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We are growing! This is a great opportunity for an employment lawyer as a Senior Legal Counsel within Sky’s in house HR Legal team. We seek a motivated, collaborative and commercially minded lawyer who is able to support across the full breadth of employment law issues, primarily in UK & Ireland but with scope across Sky’s footprint in other jurisdictions. The role will offer a wide variety of cutting-edge work and provide first-class opportunities for development and growth, both within the team and more broadly across the department and the Sky Group. Our team is part of the Sky Legal team with around 200 UK based lawyers. Sky is fast paced and challenging, but it’s also a people first business with friendly, amazing colleagues and real opportunities to grow your career. You will have the opportunity to experience a wide range of work for multiple clients and stakeholders across the Sky Group. The variety of work is unique in the UK – ranging across the entire TMT sector from market leading Sports and News issues, to Sky Studios productions, to our key volume areas including our engineers, retail and contact centre populations. This is an exciting time to join the HR Legal team. Our business is increasingly focused on large and strategic projects, and HR Legal are a growing team with a key seat at the table in guiding and delivering this change. Sky has recently made significant announcements around its future, and you will play a major part in shaping that. The role will report into Stephen Hall, Head Counsel of the HR Legal team based in our West London offices. What you’ll do Provide clear, commercial and practical advice to HR, business leaders and internal lawyers regarding the full range of contentious and non-contentious employment law issues – primarily in UK&I but with an international scope. Support HR and the business to deliver Sky’s ambitious transformation and M&A programme, working on and driving key strategic projects and other commercial priorities. Exposure to senior leadership providing timely, concise and effective advice on key HR projects and risks - with accountability for providing creative and risk-based solutions, and driving positive outcomes. Opportunity to work both independently and as a team - building effective relationships with HR and legal colleagues and the wider Sky businesses (including Sky Group and NBC Universal). Coach and develop other team members within the HR Legal team and broader Sky Legal team – including supervising our Paralegals who conduct our employment tribunal litigation in house. Retain, instruct and manage the work of outside counsel in a manner which promotes efficiency and cost-effectiveness What you’ll bring Essential criteria: Extensive experience in UK employment law issues within a highly regarded law firm or equivalent in-house Experience of managing i) large scale restructuring and M&A projects, ii) reputational management issues, and ii) trade union issues Ability to effectively supervise on tribunal claims Commerciality – Ability to cut through complexity and provide creative, practical and risk based solutions Exceptional communication skills – Ability to clearly and effectively communicate advice to and manage a complex network of senior stakeholders Independent and pro-active – Ability to give legal advice quickly and independently, escalating at the appropriate time and driving matters forward Great team player – Strong interpersonal skills and the ability to build rapport and establish trust and business partnering at all levels Growth – Optimistic, open minded and willing to support others in their development. Desirable skills and experience: In house experience Exposure to Telecommunications, Media, Technology, and/or Entertainment industries Experience of working with external and overseas counsel Benefits and perks There's one thing people can't stop talking about when it comes to life at Sky: the perks. Here’s a taster: Free Sky TV or NOW package, including Sky Sports and Sky Cinema Pension package with up to 9% employer contribution Private healthcare with mental health support Aviva Digital GP and dental insurance Discounts on Sky products, including Sky Mobile, Sky Broadband, Sky Glass and Sky Protect Sharesave and Tech schemes A range of Sky VIP rewards and experiences How you’ll work We've adopted a hybrid working approach to give more flexibility on where and how we work. The hybrid working expectations for this role are 3 days in the office per week. Your office base Osterley Our Sky Group HQ. Equipped with state-of-the-art technology and workspaces, there’s plenty of space to see your big ideas come to life. Here you’ll find 13 subsidised restaurants and cafes. You can re-energise at our gym, catch the latest films at our cinema, get your car washed and even get pampered at our beauty salon. Our Osterley Campus is just a 10-minute walk from Syon Lane train station, or you can get one of our free shuttle buses from Osterley, Gunnersbury and Ealing Broadway stations. Plus, there’s free onsite parking available for cars, motorbikes and bicycles. Who we are We’re Sky, a leading media and entertainment company who connect millions with entertainment, sports, news and arts through innovative products and services. Working with us means you’ll be bringing the joy of a better experience to more people, every day. All so we can do better and deliver better for our customers, colleagues and society. We’re an equal opportunity employer and value diversity at our company. We're a Disability Confident Accredited Employer, and welcome and encourage applications from all candidates. We will look to ensure a fair and consistent experience for all and will make reasonable adjustments to support you where appropriate. Please flag any adjustments you need as early as you can. Just so you know: if your application is successful, we’ll ask you to complete a criminal record check. And depending on the role you have applied for and the nature of any convictions you may have, we might have to withdraw the offer. To be eligible for this role you are required to have the appropriate right to work in the UK. Please be aware Sky does not offer sponsorship for this position. To find out more about working with us, search #LifeAtSky on social media.

Bid Writer?? City of London (Hybrid: 1 Day Office | 4 Days Home)?? Up to £60,000 + Excellent Benefits PackageOur client, a leading corporate security provider, is looking for a talented Bid Writer to join its successful Bid team.Reporting to the Head of Bids, you'll create compelling, high-quality bid responses that help secure major contracts. This is a fast-paced role where exceptional writing skills, creativity, attention to detail and the ability to meet tight deadlines are essential.Key ResponsibilitiesWrite engaging, persuasive responses for PQQs, SQs, ITTs and RFPs.Produce high-quality content that is tailored to each client's requirements.Work closely with Operations, Sales, HR, Finance and Subject Matter Experts to gather information.Proofread, edit and format submissions to ensure accuracy and compliance.Manage multiple bids and competing deadlines.Maintain and develop the bid content library.Research clients and competitors to strengthen bid submissions.Support Bid Managers throughout the bid process.About YouYou'll be an experienced Bid Writer with:Outstanding writing and proofreading skills.Excellent attention to detail.Experience writing successful bids, ideally within security, FM or outsourced services.Strong organisational and time management skills.The ability to work under pressure and manage multiple deadlines.Excellent communication and stakeholder management skills.Strong Microsoft Office skills.What's on Offer? Bid Writer?? Salary up to£60,000?? Hybrid working (1 day in the City of London office, 4 days from home)?? Excellent benefits package?? Career development and progression?? Supportive, high-performing Bid Team?? Opportunity to work on high-profile corporate security contractsThis is an excellent opportunity to join a market-leading organisation where your writing skills will have a direct impact on winning new business and supporting continued growth.TPBN1_UKTJ

What it's aboutThe Investment Tax team oversees all tax aspects of Partners Group's investment activities across Europe and APAC.In this role, you will advise on complex international tax matters across multiple asset classes, working closely with investment professionals, senior business stakeholders and external advisors.Your responsibilities:Advise on the tax aspects of transactions across Private Equity, Infrastructure, Real Estate, Private Credit and RoyaltiesManage tax due diligence, structuring and exit planning for complex direct and fund investments across EuropeSupport the Head of Investment Tax and the wider team on strategic tax initiatives and monitor legislative developments across EuropeManage relationships with external tax advisors and oversee the quality and delivery of their workDevelop practical tax processes and frameworks across the investment platformWork with portfolio companies on tax-related value creation opportunities .newspaper { }What we expect We are looking for an experienced tax professional with strong technical skills, commercial judgement and a practical approach. Your experience and qualifications: 8 to 12 years of relevant experience in a tax advisory firm, law firm or investment management environmentStrong expertise in European transaction tax mattersExperience with the taxation of investment funds and their investorsAbility to navigate complex situations, identify key issues and communicate clearly with both tax and non-tax stakeholdersStrong understanding of the legal, financial and commercial considerations that impact investment decisionsStrong academic background in Tax, Law, Finance, Economics or a related field, ideally complemented by a professional tax qualificationFluency in English; German is a plusWhat we offer Partners Group is a global financial institution that retains the culture, pace and agility of a start-up. As a growing firm, we are committed to attracting, developing and retaining the very best talent by offering a workplace where results are truly recognized and rewarded. Career opportunities in a global, international and inclusive environmentThe opportunity to learn the business from some of the world’s leading private market specialistsA growth-oriented, entrepreneurial culture with significant development opportunitiesThe chance to be part of an equal opportunity employer committed to cultural diversity At Partners Group, we thrive on new ideas for the benefit of our clients, our employees and our community. We are proud to be an equal opportunity employer and support diversity of perspectives. Our working environment is humble, inclusive and transparent and the structure of the firm is flat.www.partnersgroup.comPlease be aware, fraudsters may pose as Partners Group recruiters. All genuine representatives can be identified by a verified sign on their LinkedIn profiles. If you suspect fraud or have doubts, contact us immediately at hr@partnersgroup.com

Head of Fraud, hybrid working based between London and HertfordshireExecutive compensation package The Role Leading a small team, the Head of Fraud will align the organisation's efforts to develop and lead the best-in-class fraud prevention, detection, and investigation strategy. This role safeguards the business against internal and external fraud risks, ensures compliance with regulatory standards, and protects financial, reputational, and operational integrity. You will provide expert advice to the Executive Committee, Board and Stakeholders on mitigating fraudulent risk. A proven track record of designing defensive strategies, utilising statistical/econometric modelling, and deploying modern anti-fraud technologies.Strategy & Leadership• Mentor and develop a team of experts operating across many business units• Develop and implement a global fraud risk management strategy• Lead and manage fraud, investigations, and the intelligence teamFraud Prevention & Control• Design and enforce fraud prevention policies, controls, and frameworks• Oversee fraud detection systems, analytics, and monitoring tools• Conduct fraud risk assessments across business unitsInvestigations• Lead complex fraud investigations (internal & external)• Liaise with legal, HR, compliance, and law enforcement agencies• Ensure evidence gathering meets regulatory and legal standardsRisk & Compliance• Ensure compliance with AML, financial crime, and regulatory requirements• Report fraud metrics, losses, and trends to senior stakeholders• Maintain governance frameworks and audit readinessStakeholder & External Relations• Build relationships with regulators, law enforcement, and industry bodies• Act as the organisation’s fraud subject matter expert to senior leadership• Collaborate cross-functionally (HR, IT, Security, Legal, Finance)Team & Capability Development• Recruit, develop, and retain high-performing professionals• Define training programmes for fraud awareness across the business• Drive a culture of integrity and risk awareness across the businessThe Person• Significant experience in fraud risk management, investigations, or financial crime• Proven leadership experience in building and managing teams• Strong knowledge of fraud typologies, AML, and regulatory frameworks• Analytical mindset with experience in fraud detection technologies• Excellent stakeholder management and communication skills• Experienced in delivering value at a senior leadership level• A blended background of formal and commercial rolesPreferred education certification • Degree in relevant Legal, LLB, Risk • Chartered Security Professional (CSyP) • Industry recognised certification

Collinson is the global, privately-owned company dedicated to helping the world to travel with ease and confidence. The group offers a unique blend of industry and sector specialists who together provide market-leading airport experiences, loyalty and customer engagement, and insurance solutions for over 400 million consumers. Collinson is the operator of Priority Pass, the world’s original and leading airport experiences programme. Travellers can access a network of 1,500+ lounges and travel experiences, including dining, retail, sleep and spa, in over 650 airports in 148 countries, helping to elevate the journey into something special. We work with the world’s leading payment networks, over 1,400 banks, 90 airlines and 20 hotel groups worldwide.We have been bringing innovation to the market since inception – from launching the first independent global VIP lounge access Programme, Priority Pass to being the first to sell direct travel insurance in the UK through Columbus Direct and creating the first loyalty agency of its kind in the travel sector with ICLP. Today we still invest heavily in innovation to ensure that we continue to deliver superior customer experiences.Key clients include Mastercard, American Express, Cathay Pacific, British Airways, LATAM, Flying Blue, Accor, EasyJet, HSBC, Chase, HDFC.Our mission is focused on doing good beyond profit, which for us means we seek out opportunities for our people to share in our success and that we give back to the communities and people within which we work.Never short of ambition, the success of our business is delivered through the diverse and talented team of over 2,200 global colleagues.Purpose of the jobThe Head of Business Applications (GBA) role joins our Global Business Systems Teamsupporting applications, across our portfolio, including but not limited to MS Dynamics 365 F&O,Workday (being implemented in phases from early 2026) and MS Office Applications in relation tothe Modern Workplace. The role reports into the Director of Global Business Applications Users to be supported across our global offices, with core Finance users based in Cape Town.Role is pivotal to remaining phases of the MS Dynamics 365 F&O Project being deployed as welland further “run and maintain” support mode in the coming 12+ months, with less reliance onexternal support partners.To work / partner with our external support partners to further develop and maintain systems andprocesses, including delivery enhancementsExplore the ongoing product enhancements that are delivered as part of both MS Dynamics andWorkday.To review AI opportunities and how they can be used to streamline recurring / repetitive tasks aswell as utilising them as part of the support offering to the end users,Drive further expansion of MSD across the globe to countries not in original phases of the projectTo manage user support and training, troubleshooting, and problem solvingKey ResponsibilitiesResponsible for the integrity of including but not limited to MS Dynamics, Kofax OCR, Zoho,Cascade, (Workday in the future), Docentric, Access Dimensions, Banking / Treasury systemsResponsible for the uptime of the applications, together with managing upgrades / enhancements.Identify, propose and implement process improvements across key Finance processes, forexample across Purchase to Pay or Order to CashManagement of the support team, including looking to develop the team in each of their rolesEnsure system permissions are in line with delegated authorities and approval limitsOwnership of the procedures to support an effective control environment for GBA systemsSupport / lead various projects / BAU Enhancements and initiatives from a GBA perspectiveProvide a professional and approachable point of contact for stakeholdersSupport and where required to lead in Audits, both Internal and ExternalEnsure SLAs are tracked and met across Finance Applications and thereafter Workday.Liaise with Group Finance, act as key finance partner for system supportOversee the development of new applications, as well as manage technical support to users.Knowledge, skills and experience required• Qualified Accountant and experience of Finance and HR applications• Possess strong analytical / problem-solving skills, work independently and in a team environment• Experience of succeeding in a deadline driven environment• Experience of high-volume businesses• Strong MS Office skills, especially Excel• Able to communicate confidently and effectively at all levels within an organisation• High level of accuracy and strong attention to detail• Proficiency in IT systems and software• Good communication and customer service skills• Ability to prioritize tasks and work independently• Strong verbal and written communication skills to effectively collaborate with technical and non-technical stakeholders.• Previous experience in IT or application management roles is often preferredPerson Specification• Experience of managing a team of 4 to 5 individuals across global locations• Managing / directing the team with the ability to lead / direct operations and BAU Enhancements• Ability to provide input to the GBS RoadMap and understand how operations feed into it as well• Demonstrates strong organizational skills, working to strict deadlines• Commercially aware, delivers results and can identify opportunities for cost saving and efficiencies• Excellent communication, interpersonal, and collaboration skills• Demonstrates excellent technical skills and is an excellent problem solver• Good Team player, able to work with wide variety of stakeholders• Demonstrates good written communication skills, including documentation and correspondence• Demonstrates ability to be flexible and adaptable• Ability to work in a dynamic and fast paced environment• Organizational and leadership skillsCollinson is an equal opportunity employer and welcomes differences in all their forms including: colour, race, ethnicity, gender identity, sexual orientation, neurodivergence, family status, age, individuals with disabilities and people from all backgrounds, cultures and experiences as we strongly believe this contributes to our on-going success.We are focused on continually evolving our purpose driven, high performing culture, providing an environment where our people have the opportunity to achieve their full potential and do interesting and meaningful work. Our company values are: Take Action, Do the right thing, One team and Be insight led. These help guide everything we do internally in terms of how we think, act and interact, right through to how we deliver value to our customers and clients.In your application, please feel free to note which pronouns you use (For example - she/her/hers, he/him/his, they/them/theirs, etc).If you need any extra support throughout the interview process, then please email us at ukrecruitment@collinsongroup.com

Risk & Compliance Manager London or Sussex Hybrid 2/3 days a week in office We're working with a leading regional law firm looking for a Risk & Compliance Manager to join its central management team.This is a broad, hands-on role covering professional risk, compliance, claims, complaints, insurance and regulatory matters, with significant exposure to partners and senior stakeholders.The role?• Managing and developing risk & compliance policies and procedures• Advising fee earners on SRA regulations, professional conduct, ethics and conflicts• Managing claims and complaints, including liaison with insurers, the SRA and Legal Ombudsman• Supporting the firm's PI insurance process• Carrying out compliance audits and identifying areas for improvement• Delivering training across the firm on risk and compliance matters• Coordinating the firm's Lexcel accreditation• Maintaining risk registers and root cause analysis• Supporting business continuity planning• Advising on regulatory requirements and changes in legislation• Supporting risk and compliance matters relating to M&A and mergers• Reviewing third-party terms of business• Working alongside IT, HR, Finance and other support functions on wider risk matters• Supervising a Risk & Compliance AssistantAbout you? 7+ years in legal compliance Strong knowledge of SRA regulations and professional conduct Experience managing professional indemnity insurance and claims Strong understanding of risk management within a legal environment Experience handling complaints and regulatory matters Excellent communication and stakeholder management skills Confidence working with partners and senior management Strong analytical, investigative and problem-solving abilitiesThis is a great opportunity to join a truly supportive culture and team, working closely with the Head of Risk in a broad compliance role. Interested?Know someone great?Reach out, let's have a confidential chat

International Tax Manager \n\n • Location: City of London\n, • Job Type: Full-time, Permanent\n, • Salary: Circa £90,000 per annum plus benefits\n\n Reed Finance is partnering exclusively with a specialist engineering & construction services firm based in London on the hire of an experienced International Tax Manager to support their international expansion and manage complex tax matters across multiple European jurisdictions. \n This role will be responsible for managing employment tax, international tax and workforce tax compliance obligations and will be reporting to the Head of Finance. \n This role requires a fully qualified Accountant or CTA Qualified individual who has demonstrated experience managing tax obligations for an organisation, who operates globally. \n Key Responsibilities \n\n • Tax Compliance Management: Oversee employment tax, international tax, and workforce tax compliance for personnel deployed across multiple European jurisdictions.\n, • Strategic Tax Advisory: Provide expert advice on international workforce taxation, payroll tax obligations, and social security compliance to support strategic decision-making.\n, • Tax Governance Development: Develop and maintain tax governance frameworks and policies to ensure compliance with international tax regulations.\n, • Cross-Functional Collaboration: Work closely with Finance, HR, Global Mobility, Payroll, and Legal teams, as well as external advisers, to ensure cohesive tax strategies and support workforce deployments and international expansion initiatives.\n, • Leadership in Growth: Play a pivotal role in the company's growth, aiding the expansion from 100 to 200 personnel over the next three years by managing tax-related aspects of international workforce planning and deployment.\n\n Required Skills & Qualifications \n\n • Educational and Professional Credentials: Degree in Tax or Accountancy (CTA, ACA, ACCA, or equivalent) with a minimum of 5 years' experience in Employment Tax, International Tax, or related fields.\n, • Comprehensive Tax Knowledge: Strong understanding of employment tax, social security, and international payroll frameworks.\n, • Experience with International Teams: Proven experience managing internationally mobile employee populations and coordinating with external tax advisers.\n, • Technical Proficiency: Advanced Excel skills for financial modelling and developing salary calculators.\n, • Analytical and Management Skills: Excellent analytical, problem-solving, and stakeholder management skills with the ability to manage multiple jurisdictions and competing priorities effectively.\n\n Benefits \n\n • Competitive Salary and Benefits Package: Includes comprehensive health insurance and professional development support.\n, • Generous Annual Leave: 25 days annual leave.\n, • Flexible Working Arrangements: Hybrid working environment to promote work-life balance.\n, • Career Development Opportunities: Exposure to international projects and opportunities to work closely with senior leadership in a rapidly growing company.\n\n This role offers a dynamic and challenging environment where you can play a key role in shaping the international tax strategy of a rapidly expanding firm. If you are looking to advance your career in a collaborative and multicultural setting, we invite you to apply. \n To apply for this International Tax Manager position, please submit your CV and cover letter detailing your relevant experience and why you are interested in this role.

We are delighted to be partnering with IPSE in London who are looking for an experienced and proactive Head of Finance to take ownership of their finance function. This is a highly autonomous role, ideal for someone who is equally comfortable presenting financial insights to senior leaders and rolling up their sleeves to resolve operational challenges. \n The position is part time, paying £70,000-£75,000 (full time equivalent) per annum, offering hybrid working. \n IPSE (The Self-Employed Association) is the UK's leading membership organisation dedicated to supporting freelancers, contractors, consultants and the self-employed. \n They champion the interests of their members through policy, lobbying, expert advice and a range of business support services. As the world of work continues to evolve, IPSE plays an increasingly important role in ensuring independent professionals have the support, representation and resources they need to thrive. \n Joining IPSE means becoming part of a small, committed team where everyone's contribution matters. You'll have the opportunity to influence strategic decisions, improve processes and help shape the future of an organisation with a clear purpose. \n As Head of Finance, you will have overall responsibility for the financial management of the organisation, ensuring robust financial control, accurate reporting and effective operational support. \n Key responsibilities include: \n\n • Lead the organisation's financial planning, budgeting and forecasting processes.\n, • Maintain a rolling cash flow forecast and provide meaningful financial insight to the Managing Director and Senior Leadership Team.\n, • Produce monthly management accounts, board reports and financial analysis that support strategic decision-making.\n, • Monitor departmental budgets, investigate variances and work with budget holders to improve financial performance.\n, • Identify opportunities to improve efficiency and reduce operating costs.\n, • Own the month-end and year-end close processes.\n, • Ensure accurate accounting records and oversee reconciliations within Xero.\n, • Deliver timely and accurate management information to agreed deadlines.\n, • Prepare financial papers for Board meetings and present financial performance where required.\n, • Lead the annual audit process and act as the key contact for external auditors.\n, • Ensure compliance with all statutory and regulatory requirements, including HMRC, Companies House, VAT and Corporation Tax.\n, • Maintain strong financial governance and internal controls.\n, • Manage the monthly payroll process through the outsourced payroll provider.\n, • Manage workplace pension administration and statutory payroll obligations.\n, • Manage supplier payments and maintain strong supplier relationships.\n, • Line manage the part-time Bookkeeper.\n, • Oversee finance-related HR administration for starters and leavers.\n, • Manage key operational compliance activities, including company insurance renewals and employee benefits administration.\n\n We're looking for an experienced finance leader who enjoys taking ownership and making things happen. \n Essential \n\n • Fully qualified accountant (ACA, ACCA, CIMA/CGMA or CIPFA).\n, • Minimum 3-5 years' post-qualification experience within a UK finance environment.\n, • Strong knowledge of UK accounting standards (FRS102/IFRS) and UK tax legislation including VAT, PAYE and Corporation Tax.\n, • Experience producing management accounts, budgets, forecasts and cash flow models.\n, • Strong working knowledge of cloud accounting systems such as Xero and Microsoft Dynamics.\n, • Excellent Excel skills, including financial modelling, pivot tables and advanced formulas.\n, • Experience managing payroll and workplace pension administration.\n, • Outstanding communication skills with the ability to explain financial information clearly to non-finance stakeholders.\n, • Highly organised, self-motivated and comfortable working independently.\n, • A proactive mindset with a passion for improving processes and finding practical solutions.\n\n Desirable \n\n • Previous experience working within a membership organisation, charity, SME or not-for-profit environment.\n, • Experience managing operational or HR administration alongside finance responsibilities.\n\n \n\n • Salary of £70,000-£75,000 FTE.\n, • 21-24.5 hours per week.\n, • 25 days plus bank holidays FTE and your birthday off.\n, • Aegon Pension (company pension contribution 5%).\n, • Employee assistance programme.\n, • Life Assurance.\n, • Part-time opportunity offering genuine flexibility.\n, • Private healthcare (Vitality).\n, • A varied and influential leadership role with significant autonomy.\n, • The opportunity to work closely with the Managing Director and Board, helping shape the future direction of the organisation.\n, • A collaborative and supportive team culture where your ideas and expertise will be valued.\n, • Hybrid working and a healthy work-life balance.\n, • The chance to contribute to an organisation that champions and supports the UK's self-employed community.\n\n EA First Ltd are acting as an Employment Agency for this permanent vacancy.

Owen Reed is looking for an experienced, resilient and people-focused Assistant Secretarial Services Manager to join a top law firm in London. \n Working Arrangement: Hybrid, with a minimum of 50% office-based working \n Hours: 9.30 a.m.–5.30 p.m., with flexibility as required About the Role\n The Assistant Secretarial Services Manager will be responsible for the day-to-day management of secretarial staff within a designated practice group. The role will ensure that partners and fee earners receive an efficient, consistent and exceptional level of support aligned with the firm’s Secretarial Model and wider business strategy. \n The successful candidate will have a proven people-management background and first-class PA skills. They will also provide organisational and operational support to the Practice Group Leader and, when required, the Practice Group Manager. \n Reporting to the Secretarial Services Manager and Head of Secretarial Services, the role will work closely with other Assistant Secretarial Services Managers, Practice Group leaders, Finance, HR and Business Support teams. Key Responsibilities\n\n • Manage all office-based and home-working secretarial staff within the Practice Group.\n, • Oversee daily workflow and ensure sufficient secretarial resource is available to meet changing business priorities.\n, • Arrange appropriate cover for holidays, sickness and other absences.\n, • Review working hours and allocations to ensure effective support and coverage.\n, • Encourage cross-practice working and collaboration across the secretarial population.\n, • Support mentoring and development opportunities for PAs, Team Secretaries, Administrators and Apprentices.\n, • Work with programme managers to identify training needs and career-progression opportunities.\n, • Manage annual leave and absence processes through Workday, including sickness reporting and return-to-work meetings.\n, • Coordinate the new-joiner process, including buddy allocation, seating, workstation preparation, induction support and team information packs.\n, • Conduct annual, interim and probationary reviews and contribute to salary-moderation discussions.\n, • Understand the Practice Group’s strategic plans and recommend appropriate changes to secretarial support.\n, • Review secretarial and fee-earner allocations, including support for new fee earners and recruitment-related headcount requirements.\n, • Coordinate team floor plans with the Workplace Manager.\n, • Quality-check work to ensure consistency and compliance with the firm’s standards.\n, • Support participation in apprenticeship programmes and internal development schemes.\n, • Lead change initiatives across the secretarial function, including the adoption of new processes, technologies and AI-driven solutions.\n, • Identify efficiencies, reduce manual processes and explore automation opportunities to improve operational effectiveness and client service.\n, • Maintain regular communication with the Secretarial Services Manager, Head of Secretarial Services and equivalent managers across other practice groups and offices.\nHR and Performance Support\n\n, • Conduct return-to-work interviews and assist with ongoing absence monitoring.\n, • Address secretarial performance or work-quality concerns with fee earners and partners.\n, • Attend first-line disciplinary and performance-management meetings.\n, • Recommend individual or team development and refresher training and monitor progress.\n, • Support recruitment, coaching, training and the continuous improvement of secretarial staff.\n, • Handle day-to-day people-management matters fairly and effectively.\nPractice Group Support\n\n, • Assist the Practice Group Leader and Practice Group Manager with operational activities.\n, • Support initiatives including business-development travel and trainee rotations.\n, • Provide additional PA and organisational support when required.\n, • Develop procedures, projects and systems that improve workflow, quality and service delivery.\n, • Monitor deadlines and ensure the team provides an effective and responsive service.\nAbout YouQualifications and Experience\n\n, • At least three years’ proven supervisory and management experience within a similar role.\n, • Experience within a professional services environment is essential, ideally within a law firm.\n, • A clear ability to lead a team, command respect and lead by example.\n, • Relevant professional development through excellence programmes, diplomas, NVQs or workplace courses.\n, • Strong PA, workflow-management and organisational experience.\n, • Proven ability to design and implement new processes.\nSkills and Knowledge\n\n, • Excellent IT skills, including Word, Excel, PowerPoint, Copilot and Microsoft Teams.\n, • Strong and confident written and verbal communication skills.\n, • Ability to build productive relationships and communicate effectively with people at every level.\n, • Confidence handling challenging and demanding situations across the wider firm.\n, • Ability to maintain confidentiality and exercise discretion when dealing with sensitive matters.\n, • An empathetic, fair and unbiased approach to people management.\n, • Ability to achieve objectives within agreed timeframes.\n, • Resilience under criticism and the ability to remain calm and effective under pressure.\n, • A flexible approach to working and changing business requirements.\n, • A positive attitude with a practical, common-sense approach.\n\n

Location: Central LondonSalary: 60,000-80,000 per annum (depending on experience)Working Pattern: Hybrid (3 days in the office) until January 2027, moving to 100% office-based thereafter.We are partnering with a well-established, multi-site consumer business to appoint their first Head of Payroll.This is a rare opportunity to establish and lead an in-house payroll function for a recognised British brand as it transitions away from an outsourced payroll provider. Reporting directly to the Finance Director, with a dotted line into the Head of HR, you will take full ownership of payroll strategy and operations, leading the implementation of a new payroll system while building robust processes, controls and governance to support the future growth of the business.Initially, this will be a hands-on role, with responsibility for the day-to-day delivery of payroll. However, the organisation is looking for a senior payroll professional who can provide strategic direction, influence senior stakeholders and build a best-in-class payroll function from the ground up.If you're looking for an opportunity where you can genuinely make your mark and shape the future of payroll within a successful, growing organisation, this role offers exactly that.The RoleTake full ownership of the payroll function, ensuring the accurate and timely delivery of end-to-end payroll for approximately 200 employees.Process payroll for a combination of permanent employees and self-employed workers, including commissions, variable pay and TRONC arrangements.Lead the transition from an outsourced payroll model to a fully in-house payroll function.Evaluate, select and oversee the implementation of a new payroll system, working closely with the Finance Director.Develop and implement robust payroll processes, controls and governance frameworks to support business growth.Act as the organisation's payroll subject matter expert, providing guidance on payroll legislation, compliance and best practice.Partner closely with Finance, HR and operational teams to ensure payroll integrates seamlessly across the business.Build strong relationships with senior stakeholders, influencing decisions and driving continuous improvement.Identify opportunities to improve efficiency through automation, process optimisation and technology.Ensure payroll remains fully compliant with current legislation, HMRC requirements and internal policies.About YouTo be successful in this role, you'll ideally have:Significant end-to-end payroll experience, operating at Payroll Manager, Head of Payroll or equivalent level.Experience leading or playing a significant role in bringing payroll in-house or implementing a payroll system.A strong understanding of payroll legislation, governance, controls and compliance.Previous experience within a multi-site environment, ideally across retail, hospitality, leisure, beauty or another customer-facing business.Experience processing payroll involving commissions, variable pay and/or TRONC.Excellent stakeholder management skills with the confidence to influence senior leadership.A strategic mindset, balanced with a willingness to remain hands-on where required.A track record of improving payroll processes, controls and operational efficiency.Strong leadership capability with the potential to develop and shape the payroll function as the business evolves.BenefitsComplimentary services.Generous employee discount on products.Company pension scheme.22 days' annual leave, increasing to 25 days with length of service, plus bank holidays.Flexible working hours, with core office hours between 10:00am and 4:00pm.The opportunity to build and lead an in-house payroll function from the ground up.A highly visible role with genuine strategic influence across Finance and HR.Long-term career progression within a successful and growing organisation.If you're an ambitious payroll leader looking for a unique opportunity to build, shape and lead an in-house payroll function while influencing payroll strategy across a well-known multi-site business, we'd love to hear from you.To apply, please submit your CV or contact us for a confidential discussion.Discipline(s): Accounting & FinanceJob type: Permanent

Galderma is the emerging pure-play dermatology category leader, present in approximately 90 countries.We deliver an innovative, science-based portfolio of premium flagship brands and services that span the full spectrum of the fast-growing dermatology market through Injectable Aesthetics, Dermatolog

Company DescriptionTechnology is our how. And people are our why. For over two decades, we have been harnessing technology to drive meaningful change. By combining world-class engineering, industry expertise and a people-centric mindset, we consult and partner with leading brands from various industries to create dynamic platforms and intelligent digital experiences that drive innovation and transform businesses. From prototype to real-world impact - be part of a global shift by doing work that matters.Job DescriptionWe are looking for an Employment Tax Manager to lead our Employment and Expatriate Tax agenda across the Group.This is a high-impact, UK-based role with a global remit, reporting to the Head of Tax. We are open to considering candidates on either a full-time basis or a part-time basis of 3–4 days per week.The role offers the opportunity to take ownership of a broad and strategically important area of tax, partnering with senior stakeholders across the business and helping shape how Endava manages employment tax risk, governance and compliance as we continue to grow internationally.As Employment Tax Manager, you will be the Group’s subject matter expert for employment and expatriate tax matters, providing clear, commercial and pragmatic advice across a complex, multi-jurisdictional environment.You will lead and influence across areas including:UK employment tax compliance, including PSA, P11D/PBIK, STBV and share scheme reportingGlobal mobility, expatriate tax and cross-border working arrangementsContractor tax risk, including IR35, employment status and worker classificationShare scheme tax matters, including global tax reviews, payroll reporting and tax authority filingsPayroll tax governance, benefits reviews, controls, documentation and SOX evidenceEmployment tax risk management, provisions, policy and process improvementM&A due diligence and integration across payroll, benefits, contractors, share plans and global mobilityWider tax projects supporting the Group Tax functionThis role is highly visible and will involve close collaboration with Tax, Payroll, HR, Reward, Legal, Finance, Share Plans and business leaders across Endava’s global operations. You will play a key role in identifying risk, driving practical solutions, strengthening controls and ensuring the business is well positioned to respond to changing employment tax requirements around the world.We’re looking for an experienced employment tax professional with strong technical expertise, sound judgement and the confidence to operate as a trusted adviser to the business. You’ll bring a proactive, solutions-focused approach and the ability to translate complex tax matters into clear, actionable guidance for stakeholders at all levels.QualificationsYou’ll likely bring:Extensive employment and expatriate tax experience, ideally in a global or international environmentStrong knowledge of UK employment tax compliance and related reporting obligationsExperience across global mobility, contractor status, share schemes, payroll tax controls and benefitsThe ability to manage complex, multi-jurisdictional issues with confidence and pragmatismExcellent stakeholder management and communication skillsA recognised tax qualification, such as ATT or CTA, or a relevant accounting qualification with strong tax-specific experienceThis is a fantastic opportunity for someone who wants to take ownership of a broad, global employment tax remit in a dynamic, international business, with the scope to influence policy, strengthen governance and make a real impact across the Group — with flexibility for the right candidate.Interested in joining Endava and shaping our global employment tax agenda? Apply now or get in touch to find out more.Additional InformationDiscover some of the global benefits that empower our people to become the best version of themselves:Finance: Competitive salary package, share plan, company performance bonuses, value-based recognition awards, referral bonus; Career Development: Career coaching, global career opportunities, non-linear career paths, internal development programmes for management and technical leadership;Learning Opportunities: Complex projects, rotations, internal tech communities, training, certifications, coaching, online learning platforms subscriptions, pass-it-on sessions, workshops, conferences;Work-Life Balance: Hybrid work and flexible working hours, employee assistance programme;Health: Global internal wellbeing programme, access to wellbeing apps;Community: Global internal tech communities, hobby clubs and interest groups, inclusion and diversity programmes, events and celebrations.At Endava, we’re committed to creating an open, inclusive, and respectful environment where everyone feels safe, valued, and empowered to be their best. We welcome applications from people of all backgrounds, experiences, and perspectives—because we know that inclusive teams help us deliver smarter, more innovative solutions for our customers. Hiring decisions are based on merit, skills, qualifications, and potential. If you need adjustments or support during the recruitment process, please let us know.SummaryType: Full-timeFunction: FinanceExperience level: Mid-Senior LevelIndustry: Information Technology And Services

Company DescriptionColliers is a leading commercial real estate services company, providing a full range of services to real estate occupiers, developers and investors on a local, national and international basis. Services include brokerage sales and leasing (landlord and tenant representation), real estate management, valuation, consulting, building surveying, project management, project marketing and research. We provide our services across the core sectors (office, industrial, retail and hotel) as well as many specialised property types.The UK business is headquartered in London, with 1500 specialists throughout 16 offices across the UK and Ireland.The TeamColliers Project & Building Consultancy (PBC) is a multi-disciplinary UK and European consultancy with a dynamic, commercial outlook and close-knit team ethic, working within the property industry.Job DescriptionThe OpportunityFollowing a strong establishment of the Measured Surveys Service team, Colliers (UK) are looking to grow the service line with a number of hires. We have created a dynamic new service line for Colliers (UK), to enable the business to provide Area Referencing Survey Reports and associated services. As this is a relatively new service line for Colliers, it therefore brings a unique opportunity for the successful candidate to help drive the early development of the new service line, working with the Service Line Head (SLH). Colliers will provide a tried and tested platform for providing the managerial support they will need, alongside Marketing and Communications, Finance, HR and legal compliance. There is an existing healthy client base and rich work stream to tap into. The new service line would sit within the existing Project and Building Consultancy (PBC) team, which comprises 250 people across the UK, led by Robert Perry, as Managing Director. There is desire to grow the service to provide other complimentary, bolt on, services in due course, however the initial focus will be on Area Referencing Survey Reports.QualificationsSkills and Experience RequirementsDegree or MSc in Geomatics, Land Surveying, Geography or Civil Engineering and/or relevant industry experience.Knowledge of Leica instrumentation (Total Stations, Terrestrial Laser Scanners, Disto and GNSS equipment) and processing software (Cyclone Register 360, Cloudworx and N4Ce).Experience of producing topographic surveys for development and floor risk purposes.Experienced user of AutoCAD.Knowledge of RevitKnowledge and experience of compiling reports to RICS Standards and IPMS: All Building.Entrepreneurially minded with a forward-thinking approach.Excellent communicator and interpersonal skills.Highly organised.Able to present on the subject matter to colleagues and clients comfortably when required.Commercially minded.Technical, precise and accurate ways of working.Can build, develop and maintain strong relationships with existing clients.Member or working towards membership of the RICS or CICES.Can work independently or as part of a team.Willingness to work and travel through the UK and Europe. This will, from time to time, include some overnight stays depending on project location.Full UK Driving licenceAdditional InformationScope of ResponsibilityReporting to the Service Line Head and/or Project lead:Lead/assist on-site Team undertaking of Measured Surveys.Completion of on-site measurement surveys to RICS standards.Compile and delivery of reports.QA of reports (Associate Director)Mentoring and support of junior members of staff with on the job training of technical skills and professional development.File management and security of information / data protectionSupporting the Service Line Head, promotion of the new service, pitches, presenting, business development where required.Additional InformationThe candidate will be working with like minded successful individuals where they can bring their own ideas and solutions to the team. A competitive salary and benefits package will be offered, with access to a unique Profit Share Scheme to reward performance and effort.*Any CVs, Candidate details or Introductions sent directly to Colliers employees without a prior written mandate from the Colliers UK Talent Acquisition or HR Team shall be deemed unsolicited and provided voluntarily.In such cases, Colliers shall have no obligation to pay any introduction, recruitment or placement fee, and may engage or hire the Candidate without liability to the Agency.SummaryType: Full-timeFunction: Project ManagementExperience level: Not ApplicableIndustry: Real Estate

We are partnering with a leading global investment management organisation to appoint a Head of Workforce Planning. \n This is a newly created leadership role, with responsibility for establishing Workforce Planning as a new enterprise capability. \n \n Key responsibilities \n\n • Establish and lead a new enterprise Workforce Planning capability, initially focused on operational workforce planning.\n, • Partner with Finance and senior business leaders to develop consistent workforce planning processes, governance, data and decision-making frameworks.\n, • Develop and embed a strategic workforce planning capability, translating business strategy into future workforce demand, critical skills and capability requirements.\n, • Build and lead a Workforce Planning Centre of Excellence, establishing best practice, methodologies and operating standards across the organisation.\n, • Partner with HRBPs, People Analytics, Talent and business leaders to deliver workforce insights, scenario modelling and strategic recommendations.\n, • Use workforce data and intelligence to inform decisions around growth, productivity, automation, skills and organisational capability.\n, • Lead large-scale workforce transformation programmes and introduce emerging technologies, workforce intelligence platforms and innovative planning approaches.\n, • Influence senior stakeholders and drive adoption of workforce planning as a core enterprise capability across a complex, global organisation.\n\n \n About you \n\n • Significant experience leading Workforce Planning across a complex, global or matrixed organisation.\n, • Proven track record of delivering large-scale workforce transformation and building new organisational capabilities.\n, • Strong expertise across both operational and strategic workforce planning, workforce analytics and scenario modelling.\n, • Experience partnering closely with Finance, HR, People Analytics, Talent and senior business leadership.\n, • Strong understanding of external Workforce Planning best practice, emerging technologies and future workforce trends, including AI and skills-based organisations.\n, • Commercially astute with the ability to translate complex workforce data and insights into clear, actionable recommendations.\n, • Excellent stakeholder management and influencing skills, with the credibility to engage and challenge senior leaders.\n, • Experience establishing and leading a Workforce Planning Centre of Excellence or similar enterprise capability is highly desirable.\n\n \n If you are interested in finding out more, please get in touch for a confidential conversation. \n \n How to apply \n If you are interested in discussing this role further, please apply for the position or contact Kirstin Hunt at kh@elliottscotthr.com (Job Code - KH/81232) \n \n If you require any adjustments, accommodation, or additional support during the recruitment process, please do not hesitate to let us know. Click here to learn more about our commitments to accessible recruitment. \n \n Please note that only short-listed candidates will be contacted \n \n Privacy policy \n Personal data collected will be used for recruitment purposes only. By applying for this position, you consent to the collection, use, and disclosure of your personal data to Elliott Scott HR Recruitment Ltd. and all relevant third parties for the purpose of processing your application. Your personal data will be processed in accordance with our Privacy Policy.

Legal Counsel (Employment Law) \n \n Our client are seeking a Legal Counsel to join a dynamic legal team, providing expert employment law advice across the UK and wider EMEA region. This is an exciting opportunity for a commercially minded lawyer who enjoys partnering with senior stakeholders, shaping employment policies, and navigating complex workplace issues within a regulated environment. \n Reporting to the Head of Employment Law, you will play a key role in advising HR and business leaders on a broad range of employment law and employee relations matters. You will help ensure compliance, mitigate risk, and support the organisation's people agenda through practical, commercially focused legal guidance. \n \n Key Responsibilities \n\n • Provide expert employment law advice on employee relations matters across the UK, with support to wider EMEA offices as required.\n, • Advise HR teams and managers on complex employee issues including disciplinary, grievance, performance management, absence management and employment disputes.\n, • Support organisational change initiatives, including restructures, reorganisations and integrations.\n, • Draft, review and maintain employment-related documentation, policies, procedures and employee handbooks.\n, • Facilitate and manage external legal counsel where required, including employment litigation and tribunal matters.\n, • Advise on settlement agreements, negotiations and dispute resolution strategies.\n, • Identify employment-related risks and provide practical, commercially sound solutions.\n, • Deliver training and guidance to HR teams, managers and key stakeholders on employment law developments and employee relations best practice.\n, • Support the development of consistent employee relations processes, templates, guidance and frameworks.\n, • Monitor legislative developments and ensure policies and practices remain legally compliant and aligned with best practice.\n, • Contribute to governance committees, projects and wider business initiatives from an employment law perspective.\n\n \n Requirements \n\n • Qualified Solicitor, Barrister or equivalent legal professional.\n, • Approximately 2-4 years' post-qualification experience in employment law.\n, • Strong knowledge of UK employment law, with exposure to European employment law considered advantageous.\n, • Experience advising on complex employee relations matters, restructures, employment documentation and workplace policies.\n, • Background gained within a reputable law firm, in-house legal team, financial services organisation or similarly regulated environment.\n, • Strong commercial awareness with the ability to balance legal risk and business objectives.\n, • Excellent stakeholder management and influencing skills.\n, • Exceptional written and verbal communication abilities.\n, • Confident handling sensitive and challenging conversations.\n, • Ability to work independently while building strong collaborative relationships across the business.\n, • Experience within financial services or another regulated sector.\n, • Understanding of regulatory frameworks and their impact on employment practices.\n, • Experience supporting cross-border employment matters across the EMEA region.\n\n

Catalyst Partners is delighted to be partnering with a leading global Asset Management organisation on the appointment of a Head of Human Resources - Investments. \n \n This is a rare opportunity to join a highly regarded investment platform at a pivotal stage in its evolution. The role will play a critical part in shaping the people strategy for a sophisticated, international investment business with a growing presence across both public and private markets. \n Working closely with senior investment leaders, including CIOs and executive stakeholders, the successful candidate will act as a trusted advisor on all aspects of talent, organisation effectiveness, leadership, succession, reward and workforce strategy. \n \n The Role \n You will be responsible for leading the people agenda across a complex investment organisation, ensuring the business is positioned to attract, develop and retain exceptional talent whilst supporting long-term growth objectives. \n \n Key responsibilities will include: \n\n • Partnering with senior investment leaders and executive stakeholders on strategic people priorities.\n, • Leading organisational design, workforce planning and succession initiatives.\n, • Supporting business transformation, integration and change programmes.\n, • Advising on executive talent, leadership development and culture.\n, • Providing strategic input on reward, incentives and retention for investment populations.\n, • Managing complex employee relations and organisational challenges within a highly regulated environment.\n, • Leading and developing a high-performing HR team.\n, • Working across multiple international jurisdictions, balancing local requirements with global business objectives.\n\n \n Candidate Profile \n We are interested in speaking with experienced HR leaders who can demonstrate: \n\n • A strong track record within asset management, investment management, private markets, alternatives or broader financial services.\n, • Experience partnering senior investment professionals, CIOs, portfolio managers and executive leadership teams.\n, • A deep understanding of the talent and organisational dynamics within investment-led businesses.\n, • Experience operating across international markets and navigating complex stakeholder environments.\n, • Proven success leading transformation, integration, organisational redesign and change initiatives.\n, • Strong commercial acumen, executive presence and influencing capability.\n, • The ability to balance business objectives with governance, risk and regulatory considerations.\n\n

This is an exciting opportunity for a commercially minded P&C to join a growing organisation at a pivotal stage of its development. \n We are looking for a senior HR&People Consultant who will shape and implement our People and Culture strategy, building strong foundations that will enable our business to scale successfully. This role is ideal for someone looking for 1 day work with 1-2 years contract while still having a meaningful impact at a strategic level. We’re happy to discuss your flexible working arrangements. \n You will be a trusted advisor to the CEO and leadership team, responsible for driving the people agenda, leading organisational change, and establishing robust HR policies, processes, and frameworks from scratch. \n What you’ll be doing: \n People Strategy & Leadership \n\n • Develop and deliver a comprehensive People and Culture strategy aligned with business objectives and growth plans\n, • Shape and embed a positive, high-performing organisational culture\n, • Provide leadership and direction on all people-related matters\n\n Organisational Design & Growth \n\n • Design and implement organisational structures that support business growth\n, • Develop workforce planning and succession strategies\n, • Create scalable people frameworks suitable for a growing organisation\n, • Support leadership development and capability building across the business\n\n Policies, Processes & Compliance \n\n • Create and implement people-focused policies and procedures from scratch\n, • Ensure compliance with employment law and best HR practices\n, • Establish clear, fair, and consistent HR processes across the organisation\n\n Employee Experience & Performance \n\n • Build and implement performance management frameworks\n, • Develop learning and development strategies to support employee growth\n, • Create an employee experience framework that promotes engagement and retention\n, • Foster an inclusive and supportive workplace culture\n\n What you’ll need: \n\n • Proven experience as a Head of HR / Head of People / People Director or similar senior role\n, • Experience of creating a People strategy from scratch\n, • Strong knowledge of UK employment law and HR compliance\n, • Experience in growing organisations or scale-up environments\n, • A track record of designing and implementing HR frameworks, policies, and processes\n, • Experience in leadership development and succession planning\n, • Motivated by building something from the ground up\n, • Collaborative, solutions-focused, and adaptable\n\n Who we're: \n Gülermak Renewables is the renewable energy investment arm of Gülermak, a leading international infrastructure contractor with a 68-year track record of delivering complex projects to the highest standards of quality, ethics and execution. \n Headquartered in London, the renewables business operates as an independently managed platform, focused on the UK and Europe, with core investments in solar, onshore wind and battery energy storage, and a forward-looking view on technologies shaping the future energy system. With strong financial backing and deep infrastructure expertise, we build, own and operate renewable assets that deliver stable long-term cash flows. Our portfolio has reached c.650 MW to date, with clear ambition and strong momentum to scale materially in the near term. \n This role represents an exceptional opportunity to join a high-performing, entrepreneurial team comprising talented professionals with deep experience across renewables and infrastructure. You will have meaningful responsibility across the business, in a culture that rewards ownership, performance and merit. \n

Are you an accomplished HR leader with the credibility to influence at Executive level and lead a people function through a period of strategic change? \n \n I am partnering with a high-profile national central government organisation who is looking to appoint an Interim Head of Human Resources on a 6-month temporary basis. They play a vital role in supporting the UK's financial stability and economic resilience. They are located in the heart of London, and the organisation goes into the office 3-days per week. \n \n Reporting to the Chief People Officer, this is a pivotal leadership role responsible for providing strategic HR leadership across the organisation. You will act as a trusted adviser to the Executive Team, ensuring the organisation has the people, capability and culture required to deliver its objectives while leading a modern, high-performing HR function. \n \n The Interim Head of Human Resources role is paying up to £725 per day (Inside IR35). Some of the key responsibilities of the role include: \n \n\n • Acting as the principal adviser to the Executive Team on all strategic and operational people matters, influencing key organisational decisions.\n, • Leading and developing the HR function, ensuring the delivery of a high-quality, commercially focused and customer-centred HR service.\n, • Driving organisational design, workforce planning and change initiatives, ensuring the organisation has the capability and operating model to deliver its strategic priorities.\n, • Providing expert leadership on complex employee relations matters, employment law, governance and people risk.\n, • Championing an inclusive, high-performing culture through progressive approaches to diversity, wellbeing, learning and leadership development.\n, • Using workforce analytics and organisational insight to inform decision-making, shape policy and support continuous improvement.\n, • Building strong relationships across the organisation, acting as a trusted adviser to senior leaders and representing the People function at Executive Committees and other senior forums.\n, • Deputising for the Chief People Officer where required, providing visible leadership across the wider People agenda.\n\n \n This is a brilliant opportunity for an experienced senior HR professional with a proven track record of partnering with Executive teams within a large, complex organisation. You will bring significant experience of organisational transformation, strategic workforce planning, organisational design and leading high-performing HR teams. Equally important is your ability to build credibility quickly, influence at the most senior levels and balance strategic thinking with pragmatic delivery. A strong understanding of employment law, employee relations and modern people practices is essential, alongside a genuine commitment to creating inclusive, high-performing workplaces. \n \n The interview process will consist of two stages, with the successful candidate expected to start at short notice. \n \n Apply now to join a nationally significant organisation over the next 6-months. \n

Head of Reward (12 Month Fixed-Term Contract) \n Location: UK, West London - 3 days a week hybrid working (Flexible Working Hours) \n Reports to: Chief People Officer / HR Director \n Salary: Approx. £90,000 - £100,000 + Bonus \n \n The Opportunity \n \n We are looking for an experienced Head of Reward to join our People team on a 15-month fixed-term contract. This is a strategic and operational leadership role responsible for shaping, delivering and evolving our global reward strategy across the UK and Europe. \n Working within a fast-paced technology environment, you will ensure our compensation, benefits and recognition programmes remain competitive, commercially aligned and compliant across multiple jurisdictions. \n \n Key Responsibilities \n Reward Strategy & Leadership \n \n\n • Lead the development and execution of the company's reward strategy across the UK and European markets.\n, • Ensure reward programmes support business objectives, organisational growth and talent strategy.\n, • Provide expert advice to senior leadership on compensation, benefits, incentive design and market trends.\n, • Review and evolve salary structures, job architecture and pay frameworks.\n, • Lead annual compensation activities including salary reviews, bonus planning and benchmarking.\n, • Ensure reward policies are fair, equitable, competitive and aligned with company values.\n\n \n Compensation & Benefits \n \n\n • Oversee all compensation and benefits programmes across multiple European countries.\n, • Manage relationships with external reward and benefits providers.\n, • Conduct market benchmarking using external salary surveys and industry data.\n, • Evaluate and recommend new benefits to enhance employee experience whilst maintaining commercial viability.\n, • Ensure compliance with pay transparency and equal pay legislation where applicable.\n\n \n Stakeholder Management \n \n\n • Build trusted relationships with senior leaders across the business.\n, • Partner with HR Business Partners on reward-related decisions and organisational design.\n, • Present reward insights, recommendations and reporting to Executive Leadership where required.\n, • Lead and develop the Reward function, fostering a collaborative and high-performing team culture.\n\n

Finance and Payroll Officer \n \n Location: London Head Office \n Employment type: Full-time, Permanent \n \n About PipeWize \n PipeWize Ltd is a growing mechanical and industrial contractor delivering coded welding, pipefitting, mechanical installation, lifting and engineering services across major construction, energy, manufacturing and nuclear projects. \n \n As our operations continue to expand, we are seeking an experienced UK Finance and Payroll Officer to support our payroll and day-to-day finance activities. \n \n Role Purpose \n The UK Finance and Payroll Officer will be responsible for processing accurate and timely payroll, maintaining financial records, completing reconciliations and supporting the wider finance function. \n \n The successful candidate will work closely with Finance, HR, site management and external advisers to ensure compliance with UK payroll, pension, tax and financial requirements. \n \n Key Responsibilities \n\n • Prepare and process weekly and monthly payroll for PAYE employees, CIS Contractors.\n, • Prepare, Review and reconcile timesheets, attendance records, overtime, shift payments, allowances, deductions, holiday pay and sickness payments.\n, • Manage and maintain employee legal and compliance documentation, including employment contracts, Right to Work checks and other required employment records.\n, • Process new starters, leavers, tax codes, statutory payments, student loan deductions, P45s and P60s.\n, • Support HMRC Real Time Information submissions, including FPS and EPS submissions.\n, • Administer workplace pension and auto-enrolment processes, including contribution uploads and reconciliations with pension.\n, • Respond to employee payroll queries and resolve discrepancies promptly and professionally.\n, • Prepare payroll journals and reconcile payroll control accounts.\n, • Process purchase invoices, supplier statements, customer invoices, expense claims and payment records.\n, • Support accounts payable, accounts receivable, bank reconciliations and month-end reporting.\n, • Maintain accurate financial records in program, including nominal codes, project codes and VAT treatment.\n, • Assist with CIS administration, subcontractor verification, deductions, reconciliations and monthly returns.\n, • Support VAT returns, accruals, prepayments, audits and management reporting.\n, • Allocate payroll and labour costs accurately across projects and cost centres.\n, • Maintain confidential and audit-ready payroll and finance records.\n, • Ensure compliance with UK payroll legislation, UK GDPR, the Data Protection Act 2018 and company procedures.\n\n \n \n \n Skills and Experience \n Essential \n\n • Previous experience processing UK payroll is essential. Experience administering payroll under the NAECI, ECSA and/or Site-Specific Agreement (SSA) frameworks is highly desirable.\n, • Good knowledge of PAYE, National Insurance, statutory payments and payroll deductions.\n, • Experience with payroll reconciliations.\n, • Understanding of workplace pensions and auto-enrolment requirements.\n, • Previous experience in finance administration or transactional accounting.\n, • Excellent Microsoft Excel skills.\n, • Experience using payroll and accounting software.\n, • Excellent numerical skills and attention to detail.\n, • Ability to manage confidential and sensitive information appropriately.\n, • Strong organisational skills and the ability to meet fixed payroll and finance deadlines.\n, • Clear and professional written and verbal communication skills.\n, • Ability to investigate discrepancies and work effectively with employees, managers and external advisers.\n\n \n Desirable \n\n • Experience using Brightpay, finance programs and pension system.\n, • Knowledge of CIS and VAT requirements.\n, • Experience processing weekly payroll for a multi-site workforce.\n, • Previous experience within the construction, engineering or project-based sector.\n, • CIPP, AAT or another relevant payroll or accounting qualification, completed or in progress.\n\n \n What We Offer \n\n • Competitive salary based on qualifications and experience.\n, • Opportunity to contribute to major mechanical, industrial, energy and renewable-energy projects.\n, • Career development within a growing UK contractor.\n, • Supportive and collaborative working environment.\n\n \n How to Apply \n Please submit your CV together with a brief cover letter outlining your relevant experience. \n PipeWize Ltd is committed to providing equal opportunities and welcomes applications from suitably qualified candidates from all backgrounds. \n

United Kingdom · Field-based with travel · Competitive salary \n \n Make sure every concert happens — and happens properly. \n \n RED EVENTS is an international creative agency that stages musical events in Europe's most extraordinary spaces — historic cathedrals, theatres, palaces, planetariums, orangeries and rooftops. \n We produce hundreds of concerts every year across the United Kingdom, the Netherlands, Belgium, Germany, Italy, Switzerland, Ireland, the CIS and beyond — working with world-renowned musical brands and creating our own distinctive projects. \n \n We are looking for an Event Manager to own how those concerts actually happen on the ground: the venues, the logistics, the people, and everything that has to work before an audience takes its seat. \n \n WHAT YOU'LL BE DOING \n — Venues. Travelling across the UK for site visits and inspections. Meeting venue management in person, establishing first contact and keeping the relationship warm long after the first concert. \n — Logistics. Planning and coordinating everything that has to arrive in the right place at the right time — instruments, equipment, staging, transport, accommodation. Booking where it falls to you. \n — Scheduling. Building and maintaining the schedule for administrators and performers across concurrent events, and keeping it accurate when things move. \n — Contractors. Sourcing, briefing and coordinating suppliers — technical, staging, transport and everything in between. Including the urgent ones: a piano that needs tuning tonight, a supplier who cancels on the morning of the concert. \n — Purchasing and inventory. Procurement of what events need, and keeping track of company equipment: what we own, where it is, what condition it is in. \n — People. Recruiting, onboarding and coordinating concert administrators and volunteers. Making sure everyone knows what they are doing before the doors open. \n — Coordination. Working closely with the artist manager, ensemble leads and the head office — so that artistic, operational and commercial sides of an event stay aligned. \n — Reporting. Post-concert reports: what worked, what did not, what the venue was like, what to change next time. This feeds directly into how we plan the following season. \n \n WHAT WE'RE LOOKING FOR \n — 3-5 years' experience in event production, venue operations, touring, hospitality or a comparable \n operational role. The right to work in the United Kingdom. \n — A full driving licence and willingness to travel across the country regularly. \n — Availability to work evenings and weekends — that is when concerts happen. \n — Genuine composure under pressure. Things go wrong on the day, and the job is to fix them without \n the audience noticing. \n — Confidence dealing with venue managers, suppliers and performers face to face. \n — Strong organisation: several events running in parallel, each with its own moving parts. \n — English at C1 or above. \n \n A STRONG ADVANTAGE \n — Experience in classical music, theatre, concerts or cultural venues. \n — Existing relationships with UK venues — churches, cathedrals, theatres, historic buildings. \n — Understanding of technical riders, staging and sound. \n — Experience managing volunteers or casual staff. \n — Experience working with touring or international artists. \n — Experience with Notion or similar coordination tools. \n — Daily use of AI tools (ChatGPT, Claude, Gemini and others). \n — Additional European languages. \n \n WHAT SUCCESS LOOK LIKE \n — Concerts run without the head office having to intervene. \n — Venue relationships that outlast a single booking — and venues that ask us back. \n — A reliable network of contractors, including for the situations that cannot wait. \n — Administrators and volunteers who arrive prepared and know their role. \n — Schedules that hold, and problems flagged early rather than discovered late. \n — Post-concert reports that genuinely improve the next event. \n \n WHAT WE OFFER \n — Work on international cultural projects, with more than 200 musicians performing with us monthly in the UK alone. \n — Real breadth: venues across the whole of England, and — as the role develops — the possibility of working on projects beyond it. \n — Direct work with international artists and world-renowned musical brands. \n — Involvement in launching new concert formats, from cathedral programmes to immersive projects. \n — A formal working relationship and paid holiday. \n — Travel costs covered. \n — A competitive salary, open to review. \n — An ambitious, friendly and international team. \n — Professional and career growth. \n \n WHY RED EVENTS \n We value initiative, independence and a genuine desire to keep growing. No two days are the same here: No two days are the same here: today you are inspecting a cathedral in York, tomorrow you are briefing administrators for a premiere in London, and a week later you are solving a supplier problem two hours before doors open in Brighton. If you want to see your work in a full hall and a concert that ran exactly as it should have — we'd love to meet you. \n \n Red Events & Distribution Limited \n 167–169 Great Portland Street, 5th Floor, London W1W 5PF, United Kingdom \n \n To apply: hr@redevents.world · www.redevents.world

Head of People, London, up to £65,000 – Cool business in London \n Based: Central London \n \n We are seeking a Head of People for a smaller but growing hospitality group, with some epic sites across London and within the M25, strong growth plans for 2026-2027 and onwards, but with this role, your Mentor who is a fantastic OD and Founder, they are great humans. The Head of People will support the senior team in all employee-related aspects of the business. Deal with and support management in all aspects of employee relations, recruitment, welfare, training and development while ensuring company compliance with current employment legislation. \n \n What are we looking for? \n Qualifications / Experience \n\n • HR management experience in a similar senior role for a minimum of 2 years\n, • Experience in a hospitality environment essential\n, • Relevant HR Qualification; CIPD full of part qualified, or similar degree BIG BONUS\n, • Experience working in a high volume, high quality, high turnover business\n, • Experience working with a similar sized team (400 employees)\n, • HR generalist experience including recruitment, benefits and records management, disciplinary and grievance and general support and coaching\n\n Here’s what you’d do: \n\n • Maintain all employee records; ensuring compliance and updating information\n, • Compile and manage the personnel budget; assist with the payroll budget and helping managers to maintain their payroll targets\n, • Manage and promote internal communications; chairing relevant meetings and taking action where required\n, • Look after the welfare of employees; ensuring completion of an annual survey, following up on results as part of the people plan\n, • Ensure that disciplinary and grievance processes are in line with company policy and meet legislation requirements\n, • To follow company guidelines and property people plan to ensure best practice\n, • To liaise with Training & Development Mgr (Group role) on training requirements and organise dates and attendees to maximise the training opportunity\n, • To coach and support HoD’s in the effective management of their teams\n, • Assist the Statutory Co-ordinator on the Personnel related aspects of the Statutory Health and Safety Audit\n\n \n If you would like to discuss this opportunity, please do get in touch asap, in confidence - please email with your current CV to apply Stuart Hills or call 0207 790 2666

People Operations Administrator \n £30000 \n Putney, London \n Hybrid, 3 days per week in the office \n 6-month FTC to perm \n \n At Clarion, our people are at the absolute heart of what we do. We’re proud that our core values of PASSION, CARE, IMAGINATION, and TRUST define the way we carry out our work across all of our teams. \n \n If you share our values and want to be a part of a successful, dynamic, and creative global business then we want to hear from you. \n The Opportunity: \n \n This is a key role within the People team, providing operational administration, coordination and process support across Clarion’s People function. Working closely with the Head of People Operations and wider People team, you will coordinate key People Operations activity across process administration systems, reporting, data requests and project support, helping to ensure that People information, processes and communications are accurate, timely, well governed and aligned with business needs. \n \n Key Responsibilities: \n \n People Operations Coordination \n \n • Assist People Administrator as required with administrative processes across the whole employee lifecycle (starters, employee changes, leavers). \n • Manage Workday queries, ensuring issues are logged, progressed, resolved or escalated appropriately. \n • Support visa administration processes, coordinating information, documentation and follow-up with employees, managers, People Partners and external providers. \n • Process People team invoices ensuring accurate records, approvals and payment processes are followed. \n \n Systems and Content Ownership \n \n • Coordinate and assist with the People newsletter, including content, design and publication in collaboration with the relevant People Partners and wider People team. \n • Maintain the People I-drive and People Portal, ensuring documents, guidance, and resources are accurate, up to date, well organised and easy to access. \n • Support the creation and coordination of training materials using relevant tools. \n • Maintain content governance across People resources, ensuring outdated materials are removed or refreshed. \n \n Data, Reporting and Process Administration \n \n • Coordinate data requests and analysis for the People team, collating information, checking accuracy and presenting outputs clearly for stakeholders. \n • Maintain trackers, reports and administrative controls to support effective People Operations governance. \n • Ensure People Operations data and process documentation is accurate, organised and available to support decision-making and audit readiness. \n \n IR35 and Project Support \n \n • Support IR35 administration process, ensuring information is tracked, stakeholders are engaged and actions are completed in line with agreed timelines. \n • Provide administrative coordination for People projects and operational initiatives as required. \n \n Wider People Team Support \n \n • Work collaboratively with the wider People team to ensure operational activity is coordinated, well communicated and completed to agreed standards. \n • Identify opportunities to improve administrative processes, templates, trackers and ways of working across People Operations. \n • Provide wider administrative support to the People team, including ad hoc administrative requests, support for projects, team activity and other duties as required, including cover during periods of absence. \n \n Required Skills and Experience: \n \n • Previous experience in a People/HR Operations or business operations with experience owning or coordinating operational processes, deadlines and multiple workstreams. \n • Confident in using Workday, Microsoft Office and reporting tools to manage queries, data, trackers and documentation. \n • Experience maintaining People systems, portals, shared drives or internal content resources, ensuring information is accurate, current and well governed. \n • Experience coordinating employee-facing content, ideally working with People Partners or internal teams to shape content, messaging and design. \n • Good data coordination and analysis skills, with the ability to collate, check, interpret and present information clearly. \n • Experience supporting operational People processes which may include project administration, visa administration and IR35 administration. \n • Experience processing invoices and purchase orders with an understanding of accurate records, approvals and finance processes. \n • Strong stakeholder coordination skills, with the ability to work effectively with People Partners, employees, managers, external providers and wider team members. \n • Able to manage confidential information, competing operational priorities and sensitive requests with accuracy, discretion and professionalism. \n \n Knowledge, Skills & Behaviours: \n \n • High attention to detail, with the ability to self-check work and maintain accuracy across documents, systems, data and communications. \n • Strong planning and prioritisation skills, with the ability to manage competing deadlines and adapt when priorities change. \n • Clear, professional and confident communication style, with the ability to tailor messages for different audiences. \n • Proactive and solutions-focused, with the confidence to use initiative and escalate issues appropriately. \n • Highly organised and process-minded, with an interest in improving templates, trackers, guidance and ways of working. \n • Professional, discreet and diplomatic, with the ability to handle confidential information and build trusted working relationships. \n • Collaborative and service-focused, with a positive approach to supporting People Partners, employees, managers and the wider People team. \n • Curious and willing to learn, with an interest in developing expertise across People Operations. \n \n \n About Clarion Events \n \n Clarion Events is one of the world’s leading event organisers, producing and delivering innovative and market-leading events since 1947. (https://clarionevents.com/welcome) \n \n Clarion Events embrace diversity and equal opportunities in all that we do. We are committed to building a team that represents a variety of backgrounds, perspectives, and skills. The more inclusive we are, the better our work will be. \n \n Clarion is private equity backed and owned by Blackstone. Blackstone is one of the world’s leading global investment funds, investing capital for the long term in order to build successful, resilient businesses. (https://www.blackstone.com/) \n \n Our purpose is to deliver exceptional customer outcomes and experiences, by making every connection count. \n \n Our vision is we want every one of our products to be a market leader in customer satisfaction and delight. \n \n Benefits \n\n • 25 days’ holiday plus bank holidays\n, • End of year wellbeing shutdown (closed for the last week of the year)\n, • Employees on a permanent or fixed-term contract are gifted an extra day of leave that can be used for a celebration of your choosing, e.g. birthday, Eid, Diwali, etc.\n, • Summer Hours in August (3pm finish on Fridays)\n, • Helping Our World (HOW) Days – one paid day per quarter to carry out charity work\n, • Pension Scheme\n, • Private Medical Insurance\n, • Health Cash Plan\n, • Wellbeing Library (MYNDUP)\n, • Mentoring Programme\n, • Season Ticket Loan\n, • Cycle to Work Schemes\n, • Free on-site gym and shower facilities\n, • Free eyesight tests\n, • Free flu vaccination – offered on site once a year for all employees\n\n \n Our Values \n PASSION \n We deliver all our events with passion for people, the environment and businesses. We form connections with those who are just as passionate about what they do as we are. We always strive to exceed expectations and celebrate success. We love what we do, and it shows. \n CARE \n We care about our people and our products and work tirelessly to achieve lasting connections and satisfaction for ourselves, our customers and the businesses they support. We really get people - everyone is welcome. \n IMAGINATION \n Everything is possible. We constantly challenge the status quo and create amazing experiences and opportunities. We take huge satisfaction in solving problems. As open-minded and fun-loving people, the sky is our limit. \n TRUST \n We trust our skills, people and partners to deliver extraordinary events our customers have come to rely on. We support everyone around us and always learn through our experiences. We are honest and straight forward. You can always rely on us. \n Equal Opportunities \n We encourage employees to be open and confident and recognise that every member of the team makes a vital contribution. \n Clarion embraces equality, diversity and inclusion and seeks to promote these principles in all of our business activities. \n When recruiting new employees or providing opportunities for promotion, we will: \n • Recruit, develop and retain the most talented people, regardless of background, and make the best use of their talents; \n • Ensure that no person is unlawfully discriminated against; \n • Select the best person for the role based on their skills, qualifications and abilities. \n This statement sets out our commitment to equal opportunities and to preventing discrimination in the workplace.

Our client, a market leading hedge fund, is looking to hire a Global L&D Manager based out of their expanding London office. \n \n Reporting into the Global Head of HR, the hire will step into a highly autonomous and visible role working to design and lead the roll out of enterprise-wide L&D strategy. The firm has undergone a major expansion and continues to develop at a rapid rate - the hire will take ownership of a global portfolio of talent development initiatives including L&D, manager training and career development framework roll out. The hire will be responsible for building out a team under them and working on the maturation of this pillar of HR whilst working with the C-suite and HR leads to understand specific needs for the business and its different platforms and translate those into tangible initiatives that are implemented across specific business areas or firm-wide. You will also assess and manage relationships with external partners supporting with content and programmes whilst managing impact assessment initiatives and drive continuous improvements in the team’s offerings and infrastructure. \n \n This opportunity offers an experienced L&D professional the opportunity to step into a leading buy-side firm and help the firm navigate employee experience, talent management and development during a crucial period of growth. Given the importance of this hire, the firm wants to be candidate led, offering the successful candidate a very attractive increase on his/her current base. The firm are widely regarded as being an industry leading bonus payer - a strong performer will receive a large % bonus. Employees also receive fantastic benefits including fully subsidised gym membership, fully subsidised meals, support for professional qualifications, a large % pension and a top of the range private healthcare plan.

Now boarding: Your career in travel is ready for take-off. \n Corporate Travel Management (CTM) is undergoing an exciting period of growth as worldwide travel returns. If you’re ready to embark on a career with a global leader in business travel, we want to hear from you. \n At CTM, our people are at the heart of everything we do. We know that our diverse team is the reason CTM is the award-winning TMC we are today, which is why recruiting like-minded travel enthusiasts is an important part of our business’ success and growth. \n \n About CTM \n CTM is an award-winning provider of travel service solutions spanning corporate, events and sports markets. Headquartered and founded in Australia, CTM has offices all around the world, including Europe, Asia, North America, Australia and New Zealand. www.travelctm.co.uk \n \n About the Role \n The Risk and Compliance Manager reports to the Head of Legal and is responsible for establishing, leading, and overseeing the risk and compliance framework for CTM UK/EU. This role ensures the organisation meets all relevant UK regulatory, contractual, and ethical obligations, as well as internal governance policies, while proactively identifying and mitigating operational, financial, regulatory, reputational and supplier risks inherent in the corporate travel sector. \n \n The position plays a critical part in maintaining trust with corporate clients, travellers, suppliers, and regulators, and in enabling responsible business growth. \n \n ✔ Delivers contractual obligations and transparent reporting \n ✔ Meets UK travel regulations (IATA, ATOL, when applicable) \n ✔ Maintains safe, legal relationships with suppliers \n ✔ Follows UK bribery, competition, and tax requirements \n ✔ Trains staff to operate to UK corporate travel standards \n \n \n Skills & Experience \n\n • Proven experience managing risk registers and compliance frameworks.\n, • Excellent relationship management and communication skills and stakeholder management\n, • Strong analytical, investigative, and organisational abilities.\n, • Ability to manage complex regulatory environments and interpret legal requirements pragmatically.\n, • High integrity, sound judgement, and confidentiality.\n, • 5–10 years of experience in compliance, risk, or governance, preferably within a TMC, travel sector organisation, or regulated service industry.\n, • Experience working with large corporate clients and their audit/compliance requirements.\n, • Desirable: Good understanding of UK travel industry regulations (ATOL, IATA) and strong knowledge of corporate travel operations, GDS/OBTs, and business travel processes.\n\n -Experience with ATOL/IATA accredited environments. \n -Background in GDS, travel technology, or corporate travel operations. \n \n \n Key Responsibilities \n 1. Internal Governance, Policies & Controls \n 1. Risk Management \n 1. Regulatory Compliance \n 1. Corporate Client, Contract, and SLA Compliance \n 1. Supplier and Partner Compliance \n 1. Operations \n 1. Financial & Reporting Compliance \n 1. Reporting & Governance \n 1. Leadership, Training & Culture \n \n Join our crew and help CTM take flight. Apply now and pack your skills for a business travel journey that promises growth, discovery and plenty of first-class moments. \n \n \n What to expect from the recruitment process \n\n • Every hire starts with a chat with our Talent Acquisition team, if your profile is selected you will be contacted by phone or email (please check your spam folder);\n, • Then, if you are progressing, the hiring manager will invite you to an interview, usually on Teams;\n, • If you are successful we will invite you to our office for a final stage interview.\n\n \n Wherever possible we will provide you with feedback, however we are a small team and often we won't be able to do so until after we fill the vacancy. \n \n \n CTM is a responsible employer and is dedicated to conduct thorough right to work checks in the interests of both parties, candidates and the company. Candidates selected and invited to an interview will be invited to a mandatory 15 min call with the TA lead to produce their RTW documents. This call is a mandatory step for all candidates regardless of their RTW status. This call is confidential and conducted by HR professionals only. \n \n \n CTM is an equal opportunity employer. We want to make sure our entire recruitment process is accessible to everyone. If you need accommodations at any stage of the application or interview process, please let us know: as a Disability Confident Employer, we’re here to support you in any way we can. Do not hesitate to connect with our Recruitment team if you need to discuss arrangements. \n \n \n Reward & Recognition \n Our learning platform CTM Learning, our annual conference the All Stars, our High-Performance programme and a global leadership programme. \n \n Employee Wellbeing and Flexibility \n Our wellbeing platform Vitality, our Employee Assistance Programme (EAP), our new private healthcare Medicash + our mental health first aiders. \n \n Most of our roles offer a hybrid working pattern, with 3 days per week in the office. Where permitted and depending on the role, we can offer flexible start and finish times to suit your other commitments and support a healthy work-life balance. We are committed to finding a setup that works for you and the business. \n \n Sustainability Focus \n Principles of Governance, People, Planet, and Prosperity, CTM’s Sustainability Strategy identifies material issues and outlines initiatives to achieve this. \n \n \n CTM is the Data Controller with respect to the personal information you provide during your application. We will use this information solely to process your application, and our legal basis is that you are considering taking up an employment contract with us. We may share this information with our parent company in Australia, but otherwise we will not disclose it to any other organisation. If you take up employment with us, we will keep the information for the duration of your employment, otherwise we will destroy it 2 months after the post is filled. \n All the information that we ask for in application forms has to be completed for your application to go ahead. There is no profiling or automated decision making applied to the personal information you supply. You have all the legal rights with your personal data as laid out in the General Data Processing Regulation (GDPR) and the Data Protection Act 2018, including the right to complain to the Information Commissioner’s Office. Our Data Protection Officer may be contacted at EU.DPO@travelctm.com \n

An established international luxury brand is seeking a Junior HR Business Partner to join its London-based HR team, supporting its UK Retail, Hospitality and operational populations. \n This is a broad, hands-on HRBP position offering exposure across the full employee lifecycle within a fast-paced, international luxury environment. \n \n The London office acts as the Global HQ and plays an important role in developing and driving global people initiatives, working alongside regional HR teams across the international business. \n The Junior HRBP will act as a dedicated partner to a predominantly frontline UK population across retail stores and hospitality operations, while also providing support to the Senior HR team across the UK Head Office population. \n \n The Role \n The Junior HRBP will be fully immersed across the HR lifecycle, acting as a hands-on partner to managers across the UK business. \n Key responsibilities will include: \n\n • Partnering with managers across UK Retail, Hospitality and other operational functions.\n, • Supporting the Senior HR team with people initiatives and transformation projects.\n, • Managing employee relations cases at the appropriate level and escalating complex or high-risk cases where necessary.\n, • Conducting and supporting investigations, ensuring advice remains legally compliant.\n, • Coaching and appropriately challenging managers to develop their people-management capability.\n, • Supporting recruitment, onboarding, performance management and talent processes.\n, • Supporting annual performance and development review cycles.\n, • Delivering HR training to UK managers and employees.\n, • Supporting annual compensation and reward processes.\n, • Supporting the monthly payroll process.\n, • Managing maternity leave, sickness absence risk assessments, return-to-work plans and associated administration.\n, • Working with external providers where appropriate.\n, • Collecting and analysing HR data to identify trends and support business decision-making.\n, • Supporting HRIS data management and wider HR projects.\n, • Leading or supporting HR projects from inception through to delivery.\n, • Collaborating closely with HR Administration, HRIS, Payroll & Benefits, Talent Acquisition and other specialist HR functions.\n\n \n Key Experience \n Candidates should demonstrate: \n\n • Hands-on Employee Relations experience, including investigations and case management.\n, • Experience supporting and advising line managers directly.\n, • Good knowledge of UK employment practices.\n, • Broad exposure across the employee lifecycle.\n, • Strong HR administration and organisational capability.\n, • Confidence working with multiple stakeholders and employee populations.\n, • Ability to balance ER/casework with projects and wider people initiatives.\n, • Strong communication and relationship-building skills.\n, • Commercial awareness and an understanding of the needs of frontline managers.\n\n, • \n Preferred Background \n Previous experience within luxury/premium retail, hospitality, private members' clubs, hotels, restaurants or other premium consumer-facing environments would be particularly relevant. \n Previous customer-facing experience within retail or hospitality would also be highly desirable. \n Experience using major HR systems and data-analysis tools would be advantageous, as would a CIPD qualification or someone currently working towards one. \n The Ideal Profile \n \n Why Consider the Opportunity? \n\n • Opportunity to develop your HRBP career within an internationally recognised luxury environment.\n, • Dedicated ownership of UK employee populations.\n, • Exposure across Retail, Hospitality, operational functions and Head Office.\n, • International HR exposure within a Global HQ environment.\n, • Broad remit across ER, talent, reward, payroll, projects and analytics.\n, • Close exposure to a senior HR leadership team.\n, • Excellent platform for progression into a broader HR Business Partner position.\n\n \n Please note: Due to the high volume of applications, only shortlisted candidates will be contacted. We thank all applicants for their interest in the position.

Our client is a leading London based recycling and waste management organisation supporting construction, commercial, local authority and waste-sector clients with sustainable resource management. \n \n They are seeking an experienced HR & People Coordinator to support the Head of HR & People with day-to-day HR administration and people-related activities across the business. The role will support the full employee lifecycle while contributing to HR projects, employee engagement and best practice. \n \n Key Responsibilities \n\n • Manage HR administration including contracts, offer letters, Right to Work checks, references, probation, changes to terms and leaver processes.\n, • Coordinate the HR induction programme and maintain accurate employee records and HR systems.\n, • Support absence management, return-to-work meetings, medical referrals and workplace adjustments.\n, • Assist with disciplinary, capability and grievance processes, including minute-taking.\n, • Support recruitment activities including advertising, candidate screening, interview coordination and candidate feedback.\n, • Maintain accurate and up-to-date job descriptions and the job role library.\n, • Support employee engagement surveys and wider HR projects.\n, • Coordinate training and development administration, including apprenticeships, work experience and management training.\n, • Assist with the annual appraisal process.\n, • Maintain employee data and support HR reporting.\n, • Travel to other sites on an ad-hoc basis when required.\n\n \n Requirements \n\n • Previous experience in HR administration, ideally within a multi-site organisation.\n, • Good knowledge of HR processes and practices.\n, • Experience using HR systems and producing HR reports.\n, • CIPD Level 3 or equivalent preferred.\n, • Experience in the construction/waste management sector – desirable\n, • The successful candidate must be able to drive and travel to other depot locations as required\n, • Good working knowledge of Microsoft Office, particularly Word, Excel and PowerPoint.\n, • Strong organisational skills and excellent attention to detail.\n, • Excellent communication and interpersonal skills.\n, • Professional, empathetic and confidential approach.\n, • Ability to prioritise workloads and meet deadlines.\n, • Proactive and collaborative approach with the ability to work independently.\n\n \n What We’re Looking For \n\n • A proactive and organised HR professional who can manage a varied workload.\n, • Someone who builds strong relationships and provides a professional and supportive service to employees and managers.\n, • Excellent attention to detail and the ability to handle confidential information.\n, • A flexible approach and willingness to support wider HR initiatives.\n\n \n This role is ideal for an experienced HR Administrator or HR Coordinator looking to develop their career within a growing, multi-site organisation. \n \n\n • Pay/Salary: £30K - £35K per annum\n, • Location: London\n\n \n Apply for more information. \n \n Cavendish Recruitment Professionals Ltd is an equal opportunity employer. We welcome applications from all qualified candidates regardless of gender, race, age, sexual orientation, religion, or belief.

Lavoropiù is among the best-known Italian companies operating in recruitment and HR consulting. With our international brand Pyou, we operate abroad through local branches and international teams. Are you a Recruitment Consultant looking for new opportunities and a project to embrace and to help implement? For our branch in London, we are looking for a: \n \n RECRUITMENT CONSULTANT - UK Market \n \n We are looking for a person with the desire to grow and to be a protagonist with all his/her energy in an important process of international growth and development. \n \n Key Responsibilities & Activities: \n\n • Constantly monitoring the local market and contribute to the development of our business;\n, • Identifying and seeking new business opportunities, searching for, evaluating and attracting new Clients, Managing existing ones;\n, • Understanding the needs of the Clients in order to establish partnerships of value for both parties;\n, • Analysing the HR market and preparing sales reports, always maintaining the correct management and organization of all data and communications;\n, • Taking care of the entire search and selection process, from the analysis of the customer's needs to the closing of the selection process.\n, • Management of the search process, evaluation and selection of valuable profiles for client companies, through recruiting and consultancy activities (posting of job advertisements, CVs screening, management of interviews with candidates, drafting of candidates’ profiles, Head Hunting, management of final negotiations and the insertion of the final candidate in the company);\n, • Communication with the Italian headquarters regarding commercial strategies.\n\n \n Main requirements: \n\n • Previous experience as a Business Development Executive/Client management and acquisition and/or Recruiter/Talent Acquisition Specialist, or in a similar position, better if in the HR sector;\n, • Fluent English, the knowledge of any extra language will be a plus;\n, • Passion for the sales area and recruiting, for new projects and for working in multicultural environments;\n, • Flexibility, energy and proactivity;\n, • Excellent communication skills, organizational and teamwork skills.\n\n \n Work location: London (close to Liverpool street) \n \n The remuneration will be discussed in a further step of the selection process. The offer will be competitive and in line with the market average. \n Are you interested in this position? Please proceed with your application here or send us your CV to joinus@pyou.eu, mentioning the subject: RECRUITMENT CONSULTANT - UK Market \n \n Lavoropiù S.p.A. - Aut. Min. 1104 - SG dated 26/11/2004. This job post is addressed to both sexes, pursuant to laws 903/77 and 125/91, and to people of all ages and nationalities, pursuant to legislative decrees 215/03 and 216/03. We kindly ask you to read through our privacy policy, available at the link www.lavoropiu.it/privacy and to include in your CV the authorization to process your personal data in accordance with EU Regulation no. 679/2016 and with the Italian legislation in force. Please do not enter data belonging to particular categories (data revealing racial or ethnic origins, political opinions, religious or philosophical convictions, or unions membership, genetic data, biometric data intended to uniquely identify a natural person, data related to health or sex life or sexual orientation; EU Regulation No. 679 of 2016).

\n We are looking for an experienced and highly organised People & Talent Acquisition Assistant to join a growing contemporary accessories brand. \n \n This is a broad and varied role supporting employees across Head Office and Retail. You will take ownership of the day-to-day people administration and employee lifecycle, ensuring that information is accurate, processes run smoothly and employees receive a positive and professional experience. \n \n You will also support recruitment, employee relations and wider People projects, making this an excellent opportunity for someone looking to build on their existing HR experience and take on greater responsibility within a fast-paced creative business. \n \n Key responsibilities \n People operations and employee lifecycle \n\n • Coordinate the complete employee lifecycle, from offer and onboarding through to internal changes and offboarding.\n, • Prepare contracts, offer letters, new-starter documentation and contractual amendment letters.\n, • Process changes relating to roles, salaries, bonuses, working arrangements and promotions.\n, • Ensure all employee information is recorded accurately across the company’s People systems.\n, • Liaise with payroll to communicate new starters, leavers and employee changes accurately and within agreed deadlines.\n, • Coordinate onboarding plans, induction packs and cross-departmental meetings for new employees.\n, • Work with IT and relevant departments to ensure new starters are properly set up and leavers are offboarded correctly.\n, • Process leavers and provide payroll with accurate final-payment information.\n, • Manage employment, tenancy and reference requests for current, former and prospective employees.\n, • Maintain accurate employee files, organisational charts and People records.\n, • Conduct regular data audits and ensure all documentation complies with GDPR, right-to-work and internal policy requirements.\n, • Identify opportunities to improve, document and streamline People processes.\n, • Provide initial guidance to employees and managers on routine People policies and procedures, escalating more complex matters when appropriate.\n, • Support the Senior People & Talent Manager with employee relations administration, including arranging meetings, taking notes and preparing relevant documentation.\n, • Produce regular People reports and assist with monitoring absence, turnover, headcount and other key information.\n, • Support the delivery of People initiatives and ad hoc projects across the business.\n, • Provide occasional cover and support for office management activities when required.\n\n \n Recruitment and talent \n\n • Coordinate recruitment activity across Head Office and Retail vacancies.\n, • Schedule interviews and maintain clear communication with candidates and hiring managers.\n, • Manage job advertisements across the company careers page, LinkedIn and other relevant platforms.\n, • Monitor the recruitment inbox and ensure candidates receive a professional and timely experience.\n, • Support assessment days, interviews and other recruitment events.\n, • Prepare interview materials and assist hiring managers throughout the recruitment process.\n, • Support the administration of offers, references and pre-employment checks.\n, • Maintain accurate recruitment records and provide updates on vacancy progress.\n\n \n Experience and skills \n\n • Approximately two to four years’ experience within a People, HR or People Operations role.\n, • Previous experience supporting employees across a retail, fashion, accessories, lifestyle or similarly fast-paced consumer business would be highly desirable.\n, • Good working knowledge of HR administration and the employee lifecycle.\n, • Experience preparing contracts, offer letters and employee documentation.\n, • Some experience supporting recruitment and employee relations processes.\n, • Experience using People systems such as ADP, PeopleHR or a similar HR platform.\n, • Strong IT skills, including Microsoft Excel, Word, PowerPoint and Outlook.\n, • Excellent attention to detail and a commitment to maintaining accurate employee data.\n, • Confident written and verbal communication skills.\n, • Comfortable handling sensitive and highly confidential information.\n, • Able to manage competing priorities and remain calm in a busy environment.\n, • Proactive, organised and able to work with a good level of independence.\n, • Approachable and emotionally intelligent, with strong relationship-building skills.\n, • Professional, discreet and able to use sound judgement when handling complex situations.\n\n

Job Description – Senior Account Handler & Team Leader \n \n About the company \n You will be working for a growing Lloyd’s Broker specialising in Marine insurance business, with a network of offices operating in many main maritime hubs around the world. \n The business is multi-cultural and we are looking to recruit for a Senior Account Handler. \n We are fully service oriented, and we serve our customers with all our knowledge and passion. We can service any type of marine coverage but with the majority of our clients set on: Hull & Machinery / Increased Value / Freight Interest, P&I, War Risks, Kidnap & Ransom, Yachts. We place the business produced from our other group offices along with working directly with clients and other producing players. We therefore see a very wide variety of accounts and have vast experience in dealing with all types of tonnage, records, clients and trading. \n \n About the role and responsibilities \n You will need 10 years’+ experience in the London Insurance Market within a similar role and will need to be able to cope with a busy working environment, dealing with various tasks throughout the day. \n \n Role responsibilities \n\n • Handling own portfolio of accounts, within sub teams, including both Brokers and Account Handlers.\n, • Ability to create open market MRC’s and facility declaration off-slips and endorsements.\n, • Accurate preparation of client documentation in accordance with regulations and in line with CR procedures.\n, • Submission of MRC slips to Whitespace Platform and/or sending MRC slip agreements to Underwriters via email.\n, • Effectively manage all renewals and adjustments in a timely and professional manner to ensure completion.\n, • Review and/or prepare all the necessary documentation to be handed to the Technical team for processing risks details into our inhouse broking system.\n, • Calculating and processing premium across Hull & War Placements.\n, • Work closely and provide technical support to Placing Brokers in Hull & War team.\n, • Build and sustain relationships with colleagues abroad in CR offices.\n, • Attend weekly team meetings.\n, • Mentor other team members and share knowledge.\n\n \n Candidate profile \n This is a pivotal role within the company and therefore demands a responsible and flexible attitude. \n Essential \n\n • 10 years + experience in the London Insurance Market\n, • Previous Marine Hull & War experience, with multinational exposure\n, • Proficient preparation of MRC slips with attention to detail\n, • A working knowledge of placing platforms (Whitespace would be beneficial)\n, • Proficiency in process driven role\n, • Diligence and ability to take ownership and work in a team environment\n, • Strong communication skills (verbally and written)\n, • Excellent attention to detail\n, • Able to effectively prioritise your workload, manage time and ensure deadlines are met without compromising quality\n, • A working knowledge of Microsoft products (word, Excel and Outlook or similar software applications)\n\n Desirable \n\n • Interest in supervising a small team of Junior Account Handlers\n, • Experience supervising other team members’ work\n, • Knowledge of Italian language\n, • CII qualifications (or equivalent)\n\n \n Hiring process \n\n • First stage: Get to know you interview - with Head of Technical Operations & HR (approx. 45 mins)\n, • Second stage: How you stand out from other candidates - with Senior Account Handler & HR (approx. 45 mins)\n, • Final decision\n\n \n What we offer \n\n • Competitive salary - open, depending on skills and expertise\n, • Discretionary and variable annual bonus\n, • Enhanced company pension contributions (10%) with Scottish Widows\n, • 25 holiday days (increasing with length of service) + UK bank holidays\n, • Birthday off paid gift + 1 paid day off to volunteer / attend a charity event\n, • £1000 gross / per year commute allowance for a minimum of 4 days attendance in the office and 1 day from home at your own choice\n, • Corporate days events\n, • Private healthcare & dental insurance\n, • Season ticket loan\n, • 50% contributions towards a gym membership up to maximum of £50/month\n, • Income protection\n, • Life assurance (4x annual basic gross salary)\n, • Salary sacrifice various schemes\n, • Employee benefits platform\n, • Wellbeing and mental health programmes\n, • One health MOT / pa\n, • Incredible office location with discounts at their bars and caffe’\n, • Plus other perks\n

This is a fantastic opportunity for an experienced Reward Analyst to broaden their remit across compensation, benefits and reward projects within a collaborative, high-performing team. The role is working in a fast-paced global Communications Company based in London (Hybrid) within a team of 5. You will be reporting into the Head of Reward and providing support and mentoring when needed to the Junior Analysts and Administrators within the team. \n \n About the role \n Reporting to the Head of Reward, you'll play a key role in delivering the UK's reward activities across a large and diverse business. Working alongside experienced Reward professionals, you'll own key compensation processes, partner with HR Business Partners and contribute to a variety of reward and benefits initiatives. \n This role offers excellent exposure to the full reward lifecycle and would suit someone looking to build on an established compensation background while developing broader commercial and project experience. \n \n Responsibilities \n\n • Support and help deliver the bi-annual salary review and annual bonus processes.\n, • Conduct salary benchmarking and market analysis to support hiring and reward decisions.\n, • Produce reward modelling and data analysis to inform business decisions.\n, • Partner with HR Business Partners on pay and reward queries.\n, • Support the administration and continuous improvement of employee benefits.\n, • Produce reward reporting, headcount analysis and people metrics.\n, • Contribute to reward projects including process improvements, harmonisation and wider Group initiatives.\n, • Coach and support junior members of the Reward team of 4 where appropriate.\n\n \n About you \n\n • 2+ years' experience within Compensation & Benefits or Reward, plus a background in another area of HR or Analytics\n, • Strong exposure to salary benchmarking and reward analysis.\n, • Experience managing salary review or bonus cycles.\n, • Excellent Excel.\n, • Comfortable analysing and presenting data.\n, • Looking to broaden your reward career.\n

Employment Partner | West End | L500 and Spears Ranked \n \n This is a standout opportunity for an ambitious Employment Partner, or Senior Associate with a portable practice, to join one of the West End's most highly regarded firms. Working alongside the Head of Employment - who joined from a Top 50 City firm and has successfully built and expanded the practice. \n \n You will have the platform, support and autonomy to further develop your client base while helping shape the next phase of the team's growth. \n \n The Firm \n \n This award-winning firm has established itself as one of the most respected names in the West End legal market. Consistently recognised in the Legal 500 and Spear's rankings, the firm has experienced significant growth in recent years, nearly doubling in size through a combination of strategic hires, strong leadership and an increasing volume of high-quality work. \n \n The firm has successfully attracted lawyers from leading City and national practices who were seeking a more collegiate environment where they could have a greater impact, enjoy closer client relationships and benefit from a healthier work-life balance. Despite its size, the firm advises an impressive client roster that includes major corporates such as John Lewis, Vodafone and Arcadia, alongside high-growth businesses, entrepreneurs and private clients. \n \n Innovation sits at the heart of the firm's strategy. Significant investment has been made in cutting-edge technology and AI-driven solutions, enabling lawyers to work more efficiently and focus on delivering exceptional client service. Combined with an entrepreneurial culture and forward-thinking leadership team, this has created a modern and highly attractive platform for ambitious lawyers. \n \n The Role \n \n The firm is seeking an Employment Partner to join its growing and dynamic Employment team. \n This is an opportunity to play a key role in the continued expansion of the practice, with the freedom to develop your own client relationships while working closely with an established and highly respected Head of Department. You will join a supportive team with access to specialist expertise across the wider firm and a strong pipeline of existing work. \n \n The team advises on the full spectrum of contentious and non-contentious employment matters, including: \n \n\n • All aspects of HR matters and including resolving issues relating to employee relations\n, • Managing litigation disputes (often complex or with reputational repercussions) advising on post termination restraints and confidentiality\n, • Providing transactional support and assisting with senior executive and team hires/exits.\n, • Corporate restructuring, including advising on negotiations with employee representatives and trade unions.\n, • Supporting international clients on establishing UK operations, managing employee relations, global restructurings and establishing global advice helplines.\n\n \n The client base is broad and varied, including start-ups, professional services firms, financial institutions, hedge funds, private equity houses, charities, manufacturers and construction businesses. There is significant scope for you to bring and further develop your own client relationships within the practice. \n \n Alongside your client-facing responsibilities, you will play an active role in business development, strategic growth initiatives and the supervision and development of junior lawyers. The team is known for its collaborative culture, entrepreneurial mindset and genuine emphasis on long-term career success. \n \n Requirements: \n \n\n • Employment Partner or Senior Associate (England & Wales qualified).\n, • A demonstrable client following or business case for partnership.\n, • Strong technical expertise across a broad range of employment matters.\n, • Excellent interpersonal and relationship-building skills.\n, • Experience supervising and mentoring junior lawyers.\n, • Commercially minded with a proactive approach to business development.\n\n \n This is an excellent opportunity for an ambitious Employment Partner or Senior Associate to join a thriving Legal 500-ranked firm in the heart of the West End and play a pivotal role in the development of an expanding Employment practice. \n \n Apply now for immediate consideration, or feel free to give Charlie Simpkin at JMC Legal Recruitment a call for a confidential conversation.

HR Coordinator \n \n Reports to: Head of People \n Location: Central London (Hybrid) \n Salary: Competitive, dependant on experience \n Contract: Fixed-term 6-month contract, to start immediately \n Working Pattern: Monday to Friday, hybrid working with three days per week in our London office \n \n About Us \n Praetorian Connections Ltd (PCL) is a leading provider of language-enabled Open Source Intelligence (OSINT), supporting geopolitical, security, and risk-focused decision making. \n \n About the Role \n We are looking for a highly organised and conscientious HR Coordinator to provide administrative and operational support across the employee lifecycle, with a key focus on recruitment, onboarding, and HR systems. This is a varied role suited to someone who takes pride in accuracy, enjoys working in a busy HR environment, and is committed to delivering a positive candidate and employee experience. \n \n Key Responsibilities \n\n • Coordinating recruitment administration, including interview scheduling, candidate communication, feedback and outcomes.\n, • Supporting hiring managers with application screening, candidate shortlisting and recruitment tracking.\n, • Acting as a professional point of contact for candidates throughout the recruitment process.\n, • Carrying out pre-employment checks, including references, right-to-work verification, DBS checks and other screening requirements.\n, • Maintaining accurate employee records and updating the HRIS and ATS.\n, • Processing employee lifecycle changes, including new starters, promotions, salary changes and leavers.\n, • Supporting onboarding, induction scheduling and new starter administration.\n, • Preparing contracts, variation letters and other employment-related documentation.\n, • Providing general administrative support to the HR team and wider people activity.\n\n \n About You \n You will be professional, approachable and adaptable, with strong attention to detail and the ability to manage multiple priorities. You will hold yourself to high standards, handle confidential information with discretion, and be committed to providing a positive candidate and employee experience. \n \n What We’re Looking For \n\n • Previous experience in HR or recruitment administration.\n, • Experience using HR systems or HRIS platforms.\n, • Strong organisational, coordination and communication skills.\n, • High levels of accuracy when working with data, records and documentation.\n, • Good Microsoft Office skills, particularly Excel.\n, • An understanding of recruitment processes, right-to-work requirements, GDPR and HR best practice.\n, • CIPD Level 3, or working towards it, would be advantageous but not a necessity.\n\n \n Personal Attributes \n\n • Highly organised and detail focused.\n, • Conscientious and committed to high standards.\n, • Professional, discreet and trustworthy.\n, • Proactive and able to use initiative.\n, • Adaptable and able to manage changing priorities.\n\n \n If you are looking for a varied HR role where you can make a positive impact across recruitment, onboarding and employee administration, we would welcome your application.

Head of Business Technology \n \n London | Newly Created Role \n Salary: £100-150k + Bonus + Bens \n Hybrid: 3 days per week in London. \n \n An opportunity to build something new. \n \n We are partnering with a leading professional services organisation to appoint a newly created Head of Business Technology. \n \n This is a significant opportunity to shape how technology, automation and AI are used across the organisation's Business Services functions. The successful candidate will help establish the technical vision and roadmap while building the internal capability needed to turn that strategy into working solutions. \n \n This role will suit someone who combines strong technical judgement with the ability to think strategically. Previous experience within Legal or professional services is advantageous but not essential, and candidates from other complex environments will be considered. \n The opportunity \n \n The organisation has an established technology function and has already made progress in the adoption of new technologies within its core professional teams. The next significant opportunity is across Business Services. \n \n Across functions including Finance, HR, Business Development and Operations, there are processes that remain manual and time-consuming, alongside a landscape of core business systems with differing approaches to integration and automation. \n \n Importantly, the organisation isn't prescribing a particular technology or methodology. This person will play a central role in determining the right approach. \n \n That could mean improving an underlying system, connecting platforms through APIs, introducing workflow or low-code automation, applying AI, developing a bespoke solution — or recognising when technology isn't the answer. \n \n You'll have the opportunity to establish the principles, engineering standards and technical capability behind that decision-making. \n \n What you'll do \n \n Working closely with senior Technology and Business Services leaders, you will: \n \n\n • Develop the Business Technology vision, strategy and roadmap, translating business priorities into a pragmatic technical agenda.\n, • Identify and prioritise opportunities to improve and automate processes across Business Services.\n, • Assess problems from both a business and technical perspective and determine the most appropriate solution.\n, • Establish a more consistent approach to systems integration, APIs, data flows and automation.\n, • Define the engineering standards, practices and toolchains required to build reliable, scalable and maintainable solutions.\n, • Build an internal capability that can understand processes, design solutions and increasingly deliver technology in-house.\n, • Explore practical applications of AI and automation, focusing on genuine business outcomes rather than technology for technology's sake.\n, • Work alongside existing systems teams to improve how core business platforms support the organisation.\n, • Make informed build-versus-buy decisions and work effectively with selected technology partners where external capability makes sense.\n, • Develop and prioritise a pipeline of technology opportunities according to value, feasibility and organisational readiness.\n, • Establish meaningful measures of adoption, efficiency, ROI and benefits realisation.\n, • Influence senior stakeholders and bring together multidisciplinary teams to turn ideas into delivered outcomes.\n\n \n What we're looking for \n \n This isn't a role for someone who has only governed technology programmes from a distance. \n We're looking for someone with real technical credibility who can understand a business problem, get underneath the systems and processes involved, evaluate the options and make sound architectural and technology decisions. \n \n You'll bring experience across areas such as business systems, integration, automation, software engineering, workflow and data, together with enough understanding of emerging AI capabilities to recognise where they can create genuine value. \n \n You'll be able to demonstrate: \n \n\n • Strong technical and architectural judgement across complex business technology environments.\n, • Experience designing and delivering automation or technology-enabled process improvement.\n, • The ability to evaluate different technical approaches rather than defaulting to a preferred platform or tool.\n, • Experience connecting and integrating systems of record, with an understanding of the implications for data, architecture and maintainability.\n, • Evidence of establishing or improving engineering standards, technical practices or internal delivery capability.\n, • The ability to move between technical detail and strategic thinking, turning individual opportunities into a coherent roadmap.\n, • Strong commercial judgement around technology investment, vendors and build-versus-buy decisions.\n, • The credibility to influence senior business and technology stakeholders.\n, • Experience delivering through cross-functional or matrix teams, particularly where you don't control every resource directly.\n, • A pragmatic, curious and outcome-focused approach to emerging technology.\n\n \n Sector experience is not the defining factor. We are interested in candidates who can demonstrate relevant technical complexity, strong business understanding and the ability to operate effectively with senior stakeholders ideally within regulated environments. \n \n Why consider this opportunity? \n \n You won't be inheriting a finished blueprint. \n \n You'll have genuine scope to influence what the organisation builds, how it builds it and which technologies it uses. \n \n Initially, the role will operate extensively through matrix relationships rather than a large directly reporting team, giving you the opportunity to influence across the organisation. There is scope to recruit and build additional capability as the function develops. \n \n For someone who enjoys combining architecture, engineering, automation and strategy, this is an opportunity to create a capability rather than simply maintain one. \n \n If you've built technology rather than simply managed it, can see the bigger strategic picture, and like the idea of creating a new capability from the ground up, we'd be interested in hearing from you.

Birchrose Associates is proud to be representing an award-winning international law firm based in Liverpool Street, City of London, which is seeking an Executive Assistant Team Leader to join its highly regarded team. \n \n The Firm \n Our client, an award-winning and highly regarded international law firm with an excellent reputation in the City of London, is looking for an experienced Executive Assistant Team Leader to join its highly regarded legal support function. \n \n The Opportunity \n The ideal candidate will be an experienced and highly capable legal support professional, delivering first-class, client-focused Executive Assistant support to multiple Partners and senior stakeholders, while also taking on a leadership and management role within the wider EA function. Duties to include: \n \n\n • Provide professional, client-focused Executive Assistant support to Partners and senior stakeholders\n, • Lead, motivate and develop the EA team, creating a positive and supportive team environment\n, • Manage performance reviews, provide feedback, identify training needs and support the ongoing development of team capability\n, • Oversee the allocation and distribution of workloads across the EA team, ensuring resources are appropriately managed\n, • Act as a key point of contact for Partners, fee earners and Business Services teams\n, • Support recruitment, onboarding, induction and integration of new team members, including arranging appropriate training, buddies and mentors\n, • Manage team meetings, rotas, holidays, sickness and other absences, working closely with Partners and HR where required\n, • Ensure firm policies and procedures are followed while identifying opportunities for improvement and increased efficiency\n, • Support projects and initiatives across the Legal Administrative Support function, including testing new processes and providing feedback\n, • Assist the Head of Legal Administrative Services where appropriate and act as a key point of contact for wider support departments\n\n \n This Executive Assistant Team Leader position is a full-time, permanent role, working Monday to Friday 9:30am to 5:30pm. \n \n Requirements \n\n • Previous experience in a leadership role within a law firm (essential)\n, • Experience supporting multiple Partners within a fast-paced legal environment (essential)\n, • Strong diary, travel, inbox and billing experience (essential)\n, • Previous experience leading a team of EAs (desirable)\n\n \n Vacancy Highlights \n\n • Highly competitive salary\n, • Hybrid Working\n, • Award-winning international law firm\n, • The firm offers a comprehensive benefits package, including private medical care\n\n \n To be considered for this Executive Assistant Team Leader opportunity please contact Birchrose Associates for a confidential discussion.

About the Profs \n The Profs is an award-winning and innovative EdTech business providing higher education tutoring and admissions consulting to clients and institutions around the world. As we continue our next phase of growth, we are looking for an exceptional Head of People and Talent who will help us continue to attract top candidates as we scale, while shaping and strengthening The Profs’ company culture. \n \n Our Company \n Since our founding in 2015, The Profs has been driven by a clear mission: to combine exceptional tutoring with innovative technology to help students achieve their personal and academic goals. \n \n Our commitment to excellence has been consistently recognised, with The Profs ranked as Trustpilot’s highest-rated tutoring company for eight consecutive years. We’ve been named the UK’s top tutoring company by Education Investor, listed among the UK’s Top 100 Startups, and received an innovation grant from the Department for Education. Our founders have also been celebrated with awards including Forbes 30 Under 30 and Young Entrepreneur of the Year. \n \n We don’t see this as a traditional HR role. We understand the impact that a strong culture can have across every area of the business, and this is an exciting opportunity for an ambitious People professional to help define what culture means at The Profs and embed our core values throughout the employee lifecycle. \n \n You will partner closely with our Senior Leadership Team to develop practical, commercially-minded people strategies that improve hiring, employee experience, leadership capability and organisational effectiveness. \n \n You'll be the business's trusted expert on both People and Recruitment, bringing the experience and confidence to advise senior leaders on best practice whilst building scalable processes that support a growing, high-performing organisation. \n \n The Opportunity \n In this multifaceted role, you will be responsible for building on the successful recruitment function we have built over the last 4 years. We are proud of the teams we have created from our talent department and we want someone who can continue to build on this success, ensuring we are always sourcing the highest quality talent. \n \n You will take ownership of our employee recruitment strategy, ensuring we continue to attract and select high-quality candidates as the company grows. You will also contribute to our approach to tutor recruitment, working with the relevant teams to improve how we source, assess and engage the tutors who deliver our services. \n \n You will take ownership of our employee recruitment strategy, ensuring we continue to attract and select high-quality candidates as the company grows. You will also contribute to our approach to tutor recruitment, working with the relevant teams to improve how we source, assess and engage the tutors who deliver our services. \n \n You will lead and develop the People team, creating a supportive and enjoyable environment in which the team can perform at its best. Across the wider business, you will be a trusted sounding board for department heads, providing clear and practical guidance on recruitment, management and employee matters. \n \n A major part of the opportunity will be shaping our long-term People & Talent strategy. Working closely with the Senior Leadership Team, you will turn our business growth plans into a clear plan for the organisation we need to build: the roles and capabilities we will need, how and when we recruit them, how we develop and retain high-performing employees, and how our structure, leadership and ways of working should evolve. \n \n Your goal will be to ensure The Profs have the people, skills and management capability required to sustain substantial revenue growth, while continuing to become an increasingly rewarding and enjoyable place to work. \n \n Key Responsibilities \n \n People Strategy & Organisational Development \n\n • Advise the Senior Leadership Team on People strategy, organisational design and workforce planning.\n, • Develop and deliver a People strategy that supports the company's commercial objectives.\n, • Build scalable people processes that improve consistency, efficiency and employee experience.\n, • Identify opportunities to improve how teams operate and collaborate across the business.\n\n \n Recruitment & Talent \n\n • Bring strategic knowledge and hands-on recruitment expertise to the design of hiring processes.\n, • Own and continuously improve the company's recruitment strategy and hiring processes.\n, • Partner with department leaders to identify future hiring needs and succession plans.\n, • Design high-quality recruitment processes, interview frameworks and assessment methods.\n, • Continuously raise hiring quality whilst improving speed and candidate experience.\n, • Develop recruitment reporting and analytics to support data-driven hiring decisions.\n\n \n Employee Experience & Culture \n\n • Continue developing an exceptional employee experience throughout the entire employee lifecycle.\n, • Design initiatives that improve engagement, wellbeing and retention.\n, • Own employee engagement surveys and turn feedback into meaningful action.\n, • Help create a culture where people feel supported, challenged and able to perform at their best.\n, • Develop initiatives that make The Profs an increasingly enjoyable and desirable place to work.\n\n \n Leadership Partnership \n\n • Act as a trusted advisor to the Senior Leadership Team on all People and Recruitment matters.\n, • Coach managers to become confident, effective leaders.\n, • Provide commercially balanced guidance on employee relations, performance and organisational challenges.\n, • Develop practical management frameworks that enable leaders to manage their teams consistently and effectively.\n, • Support organisational change with a people-first but commercially realistic approach.\n\n \n Performance & Development \n\n • Continue evolving the company's performance management framework.\n, • Develop clear career progression and development pathways.\n, • Improve onboarding, probation, feedback and review processes.\n, • Create learning and development initiatives that support both individual and business growth.\n, • Ensure managers have the tools to develop high-performing teams.\n\n \n People Operations & Best Practice \n\n • Ensure all People processes remain legally compliant whilst remaining practical and commercially effective.\n, • Oversee employment policies, documentation and HR systems.\n, • Advise the business on UK employment law and evolving People best practice.\n, • Lead employee relations matters where appropriate, always aiming for fair, pragmatic outcomes.\n, • Ensure operational excellence across the People function.\n\n \n Continuous Improvement \n\n • Continually review and improve People and Recruitment processes.\n, • Use data and feedback to identify opportunities for improvement.\n, • Introduce initiatives that increase efficiency, improve employee experience and support business growth.\n, • Build systems that reduce unnecessary administration and allow managers to focus on leading their teams.\n, • Keep the People function proactive, modern and commercially focused.\n\n \n About You \n You'll likely have: \n\n • 4+ years recruitment and talent acquisition experience\n, • 4+ years people/HR experience\n, • Excellent knowledge of UK employment law and HR best practice.\n, • Chartered Membership to CIPD Level 5 or equivalent formal training or qualification.\n, • Experience building and improving people processes within a growing organisation.\n, • Strong commercial judgement and an ability to balance employee experience with business objectives.\n, • A pragmatic, solutions-focused approach with a genuine passion for improving organisations.\n, • The confidence to challenge constructively and influence senior stakeholders.\n\n \n We'd Love It If You Also Have \n\n • Experience leading a People or HR function.\n, • Experience within a high-growth or scaling business.\n, • Experience designing organisational structures.\n, • Experience building People analytics and reporting.\n, • Experience leading employee engagement initiatives.\n, • CIPD Level 5 or Level 7 qualification (or working towards).\n\n \n Success in the Role \n Within your first 12 months, you will: \n\n • Establish yourself as a trusted advisor to the Senior Leadership Team.\n, • Effectively manage any HR concerns that need resolving, where necessary.\n, • Continue evolving a best-in-class recruitment function.\n, • Improve workforce planning across departments.\n, • Build scalable People processes that support future business growth.\n, • Enhance manager capability through coaching and practical frameworks.\n, • Improve employee engagement, retention and development.\n, • Introduce initiatives that make The Profs an even better place to work.\n, • Position the People function as a strategic partner that enables business performance through great people, effective processes and strong leadership.\n\n \n Our Ideal Person \n We are looking for an ambitious self-starter who wants to make a meaningful impact by shaping the future of Talent and Culture at The Profs. In keeping with our ethos, you will be committed to your own personal and professional growth, confident in turning ideas into action, and passionate about encouraging creativity and initiative across your team. \n \n You'll be equally comfortable discussing organisational strategy with senior leaders, coaching managers, redesigning recruitment processes, improving employee experience and creating practical systems that make the business operate more effectively. \n \n You understand that exceptional People teams don't exist to create bureaucracy - they exist to remove friction, build great processes, support great leaders and create an environment where people and businesses can perform at their best. \n \n Most importantly, you'll be passionate about helping The Profs become an increasingly enjoyable, high-performing and desirable place to work, whilst ensuring our People and Recruitment functions continue to support ambitious commercial growth. \n \n Important information to know \n\n • Hours: Mondays - Fridays 9:00-18:00 (M)/9:00-17.00 (T-F)\n, • £50,000 - £60,000 per annum\n, • Location: This role is hybrid, with 3 days a week in office based Canary Wharf. In your first few weeks you’ll need to be in the office full time in order to be fully onboarded.\n

🎯 Talent Acquisition Manager \n \n 📍London | 💰 Up to £70,000 + Travel Allowance | 🏢 Full-Time 5 days a week in office \n \n Please note you will have to have sector experience within construction, engineering, rail, utilities, M&E contracting, civil engineering or a closely related environment to apply for this role \n \n An exciting opportunity has arisen for an experienced Talent Acquisition Manager to join a rapidly growing, ambitious organisation operating across the UK and Europe. 🌍 \n \n This is not a traditional TA role. You will be joining at a pivotal point in the organisation's growth, with the opportunity to build a Talent Acquisition function from the ground up, introduce structure and consistency, and fundamentally improve how the business attracts, selects and retains its people. 🚀 \n \n The organisation has grown significantly and continues to expand, with further major projects and workforce requirements ahead. Recruitment has historically been heavily agency-led and reactive, creating an opportunity for someone to take ownership, establish best practice and build a much more effective direct hiring model. 🎯 \n \n If you're someone who looks at a blank canvas and thinks "I can fix this", this could be an excellent opportunity💡 \n \n 🌟 The Opportunity \n Reporting initially into the Finance Director, and ultimately into a newly appointed Head of HR, you will take ownership of the organisation's end-to-end recruitment activity across the UK. \n The role combines hands-on recruitment with process improvement and TA transformation. You'll be expected to roll up your sleeves and recruit while simultaneously building the infrastructure, processes, talent pipelines and hiring capability needed to support future growth. \n \n 🔑 Key Responsibilities: \n \n Build the Talent Acquisition Function \n\n • Develop and implement a comprehensive recruitment strategy aligned to business growth and workforce requirements.\n, • Build the recruitment function and processes from the ground up.\n, • Establish consistent hiring processes, approval routes and selection criteria across the business.\n, • Develop proactive talent pipelines for critical and hard-to-fill positions.\n, • Introduce structured interview guides, scoring matrices and consistent assessment processes.\n, • Establish and develop a strong internal hiring manager community.\n\n \n 🎯 Drive Direct Recruitment \n\n • Own the end-to-end recruitment lifecycle, from job definition and sourcing through to selection, offer and onboarding.\n, • Significantly increase direct recruitment through networks, LinkedIn, employee referrals and proactive talent mapping.\n, • Build a strong personal network of candidates across relevant industry sectors.\n, • Develop talent pools for recurring and specialist requirements.\n, • Manage and optimise relationships with recruitment agencies through the existing PSL, ensuring value and appropriate use of external suppliers.\n, • Reduce cost-per-hire and overall agency expenditure through a stronger direct sourcing model.\n\n \n ⭐ Improve Hiring Quality & Retention \n\n • Ensure candidates have the appropriate qualifications, certifications and compliance requirements for their roles.\n, • Introduce greater rigour around candidate assessment and due diligence.\n, • Partner with hiring managers to improve interviewing and decision-making.\n, • Use recruitment data to understand the causes of unsuccessful hires and improve quality of hire.\n, • Help reduce early-stage attrition and failed probation rates by focusing on long-term cultural and role fit.\n\n \n 💻 Transform Recruitment Systems & Processes \n\n • Review, implement and optimise the organisation's Applicant Tracking System.\n, • Improve the use of recruitment technology and data across the hiring lifecycle.\n, • Establish meaningful recruitment reporting and dashboards.\n, • Track and report on key metrics including time-to-fill, cost-per-hire, source of hire and quality of hire.\n, • Provide recruitment insights and recommendations to senior leadership and the Board.\n\n \n 🤝 Stakeholder Management \n\n • Become a trusted recruitment partner to senior leaders and operational teams.\n, • Coach hiring managers on recruitment best practice, interviewing and candidate evaluation.\n, • Influence stakeholders to follow agreed recruitment processes.\n, • Confidently challenge ineffective hiring practices and bring structure to a fast-moving environment.\n, • Advise senior stakeholders on market conditions, candidate availability and recruitment strategy.\n\n \n 🌍 UK & European Recruitment \n\n • Support recruitment across multiple European jurisdictions. 🇬🇧🇪🇺\n, • Adapt recruitment processes to local market and regulatory requirements.\n, • Oversee contractor and self-employed recruitment activity, including relevant IR35 considerations.\n\n \n 👤 The Candidate \n We're looking for an experienced in-house Talent Acquisition / Recruitment professional who is comfortable operating in an environment where there is plenty to build and improve. \n This is particularly suited to someone who enjoys creating rather than inheriting. You'll need to be equally comfortable discussing TA strategy with senior stakeholders and getting involved in sourcing candidates yourself. \n \n ✅ Essential experience \n\n • Significant in-house recruitment experience – agency-only backgrounds will not be suitable.\n, • Strong recruitment experience within construction, engineering, rail, utilities, M&E contracting, civil engineering or a closely related environment.\n, • Proven experience delivering direct recruitment and reducing reliance on recruitment agencies.\n, • Experience building or significantly improving recruitment processes.\n, • Strong understanding and practical experience of ATS platforms and recruitment technology.\n, • Experience recruiting across high-volume and specialist white-collar positions.\n, • Strong stakeholder management skills, with the confidence to influence senior leaders and challenging hiring managers.\n, • A well-established industry network and ability to proactively source candidates.\n, • Demonstrable experience improving quality of hire and/or employee retention.\n, • CIPD Level 5/7 or an equivalent HR/recruitment qualification would be advantageous\n, • 5 days a week in office with 2 days a month working from home\n\n \n Please note: The organisation is unable to provide visa sponsorship for this position. \n \n 📩 Interested? \n If you're an experienced in-house recruiter from a construction, engineering, infrastructure or related environment and you're looking for an opportunity where you can build, influence and make a measurable difference, we'd be keen to hear from you. 🚀 \n

Our client is one of the world’s leading luxury travel brands. \n \n They're seeking an experienced Head of HR (Maternity Cover) to lead the People function during a period of maternity leave. Reporting into the VP of HR, this individual will lead the People/HR function from an operational perspective, including overall responsibility for managing and developing the People/HR team. \n \n The role has responsibility across the UK and European territories and therefore requires experience of supporting businesses in Spain, Italy and the Nordics. With HR Business Partners and a HR Assistant reporting into this position, the successful candidate will act as the senior People partner across the UK and European business. They will provide line management to the UK HR team and serve as a key point of escalation for both the HR team and business leaders. The role will oversee all aspects of people operations, including recruitment, talent development, employee relations, compliance, culture, engagement and wellbeing. \n \n In addition to strong HR expertise, they 're looking for someone with commercial acumen who understands financial principles, risk and reward and how to leverage technology, HR systems and data to drive business outcomes. Above all, this needs a credible and business-savvy leader who can balance people priorities with organisational objectives while providing stability and continuity during this maternity cover period. \n \n Responsibilities: \n\n • Talent Acquisition and Retention – lead and innovate recruitment, onboarding and talent retention processes to attract top talent and keep them\n, • Employee Engagement and Culture – drive initiatives to enhance employee engagement\n, • Performance Management – work as part of the wider global HR team to oversee the design and implementation of performance management processes that are current and useful\n, • Learning & Development - working within the business to improve and develop the existing sales training plans. Establish and execute training plans to deliver management and leadership training cross the business as well as other softer skills training to cultivate leadership and career progression.\n, • HR Operations and systems – ensure smooth operations including payroll, benefits, HRIS management and compliance. Experience of Workday HRIS and Payroll would be extremely advantageous.\n, • HR Metrics & Reporting – build and continuously develop HR metrics to monitor the health of the organisation and to make-data driven decisions to improve processes and employee experience.\n, • Compliance & Risk Management – ensure full compliance with locate employment regulations in the UK and Europe (Spain, Italy and the Nordics).\n, • Org Design & Change Management – partner with leadership and HR Business Partners on org design, workforce planning to improve operation efficiency\n, • Management – provide clear direction, objectives and priorities for the team\n, • Project & Process Improvement - drive continuous improvement initiatives across all HR processes, ensuring services are efficient, accessible and aligned with best practice. Lead change management activities associated with People initiatives, ensuring successful adoption and engagement across the business.\n\n \n Experience : \n\n • Experience with Workday would be advantageous\n, • European HR experience, specifically Spain and Italy\n, • Experience with Sales teams preferred\n, • CIPD qualification a nice to have but certainly not a deal breaker\n, • Travel industry experience a nice to have\n\n

About Do Well Do Good \n We bring together consultants from top-tier firms (McKinsey, BCG, Bain) and former senior operational executives from major corporations (Valeo, Renault, EDF, Stellantis, Orano) to support executive committees on their strategic and operational challenges across four sectors : energy transition, mobility, sustainable construction and circular economy. \n \n About the role \n The Founding Partners Program (dowelldogood.com/founding-partner-program/) is an opportunity for you to launch and grow your own consulting office while being supported by DWDG’s name and track record, expert network, consulting team, processes and tools. \n \n 1. Phase 1 (Year 1) - Part-time Freelance Partner \n • Join an international cohort of 5–10 Founding Partners, sharing tips, insights, and opportunities. \n • Build and grow your own client pipeline in energy, mobility, circular economy, construction, and decarbonization. \n • Sell and deliver high-impact consulting projects with the support of DWDG’s senior experts and consulting staff. \n • Target €500K revenue in Year 1 to demonstrate traction. \n \n 1. Phase 2 (Year 2 and onwards) - Full-time Partner of DWDG \n • Officially become full-time Partner of DWDG and head of your DWDG subsidiary in your city. \n • Receive up to 30% equity options when the subsidiary is established in your city. \n • Reach long-term upside with potential valuation up to €1M. \n \n Profile \n We are looking for candidates currently in freelance, with: \n • Minimum 4 years in strategy consulting (MBB, RB, OW) and 3+ years in sales, entrepreneurship, or business development, with proven ability to convince clients and build teams. \n • Relevant expertise in our focus areas (mobility, energy, circular economy, construction, decarbonation) is a strong plus. \n • At least 5 years living in one of our target cities (London, Milan, New York, Shanghai, Nairobi, Dubai, etc.) with a strong local network. \n • Entrepreneurial and aligned with DWDG's values and philosophy. \n • Ready to start immediately (full-time not required). \n \n What we offer \n • A unique entrepreneurial journey with variable salary in Year 1, fixed and variable salary in Year 2 and equity \n • Possibility to continue other part-time activities in parallel during the first year. \n • Access to DWDG’s expert networks, consulting team, and international community. \n • Administrative, legal, HR, and communication support from our Paris team. \n • Coaching and guidance from our founder and senior partners from top-tier consulting firms. \n • The chance to join an international cohort of highly motivated, talented professionals seeking impact \n \n Remuneration & risk \n • First 12 month is based on variable, 30%-75% of the project value, depending on the use of DWDG resources \n • To make it work, you need spend minimum of 25% of your time to the program, and you can keep your other activities as long as there is no conflict of interest \n \n Apply \n Find more information: dowelldogood.com/founding-partner-program/

HR Manager \n \n 3 month FTC | Immediate Start \n \n We are partnering with a growing contemporary fashion brand, who are seeking an experienced HR Manager on a 3 month FTC to support the full employee lifecycle across both Retail and Head Office. \n \n Key Responsibilities \n\n • Manage day-to-day HR operations across the UK.\n, • Partner with senior leaders and managers on people matters.\n, • Manage employee relations including disciplinaries, grievances, performance and absence.\n, • Support talent management, recruitment, succession planning and L&D.\n, • Drive employee engagement, culture and retention initiatives.\n, • Ensure HR policies, processes and employment law compliance.\n, • Provide HR support across both Retail and Head Office populations.\n, • Use people data and insights to support business decisions.\n\n \n About You \n\n • Strong generalist HR experience, ideally at HR Manager level.\n, • Experience supporting both Retail and Head Office teams.\n, • Strong knowledge of UK employment law and employee relations.\n, • Confident stakeholder manager with excellent communication and coaching skills.\n, • Commercially aware, approachable and people-focused.\n, • Fashion, retail, lifestyle or consumer brand experience preferred.\n, • Multi-site retail experience desirable.\n\n \n A great opportunity to join a growing fashion business and play a key role in shaping the people agenda across the UK.

The British Academy, the UK’s national body for the humanities and social sciences, is seeking an experienced and motivated HR Manager (Employee Resourcing) to join our friendly and professional HR team. \n \n Reporting to the Head of Human Resources, this is a key role within a small HR function that supports approximately 180 employees across the Academy. You will take lead responsibility for employee resourcing services, ensuring the effective delivery of recruitment, onboarding, payroll, pensions, benefits and HR systems administration, while contributing to the development and implementation of the Academy’s People Strategy. \n \n You will manage and develop a small team comprising an HR Officer and HR Assistant, fostering a high-performing and customer-focused service. Working closely with managers and colleagues across the organisation, you will provide expert advice and guidance on recruitment, reward, benefits, visa sponsorship and related HR policies and procedures. \n \n The role also offers the opportunity to lead on the continued development of the Academy’s HR management information system, including the implementation of new functionality and employee self-service tools. In addition, you will support annual pay processes, working with external payroll and pension providers and providing analytical and administrative support for pay negotiations and the Remuneration Committee. \n \n We are looking for a resilient and collaborative HR professional with significant experience in employee resourcing and operational HR management. You will be an effective communicator with excellent organisational skills, strong attention to detail and a proactive approach to problem solving. Experience managing recruitment processes, payroll and benefits administration, HR systems and policy development is essential, together with a sound understanding of employment law and HR best practice. \n \n The British Academy is a values-led organisation committed to collaboration, creativity, empathy, excellence, integrity, resilience and respect. We place a strong emphasis on employee engagement, wellbeing, equality, diversity and inclusion, and are proud that in our most recent staff survey, 88% of employees said they were proud to work for the Academy and 82% would recommend it as a great place to work. \n \n This is an exciting opportunity to join a respected national institution and play a key role in supporting and developing our people as we continue to deliver our mission of advancing the humanities and social sciences for the benefit of society.

Vertex Associates are proud to be partnering with a prestigious education institute in hiring a People Operations Manager on a permanent basis. This is a hybrid position consisting of 3 days a week in their London office. \n \n Duties and responsibilities: \n\n • Lead the operational delivery of the People function, ensuring a high-quality, efficient and customer-focused service\n, • Oversee People Services, ensuring queries, casework and employee requests are managed effectively and within agreed service levels\n, • Develop and maintain service standards, KPIs and operational reporting to drive continuous improvement\n, • Review, streamline and improve HR processes across the employee lifecycle\n, • Act as the lead administrator and subject matter expert for the HRIS, ensuring systems are optimised and fit for purpose\n, • Manage system upgrades, enhancements, testing and implementation of new functionality\n, • Ensure data integrity, security and compliance across all People systems\n, • Lead workforce data management, reporting and analytics\n, • Produce dashboards, management information and workforce insights to support strategic decision-making\n, • Monitor key people metrics, including recruitment, retention, absence, diversity and turnover\n, • Lead external reporting requirements and benchmarking activities\n, • Act as the primary HR contact for payroll operations, working closely with Finance and external payroll providers\n, • Ensure payroll changes are processed accurately and efficiently\n, • Maintain payroll controls, reconciliations and compliance with relevant legislation\n, • Support and resolve complex payroll and employee relations queries\n, • Ensure compliance with employment law, GDPR and internal policies\n, • Support internal and external audits relating to HR systems, payroll and workforce data\n, • Deputise for the Head of People, providing leadership and operational oversight when required\n, • Support the development and implementation of People policies and procedures\n, • Build strong relationships with internal stakeholders and external partners\n, • Promote diversity, equity and inclusion through fair and consistent people practices\n\n \n Requirements: \n\n • CIPD qualified or equivalent HR experience\n, • Significant experience leading People Operations, HR Shared Services or HR Operations functions\n, • Strong HR systems experience, including system implementation, administration and optimisation\n, • Proven experience managing payroll processes and outsourced payroll providers\n, • Strong understanding of employment legislation and HR compliance requirements\n, • Demonstrable experience driving process improvements and operational efficiencies\n, • Previous team management experience within a customer-focused environment\n, • Strong stakeholder management and communication skills\n, • Analytical mindset with the ability to interpret data and provide actionable insights\n, • Experience using iTrent or a similar HRIS is highly desirable\n, • Experience within the education, charity, arts or not-for-profit sectors would be advantageous\n\n \n Vertex Associates Limited acts as an employment business for temporary positions and an employment agency for permanent positions. Vertex Associates is committed to equal opportunity and diversity. Suitable candidates with equivalent qualifications and more or less experience can apply. Rates of pay and salary ranges are dependent upon your experience, qualifications and training. If you wish to apply, please read our Privacy Notice describing how we may process, disclose and store your personal data: vertexassociates.co.uk/privacy-policy/

Team Executive Assistant \n West End, London | £50,000 - 60,000 | Temp-to-Perm | 4 Days in the Office | 7:30am–5:00pm \n \n We’re partnering with a highly regarded global investment firm to appoint a Team Executive Assistant to join its London office. \n \n This is a brilliant opportunity for someone at the earlier stages of their Executive Assistant career who is ambitious, capable and keen to develop within a high-performing financial services environment. \n \n Supporting a senior leadership group including the Head of Technology, Chief Operating Officer and HR Director, you’ll gain broad exposure across the business whilst learning from an experienced and collaborative Executive Assistant team. \n \n You’ll also work closely with the Executive Assistant to the CEO, providing cover and additional support when required. It’s a role that will give you exposure to senior leadership from the outset, but importantly, you’ll have an established EA team around you to learn from as your experience develops. \n \n The pace is fast, the standards are high and they’re looking for someone who wants to get involved, take ownership and build a long-term career in Executive Support. \n \n The Role \n\n • Provide day-to-day Executive Assistant support to a group of senior leaders, including the Head of Technology, COO and HR Director.\n, • Manage busy diaries, coordinate meetings and ensure changing priorities remain organised.\n, • Arrange UK and international travel, including flights, accommodation, transfers and detailed itineraries.\n, • Coordinate internal and external meetings across multiple stakeholders and time zones.\n, • Work closely with the Executive Assistant to the CEO, providing holiday cover and additional support when required.\n, • Prepare meeting materials, presentations and correspondence.\n, • Process expenses accurately and efficiently.\n, • Build strong relationships with senior stakeholders and colleagues across the business.\n, • Work collaboratively with the wider Executive Assistant team, providing support and cover when needed.\n, • Take ownership of ad hoc requests and projects as your experience and confidence develop.\n, • Anticipate requirements, resolve issues and increasingly take responsibility for how your executives are supported.\n\n \n About You \n You may already be working as a Team Assistant, Junior EA, PA or Administrative Assistant and be ready for greater responsibility, or you could be an exceptionally capable graduate with some relevant office experience who is committed to building a career in Executive Support. \n What matters most is your attitude, potential and the standards you set for yourself. \n \n You’ll be: \n\n • Bright, organised and exceptionally detail-focused.\n, • Proactive and comfortable taking ownership rather than waiting to be asked.\n, • Confident communicating with people at all levels.\n, • Able to juggle multiple priorities and stay composed when things change.\n, • Naturally collaborative and keen to learn from more experienced EAs.\n, • Professional, polished and discreet.\n, • Comfortable working in a fast-paced environment with high expectations.\n, • Confident using Microsoft Office and quick to learn new systems.\n, • Genuinely interested in developing a long-term career as an Executive Assistant.\n\n Previous experience within financial services, investment management or another fast-paced corporate environment would be advantageous, but we're equally interested in potential and aptitude. \n \n What’s on Offer \n\n • £50,000–£60,000 depending on experience.\n, • Initial temporary appointment with a clear route to permanent.\n, • Four days per week in the West End office.\n, • Working hours of 7:30am–5:00pm.\n, • Direct exposure to senior leadership across the business.\n, • The opportunity to learn from an established and highly experienced Executive Assistant team.\n, • CEO-level exposure through holiday cover and additional support.\n, • Increasing responsibility as your experience develops.\n, • A genuine opportunity to build a long-term Executive Assistant career within a leading global investment environment.\n\n \n If you’re ambitious, switched-on and serious about building a career in Executive Support, this is an opportunity to learn in an environment where you’ll be surrounded by experienced EAs, exposed to senior leadership and given the opportunity to take on more as you develop.

Artist’s Studio Company (ASC) is one of London's leading arts charities, celebrating over 30 years of supporting artists, makers and creative communities. \n \n Our mission is simple: to enable artists and makers to build sustainable creative careers while making the visual arts more accessible to the public. We achieve this by providing affordable studio space, exhibition opportunities, business support, and creative workspaces across London. Today, ASC manages 13 buildings across six London boroughs, providing workspace for more than 850 artists and makers, alongside coworking facilities and gallery hire at our headquarters in Vauxhall. We are entering an exciting new phase of growth, having recently acquired two additional properties to expand our impact. As our organisation continues to evolve, we are looking for an exceptional Head of Operations & Chief of Staff to the CEO to play a pivotal leadership role in shaping our future. \n \n The Opportunity \n This is far more than an operational management position. \n It is an opportunity for an experienced operational leader to become the CEO's trusted strategic partner, helping translate vision into action while ensuring the organisation runs efficiently, compliantly and with excellence. \n We're looking for someone who enjoys seeing the bigger picture whilst never losing sight of the detail. Someone who naturally anticipates challenges before they arise, identifies opportunities for improvement, and creates systems that enable people and projects to thrive. \n You'll be equally comfortable leading people, improving processes, managing risk, supporting strategic planning, and representing the organisation when required. \n If you are an experienced Head of Operations who enjoys building high-performing teams, solving complex operational challenges and making a lasting impact within a growing charity, we'd love to hear from you. \n \n Key Responsibilities \n \n Strategic Leadership \n Act as a strategic partner to the CEO, helping deliver the organisation's long-term vision and objectives. Translate strategic priorities into practical operational plans. Identify emerging risks, challenges and opportunities, developing proactive solutions before issues escalate. Support organisational growth, change management and continuous improvement initiatives. \n\n • Overseeing HR and the various charity’s departments including the functions of maintenance, compliance, finance, marketing and lettings.\n, • Deputise for the CEO when required, including representing ASC at meetings, presentations and public events.\n\n \n Operations & Property Management \n Lead the day-to-day operations across ASC's portfolio of 13 buildings. Ensure all sites are safe, secure, compliant and operating efficiently. Oversee facilities management, maintenance programmes and operational projects. Continuously review systems and processes to improve efficiency and service delivery. Manage the smooth operation of ASC's Vauxhall headquarters. \n \n Leadership & People Management \n Lead, mentor and develop operational and administrative teams. Foster a positive, collaborative and high-performing working culture. Oversee recruitment, onboarding, induction and HR administration. Champion staff wellbeing, learning and professional development. Support managers in developing effective teams and strong performance. \n \n Finance & Organisational Performance \n Working alongside the CEO and Financial Controller, you will: \n\n • Support budgeting, forecasting and financial planning.\n, • Monitor departmental budgets and operational expenditure.\n, • Help develop financial controls and organisational reporting.\n, • Support informed decision-making through operational analysis and performance monitoring.\n\n \n Governance, Risk & Compliance \n\n • Ensure the organisation maintains the highest standards of governance and compliance.\n, • Oversee Health & Safety, safeguarding, data protection, charity law, insurance and regulatory compliance.\n, • Lead organisational risk management, business continuity planning and policy development.\n, • Ensure compliance systems remain robust, proportionate and forward-looking.\n\n \n Projects & Continuous Improvement \n\n • Lead operational improvement projects across the organisation. Introduce systems and processes that enhance efficiency, resilience and organisational effectiveness.\n, • Support charity events and cross-departmental initiatives. Encourage innovation, collaboration and continuous improvement across the organisation.\n\n \n About You \n You are an experienced operational leader who combines strategic thinking with exceptional organisational skills. You enjoy creating structure from complexity, building strong teams and helping organisations grow sustainably. You don't simply respond to problems, you anticipate them. You have the judgement, commercial awareness and operational insight to identify potential issues early, assess risk, and implement practical solutions before challenges impact the organisation. You are calm under pressure, highly organised and confident working across multiple priorities. Most importantly, you enjoy supporting people and enabling others to succeed. \n \n We're looking for someone who can demonstrate: \n Significant experience leading organisational operations within a complex environment. Proven success managing and developing multidisciplinary teams. Outstanding leadership, communication and relationship-building skills. Strong strategic thinking with the ability to see the wider organisational picture. Excellent lateral thinking and problem-solving ability. The confidence to make sound decisions using both data and professional judgement. A proactive approach to identifying operational risks and implementing preventative solutions. Experience improving systems, processes and organisational efficiency. Excellent project management and organisational skills. Strong financial understanding, including budgeting and forecasting. Experience supporting senior leadership and working at executive level. A collaborative, pragmatic and hands-on leadership style. \n \n Desirable Experience \n Experience in one or more of the following would be highly advantageous: \n Charity sector leadership. Property, real estate, workspace or facilities management. Governance and charity compliance. Health & Safety management. Safeguarding. HR systems and people management. Business growth, organisational development or change management. Risk management and business continuity planning. \n An interest in the visual arts and creative sector is welcomed but not essential. \n \n Qualifications Essential \n\n • MA or bachelor’s degree in business administration, Operations Management, Finance, Commerce, Real Estate or a related discipline.\n\n \n Desirable \n\n • MBA, Executive MBA or equivalent postgraduate qualification. Relevant professional qualifications in operations, project management, HR, property or Health & Safety.\n\n \n Experience Essential \n\n • Minimum 5 years' experience in a senior operational leadership role.\n, • Minimum 5 year of experience in property management industry in managerial roles \n, • Previous experience in HR management \n, • Knowledge of the policies, procedures, and regulations governing the operation and management of workspaces and properties.\n\n \n Ideal \n Significant experience (10+ years) as a Head of Operations, Operations Director, Chief Operating Officer or similar senior leadership position within the charity, property, workspace or real estate sectors. Extensive knowledge of the policies, procedures, and regulations governing the operation and management of workspaces and properties. \n \n Why join ASC? \n This is an opportunity to join an ambitious and respected arts charity at a pivotal stage of its development. You'll work directly alongside the CEO, playing a key role in shaping the future of an organisation that supports hundreds of artists across London. Your ideas will be valued, your leadership will have real influence, and your work will make a lasting impact on organisation and on the UK culture. \n \n If you are an experienced operational leader looking for a meaningful role where you can combine strategic thinking, people leadership and operational excellence, we would be delighted to hear from you. \n \n Salary: £50,000–£60,000 per annum (DOE) \n Location: Vauxhall, London \n Contract: Full-time, Permanent \n Reports to: Chief Executive Officer (CEO)

Interim Head of People \n \n 6-month fixed-term contract | £75,000 - £80,000 | 35 hours per week | Hybrid (Wimbledon office / home) \n \n Empowering people. Empowering change. \n \n Cranstoun is a social justice and harm reduction charity that has been making a difference for over 50 years. Every year we support more than 46,000 people across substance use, domestic abuse, housing, criminal justice, young people's and harm reduction services — going beyond the immediate issue to help people rebuild their lives. \n \n Our vision is to be a world-class leader in rebuilding lives, and our purpose is to inspire and empower people to live healthier and safer lives. Everything we do is guided by our values: ambitious, creative, compassionate, collaborative and respectful. \n \n We're now looking for an experienced people leader to join us on an interim basis and provide strategic leadership to our People & Culture function during an important period for the organisation. \n \n The role \n \n Reporting directly to the CEO, you will lead Cranstoun's people, workforce, organisational development and workforce assurance functions. Your job is to make sure we have the workforce capability, leadership capacity, infrastructure and assurance arrangements we need to deliver services that are safe, effective, well-led and financially sustainable. \n \n As an interim appointment, this is a role for someone who can hit the ground running, bringing pace, credibility and a steady hand to complex people matters from day one. \n \n What you'll be doing: \n \n • Leading the People & Culture function and ensuring efficient, high-quality delivery across all people services, with clear standards, performance measures and measurable organisational value. \n \n • Providing senior leadership on complex employee relations including senior disciplinary, grievance and capability matters, whistleblowing, investigations and the organisational learning that follows. \n \n • Leading consultation and restructuring programmes, and providing expert leadership on TUPE transfers, workforce mobilisation and demobilisation arising from contract awards, retenders and service redesign. \n \n • Shaping workforce strategy including workforce planning, succession planning, talent management and organisational design that supports both strategic priorities and affordability. \n \n • Strengthening workforce assurance and governance, with robust oversight of safer recruitment, DBS compliance, mandatory training, supervision and performance reviews, supported by clear workforce dashboards and reporting to the Senior Leadership Team and Board of Trustees. \n \n • Working alongside the CEO and Senior Leadership Team to strengthen organisational culture, leadership behaviours and cross-organisational collaboration. \n \n • Managing People and Organisational Development budgets, ensuring value for money and workforce affordability. \n \n The team \n \n You'll lead a multidisciplinary People & Culture team. Your direct reports include two People Partners who, with the People Advisory and administration team, deliver operational HR across the organisation and the Head of Learning & Development, who leads training and volunteer development. You'll also work closely with the CEO, the wider Senior Leadership Team and the Board of Trustees. \n \n Who we're looking for \n \n Essential: \n \n • Chartered MCIPD, FCIPD or equivalent senior executive experience, alongside a degree-level qualification or equivalent professional experience. \n \n • Significant leadership experience within a complex, multi-site organisation. \n \n • A track record of leading organisational transformation, workforce change and organisational development initiatives. \n \n • Experience developing workforce strategies aligned to organisational objectives, and working within workforce assurance and governance frameworks. \n \n • Strong experience of complex employee relations, investigations and organisational risk management. \n \n • In-depth knowledge of employment law and HR best practice, TUPE legislation and consultation requirements, workforce planning, organisational design and equality, diversity and inclusion. \n \n • Excellent influencing and relationship-building skills, the ability to challenge constructively, and the confidence to lead through ambiguity and change while balancing strategic thinking with operational delivery. \n \n Desirable: \n \n • Experience within health, social care, housing, criminal justice, domestic abuse, homelessness or commissioned service environments. \n \n • Experience working with charities or not-for-profit organisations. \n \n • Experience supporting organisations through periods of significant change and improvement. \n \n The details \n \n • Contract: 6-month fixed-term \n • Salary: £75,000 - £80,000 \n • Hours: 35 per week \n • Location: Hybrid - Wimbledon office and home \n • Closing date: 28 August 2026 \n \n How to apply \n \n To apply, please send your CV and a supporting statement setting out why you're the right person for the role to robert.muncaster@cadencepartnersco.uk \n \n Cranstoun is committed to equality, diversity and inclusion, and we welcome applications from all backgrounds and communities.

Head of Reward / Compensation & Benefits \n UK based, hybrid | Global remit |£150,000-£165,000 + 25% bonus + equity package \n \n Alexander Lloyd are partnering with a high-growth, international fintech business as they seek an experienced Head of Compensation and Benefits to lead and evolve their global compensation, benefits and equity agenda. \n \n Operating across more than 30 countries, the business has established strong reward foundations and is now entering a pivotal phase of growth. With IPO readiness high on the agenda, this role will play a key part in shaping executive compensation, equity strategy, governance, reward processes and wider remuneration programmes. \n \n This is a highly visible position working closely with senior leaders, external advisors and cross-functional stakeholders across a global organisation. \n \n Key areas of focus: \n\n • Global compensation strategy and benchmarking\n, • Equity programme design and implementation\n, • IPO readiness activities, including reward governance and executive compensation\n, • Benefits renewals and optimisation across multiple international markets\n, • Reward processes, analytics and reporting\n, • Recognition programmes and cyclical reward reviews\n, • Partnering with external advisors including Deloitte\n\n \n About you: \n\n • An experienced reward leader with exposure to international, fast-growing organisations\n, • Strong technical expertise across compensation, benefits, exec remuneration and equity\n, • Comfortable operating at both strategic and hands-on levels\n, • Collaborative, pragmatic and able to build credibility with senior stakeholders\n, • A confident communicator who can influence and engage leaders across the business\n, • Experience within technology, fintech, payments, crypto or similar high-growth sectors would be highly advantageous\n\n \n This is an outstanding opportunity to join a collaborative, ambitious and people-focused business at an exciting stage of its journey, where you will have genuine influence over the future of the global reward function. \n \n Please quote 52567 when calling Simon Geere at Alexander Lloyd or email them at sge@alexanderlloyd.co.uk. This is only one of many vacancies we are handling, Alexander Lloyd Human Resources Recruitment Solutions is the leading recruiter for HR Director, Manager, Business Partner, Learning & Development, Internal Communications, Talent Acquisition and Reward opportunities across Surrey, Sussex, Kent and London. \n \n Due to the high amount of interest that we receive for each of our roles unfortunately we cannot respond to each application individually, therefore if you do not hear back from one of our consultants you have not been shortlisted for this role. Please continue to check our website www.alexanderlloyd.co.uk for any other roles which may be of interest.

Compensation & Benefits Manager \n London | Hybrid (2–3 days per week) | £60,000–£65,000 \n \n The Opportunity \n This is an exciting opportunity for an experienced Compensation & Benefits Analyst looking to take the next step in their career, working with a leading international media group with a strong reputation for creativity, innovation and developing high-performing teams. \n \n Reporting to the Director of Compensation & Benefits, you'll become a key member of a collaborative Reward team, taking ownership of the day-to-day delivery of compensation and benefits with the help of a small team. \n \n Working closely with an experienced Reward leader, you'll gain exposure to a broad remit spanning compensation, benefits, analytics, process improvement and organisational change, while coaching and developing a small team. It's an ideal opportunity for someone who has built strong technical compensation expertise and is looking to broaden their leadership experience within a progressive, fast-paced organisation. \n \n The Role \n Supporting the Head of Compensation & Benefits, you'll play a key role in delivering reward programmes across the UK business, partnering closely with HR Business Partners, managers and external providers to ensure reward processes are delivered effectively and continuously improved. \n \n Responsibilities include: \n\n • Taking ownership of the annual salary review and bonus processes from planning through to delivery.\n, • Providing salary benchmarking, pay analysis and reward modelling to support commercial decision-making.\n, • Partnering with HR Business Partners and managers to provide expert guidance on compensation and benefits matters.\n, • Managing relationships with benefits providers and supporting the ongoing development of the employee benefits offering.\n, • Overseeing monthly payroll inputs and supporting reward-related reporting and compliance.\n, • Producing reward analytics, headcount reporting and wider People insights.\n, • Supporting reward advice relating to organisational change, including harmonisation and TUPE activity.\n, • Driving continuous improvements across reward processes, reporting and ways of working.\n, • Coaching and providing day-to-day support to a small team of Reward professionals.\n, • Working closely with the Head of Compensation & Benefits on a variety of business-wide reward projects.\n\n \n About You \n We're looking for someone who has already built a solid Compensation & Benefits foundation and is ready to take on broader ownership and leadership responsibility. \n \n You'll likely: \n\n • Have experience independently managing salary review and bonus processes.\n, • Be confident with salary benchmarking, pay analysis and reward modelling.\n, • Have strong analytical skills with advanced Excel experience.\n, • Be comfortable partnering with stakeholders and translating reward data into clear commercial recommendations.\n, • Have coached, mentored or managed junior colleagues and enjoy supporting their development.\n, • Be naturally organised, proactive and comfortable managing multiple priorities in a fast-paced environment.\n, • Enjoy identifying opportunities to improve processes and challenge existing ways of working.\n, • Have exposure to employee benefits and a general understanding of payroll processes.\n\n \n Why Join? \n This role offers the opportunity to work alongside an experienced Director of Compensation & Benefits, gaining exposure to a wide range of reward initiatives while continuing to develop your own leadership capability. \n \n You'll join a collaborative and forward-thinking People team where you'll have genuine ownership, the opportunity to influence how reward is delivered across the business, and the chance to contribute to projects that make a real impact on the employee experience.

W&P Partners Legal Recruitment is proud to partner exclusively with a fast-growing technology start-up on the appointment of a Head of Legal to lead and develop its expanding in-house Legal & Compliance function in London. \n \n This is a newly created leadership opportunity within an innovative technology business, offering significant scope to shape the legal function, establish scalable processes and playbooks, and work closely with senior stakeholders across the organisation. \n \n The successful candidate will combine strong commercial legal expertise with strategic leadership, legal operations and technology-focused responsibilities, playing a key role in supporting the company's continued growth. \n \n The Role \n Reporting directly to the General Counsel, the Head of Legal will take broad responsibility for the day-to-day leadership and development of the legal function, acting as a trusted legal partner to the commercial, revenue, retention and technology teams. \n The role will have a strong focus on commercial contracts, UK GDPR and data privacy, alongside responsibility for contract management infrastructure, legal technology, AI governance and wider legal operations. \n \n You will lead and develop an existing team of legal specialists, while also taking ownership of the legal function's processes, systems, resources and ways of working. \n This is an excellent opportunity for an experienced Senior Legal Counsel, Legal Director or Commercial Technology Lawyer who is ready to take on a broader leadership position within a high-growth technology environment. \n \n As a newly created role, there is significant scope to build, improve and professionalise the legal function as the business continues to scale. \n \n Key Responsibilities \n\n • Lead and develop the Legal function, providing strategic direction and day-to-day leadership to the existing legal team\n, • Own the commercial contracts function end-to-end, including new business agreements, renewals and amendments\n, • Draft, review and negotiate a broad range of commercial and technology agreements\n, • Act as a senior legal partner to revenue, commercial, retention and technology teams\n, • Provide commercially focused legal advice to the leadership team and senior stakeholders\n, • Lead on UK GDPR and data privacy matters, including DPAs, DPIAs and data subject rights\n, • Oversee and improve the company's contract management infrastructure, systems and processes\n, • Develop scalable legal playbooks, templates, policies and processes to improve efficiency and consistency\n, • Lead the responsible adoption and deployment of AI across the legal function\n, • Work closely with Compliance and Information Security teams on wider legal, regulatory and risk matters\n, • Provide support on employment and HR-related legal matters where required\n, • Develop self-service legal resources to enable the wider business to manage routine legal matters more efficiently\n, • Own legal technology, tooling and budget requirements\n, • Identify opportunities to improve the effectiveness, efficiency and scalability of the legal function\n, • Establish clear legal risk frameworks and ensure appropriate escalation of material issues\n, • Build strong relationships with senior stakeholders across the business and position Legal as a commercial enabler\n, • Support the General Counsel on strategic and wider corporate legal matters as the business evolves\n\n \n Qualifications & Experience \n\n • Qualified solicitor/lawyer with 6+ years' PQE or equivalent experience\n, • Significant in-house and/or commercial legal experience, ideally with previous leadership responsibility\n, • Strong commercial contracts experience, preferably within a technology, SaaS or other high-growth business\n, • Extensive experience advising on technology, software and SaaS agreements\n, • Strong knowledge of UK GDPR and data protection\n, • Previous experience leading, managing or developing a legal team\n, • Experience building or improving legal processes, infrastructure and operating models\n, • Comfortable using legal technology, CLM systems and AI-assisted drafting tools\n, • Strong commercial judgement and the ability to balance legal risk with business objectives\n, • Excellent communication, influencing and stakeholder management skills\n, • High emotional intelligence and the ability to build credibility and trust across legal and non-legal teams\n, • Comfortable operating in a fast-paced environment where processes and infrastructure are still being developed\n, • A strategic and hands-on approach, with the ability to move between high-level leadership and detailed legal work when required\n, • Strong organisational skills and the ability to prioritise a broad and varied workload\n\n \n Experience within a fast-growing SaaS or technology business would be highly advantageous, as would exposure to employment law, compliance, AI governance, information security or regulated technology environments. \n \n This is a particularly attractive opportunity for someone who wants to build and lead a modern legal function, rather than simply manage an established team and existing processes. \n \n W&P Partners Legal Recruitment is committed to equal opportunities and welcomes applications from all suitably qualified candidates.