TPA partners in collaboration with the Pension Services Oversight Manager.
Identify and coordinate delivery of appropriate technical and scheme specific training to ensure team readiness for Buy In Under Admin/ Buy Out transition to TPA partners
Identify and coordinate general technical support, training and complex query resolution for the Pension Services Oversight team and TPA partners
Deliver ongoing technical support and complex query resolution our TPA partners, fostering strong and collaborative working relationships.
Support the Pension Services Technical Manager with internal and external audit activity, and oversee TPA Partners risk incident management, in line with PIC assurance requirements.
Attend trustee and TPA partners governance meetings as required, fostering excellent relationships and ensuring delivery against agreed governance frameworks
Partner with the Pension Services Technical Manager to develop team capability, skills, and accountability
Ensure TPA partners and Trustee Scheme administrators operate in line with PIC Consumer Duty requirements, monitoring and addressing adherence as necessary
Support the Pension Services Oversight Manager to ensure all TPA Partners provide PIC Policyholders with exceptional customer service, ensuring agreed service standards are met. Where not being met and agree remedial actions
Provide insights concerning the Customer Operations function and how this impacts our policyholders
Produce accurate, high quality management information and reporting for senior management.
Drive continuous improvement by identifying and implementing efficiencies within PIC’s administration model.
Manage ad hoc projects and workstreams as required, ensuring delivery to agreed timescales.
Liaise with external regulatory bodies, including the Financial Ombudsman Service
Takes ownership for their own learning and development in both technical (e.g. data analysis and critical judgement) and non-technical (self-insight and relationship management) skills of Pension Services Team

Knowledge

Strong technical knowledge of defined benefit pension schemes
Established knowledge of pensions administration management
Good knowledge of third- party administration relationship management
Good knowledge of scheme Trustee relationship management
Good knowledge of pension buy-ins, buy-outs and transitions
Strong knowledge of good consumer duty outcomes

Skills

Strong organisational skills
Strong communication skillsAbility to persuade and influence both directly and indirectly
Ability to manage people and other resources effectively
Ability to organize work to meet deadlines
Ability to work within defined procedures as recommended by functional teams
Effective collaboration with key stakeholders
Good relationship management skill
Commercial judgement
Good working knowledge of MS Access, MS PowerPoint, MS Word

Experience

Experience in managing pension administration teams
Experience of delivering excellent customer service in a defined benefit pensions operations arena
Experience of transitioning schemes into a standard operating model
Experience of delivering good consumer duty outcomes for customers
Experience of managing third-party administrators and scheme Trustees
Experience of implementing process improvements

DEI at PIC:

At PIC, we believe that true innovation stems from embracing diverse perspectives, backgrounds and experiences. We are committed to building a workplace where every individual, regardless of race, gender identity, sexual orientation, disability, age, religion, or socio-economic background, feels valued, heard and empowered to succeed. We hold ourselves accountable through ongoing initiatives, such as inclusive hiring practices, and equitable career development opportunities that support belonging and community. While we’re proud of our progress, we recognise there’s work ahead, and we remain dedicated to listening, learning and evolving together.

In addition to a competitive base salary and the opportunity to participate in our annual, performance-related bonus plan, upon joining us here at Pension Insurance Corporation, you will get access to some great benefits, including private medical insurance, 28 days’ annual leave (excluding bank holidays), a generous pension scheme and much more.

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.

Director Human Resources EMEA

Forover 70 years, Panavision has set the benchmark for innovation, craftsmanship, and creative partnership. As a diversified global supplier, we proudly support filmmakers, studios, and content creators around the world with the tools, technology, andexpertisethatpowertheir creative vision and bringstories to life. Our legacy is built on collaboration, and our culture reflects a community where people genuinelyvalueworkingtogether,andtake pride inour brandand empowering the artistsshapingfilm and television today.Ifyou’reinspired by creativity, energized by teamwork, and excited to contribute to world-class storytelling,you’llfind a home and future at Panavision.

The Role

The Director of Human Resources EMEA is a senior leadership role responsible for shaping and executing the people strategy across the EMEA region. Based in London, this role leads the EMEA HR team and partners closely with regional and global leadership to support multiple Panavision business lines, including Panavision Camera, Panalux Lighting, and LEE Filters. This role is both strategic and hands on, ensuring that HR practices support a highly creative, technical, and operational workforce across diverse countries, cultures, and regulatory environments. The Director will act as a trusted advisor to leadership while driving organisational effectiveness, talent development, employee experience and engagement across the region.

Your responsibilities will include Strategic Leadership

Develop and execute the EMEA HR strategy aligned with Panavision’s global people strategy and business objectives.
Serve as a key strategic partner to EMEA leadership teams across all supported business lines.
Provide thought leadership on organisational design, workforce planning, and change management initiatives.
Lead people communications and lead change management during organization transitions.

HR Operations & Compliance

Ensure consistent and compliant HR practices across multiple EMEA countries, balancing global standards with local requirements. Identify and mitigate HR compliance priorities.
Oversee employee relations, performance management, compensation, benefits, and HR policy implementation across the region.
Ensure compliance with local employment legislation, working closely with legal partners as needed.
Partner with the finance function to analyze and manage people spend in alignment with annual budgets.
Support complex organisational and employee matters with sound judgment, discretion, and empathy.
Knowledge of HR systems and tools to support the HR team modernise HR processes and systems.
Manage EMEA HR Budget.

Talent & Culture

Lead talent acquisition, development, and succession planning efforts across the EMEA region.
Champion learning and development initiatives to support leadership capability, critical skills development, and career progression.
Drive employee engagement, inclusion, and wellbeing initiatives that reflect Panavision’s values and creative culture.
Lead, coach, and develop the EMEA HR team, fostering a high performing, collaborative, and service oriented function.
Set clear priorities, expectations, and development plans for HR leaders and team members across the region.
Create a winning team culture rich in recognition, learning mindset and self awareness.

Stakeholder Partnership

Partner with global HR colleagues to ensure alignment and consistency across regions.
Build strong relationships with business leaders, operational teams, and creative professionals across Panavision’s diverse workforce.
Partner closely with the finance team to drive the tracking and analysis of people costs.
Ensure communication and support to provide all inputs needed for key financial processes such as budgeting, month end closes, P&L preparation etc.

What you’ll bring to the role Skills & Experience

Extensive senior level HR leadership experience within a multinational, multi country EMEA environment.
Proven experience leading HR teams and supporting multiple business units or brands.
Strong knowledge of UK employment law and broad understanding of EMEA labour regulations.
Demonstrated ability to operate strategically while remaining hands on and pragmatic.
Experience in creative, media, entertainment, manufacturing, or technically driven environments is highly desirable.
Ability to travel % of the time especially between UK headquarters locations for Panavision and Panalux (Greenford and Hayes).

Personal Attributes

Trusted advisor with strong influencing and communication skills.
Commercially minded with financial fluency, and the ability to balance people priorities and business outcomes.
Culturally aware, inclusive, and comfortable working across diverse teams and geographies.
Resilient, adaptable, and confident navigating change and complexity.

If you have the skills, experience and drive to lead our HR EMEA function in the exciting world of filmmaking, apply today to join the Panavision team!

Pension Services TPA Manager

Role purpose

You will apply your knowledge and insights of the Customer Operations function and understand how this impacts our policyholders.

Our Company values are expected to be reflected in the delivery and performance of every role.

Specific accountabilities assigned to the role of Pension Services TPA Manager within Customer Operations

Lead the Pension Services TPA Team, ensuring effective governance and oversight of Third Party Administration partners (TPA partners), and provide support to the Pension Services Technical Manager as required to ensure effective governance and oversight of Buy In Scheme Trustee Administrators
Act as line manager for direct reports, including objective setting, performance management, personal development planning, and oversight of productivity and quality outcomes.
Oversight of TPA partners work pipeline to ensure delivery against agreed KPIs and SLAs, maintaining high quality standards across complex pension processes, regulatory queries, DSARs, pension increases, overpayment controls, high value payments, and trustee reporting, identifying training opportunities and process improvements
Work closely with internal teams (Transitions, Actuarial, Payroll, and Implementations) to ensure robust processes and scheme knowledge are in place ahead of Buy In administration transfers to TPA partners
Support forecasting and planning activities for new scheme administration transfers to TPA partners in collaboration with the Pension Services Oversight Manager.
Identify and coordinate delivery of appropriate technical and scheme specific training to ensure team readiness for Buy In Under Admin/ Buy Out transition to TPA partners
Identify and coordinate general technical support, training and complex query resolution for the Pension Services Oversight team and TPA partners
Deliver ongoing technical support and complex query resolution our TPA partners, fostering strong and collaborative working relationships.
Support the Pension Services Technical Manager with internal and external audit activity, and oversee TPA Partners risk incident management, in line with PIC assurance requirements.
Attend trustee and TPA partners governance meetings as required, fostering excellent relationships and ensuring delivery against agreed governance frameworks
Partner with the Pension Services Technical Manager to develop team capability, skills, and accountability
Ensure TPA partners and Trustee Scheme administrators operate in line with PIC Consumer Duty requirements, monitoring and addressing adherence as necessary
Support the Pension Services Oversight Manager to ensure all TPA Partners provide PIC Policyholders with exceptional customer service, ensuring agreed service standards are met. Where not being met and agree remedial actions
Provide insights concerning the Customer Operations function and how this impacts our policyholders
Produce accurate, high quality management information and reporting for senior management.
Drive continuous improvement by identifying and implementing efficiencies within PIC’s administration model.
Manage ad hoc projects and workstreams as required, ensuring delivery to agreed timescales.
Liaise with external regulatory bodies, including the Financial Ombudsman Service
Takes ownership for their own learning and development in both technical (e.g. data analysis and critical judgement) and non-technical (self-insight and relationship management) skills of Pension Services Team

Knowledge

Strong technical knowledge of defined benefit pension schemes
Established knowledge of pensions administration management
Good knowledge of third- party administration relationship management
Good knowledge of scheme Trustee relationship management
Good knowledge of pension buy-ins, buy-outs and transitions
Strong knowledge of good consumer duty outcomes

Skills

Strong organisational skills
Strong communication skills
Ability to persuade and influence both directly and indirectly
Ability to manage people and other resources effectively
Ability to organize work to meet deadlines
Ability to work within defined procedures as recommended by functional teams
Effective collaboration with key stakeholders
Good relationship management skill
Commercial judgement
Good working knowledge of MS Access, MS PowerPoint, MS Word

Experience

Experience in managing pension administration teams
Experience of delivering excellent customer service in a defined benefit pensions operations arena
Experience of transitioning schemes into a standard operating model
Experience of delivering good consumer duty outcomes for customers
Experience of managing third-party administrators and scheme Trustees
Experience of implementing process improvements

DEI at PIC:

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.

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

Head of HR

Farrer Barnes Limited

Position Overview An exciting opportunity has arisen for a suitably experienced Head of HR to join my client, an educational institution based in South West London. Key Responsibilities In this role you will report directly to the Head and wider Senior Leadership Team, implementing an HR strategy that develops and supports the overall strategic plan. You will undertake workforce planning research, support and advise on all employment relations issues, and keep all relevant parties informed of any employment law or related policy amendments. Leading a team of four, you'll provide professional, efficient, confidential and proactive guidance and support across disciplinary matters, grievance, absence management, restructuring and change management. Qualifications Applications are sought from experienced HR candidates with a strong generalist and education background, and team management experience. CIPD qualifications are strongly preferred, and experience within the education sector would be an advantage; however, candidates who can bring innovation and creativity to people practice from other sectors are also welcomed. The successful candidate will possess a high level of diplomacy and problem solving skills. Farrer Barnes Ltd does not discriminate on the grounds of age, race, gender, disability, creed or sexual orientation and complies with all relevant UK legislation.

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.

We are looking for an experienced and enthusiastic HR Manager to join our Central Services team at Enable!

About Us:

Enable is a charity dedicated to improving people’s wellbeing and strengthening local communities. We work with councils, charities and other local organisations to deliver health, leisure, community services and events that enrich people’s lives and strengthen our local community.

At Enable, we value our employees and our culture, focusing on embracing diversity and fostering an inclusive, flexible and fun environment for employees to perform at their best. On top of a competitive salary and flexible working environment, employees will also receive:

30 days of annual leave (plus 8 bank holidays)
Life Insurance
Reward Schemes (RewardHub Membership, wellbeing budgets and cycle to work)
A variety of social and wellbeing activities each month
Mental Health & Wellbeing Perks (Monthly talks, Wellbeing Hour, etc)

Reports to: Chief Operations Officer

Based: Battersea Park

Contract: Permanent, Full Time

Work Arrangement: 40 hours per week

DBS: None

Role Overview:

Do you believe that great people are the foundation of a great organisation?

At Enable, we’re ambitious about our future and are looking for a confident, strategic, and values led HR Leader to help shape it. As our HR manager, you’ll lead a small, dedicated team while ensuring HR is embedded across the organisation as a proactive, trusted partner.

This role is both strategic and hands on. You’ll drive workforce planning, organisational development, and a culture where people feel supported to perform, grow and thrive. You’ll be a key voice at the table, advising senior leaders, guiding change, and ensuring our People strategy aligns with Enable’s wider growth and impact ambitions.

You’ll also oversee the operational delivery of core HR functions from recruitment and onboarding to learning, wellbeing, employee relations and policy ensuring Enable remains a great place to work.

Central Services ensure the company operates smoothly and assists in working towards Enables strategic direction. Supporting the various services that make up Enable, Central Services consists of small and high output teams including Human Resources, Marcomms, Operations and Finance. Together, these teams make up the foundation of our business, driving our mission and fostering growth and development.

Main Duties/Responsibilities:

Act as a strategic partner to the senior leadership team, advising on workforce planning, talent needs, and organisational change.
Line manage and develop the HR team, creating a culture of accountability, support, and continuous improvement.
Oversee all core HR functions, including recruitment, learning and development, employee relations, wellbeing, payroll, and compliance.
Champion an inclusive, values led culture, embedding practices that promote diversity, equity, wellbeing, and psychological safety.
Strengthen HR policies, frameworks and systems, ensuring they are clear, consistent, and legally compliant.
Use HR data and insights to influence decision making, identify trends, and measure impact across the employee lifecycle.
Lead complex and sensitive people matters, including restructures, senior level ER cases, and organisational design.
Drive continuous improvement in people practices, ensuring Enable remains agile, resilient, and a great employer.
Represent HR internally and externally, building trusted relationships and promoting Enable’s mission through its people.

Skills and Experience:

Proven experience in a senior HR role (HR Manager, Head of People or similar), with a track record of delivering both strategic and operational HR.
Strong knowledge of UK employment law and best practice, with the ability to manage complex ER cases confidently and sensitively.
Experience leading, motivating and developing a team.
Demonstrable ability to design and deliver People strategies that support organisational goals.
Strong organisational development and change management experience.
Excellent communication and relationship building skills, with the ability to influence and advise senior stakeholders.
Experience implementing or improving HR policies, systems and processes.
Ability to use HR data to provide insight, identify trends and drive informed decision making.
Commitment to diversity, equity, inclusion and wellbeing.
Highly organised, proactive and able to juggle multiple priorities in a fast paced environment.
Experience in the charity, public sector or community focused organisations.
Exposure to organisational restructures, TUPE or large scale change programmes.
Experience with HRIS implementation or optimisation.
Coaching or facilitation skills.

This is an exciting opportunity to be a part of a company that positively impacts the community around them! If you are someone that is motivated by a desire to enrich the lives of others and make a genuine difference, then please Apply Now and follow the prompts.

If this role not quite right, however you are still interested in working at Enable then we encourage you to get in touch today on

Enable is strongly committed to creating a diverse and inclusive workplace and is an equal opportunities employer. We value diversity and encourage applications from candidates from all backgrounds. We believe that the more inclusive we are, the better our work will be. To find out more on our approach to Equality, Diversity and Inclusion, please visit our website.

Technical Expert - Antennae Systems

Key Responsibilities

Offering expert technical guidance across system / hardware design, component selection, feasibility analysis and resolution of complex engineering issues.
Supporting programme delivery, ensuring supplier milestones and engineering deliverables are met in line with the customer’s internal expectations and gateway process.
Managing supplier technical reviews, design validation activities, and ensuring compliance with relevant standards and customer requirements.
Conducting technical analysis, documentation support, component readiness tracking and risk assessments.
Acting as the primary interface for day to day delivery support, providing regular status updates, escalation management and coordination between the customer’s engineering sub teams.
Ensuring that all activities are carried out in alignment with the customer’s Cockpit Electronics technical roadmap, ensuring consistency of approach and reuse across vehicle programmes.

Key Activities and Outputs

Technical assessments of Cockpit Electronics components (clusters, displays, HUD, HMI modules, domain controllers, input devices)

Deliverable: Technical Assessment Report
Creation and maintenance of component specifications, interface documents, and engineering change documentation.

Deliverable: Released documentation of MTS, DFMEA, DVP, 2D Drawings, 3D data within SAP, DFM, ECL
Support for build phases - including prototype, mule and VP builds - ensuring parts, software and configurations are validated and issues tracked.

Deliverable: RAT update, Phased Releases in SAP, PRs as required, BDRs, RRLs,
Supplier coordination, including design reviews, technical sign off, 8D problem solving, and validation evidence collection.

Deliverable: RFI/RFQ, Hardware Specifications, Software Specifications, Supplier DFMEA, Design Reviews, Timing Plans, 8D Reports, QCR, DVP&R, Open Issue List, Boundary Diagrams
Preparation of engineering documentation, including test reports, risk registers, technical summaries and decision making packs.

Deliverable: Decision Matrix, DVP&R, ECRs
Tracking and reporting of delivery readiness, ensuring alignment with programme milestones and gateway deliverables.

Deliverable: BDR, ER/RRL, ROR
Conducting technical benchmarking, technology assessments, and recommendations for Cockpit Electronics improvement or harmonisation.

Deliverable: Benchmarking Reports, Commodity Strategy Documentations
Supporting cross functional integration (UX/UI, Systems, Software, Functional Safety, Cybersecurity, Body Electronics, Chassis teams) as needed.

Deliverable: Open Issues List and Tracking Documentation including minutes of meetings.

Qualifications

Engineering degree 2:1 or above
Ability to overcome cultural barriers
Demonstrate strong customer, team & supplier management skills
An ability to work effectively and calmly under pressure and to manage time effectively under tight and rigid deadlines
Possess a minimum of 8-10 years of specialised experience in their respective commodity areas (e.g., Infotainment, Audio, Microphone, Switches and Interior Controls, etc.).
Demonstrate deep commodity domain expertise including hardware definition, complex issue resolution, supplier technical management and compliance with TS16949, ISO 26262, ISO 21434, and customer-specific guidelines.
Be capable of acting as subject matter authorities for the customer, providing technical direction, strategy definition, trade off assessments, and risk identification across multiple programmes.
Have proven experience in cross functional technical leadership, supporting design reviews, validation planning, DV/PV execution and technical sign off activities.
Be able to provide rapid technical assessment of supplier proposals, design changes, and feasibility of new technologies.
Be proficient in tools (JIRA, JAMA, DOORS, Confluence, VDI environment) and able to support engineering / technical documentation to customer standards.
Have experience working with tier 1 suppliers across global locations, ensuring technical alignment and traceability.
Demonstrate excellent communication skills and ability to clearly present complex engineering details to a mixed competency audience at all levels.
MircosoftExcel, Word, Power Point, Project, Visio

Benefits

Health cash plan, following successful probation
5% employer pension contributions
Hybrid working
25 days annual leave + 8 bank holidays
Generous absence cover
Cycle 2 Work scheme
Octopus EV scheme

The Company is open to considering alternative engagement arrangements, including a self employed basis, subject to mutual agreement.

Project Engineer - Displays and HUD

Including, but not limited to:

Offering expert technical guidance across system / hardware design, component selection, feasibility analysis and resolution of complex engineering issues.
Supporting programme delivery, ensuring supplier milestones and engineering deliverables are met in line with the customer’s internal expectations and gateway process.
Managing supplier technical reviews, design validation activities, and ensuring compliance with relevant standards and customer requirements.
Conducting technical analysis, documentation support, component readiness tracking and risk assessments.
Acting as the primary interface for day-to-day delivery support, providing regular status updates, escalation management and coordination between the customer’s engineering sub teams.
Ensuring that all activities are carried out in alignment with the customer’s Cockpit Electronics technical roadmap, ensuring consistency of approach and reuse across vehicle programmes.

In addition to the above, key activities and outputs will include (but is not limited to):

Technical assessments of Cockpit Electronics components (clusters, displays, HUD, HMI modules, domain controllers, input devices)

Deliverable : Technical Assessment Report
Creation and maintenance of component specifications, interface documents, and engineering change documentation.

Deliverable: Released documentation of MTS, DFMEA, DVP, 2D Drawings, 3D data within SAP, DFM, ECL
Support for build phases - including prototype, mule and VP builds - ensuring parts, software and configurations are validated and issues tracked.

Deliverable: RAT update, Phased Releases in SAP, PRs as required, BDRs, RRLs,
Supplier coordination, including design reviews, technical sign off, 8D problem solving, and validation evidence collection.

Deliverable: RFI/RFQ, Hardware Specifications, Software Specifications, Supplier DFMEA, Design Reviews, Timing Plans, 8D Reports, QCR, DVP&R, Open Issue List, Boundary Diagrams
Preparation of engineering documentation, including test reports, risk registers, technical summaries and decision making packs.

Deliverable: Decision Matrix, DVP&R, ECRs
Tracking and reporting of delivery readiness, ensuring alignment with programme milestones and gateway deliverables.

Deliverable: BDR, ER/RRL, ROR
Conducting technical benchmarking, technology assessments, and recommendations for Cockpit Electronics improvement or harmonisation.

Deliverable: Benchmarking Reports, Commodity Strategy Documentations
Supporting cross-functional integration (UX/UI, Systems, Software, Functional Safety, Cybersecurity, Body Electronics, Chassis teams) as needed.

Deliverable: Open Issues List and Tracking Documentation including minutes of meetings.

The Company is open to considering alternative engagement arrangements, including a self-employed basis, subject to mutual agreement.

Qualifications & Experience

Engineering degree 2:1 or above
Ability to overcome cultural barriers
Demonstrate strong customer, team & supplier management skills
An ability to work effectively and calmly under pressure and to manage time effectively under tight and rigid deadlines
Have 5+ years of programme delivery experience in automotive electronics or mechatronics, including delivery across multiple development gateways.
Be capable of end to end component & commodity software / feature delivery, covering requirements, supplier coordination, prototype build support, validation tracking, and launch readiness.
Demonstrate strong abilities in issue management, including root cause analysis with suppliers, risk escalation and driving cross functional closure plans.
Be proficient in planning and coordination, including BoM management, DFMEA creation and monitoring, DVP status tracking, commodity releases, change management and document control.
Understand the interaction between mechanical, electrical, software and validation teams, ensuring alignment of timelines.
Have demonstratable experience in working with tier 1 suppliers across global locations, ensuring technical alignment and traceability and managing design & development from concept through to delivery.
Have experience managing offshore/nearshore engineering activities and ensuring consistent communication and quality outputs.
Be strong in administrative rigour - meeting notes, actions, technical reporting - aligned to the customer’s templates and compliance expectations.
Have a working knowledge of systems (JIRA, TCM, JAMA/DOORS, SAP, Enovia / 3DX ) and internal processes for gateway readiness and deliverable handover.
Proficient in Microsoft Excel, Word, PowerPoint, Project, Visio

Benefits

Health cash plan, following successful probation
5% employer pension contributions
Hybrid working
25 days annual leave + 8 bank holidays
Generous absence cover
Cycle 2 Work scheme
Octopus EV scheme

Global Head of People Business Partnering - Support Functions

Dr. Martens is more than a brand - it’s a global icon with over 60 years of attitude, heritage, and cultural impact. We’re a thriving, values driven business powered by diverse thinkers, bold doers, and people who bring their whole selves to work. If you’re ready to make your mark, you’re in the right place.

At DM, our values guide everything we do: Be Yourself, Act Courageously, Show You Care. They’re not just words - they’re how we turn passion into progress.

WHERE YOU SIT

As our Global Head of People Business Partnering - Support Functions, you’ll be part of the People team working closely with brilliant people across the business and reporting into Chief People Officer. You’ll be right at the heart of fast moving projects that shape how we show up for our consumers - today and tomorrow.

WHERE YOU CONTRIBUTE

The Global Head of People Business Partnering - Support Functions is accountable for leading strategic people partnering across Directors office, Finance, Tech, and Legal. The role ensures these functions are structurally sound, capability rich, and resourced to underpin value creation and value capture across the wider organisation.

As a senior advisor to functional leaders and the CPO, this role translates enterprise strategy into clear people and organisation plans, enabling operational excellence, scalability, efficiency, and effective collaboration across global and market connected teams. The role plays a crucial part in delivering organisational simplification, improved productivity, and consistent leadership standards across core corporate functions.

CORE ACCOUNTABILITIES

As our Global Head of People Business Partnering - Support Functions, you will be responsible for:

Acting as the senior People partner to Global Support Function leadership teams, translating business strategy into aligned people plans and providing challenge on structure, cost and capability decisions.
Leading organisation design and workforce planning, ensuring clarity of accountability, productivity focus and alignment with future capability needs.
Owning talent, succession and leadership development across Support Functions, strengthening inclusive talent pipelines and delivery capability.
Leading the people aspects of transformation and embedding consistent leadership behaviours, ways of working and culture across functions.
Using people insights and governance to drive decision quality while leading and developing a high performing People Business Partner team.

KEY SKILLS & CAPABILITIES

Put simply, the key things we’re looking for are:

Strong understanding of how support functions enable enterprise performance, scalability and value delivery, with ability to connect people strategy to cost, productivity, risk and operational outcomes across global matrix organisations.
Deep expertise in organisation design, workforce planning, succession planning and leadership development, with credibility to influence and challenge senior functional leaders and executives.
Experience leading people aspects of large scale transformation and change, with strong understanding of engagement drivers and cultural levers within corporate and enabling functions.
Data driven and commercially minded approach to people decisions, operating effectively across global-local environments with strong judgement, resilience and decisiveness in ambiguity.
Role models organisational values and builds trust through credibility and consistency, acting as a principled leader and culture carrier across the business.

WHAT’S IN IT FOR YOU?

Hybrid working
Welcome free pair of Docs
‘Buy as you Earn’ Share scheme
65% off all Docs
50% off Accessories
Pension Scheme through Aviva
Life Assurance
25 Days Annual Leave + Bank Holidays
Private healthcare
2 paid volunteer days per year

READY TO FILL YOUR BOOTS?

If you’re excited to own your impact, shape the future of an iconic brand, and grow your career in a place that champions individuality - we’d love to hear from you.

Application closing date: Friday 1st of May 2026

At Dr. Martens, we are committed to creating an environment in which we can all be our best and bring our authentic selves to work. We encourage applications, regardless of race, colour, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, age, veteran status, or disability. Diverse and inclusive teams have a positive impact on our brand; helping us to speak authentically to our consumers.

We strive to develop a business where our people can thrive and feel empowered to express themselves. Because we believe everyone should feel supported and included whatever their role in the Dr. Martens community.

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

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