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

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

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

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

Key Responsibilities

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

Person specification

Essential experience and skills

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

Apply Now

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

Senior Talent Attraction & Research Consultant

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

Locations: London Lisbon

Who We Are

Boston Consulting Group partners with leaders in business and society to tackle their most important challenges and capture their greatest opportunities. BCG was the pioneer in business strategy when it was founded in 1963. Today, we help clients with total transformation-inspiring complex change, enabling organizations to grow, building competitive advantage, and driving bottom-line impact. To succeed, organizations must blend digital and human capabilities. Our diverse, global teams bring deep industry and functional expertise and a range of perspectives to spark change. BCG delivers solutions through leading-edge management consulting along with technology and design, corporate and digital ventures-and business purpose. We work in a uniquely collaborative model across the firm and throughout all levels of the client organization, generating results that allow our clients to thrive.

What You’ll Do

This role sits within BCG’s Global Compensation Team and is part of the central Global Reward Centre of Expertise, which oversees the strategy, management, and development of Reward programs across our Consulting Teams, Specialty Businesses, and Business Services Teams. You will provide analytical and specialist support to the Global Compensation team to aid managerial decisions related to compensation programs in various BCG organization(s) and cohorts(s).

Within the team, this role has an analytical focus, and typical activities will include:

• Creating, maintaining and updating executive compensation bonus tools to decide and facilitate bonus payout processes and streamline compensation workflows.
• Developing, updating and calculating compensation funding models based on population data, compensation parameters and financial performance metrics
• Preparing and presenting insights, reports, and visualizations on bonus and compensation metrics to stakeholders.
• Continuously improving tools, models and processes to enhance efficiency and data accuracy.
• Contributing to assigned key initiatives across the range of areas covered by Global Compensation COE

YOU’RE GOOD AT

• Data modelling and mathematical analysis
• Building relationships
• Organizing and prioritizing work, taking initiative
• Communicating articulately and clearly with stakeholders in written and spoken forms
• Working within a fast paced and changing environment
• Navigating complexity and ambiguity
• Demonstrating a mind-set of continuous improvement

What You’ll Bring

• Bachelor’s degree required; Master/ MBA a plus
• Minimum 6 years of corporate experience in compensation or a related area, showing progression
• Ability to drive analysis and processes with guidance
• Mathematical confidence and comfort with calculations
• Familiarity with reward practices, executive compensation and/or comp modelling an advantage
• Advanced Microsoft Excel skills. Working knowledge of PowerPoint.
• Strong written and verbal communication skills and a strong attention to detail and accuracy
• Experience working across different geographies an advantage

Who You’ll Work With

• Global Compensation team members and leadership
• MD HR team
• Global HR and Finance teams
• Business stakeholders

Boston Consulting Group is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity / expression, national origin, disability, protected veteran status, or any other characteristic protected under national, provincial, or local law, where applicable, and those with criminal histories will be considered in a manner consistent with applicable state and local laws.
BCG is an E - Verify Employer. Click here for more information on E-Verify.

Prudential's purpose is to be partners for every life and protectors for every future. Our purpose encourages everything we do by creating a culture in which diversity is celebrated and inclusion assured, for our people, customers, and partners. We provide a platform for our people to do their best work and make an impact to the business, and we support our people's career ambitions. We pledge to make Prudential a place where you can Connect, Grow, and Succeed.This role plays a strategic role in shaping the PVA's talent, leadership and culture agenda to support the sustainable growth. This role builds organizational capability through learning, leadership, culture, engagement and employee communication - ensuring the company remains an attractive, high-performing and values-driven employer. Learning and Talent Development Define and execute the learning and talent development strategy that builds technical, digital, and behavioral capabilities aligned with business priorities. Lead the design and implementation of learning programs for critical roles and functions (e.g., distribution, underwriting, actuarial, operations). Establish a talent framework to identify, assess, and develop successors for key positions across all functions. Introduce modern learning approaches (e.g., learning experience platforms, bite-sized learning, and manager-led learning culture). Leadership Development Design and implement leadership development programs across levels - from emerging leaders to senior executives - to strengthen the company's leadership pipeline. Coach and partner with business leaders to embed leadership behaviors consistent with the company's values and transformation goals. Integrate leadership capability building into talent reviews, succession planning, and performance management. Introduce leadership assessments and feedback mechanisms to measure leadership effectiveness and growth. Culture and Engagement Drive cultural evolution to support agility, accountability, inclusion, and customer-centricity. Partner with HRBPs and business leaders to diagnose engagement drivers, track employee sentiment, and implement action plans. Embed company values into the employee experience, performance, and leadership practices. Co-lead change management initiatives to strengthen belonging and trust post-transformation. Employer Branding Develop and execute an employer branding strategy that positions the company as a top employer in the insurance and financial services market. Collaborate with Strategic Resourcing, Corporate Communications and Marketing to tell authentic stories about company culture, purpose, and people. Leverage digital and social media to build engagement and brand advocacy among employees and external audiences. Lead the certification process for PVA to participate in external certification, as one of the key Strategic people metrics. Team Management and Development: Recruit, develop and coach direct reports for performance. Conduct and document regular performance reviews and an annual review as well as regular personal / career development discussions with direct reports, in line with agreed Prudential Performance Management Process Other tasks as assigned by managers Prudential is an equal opportunity employer. We provide equality of opportunity of benefits for all who apply and who perform work for our organisation irrespective of sex, race, age, ethnic origin, educational, social and cultural background, marital status, pregnancy and maternity, religion or belief, disability or part-time / fixed-term work, or any other status protected by applicable law. We encourage the same standards from our recruitment and third-party suppliers taking into account the context of grade, job and location. We also allow for reasonable adjustments to support people with individual physical or mental health requirements.Prudential plc provides life and health insurance and asset management to 18 million customers across 24 markets in Asia and Africa.We are headquartered in London and Hong Kong and are focused on four strategic regions: Greater China, ASEAN, India and Africa. We are served by around 68,000 average monthly active agents and more than 200 bank partners.Prudential plc is not affiliated in any manner with Prudential Financial, Inc., a company whose principal place of business is in the United States of America or with the Prudential Assurance Company, a subsidiary of M&G plc, a company incorporated in the United Kingdom.Find out more atFollow us on LinkedIn

• 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.

At Moody’s, we unite the brightest minds to turn today’s risks into tomorrow’s opportunities. We do this by striving to create an inclusive environment where everyone feels welcome to be who they are-with the freedom to exchange ideas, think innovatively, and listen to each other and customers in meaningful ways. Moody’s is transforming how the world sees risk. As a global leader in ratings and integrated risk assessment, we’re advancing AI to move from insight to action-enabling intelligence that not only understands complexity but responds to it. We decode risk to unlock opportunity, helping our clients navigate uncertainty with clarity, speed, and confidence.

If you are excited about this opportunity but do not meet every single requirement, please apply! You still may be a great fit for this role or other open roles. We are seeking candidates who model our values: invest in every relationship, lead with curiosity, champion diverse perspectives, turn inputs into actions, and uphold trust through integrity.

Skills and Competencies

• Deep subject matter expertise in corporate trade credit management, including credit risk, receivables, and treasury workflows
• Strong ability to act as a trusted advisor, translating trade credit and data-driven solutions into measurable business value
• Demonstrated experience driving technology and data transformation to enhance automation and operational efficiency
• Excellent presentation, communication, and storytelling skills, with the ability to influence senior-level stakeholders
• Strong understanding of KPIs, workflows, business requirements, and stakeholder dynamics within credit and treasury functions
• Strategic and analytical mindset, capable of identifying market trends, regulatory themes, and whitespace opportunities
• Proven ability to collaborate effectively with sales, marketing, and product management teams
• Professional resilience and credibility when operating in complex, high-pressure client environments
• Demonstrated proficiency in artificial intelligence concepts, with hands on experience using AI tools to streamline workflows and enhance operational efficiency
• Demonstrates a growing awareness of AI risk management and a commitment to responsible and ethical AI use

Education

• Bachelor’s degree required
• Additional relevant qualifications, certifications, or professional associations are beneficial
• 10-15+ years of experience in trade credit, credit management, consulting, or related corporate environments

Responsibilities

This client-facing role is responsible for serving as a subject matter expert and trusted advisor throughout the sales cycle, establishing credibility in Moody’s Trade Credit Management solutions. Other responsibilities include:

• Supporting discovery, qualification, and solution design by facilitating solution architecture aligned to corporate customer use cases
• Elevating RFP and Proof of Concept processes using industry best practices and transformation expertise
• Partnering with sales, marketing, and product teams to design and execute effective market outreach strategies
• Leading industry engagement initiatives, including speaking at events, publishing thought leadership, and building stakeholder relationships
• Identifying emerging market themes and regulatory requirements to future-proof Moody’s solutions
• Detecting and articulating whitespace opportunities, supporting the development of new capabilities and enhancements; building business cases for product development and continuous solution improvement
• This position offers a dynamic work environment, requiring up to 50% travel to engage with clients face-to-face, while also providing the flexibility of hybrid working

About the Team

The Industry Practice team at Moody’s Analytics is a group of experienced subject matter experts drawn from corporate, consulting, and regulatory backgrounds. Aligned closely with customer segments, the team plays a critical role in connecting real-world trade credit challenges with Moody’s data, analytics, and technology solutions. As industry leaders and advocates, the team shapes strategy through thought leadership, client engagement, and market insight, working collaboratively with sales and product partners to deliver impactful, future-ready solutions across Europe.

Moody’s is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status, sexual orientation, gender expression, gender identity or any other characteristic protected by law.
Candidates for Moody’s Corporation may be asked to disclose securities holdings pursuant to Moody’s Policy for Securities Trading and the requirements of the position. Employment is contingent upon compliance with the Policy, including remediation of positions in those holdings as necessary.

About Moneybox

At Moneybox, our mission is to give everyone the means to get more out of life. We’re guided by our belief that wealth isn’t about the money, it’s about the means to more - more freedom, opportunities, possibilities, and peace of mind. Moneybox is an award-winning wealth management platform, helping over one and a half million people build wealth throughout their lives, whether they’re saving and investing, buying their first home, or planning for retirement.

Job Brief

As a Senior People Partner at Moneybox, you’ll be more than an HR expert - you’ll be a strategic partner, helping shape how we build and grow our teams as we scale. You’ll work closely with our Head of People Partnering and Culture, VP People and Senior People Partner to connect our people strategy to the things that actually matter: our mission, our culture, and our strategic company goals.

What You’ll Do

• Strategic Business Partnering: Get under the skin of your business areas - understand their goals, anticipate their challenges, and bring proactive, commercial people solutions to the table.
• Organisational Influence: Support People team strategy and roadmap delivery so that People initiatives are a driver of what we achieve as a business.
• Consultancy & Coaching: Be the trusted expert our senior leaders turn to when they’re navigating complex org challenges. Think long-term, not just the next quarter.
• Project Accountability: Own large-scale, complex People projects end-to-end. Use data to cut through noise and tell clear, compelling stories that drive decisions.

Experience and Skills

• Expertise: Proven experience as a People Partner, ideally bringing a specialism or spike (e.g. strategic workforce planning, organisational design, change management, DE&I).
• Business & Financial Acumen: You’re comfortable talking about headcount budgets, forecasting, and the commercial impact of People decisions.
• Data Literacy: You can turn complex data into clear narratives that land with senior stakeholders and influence decisions.
• Stakeholder Management: You build trust quickly, handle difficult conversations with confidence, and aren’t afraid to push back when it matters.
• Communication: You’re a skilled facilitator and presenter - someone who can bring a room along with them and get genuine buy-in for change.
• Legal Knowledge: Strong working knowledge of UK employment law, including the full spectrum of ER.

Who You Are

• Strategic Thinker: You’ve moved beyond purely technical HR skills and lead through influence, coaching, and commercial instinct.
• Driven & Ambitious: You want to grow, and you’re excited by what we’re building at Moneybox.
• Resilient: You can make sound calls with imperfect information - and back them up with evidence when challenged.
• Collaborative: You naturally bring people together across functions and look for the synergies others miss.

What’s in it for you?

• Impact: A genuine seat at the table - where your ideas are heard and your work shapes how Moneybox grows.
• Growth: A personal L&D budget, plus access to strategic People workshops and conferences to keep you at the top of your game.
• Company Bonus Scheme: Rewarding Company and individual performance.
• Wellbeing: Private medical insurance, health cash plan, Gympass subscription, Company pension scheme, home office furniture allowance, cycle-to-work and e-bike scheme.
• Flexibility: Hybrid working, with 2 days a week in our London office (near the Oxo Tower).
• Holiday: 25 days plus bank holidays, with more added as your time with us grows.

GAQ127R85

Mission

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

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

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

What you’ll do:

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

What you’ll bring:

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

About Databricks

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

Benefits

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

Our Commitment to Diversity and Inclusion

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

Compliance

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

Job Description: Senior HR Business Partner My client is a global fintech organisation undergoing significant transformation and growth, creating an exciting and challenging environment for a senior HR professional eager to make an impact. They are seeking a commercial, strategic Senior HR Business Partner based in London with a global remit, supporting complex client groups and senior stakeholders. Key responsibilities include translating business strategy into clear people strategy deliverables, collaborating with the broader HR team, business functions, and centres of excellence to drive HR initiatives. You will ensure appropriate engagement to support transformation, talent management, succession planning, leadership development, and work closely with C-Suite stakeholders to deliver critical people plans aligned with the business agenda. This role is ideal for someone with comprehensive HR Business Partnering experience within a global, matrix environment, preferably supporting technology sectors or organisations that operate at pace with strong change agendas. Ideal candidate experience: 1. Ability to manage senior stakeholders and influence within challenging environments 2. Extensive experience as an HR Business Partner in fast-paced, global matrix organisations, preferably within financial services, fintech, or technology sectors 3. Broad experience supporting client groups on a global basis across all aspects of the people agenda 4. Strong data-driven decision-making skills 5. Experience managing and driving HR initiatives in complex environments 6. Commercial and pragmatic approach to human capital solutions 7. High-level influencing and communication skills McGregor Boyall is an equal opportunity employer and does not discriminate on any grounds.

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.

Reports to: Director of Talent Development

Based: London, UK

Status: 18-month contract

Job purpose

The purpose of this 18-month fixed-term contract is to deliver a defined portfolio of learning and development projects that strengthen organisational capability across the IFRS Foundation. The postholder will be responsible for developing and implementing agreed initiatives in leadership development, career development, technical learning and onboarding, with clear deliverables to be achieved during the contract period. Expected outcomes include completion of learning needs analyses, delivery of targeted workshops and learning interventions, development of sustainable learning resources and frameworks, and strengthened support for talent pipeline development. The overall objective is to deliver measurable improvements in employee capability, performance, engagement and retention by the end of the contract.

The team

Reporting to the Talent Development Director, works in close partnership with the entire global HR team.

Principal accountabilities

• Partner with the Talent Development Director to translate the Foundation’s people priorities into a practical L&D roadmap and deliverable plans (annually / quarterly).
• Conduct learning needs analysis across technical and Central functions; synthesise insights into recommended interventions, cohorts and learning journeys.
• Design scaling impact-driven and data-informed training programmes, applying modern adult learning methods (interactive design, practice, reflection, peer learning, case-based discussion) suitable for varied audiences that work globally.
• Design structured learning pathways (e.g., new manager, leadership essentials, project/change capability), ensuring relevance to a global, expert audience.
• Partner with the Talent Development Director to create leadership and management development programmes, to drive accountability, capability and transparency.
• Create practical tools and reinforcement to drive workplace application.
• Partner with HR business partners and coordinate with technical leadership/SMEs to identify technical learning needs and shape an annual technical learning plan (e.g., internal teach-ins, communities of practice, knowledge-sharing series).
• Partner with HR business partners to implement talent development initiatives that demonstrate clear value to the business.
• Enable SMEs to deliver learning effectively by providing learning design support, facilitation guidance, session formats and participant materials.
• Administer the learning management system (LMS), manage the LMS calendar and promote its usage to support consistency and discoverability across teams.
• Work in close collaboration with HR Operations and the Compliance teams to coordinate onboarding activities end-to-end, ensuring a consistent, high-quality new joiner experience.
• Develop, implement and track talent development performance indicators.

Talent Management

• Support the design and the implementation of the unified performance management approach, including Performance Management, Talent reviews and Succession planning.
• Create practical tools and reinforcement to drive workplace application.
• Enable workforce planning by supporting the creation and the implementation of a job architecture, with career pathways for Central functions and technical staff.
• Collaborate with the HR business partner to deliver the colleague engagement survey and support the creation of team action plans.
• Administer the Talent Management Platform (HiBob).
• Develop, implement and track talent management performance indicators.

Diversity, Equity & Inclusion

• Conduct research on best practices on DE&I principles in jurisdictions and collaborate in the creation of the DE&I strategy for the Foundation.
• Co-lead the development, coordination, and mobilisation of the DE&I Community of Practice/champions.
• Develop strategic partnerships with internal teams for DE&I change initiatives.
• Develop and implement DE&I performance indicators.
• Collaborate with Talent Acquisition, HR Business partners and HR Operations to integrate DE&I topics in day-to-day activities.

Qualifications and experience

• Must have experience in facilitation, giving major presentations, developing team leadership, team consolidation and/or providing strategic support to leadership teams.
• Has significant experience in leadership development and talent management and DE&I.
• University degree preferred in a relevant field (Adult education, organisational development, HR, psychology). A combination of education and experience will also be considered.
• Proficiency in the Microsoft Office 365 suite and experience with talent management systems (HiBob preferred) and LMS (Litmos preferred).
• Strong knowledge of L&D platforms.

Skills and attributes

• Ability to thrive in a complex and dynamic environment.
• Passionate in talent development. Pragmatic, delivery-focused and comfortable “owning” execution without formal authority.
• A future-focused and a continuous improvement innovator.
• High standards for quality, clarity and learner experience.
• Data-driven and analytical.
• International experience.
• A trusted and positive partner who builds trust quickly; works well with senior experts and highly skilled diverse stakeholders.
• Integrity when dealing with confidential information.
• Global team player and collaborator and is culturally aware.
• Adhere to the Foundation’s values and behaviours.

Overview

Reports t o : Global HR Operations Director

Status: Permanent

Purpose: This role is responsible for leading the organi s ation’s reward programs, with a special focus on identifying and implementing process improvements and automations that enhance HRIS functionality. The manager serves as a strategic partner, providing comprehensive analytical insights and driving competitive, compliant global compensation and benefits solutions across the Foundation.

Responsibilities

Principal a ccountabilities:

Compensation & benefits management

• Lead strategic global role benchmarking and maintain a comprehensive, current job architecture aligned with internal equity and market competitiveness.
• Drive participation in global and regional compensation and benefits surveys; analyse and present market data to inform compensation strategies.
• Oversee the design, evaluation, and implementation of compensation programs such as salary structures, incentives, benefits and recognition initiatives.
• Manage the full lifecycle of employee benefits, ensuring efficient vendor coordination, renewals, and compliance with regulations.
• Provide strategic advice to HR Business Partners and leadership on reward policies and best practices against Company strategy and cultural objectives.
• Serve as the primary HRIS system administrator, optimizing system configuration for enhanced functionality against a user led backlog, created in collaboration with users across the business.
• Lead the identification and implementation of system improvements and automation opportunities, enhancing the employee experience.
• Maintain system integrity through regular audits and manage updates and release coordination with IT and vendors.
• Develop comprehensive system documentation, user guides, and training materials.

Data, reporting & compliance

• Oversee the production of strategic HR analytics, dashboards, and reports for senior leadership decision-making.
• Ensure compliance with legal requirements and audit standards in compensation, benefits, and HRIS activities.
• Lead data privacy initiatives to ensure secure handling of employee information in all relevant juristictions.

Qualifications & experience

• HR certification (e.g., CIPD, SHRM)Bachelor’s degree in Human Resources, Business, Finance, or a related field; is an advantage.
• Demonstrated global or multi-country experience in compensation and benefits, including familiarity with diverse market practices.
• Hands-on experience with HR benchmarking tools and participation in external reward surveys.
• Proven experience administering or managing HRIS platforms (e.g., Workday, SuccessFactors)HiBobis an advantage
• Strong analytical background with experience in compensation modelling, data analysis, and reporting.
• Experience working in a multinational or complex organizational environment.

Skills and attributes

• Strong analytical and quantitative skills, with the ability to interpret and triangulate complex data and translate insights into recommendations.
• Strong stakeholder engagement skills to lead change and respond to business problems and opportunities.
• Experience of leading a team and delivering value into an organisation
• Excellent attention to detail and commitment to data accuracy and integrity.
• Highproficiencyin Excel and HR analytics tools; comfort with system configuration and workflows.PowerBIis an advantage
• Strong communicationand stakeholder-management skills, with the ability to explain technical concepts to non-technical audiences.
• Proactive problem-solver with a process-improvement mindset.
• Ability to work independently, manage multiple priorities, and meet deadlines in a fast-paced global environment.
• Strong ethical judgment and respect for confidentiality and sensitive data.

Application closing date

Application Closing Date: 8th March 2026

Please note that while we have a closing date for this application, we reserve the right to interview candidates and potentially close the role early should we find a suitable candidate before the closing date

The IFRS Foundation is a public interest, not-for profit organisation that sets corporate reporting standards for the capital markets globally. IFRS Accounting Standards are required for use by more than 140 countries whilst IFRS Sustainability Disclosure Standards are rapidly becoming the global baseline for sustainability disclosures worldwide.

We are a highly diverse and inclusive organisation. Our 350+ staff come from more than 45+ different countries and are united in supporting the mission of the Foundation to bring transparency, accountability and efficiency to capital markets worldwide. With offices in London, Frankfurt, Montreal, Tokyo, Beijing and San Francisco, the Foundation is truly a global standard-setter.

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Junior People Team Business Partner London Permanent

We’re Hutch, a mobile games developer & publisher with studios in central London, Dundee and Canada. Our mission is to build the most diverse and engaged automotive gaming community on mobile. Our games have been played by over 300 million people, with new titles in development.

We believe in putting our people first. Here you can make games without sacrificing quality time with family and friends. We strive to ensure our people are happy and healthy.

Our teams are small and empowered, they have the independence to take on creative and technical challenges together, to work collaboratively, to make great games and have fun along the way.

We believe in; Looking after our people, small empowered teams, complete transparency, test, learn repeat, community at the core and the freedom to focus on what truly makes a difference to our players.

We’re driven by our players! Come and Join the mission!

Junior People Team Business Partner London

We’re looking for a Junior People Team (HR) Business Partner to join our London-based People Team. This role is ideal for someone who is an established PT Advisor/Manager looking for their first step into a Business Partner role or someone who is already early into their Business Partner journey and looking for a change.

As a Junior People Team Business Partner, you’ll work closely with leaders and teams across the studio to support people, deliver initiatives, strengthen employee experience, and help drive high performance. You’ll act as a trusted partner on day-to-day people matters, while learning how to influence and support broader organisational strategy.

This is a fantastic opportunity to gain exposure to the full employee lifecycle within a fast-paced, creative, and data-driven environment.

Key Responsibilities:

• Partner with managers to provide guidance on employee relations, performance management, engagement, wellbeing and development conversations
• Support the delivery of People Team initiatives across performance, engagement, talent development, and culture
• Benefit Management - Pensions, Healthcare, Life Assurance, Perkbox etc
• EDI - Support and implementation of initiatives, member of EDI/Social Responsibility Team
• Support employee lifecycle processes including onboarding, probation, pay reviews, promotions, and exits
• Learning and Development - Appraisal Process, Training, Fuel Lunch and Learn Sessions etc
• Competence at handling maternity/paternity leave
• Contribute to engagement survey analysis and action planning
• Use people data and insights to support decision-making and identify trends
• Support change initiatives and help embed new processes across teams
• Maintain accurate HR documentation and ensure compliance with UK employment legislation
• Data reporting - including turnover, sickness, absence and diversity stats
• Payroll - Collation of information, checking prior to sharing with external provider
• Administration - issuing contracts, letters, other People related admin

Qualifications:

• Previous experience in an HR/People role (e.g. HR Advisor, Manager, Jnr BP or similar)
• Strong understanding of UK employment law fundamentals
• Confident communicator with the ability to build trust with managers and employees
• Knowledge of handling visa/immigration law
• Organised, detail-oriented, and comfortable managing multiple priorities
• Comfortable working with data and drawing insights from people metrics
• Proactive mindset with a strong desire to learn and grow
• High level of discretion and professionalism when handling sensitive information
• CIPD qualification / HR related degree

Bonus Points

• Experience in the games, tech, or creative industries
• Exposure to organisational change projects
• Experience of Canadian Law

Our HQ is in the heart of Shoreditch in central London. We have additional offices in Dundee and Mahone Bay, Nova Scotia. We’re an agile, creative team with people at the core of our values. We reward our employees with;

• Remote working 2 days per week (Tues - Thurs in the London Studio)
• Excellent salary
• Private health care
• Enhanced Maternity (18 weeks) and Paternity leave (6 weeks)
• Access to mental health initiatives such as private mental health coaching
• Support to learn, develop and progress within Hutch
• Free snacks and drinks
• Social events, game launch parties, Team days and much more

Our Values

• Transparent - Being transparent and open helps us to be trusted and fosters integrity.
• Humble - When we are humble we show humility, we let go of egos and we are self-aware.
• Collaborative - We value teamwork, the spirit of collaboration and the results of working together.
• Driven - We have drive and ambition and always push for the best results rather than settling.
• Adaptable - Demonstrating the ability to adapt ultimately helps us grow and helps us thrive in different situations

We value diversity and as an equal opportunity employer we encourage applications from all suitable applicants. All applicants will be considered for employment without attention to race, colour, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.

Please see Hutch Privacy Policy for details on how Hutch uses your personal data.

Come and find out more about Hutch -

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

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

Where we are now:

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

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

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

Where we’re going:

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

The Opportunity

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

What you’ll do

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

What You’ll Bring to HeliosX

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

Life at HeliosX

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

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

Benefits

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

Location: Billund, Denmark London, United Kingdom
Level: Senior Manager
Category: Communications, Corporate Affairs & Sustainability
Job ID:

The LEGO Group is recruiting a Senior Global Initiative Manager to help advance its global mission of inspiring and developing the builders of tomorrow through learning through play. This senior-level role sits within the Social Responsibility (SR) organization and reports to the Senior Director of the Global Initiative team. It offers a unique opportunity to shape and deliver high-impact global initiatives that benefit children, families, communities, and the LEGO Group worldwide.

About the Role

This position plays a strategic leadership role in setting direction and ensuring effective execution across a portfolio of global social impact initiatives. Working closely with regional SR teams, internal business functions, and external partners, the Senior Global Initiative Manager will ensure initiatives are co created, inclusive, and globally aligned, while enabling strong local implementation.

A major focus of the role is leading LEGO Group’s contributions to the International Day of Play (IDOP)-ratified by the UN-and its flagship celebration, World Play Day (WPD), held annually on June 11. These initiatives combine brand engagement, employee participation, and social impact activation, reinforcing LEGO’s leadership in play advocacy.

Key Responsibilities

World Play Day (WPD) & International Day of Play (IDOP)
The role will serve as a central coordination point to ensure WPD and IDOP are delivered with clarity, creativity, and impact. Responsibilities include:

• Acting as a key collaboration partner with Global Brand, Our LEGO Agency, Corporate Brand Communication, and Government & Public Affairs teams to ensure an integrated and aligned approach.
• Bridging global vision with regional SR teams, ensuring clear objectives and consistent activation aligned with overall social impact strategy.
• Equipping regional and global teams with tools, ideas, and resources to activate World Play Day effectively with partners.
• Working closely with the SR Play Engagement team to integrate strong employee engagement components into WPD.

UNICEF Partnership (IDOP Focus)
As part of activating IDOP, the LEGO Foundation has entered into a three year partnership with UNICEF. In this role, you will:

• Serve as the LEGO Group’s primary touchpoint with the LEGO Foundation on WPD/IDOP and the UNICEF partnership.
• Lead collaboration with UNICEF, particularly around building and supporting a private sector coalition for IDOP.
• Ensure strong integration of IDOP across SR regional teams and alignment with broader business objectives.
• Drive coordination across brand, communications, and public affairs functions to maximize reach and influence.

Global Initiatives Leadership
Beyond WPD and IDOP, the Senior Global Initiative Manager will lead additional global initiative projects as needed, including:

• Project management and execution across multiple stakeholders.
• Partnership development and relationship management.
• Monitoring, evaluation, and communication to raise visibility and demonstrate impact.

What LEGO Is Looking For

The ideal candidate brings extensive experience in corporate social impact, with a proven track record of designing and delivering global initiatives in collaboration with diverse partners. You should be comfortable navigating complexity, leading without a fixed roadmap, and motivating teams toward shared goals.

Key requirements include:

• Strong experience working across corporate, regional, and external partner environments.
• Demonstrated ability to lead complex, multi stakeholder global projects.
• Mature leadership experience guiding teams of specialists toward collective delivery.
• Excellent stakeholder engagement and interpersonal skills.
• A proactive, patient, and flexible mindset, with strong creative problem solving ability.
• Curiosity, adaptability, and a passion for learning.
• Excellent written and verbal communication skills in English, including impactful presentation abilities.

This role follows LEGO Group’s hybrid work model, with an average of three days per week in the office. While no relocation is offered, the position is anchored in either Billund or London.

LEGO Group offers a comprehensive benefits package, including:

• Enhanced family care leave
• Life and disability insurance
• Wellbeing resources supporting physical and mental health
• Performance based bonus scheme

LEGO Group is deeply committed to diversity, equity, inclusion, and child wellbeing, and encourages candidates from all backgrounds to apply. Roles with high engagement with children are subject to child safeguarding background screening.

Why This Role Matters

Children’s creativity, curiosity, and imagination are at the heart of LEGO’s mission. This role is a chance to influence global conversations on play, shape meaningful partnerships, and help ensure children everywhere have access to quality learning through play experiences.

If you are passionate about social impact, global collaboration, and building initiatives that create lasting change, this is an opportunity to build not just a career-but a legacy.

Disclaimer:Global South Opportunities (GSO) is not the fellowship organization. For any inquiries, please contact the responsible organization directly. Please do not send your applications to GSO, as we are unable to process them. Due to the high volume of emails we receive daily, we may not be able to respond to all inquiries. Thank you for your understanding.

Role Title: Workday Specialist

Duration: contract to run until 27/11/2026

Location: London, hybrid

Rate: up to £460 p/d Umbrella inside IR35

Clearance required: You must hold a British Passport

Role purpose / summary

A Workday Specialist is responsible for designing and configuring Workday modules, implementing business rules, and customizing the system based on business needs. You’ll work in close partnership with a range of both external and internal stakeholders, to ensure the project is delivered on time, within budget, and with seamless integration.

Key Responsibilities

• Define project scope, objectives, and success criteria in collaboration with stakeholders.
• Develop and manage comprehensive project plans, timelines, budgets, and resource allocations.
• Lead cross-functional collaboration to ensure alignment and accountability.
• Monitor project progress, proactively identify risks and dependencies, and implement mitigation strategies.
• Ensure timely delivery of milestones and maintain quality standards throughout the lifecycle.
• Serve as the central point of contact.
• Facilitate clear communication and manage expectations across all levels of the organisation.

Essential Skills & Experience

• Proven track record managing end-to end Workday implementations.
• Deep understanding of Workday solutions and implementation best practices.
• Strong organisational and time management skills, with the ability to manage multiple workstreams in a dynamic environment.
• Excellent communication, stakeholder management, and leadership capabilities.

All profiles will be reviewed against the required skills and experience. Due to the high number of applications we will only be able to respond to successful applicants in the first instance. We thank you for your interest and the time taken to apply!

Job Title: Locum HR Business Partner Manager

Duration: 3 Months (Reviewable)
Rate: £27.10 - £29.08 per hour (PAYE)
Directorate: Chief Executive’s Directorate
Service: Human Resources

Role Overview

The Locum HR Business Partner Manager will provide senior-level HR support to managers and leaders across the organisation. The role focuses on delivering expert advice on complex employee relations matters, supporting organisational change, and contributing to culture and organisational development initiatives.

Key Responsibilities

• Act as a trusted advisor to senior managers on a range of HR matters
• Lead and manage complex employee relations casework, including disciplinaries, grievances, and investigations
• Support organisational change programmes, including restructures and service redesign
• Provide guidance on HR policies, procedures, and employment law
• Contribute to organisational development, leadership, and culture initiatives
• Work collaboratively with HR colleagues to deliver a high-quality HR service

Person Specification Essential Experience

• Significant experience in a senior HR advisory or HR Business Partner role
• Proven experience managing complex employee relations casework
• Experience supporting organisational change and restructuring
• Experience contributing to organisational development or culture initiatives

Skills & Knowledge

• Strong knowledge of UK employment law and HR best practice
• Excellent stakeholder management and influencing skills
• Ability to work independently and manage a varied workload

Additional Information

• Immediate start required
• Ability to quickly build relationships and add value in a fast-paced environment

Department: Proposition Dev & Supporter Engagement

Grade and Salary: £65,091 - £72,593 per annum, including London Weighting Allowance

Job ID: 142565

About us

Philanthropy & Alumni Engagement (P&A) provides a fundraising and alumni engagement function in support of King’s College London. We work with colleagues across the university and its health partners to help them serve society through world leading education, research and healthcare. Our work also includes a partnership with the Maudsley Charity in support of children’s mental health initiatives between the university’s Institute of Psychiatry, Psychology and Neuroscience and the South London & Maudsley NHS Trust.

We are a committed team that brings together fundraisers working across different channels, alongside colleagues who promote King’s College London’s engagement with its worldwide alumni community. Our work is underpinned and enhanced by a range of dedicated professionals in supporting areas covering proposition development, supporter engagement, supporter operations and business operations.

About the role

As King’s College London approaches a landmark period-launching a new Philanthropy and Engagement Campaign in 2027 and celebrating our Bicentenary in 2029-our community of donors plays a vital role in shaping what King’s can achieve. This moment presents an extraordinary opportunity to inspire, thank, and nurture lifelong relationships that enable our supporters to feel truly connected to our purpose and proud of the impact they help create.

King’s seeks an outstanding Head of Donor Relations to lead a meaningful and sector leading stewardship and donor experience programme that recognises every supporter and clearly demonstrates the transformative impact of their giving. Reporting to the Director of Advancement Communications & Engagement and working across P&A, you will play a pivotal role in helping King’s raise more philanthropic income by strengthening donor trust, loyalty and long term engagement.

Working in close partnership with academics, you will capture, evidence and communicate outcomes with clarity and credibility, translating complex work into meaningful impact stories that resonate with donors. You will lead the philanthropic naming and recognition strategy and advise philanthropy teams as they shape compelling opportunities.

You will collaborate closely with Advancement Events and Advancement Communications to deliver an exceptional end to end donor experience, explore appropriate automation, and showcase philanthropy internally and externally. You will also strengthen scholarship stewardship frameworks, ensuring strong links with the Student Finance Office and an approach that is mindful of safeguarding. As a confident, collaborative leader with an entrepreneurial mindset and a strong attention to detail you will support the development of your team and deploy department resources strategically to maximise impact.

You will lead a talented team and work closely with senior leaders from across the university, our Estates team, world leading academics, and fundraisers to ensure our highest value donors receive meaningful, personalised engagement.

This role is ideal for a confident, collaborative leader who can bring creativity, strategic thinking and insight to a complex and fast moving environment. Whether your background is in higher education, the nonprofit sector, or another complex organisation, you will bring strategic vision, service excellence and a deep commitment to building long term relationships with donors.

This is a full time post (35 hours per week) and you will be offered an indefinite contract. P&A has a hybrid working approach, with a minimum of 40% of time in the office, typically equating to two days per week.

About you

To be successful in this role, we are looking for candidates to have the following skills and experience:

Essential criteria

• Substantial experience working in donor relations and stewardship.
• Proven leadership experience managing teams.
• Shaping and delivering strategic change within a complex organisation.
• Demonstrated ability to work with senior stakeholders and high value donors with discretion, diplomacy, and sound judgement.
• Advanced project and programme management skills; ability to manage competing priorities at pace.
• Experience managing naming rights, gift agreements, and donor recognition processes.
• Outstanding written and verbal communication skills, capable of producing high quality narrative content for senior audiences.

Desirable criteria

• Experience in stewarding donors at all levels including principal gift level (£5m+).
• Strong analytical skills with ability to interpret complex programme data, evaluate impact, and shape strategic decisions.

We are open to discussing flexible working arrangements, including part time, compressed hours and/or job shares, as appropriate and in the context of the business needs associated with the role.

Equality and Diversity

The Equality Act of 2010 protects the rights of our students and staff and provides a framework to fulfil our duties to eliminate unlawful discrimination, harassment and victimisation and to advance equality of opportunity and foster good relations between those who share a protected characteristic and those who do not.

Join Us as our US Curriculum Lead in Learning and Development!

Ideas People Trust

We’re BDO. An accountancy and business advisory firm, providing the advice and solutions entrepreneurial organisations need to navigate today’s changing world.

We work with the companies that are Britain’s economic engine - ambitious, entrepreneurially spirited and high growth businesses that fuel the economy - and directly advise the owners and management teams leading them.

We’ll broaden your horizons

Learning and Development (L&D) is a key enabler of our strategy as an Audit Stream and critical to our success. It supports our ability to attract, develop and retain talented people who take pride in their work and successfully deliver for our business. Effective L&D underpins quality and productivity by supporting our people to develop the necessary knowledge and skills to perform their work, helping them reach their personal and professional potential.

Are you ready to broaden your horizons and make a real impact on the future of learning? We’re looking for an Experienced Manager to join our Audit Stream L&D team to lead on the development of our US Curriculum. This is your chance to shape the future of learning in this important area for the business.

About the Role

As our US Curriculum Lead, you’ll manage the entire learning process for our US offering. You’ll be pivotal in transitioning the curriculum into Audit Stream L&D (it currently sits in the business). You’ll work close with our US practitioners, ensuring our learning meets the needs of the business, remains high quality and is commercially viable. You’ll be responsible for overseeing our QC 1000 response and liaise directly with global and US colleagues, influencing learning strategy for the future. You’ll report directly to the Audit Stream L&D Leadership Team.

Key responsibilities:

• Support the transition plan for the US curriculum, addressing compliance and delivery risks and managing the change process.
• Develop and deliver high quality, impactful and innovative content that meets learner needs and delivers business outcomes.
• Build strategic relationships with SMEs, Global L&D and the US firm.
• Support the evaluation of learning impact and effectiveness (lead by our Monitoring, Reporting & Compliance team).
• Bring fresh ideas to support effective learning solutions.
• Support the QC 1000 process, optimising our systems, processes and controls in relation to the US curriculum.

What We’re Looking For

• Experienced Manager with an audit background and recent US experience.
• Experience of authoring learning content and/or facilitation would be an advantage but is not essential.
• Strong relationship and collaboration skills.
• Ability to work independently or as part of a team.
• Experience with change programmes is beneficial.
• Interest in developing self and others through high quality learning.
• Excellent analytical, interpersonal, and communication skills.
• Strong data analytics and problem solving skills.
• Understanding of business strategy and a focus on delivering effectively.

This role offers the flexibility to be based anywhere in the UK, with some travel required. If you’re a talented, high performing individual ready to lead change and support our L&D strategy, we want to hear from you. Apply now and help us redefine service quality in our US sector.

We’re in it together

Mutual support and respect is one of BDO’s core values and we’re proud of our distinctive, people centred culture. From informal success conversations to formal mentoring and coaching, we’ll support you at every stage in your career, whatever your personal and professional needs.

Our agile working framework helps us stay connected, bringing teams together where and when it counts so they can share ideas and help one another. At BDO, you’ll always have access to the people and resources you need to do your best work.

We know that collaboration is the key to creating value and satisfying experiences at work, so we’ve invested in state of the art collaboration spaces in our offices. BDO’s people represent a wealth of knowledge and expertise, and we’ll encourage you to build your network, work alongside others, and share your skills and experiences. With a range of multidisciplinary events and dedicated resources, you’ll never stop learning at BDO.

We’re looking forward to the future

At BDO, we help entrepreneurial businesses to succeed, fuelling the UK economy.

Our success is powered by our people, which is why we’re always finding new ways to invest in you. Across the UK thousands of unique minds continue to come together to help companies we work with to achieve their ambitions.

We’ve got a clear purpose, and we’re confident in our future, because we’re adapting and evolving to build on our strengths, ensuring we continue to find the right combination of global reach, integrity and expertise. We shape the future together with openness and clarity, because we believe in empowering people to think creatively about how we can do things better.

Employee Relations Specialist page is loaded Employee Relations Specialistlocations: Londontime type: Full timeposted on: Posted Todayjob requisition id: JRJoin us as an Employee Relations Specialist to take your career to the next level with a global market leader. How you will create an impact: Working in collaboration with the Employee Relations Team, you will apply relevant employee relations approaches and solutions to provide clarity and support to our HR Team and line managers.Some of the key responsibilities include: Advise on all employee relations matters, such as performance management, grievance and disciplinary issues, sickness absence and occupational health cases Manage core ER processes, including performance management, disciplinary and capability Conduct grievance and disciplinary investigations and draft outcome letters/ recommendations Advise on effective performance management and managing formal performance management processes, including drafting documentation. Build and sustain strong business relationships to influence their approach and promote good employee relations and across the UK Business Keep up to date with developments in terms of employment legislation and employee relations issues, and utilising this knowledge to advise, guide and direct HR and the business where necessary and maintaining company policy and procedure accordingly Support other team members and the Head of ER as appropriate on ER related matters and initiatives Deliver relevant ER training, e.g. to HR and managers. Coach and upskill managers in employee relations best practice, conflict resolution, and effective communication. Ensure all employee relations issues are dealt with in an effective and efficient manner in line with our policies. Draft policy guides and other employment-related documentation as required Leading/supporting on Employee Relations Projects What you'll need to succeed Significant ER experience within a busy, fast paced Financial Services environment Significant experience in case management and implementing employee relations policies and procedures. Sound understanding of UK employment law. Excellent interpersonal and communication skills, with the ability to build relationships and influence stakeholders at all levels. Strong analytical and problem-solving abilities, with the capacity to make sound judgments and decisions in complex employee relations situations. Demonstrated ability to handle sensitive and confidential information with tact, discretion, and professionalism. Ability to juggle priorities and maintain excellent attention to detail Ability to work effectively under pressure whilst not compromising professional standards. Ability to work with multiple sources of data and assimilate information quickly. AIG, we value in-person collaboration as a vital part of our culture, which is why we ask our team members to be primarily in the office. This approach helps us work together effectively and create a supportive, connected environment for our team and clients alike. Enjoy benefits that take care of what matters At AIG, our people are our greatest asset. We know how important it is to protect and invest in what's most important to you. That is why we created our Total Rewards Program, a comprehensive benefits package that extends beyond time spent at work to offer benefits focused on your health, wellbeing and financial security-as well as your professional development-to bring peace of mind to you and your family. Reimagining insurance to make a bigger difference to the world American International Group, Inc. (AIG) is a global leader in commercial and personal insurance solutions; we are one of the world's most far-reaching property casualty networks. It is an exciting time to join us - across our operations, we are thinking in new and innovative ways to deliver ever-better solutions to our customers. At AIG, you can go further to support individuals, businesses, and communities, helping them to manage risk, respond to times of uncertainty and discover new potential. We invest in our largest asset, our people, through continuous learning and development, in a culture that celebrates everyone for who they are and what they want to become. Welcome to a culture of inclusion We're committed to creating a culture that truly respects and celebrates each other's talents, backgrounds, cultures, opinions and goals. We foster a culture of inclusion and belonging through learning, cultural awareness activities and Employee Resource Groups (ERGs). With global chapters, ERGs are a cornerstone for our culture of inclusion. The talent of our people is one of AIG's greatest assets, and we are honored that our drive for positive change has been recognized by numerous recent awards and accreditations. AIG provides equal opportunity to all qualified individuals regardless of race, color, religion, age, gender, gender expression, national origin, veteran status, disability or any other legally protected categories. AIG is committed to working with and providing reasonable accommodations to job applicants and employees with disabilities. If you believe you need a reasonable accommodation, please send an email to Area:HR - Human ResourcesAIG Europe S.A. (U.K. Service Branch) & American International Group UK Ltd

Senior HR Business Partner - Talbot page is loaded Senior HR Business Partner - Talbotlocations: Londontime type: Full timeposted on: Offre publiée aujourd'huijob requisition id: JRAt Talbot and AIG, we are reimagining the way we help customers to manage risk. Join us as Talbot's Senior HR Business Partner to play your part in that transformation. It's an opportunity to grow your skills and experience as a valued member of the team. Get to Know Human Resources At AIG, people are the primary source of our competitive advantage and the foundation for everything we do. HR partners with business leaders to build the Organisation for future success including recruiting, develop and retain top talent. We position our employees to reach their full potential by providing them with the tools and opportunities to develop their career while maintaining a work/life balance. HR supports a diverse and inclusive workforce that fosters a sense of belonging and encourages our employees to be themselves in the workplace. The Opportunity Reporting to the UK Head of HR, AIG & Talbot, as a Senior HR Business Partner supporting the AIG Talbot business, you will operate as the key liaison with AIG Talbot for HR strategy and day to day execution and will also partner with our Global Centres of Expertise (CoE) teams to deliver HR plans to meet business needs. How you will make an impact Act as an effective member of the Senior HR team to build and implement consistent HR plans that deliver both immediate and long-term business goals across all aspects of the HR agenda. Partner with broader UK HR Team and CoEs to share deep insight into Business needs on a range of HR issues such as reward, employee relations, talent acquisition and development, performance, organisation development/change, culture, and engagement. In partnership with People Analytics team, leverage our standardized HR data to clearly understand issues and progress - and utilize this data to influence agenda and focused activities. Partner with the business and Talent CoE to ensure dynamic understanding of Talent levels/needs and to leverage effective resource planning to meet Business Goals - and ensure subsequent plans are robust and demonstrably improve year on year metrics. Work with business clients to identify Learning and Development (L&D) needs and partner with L&D CoE to determine appropriate interventions. Partner with ER CoE to provide consultation and mentoring to business managers in the delivery of their responsibilities in management of performance and or employee relations issues, including disciplinary, investigation, and grievance processes. In partnership with Compensation CoE, facilitate appropriate compensation benchmarking insights for job offers based on strategic internal and external needs. In partnership with Business and Talent CoE, support with the build and maintenance of a Diverse and Inclusive work environment. Assist with, and undertake tasks associated with a diverse range of projects as reasonably required by the Head of UK HR and wider HR team. What you will need to succeed Proven capability to identify Business needs and to partner broader and Global HR teams to implement consistent, commercial HR strategies and plans. Proven capability to operate in HR Executive teams and with Business teams. Proven experience covering employee populations in key HR Generalist leadership roles that require change management, strategic business partnering, organizational effectiveness/development, employment law, and positive employee relations. Ability to interface with the various business clients to adeptly navigate a variety of business opportunities and challenges. The ability to come up to speed quickly and apply best practices in various settings. Strong interpersonal skills and experience working with various stakeholders, both internal and external. Experience working in a global matrix environment is desirable. Ability to operate within an ambiguous environment while still delivering results. Ability to bring teams together and be culturally sensitive to the needs of others. Life-long learner, with a passion for talent development.At AIG, we value in-person collaboration as a vital part of our culture, which is why we ask our team members to be primarily in the office. This approach helps us work together effectively and create a supportive, connected environment for our team and clients alike. Enjoy benefits that take care of what matters At AIG, our people are our greatest asset. We know how important it is to protect and invest in what's most important to you. That is why we created our Total Rewards Program, a comprehensive benefits package that extends beyond time spent at work to offer benefits focused on your health, wellbeing and financial security-as well as your professional development-to bring peace of mind to you and your family. Reimagining insurance to make a bigger difference to the world American International Group, Inc. (AIG) is a global leader in commercial and personal insurance solutions; we are one of the world's most far-reaching property casualty networks. It is an exciting time to join us - across our operations, we are thinking in new and innovative ways to deliver ever-better solutions to our customers. At AIG, you can go further to support individuals, businesses, and communities, helping them to manage risk, respond to times of uncertainty and discover new potential. We invest in our largest asset, our people, through continuous learning and development, in a culture that celebrates everyone for who they are and what they want to become. Welcome to a culture of inclusion We're committed to creating a culture that truly respects and celebrates each other's talents, backgrounds, cultures, opinions and goals. We foster a culture of inclusion and belonging through learning, cultural awareness activities and Employee Resource Groups (ERGs). With global chapters, ERGs are a cornerstone for our culture of inclusion. The talent of our people is one of AIG's greatest assets, and we are honored that our drive for positive change has been recognized by numerous recent awards and accreditations. AIG provides equal opportunity to all qualified individuals regardless of race, color, religion, age, gender, gender expression, national origin, veteran status, disability or any other legally protected categories. AIG is committed to working with and providing reasonable accommodations to job applicants and employees with disabilities. If you believe you need a reasonable accommodation, please send an email to Area:HR - Human ResourcesTalbot Underwriting Services Ltd (TS1)

SAP SuccessFactors Employee Central and Compensation Manager

Location: London / Birmingham / Manchester

Salary: Competitive salary and package (Depending on level of experience)

Career Level: Manager.

Accenture is a leading global professional services company, providing a broad range of services in strategy and consulting, interactive, technology and operations, with digital capabilities across all of these services. With our thought leadership and culture of innovation, we apply industry expertise, diverse skills and next generation technology to each business challenge.

We believe in inclusion and diversity and supporting the whole person. Our core values comprise of Stewardship, Best People, Client Value Creation, One Global Network, Respect for the Individual and Integrity. Year after year, Accenture is recognised worldwide not just for business performance but for inclusion and diversity too.

“Across the globe, one thing is universally true of the people of Accenture: We care deeply about what we do and the impact we have with our clients and with the communities in which we work and live. It is personal to all of us.” - Julie Sweet, Accenture CEO

Role Overview

As an SAP SuccessFactors Functional Manager at Accenture, you will be a key member of our SAP delivery projects, operating as a functional expert across SuccessFactors modules. You will collaborate closely with clients to understand their business and functional requirements, translate them into robust SuccessFactors design documents, and ensure that solutions are configured to deliver maximum value.

Your deep knowledge of SAP SuccessFactors and your ability to interpret client needs will play a pivotal role in designing effective and efficient solutions. In addition to hands on configuration, this role offers the opportunity to lead functional workstreams or small teams on longer term projects.

We are looking for experience in the following skills

• Serve as the functional expert for Employee Central and Compensation modules.
• Lead a workstream and/or support the design, configuration, testing and deployment of Employee Central and Compensation functionality.
• Work with clients to gather and analyse business requirements and translate them into solution designs and configuration.
• Configure workflows, business rules, permissions, compensation templates and eligibility rules according to best practices.
• Support data migration, integrations (e.g. to Payroll, Finance, Talent modules) and security design as part of the overall solution.
• Produce high quality functional specifications, design documents and end user documentation.
• Participate in client workshops, presentations and training sessions.
• Ability to translate business requirements into scalable, efficient solutions.
• Experienced consultant with strong hands on SAP SuccessFactors knowledge in Employee Central and Compensation modules.
• Proven track record of delivering at least 2-3 full lifecycle implementations of EC and/or Compensation.
• SAP SuccessFactors Employee Central and Compensation certifications are essential.

What’s in it for you

At Accenture in addition to a competitive basic salary, you will also have an extensive benefits package which includes up to 30 days’ vacation per year, private medical insurance and 3 extra days leave per year for charitable work of your choice.

Flexibility and mobility are required to deliver this role as there will be requirements to spend time onsite with our clients and partners to enable delivery of the outstanding services we are known for.