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HR Advisor \n West Yorkshire \n £38,000 - £42,000 \n Start ASAP \n 12 months FTC/ Hybrid with 3 to 4 days in the office 1 to 2 days from home \n At Another we are currently looking for an experienced HR Advisor to join a large established business in West Yorkshire for a period of 12 months. Reporting to the HR Business Partner, you will be responsible for supporting a broad range of HR generalist activities whilst driving the HR agenda alongside the wider HR team. This is an exciting role, working within a fast-paced environment across a region. \n The Role \n\n • \n Provide advice and guidance to managers and employees across all regions on all HR policies, practices and procedures. \n • \n Ensure employee absenteeism is monitored and reported monthly, and any issues are dealt with at the earliest opportunity. \n • \n Maintain the employee records via the HRIS system \n • \n Resolve queries, escalate as necessary and log if appropriate \n • \n Identify and suggest areas of improvement \n • \n Support the life cycle of administration for new starters and leavers \n • \n Maintaining accurate and up to date records; pension, sickness absence, holiday, payroll, recruitment etc \n • \n Supporting the recruitment process as an when required \n • \n Work with managers and stakeholders to provide advice and support with all people related issues – including supporting disciplinary, absence, grievance and redundancy meetings etc \n • \n Supporting the HR Director and the wider HR team in the delivery of the people plan and working on HR projects appropriately, these could range from restructuring, systems, reward & benefits, health and wellbeing etc. \n • \n Provide a high-quality service and act as a trusted HR Advisor whilst building credible stakeholder relationships. \n • \n Provide HR administrative support – drafting offer letters/contracts of employment/ administer new starters and leavers process as required. \n • \n Liaising with payroll as and when required and ensuring employee records are kept accurate and up to date. \n\n Skills required \n\n • \n Ideally CIPD level 5 qualified or working towards \n • \n Proven experience of working as generalist HR Advisor, ideally gained in a commercial fast paced environment \n • \n Strong knowledge of UK employment law \n • \n Strong experience of building relationships and managing stakeholder \n • \n Strong communication skills and the ability to collaborate and engage with employees at all levels \n • \n Ability to use own initiative and good problem-solving skills \n • \n Excellent attention to detail \n • \n Strong IT skills – MS Office, including outlook, excel, powerpoint, word \n • \n Accurate and timely delivery of tasks coupled with excellent organisational skills \n

\n • CIPD Level 4\n, • 10 years + experience\n, • Flexible Hybrid working\n\n We are recruiting an experienced HR Manager to lead the people function for an established multi-site drinks distribution business based in Wakefield. \n This is a varied generalist role combining strategic HR support with hands-on employee relations and day-to-day people management. You will partner with depot managers, heads of department and directors, supporting approximately nine sites while managing one HR Assistant. \n The business offers flexibility around hybrid working. Travel to other depots will be required when support is needed, rather than every week. The furthest locations are Maryport and Newcastle, which would typically be visited once every two to three months. \n Key Responsibilities \n\n • Provide strategic and operational HR guidance across the group.\n, • Coach and support managers on employee relations, performance, absence management, disciplinary processes, grievances and appeals.\n, • Ensure HR policies, procedures and working practices remain compliant with current UK employment legislation.\n, • Manage the onboarding and induction process, supporting a positive employee experience throughout the full employment lifecycle.\n, • Oversee HR systems, employee records, people analytics and weekly management reporting.\n, • Lead annual policy reviews and support the implementation of new HR initiatives.\n, • Support recruitment activity, including interviews, selection and appointment processes.\n, • Gather and analyse information for annual pay reviews and gender pay gap reporting.\n, • Manage the use of the Apprenticeship Levy and coordinate company-wide training.\n, • Deliver HR training and guidance to managers across the business.\n, • Manage and support the HR Assistant.\n, • Visit depots when additional HR support or guidance is required.\n\n About You \n\n • At least 10 years' broad generalist HR experience, including experience operating at HR Manager level.\n, • Strong knowledge of UK employment law and employee relations.\n, • Confident supporting senior managers and directors across a multi-site business.\n, • Experienced in handling complex disciplinary, grievance, absence and performance matters.\n, • CIPD Level 4 as a minimum, although Level 5 or above is strongly preferred. CIPD Level 7 would be particularly advantageous.\n, • Strong communication, organisation and stakeholder-management skills.\n, • Comfortable working independently and managing competing priorities.\n, • Experience with HR reporting, gender pay gap reporting and the Apprenticeship Levy would be beneficial.\n, • Full UK driving licence and willingness to undertake occasional site travel.\n\n Benefits \n\n • Salary of £45,000-£55,000\n, • Flexible hybrid working\n, • Company car\n, • 33 days' annual leave, including bank holidays\n, • Pension\n, • Life insurance\n, • Healthcare cashback scheme\n, • Confidential employee support service\n, • Free parking\n, • Access to promotional discounts\n\n This is an excellent opportunity for an experienced HR professional who enjoys combining strategic influence with hands-on HR delivery in a varied, multi-site environment.

Interim Senior/HR Business Partner - Wakefield | Hybrid (2 days per week on site, must live within commutable distance of base) | 4-5 Month Interim Contract | Immediate Start \n Hays HR are delighted to be supporting a well-established international organisation through a period of organisational transformation. \n This is a highly visible senior HR role that will in the immediate term have a substantial focus on providing expert employee relations support during a period of change, before focussing on strategic people initiatives. The successful candidate will play a key role in supporting leaders through organisational transformation, workforce change initiatives and complex people matters. \n With a planned start in October 2026, this opportunity is ideal for an experienced HR professional who is comfortable operating in a fast-paced environment, balancing strategic priorities with hands-on delivery in a unionised environment. \n The Role \n Reporting into the senior People leadership team (based at a different location), you will partner with directors and senior managers across the organisation to deliver practical, commercially focused HR solutions that support business objectives and transformation activity. \n Key responsibilities will include: \n\n • Acting as a trusted advisor to senior stakeholders on all aspects of people management.\n, • Leading and managing complex employee relations cases, including disciplinaries, grievances, absence management, capability and organisational change matters.\n, • Supporting leaders through a programme of business transformation and cultural change.\n, • Providing expert guidance on restructures, consultations and workforce planning activity.\n, • Driving organisational development initiatives to improve effectiveness, engagement and performance.\n, • Coaching and developing managers to build confidence in handling people-related matters.\n, • Using workforce data and insights to identify trends, mitigate risks and support informed decision-making.\n, • Ensuring compliance with employment legislation, policy and best practice throughout all change activity.\n\n About YouTo be considered, you will demonstrate: \n\n • Extensive experience operating at Senior HR Business Partner or HR Business Partner level in a unionised environment\n, • Strong employee relations expertise, with the ability to manage and advise on complex and sensitive cases.\n, • Proven experience supporting organisations through transformation, restructuring or large-scale change programmes.\n, • Excellent knowledge of UK employment law and contemporary HR best practice.\n, • Strong stakeholder management skills with experience influencing senior leaders and executive teams.\n, • Experience coaching managers and developing leadership capability.\n, • A pragmatic and commercially focused approach with a strong emphasis on achieving positive outcomes.\n, • The ability to balance strategic thinking with operational delivery in a changing environment.\n\n What's on Offer? \n\n • 4-5 month interim assignment.\n, • Hybrid working model with approximately 2 days per week on site in Wakefield.\n, • Opportunity to play a key role in a significant transformation programme.\n, • Supportive and collaborative senior leadership team.\n, • Competitive day rate/salary depending on experience.\n, • Immediate impact opportunity within a complex and evolving organisation.\n\n Apply Now If you are an experienced Senior HR Business Partner with strong employee relations expertise and a track record of supporting organisations through periods of change and transformation within a unionised environment, we would be keen to hear from you. \n Hays Specialist Recruitment Limited acts as an employment agency for permanent recruitment and employment business for the supply of temporary workers. By applying for this job you accept the T&C's, Privacy Policy and Disclaimers which can be found at hays.co.uk

HR Advisor \n Location: West Yorkshire \n Salary: £38,000 - £42,000 \n Start ASAP \n 12 months FTC/ Hybrid with 3 to 4 days in the office 1 to 2 days from home \n At Another we are currently looking for an experienced HR Advisor to join a large established business in West Yorkshire for a period of 12 months. Reporting to the HR Business Partner, you will be responsible for supporting a broad range of HR generalist activities whilst driving the HR agenda alongside the wider HR team. This is an exciting role, working within a fast-paced environment across a region. \n The Role \n\n • Provide advice and guidance to managers and employees across all regions on all HR policies, practices and procedures.\n, • Ensure employee absenteeism is monitored and reported monthly, and any issues are dealt with at the earliest opportunity.\n, • Maintain the employee records via the HRIS system\n, • Resolve queries, escalate as necessary and log if appropriate\n, • Identify and suggest areas of improvement\n, • Support the life cycle of administration for new starters and leavers\n, • Maintaining accurate and up to date records; pension, sickness absence, holiday, payroll, recruitment etc\n, • Supporting the recruitment process as an when required\n, • Work with managers and stakeholders to provide advice and support with all people related issues – including supporting disciplinary, absence, grievance and redundancy meetings etc\n, • Supporting the HR Director and the wider HR team in the delivery of the people plan and working on HR projects appropriately, these could range from restructuring, systems, reward & benefits, health and wellbeing etc.\n, • Provide a high-quality service and act as a trusted HR Advisor whilst building credible stakeholder relationships.\n, • Provide HR administrative support – drafting offer letters/contracts of employment/ administer new starters and leavers process as required.\n, • Liaising with payroll as and when required and ensuring employee records are kept accurate and up to date.\n\n Skills required \n\n • Ideally CIPD level 5 qualified or working towards\n, • Proven experience of working as generalist HR Advisor, ideally gained in a commercial fast paced environment\n, • Strong knowledge of UK employment law\n, • Strong experience of building relationships and managing stakeholder\n, • Strong communication skills and the ability to collaborate and engage with employees at all levels\n, • Ability to use own initiative and good problem-solving skills\n, • Excellent attention to detail\n, • Strong IT skills – MS Office, including outlook, excel, powerpoint, word\n, • Accurate and timely delivery of tasks coupled with excellent organisational skills\n\n To Apply \n If you feel you are a suitable candidate and would like to work for Another, please do not hesitate to apply.

Management Accountant – Wakefield – Up to £55,000 + Bonus Hybrid | 35-hour week | Leading UK Business | Career Growth \n Chase & Holland are delighted to be partnering with a market-leading UK organisation to recruit a talented Management Accountant. This is a standout opportunity to join a forward-thinking, fast-growing, and highly collaborative business where your work will have real impact. \n You’ll play a key role in delivering high-quality financial, statutory and management reporting that supports the Financial Controller and drives key decisions across the Board. As part of a high-performing finance team, you’ll gain exposure across the business, contribute to process improvements, and help shape best-in-class financial controls. \n If you're looking for a role where you can add value, grow your expertise, and be recognised for your contribution, this could be the perfect next step. \n What’s in it for you? \n\n • Annual bonus\n, • Healthcare Cash Plan\n, • Hybrid working (minimum 2 days in office)\n, • 35 hour working week\n, • 25 days holiday + bank holidays\n, • Death in service cover\n, • Opportunity to develop business partnering skills and influence senior stakeholders\n, • Be part of a supportive, modern, and ambitious finance team\n\n Your Key Responsibilities \n\n • Produce full monthly management accounts, insightful reporting and supporting analysis\n, • Own the balance sheet including fixed asset register and monthly reconciliations\n, • Partner with Senior Management and wider finance teams, providing analysis and reporting versus forecast\n, • Present clear, concise financial data to stakeholders at all levels\n, • Assist in preparing and submitting statutory accounts and group reporting\n, • Act as a key contact for external auditors, ensuring a smooth year-end and audit process\n, • Support corporate tax submissions and other statutory returns\n, • Contribute to annual planning and reforecasting activities\n, • Drive improvements and automation across processes\n, • Lead, coach and develop the finance team to enhance capability\n\n What You’ll Bring \n\n • Fully qualified ACA / CIMA / ACCA\n, • Strong experience producing management accounts and supporting analysis\n, • Excellent analytical skills with high attention to detail\n, • Confident working in a fast-paced, changing environment\n, • Hands-on, proactive approach with the ability to challenge and influence\n, • Strong communication and stakeholder management skills\n, • Gravitas, resilience and a continuous improvement mindset\n\n If you're an ambitious Management Accountant ready for a high-impact role within a dynamic, supportive environment, we’d love to hear from you. Apply now and take the next step in your finance career. \n Chase & Holland acts as an employment agency for permanent recruitment and an employment business for the supply of temporary workers. We specialise in finance, supply chain, HR, IT and office support recruitment and comfortably service Yorkshire, Derbyshire, Nottinghamshire, Leicestershire, Staffordshire and Lincolnshire.

Reporting to the HR Business Partner, you will be responsible for supporting a broad range of HR generalist activities whilst driving the HR agenda alongside the wider HR team. At Another we are currently looking for an experienced HR Advisor to join a large established business in West Yorkshire fo

Interim Senior/HR Business Partner - Wakefield | Hybrid (2 days per week on site, must live within commutable distance of base) | 4-5 Month Interim Contract | Immediate Start.Hays HR are delighted to be supporting a well-established international organisation through a period of organisational trans

Role: AI Architect Reports to: Chief AI Officer (line management) Location in structure: AI/Data architecture area — embedded within the delivery area it serves, line-managing centrally to the Chief AI Officer Experience: Senior — 6+ years in software, data, or platform engineering/architecture, with meaningful hands-on time on production AI systems, not just pilots Direct reports: None. Influence comes from judgement and presence in the right conversations, not headcount. AI decisions at Citation now cut across Product, Engineering, Security, Infrastructure, and the Business simultaneously — model selection, data architecture, cost, and risk are no longer separable concerns. Without a dedicated architectural owner, each initiative makes these calls independently: patterns diverge, risk goes unspotted until it's expensive, and nobody owns the AI-specific decisions that don't belong wholly to any one function. This isn't a hypothetical gap. Much of this work is already happening informally inside Citation's AI delivery — reviewing partner Statements of Work, governing what goes through Code Factory, acting as the practical architectural voice on live builds. This role formalises that into a mandate with the standing and scope it needs. The AI Architect is Citation's dedicated architect for the AI/Data area, sitting alongside the architects covering Human Resources, Business Systems, Health & Safety, eLearning, Verification, Certification, and Atlas Platform: embedded in the delivery area it serves day to day, but line-managing centrally to the Chief AI Officer so its calls hold across the business, not just the team it happens to sit nearest to. The architecture hub owns target-state and standards across the whole architecture function; this role owns the AI-specific application of it, escalating decisions with consequences beyond AI/Data to the Architecture Review Board rather than deciding them alone. The clearest sign this role is working: AI initiatives at Citation start well and stay on track architecturally. In practice that means: • Established patterns are the default starting point for new builds, not something teams discover after the fact, • Design questions are resolved before Engineering starts building, not during or after, • Third-party Statements of Work are assessed architecturally before they're signed, • Model and hosting choices are made against a documented decision framework, not habit or vendor pressure, • Token spend and cost-per-outcome are tracked and explainable, not a surprise on the invoice, • Security is involved in every significant initiative from the start, not introduced at the end, • Leadership has a current, accurate view of AI architectural risk and direction, with no significant surprises Architectural standards and patterns Own the design patterns Citation builds its AI systems to: retrieval and grounding approaches for systems that need Citation's own knowledge rather than a model's general training, agent orchestration patterns and tool-calling conventions for multi-step and multi-agent work, prompt construction and guardrail design, and the routing logic that decides which model handles which step. Keep these current as the landscape moves, and write decisions down in a form Engineering and Product can actually build against — architecture decision records, not a slide deck. Align standards to Citation's five-layer AI platform architecture. Hold a documented, evidence-based framework for choosing between closed frontier models accessed through a provider's API (Anthropic, OpenAI, Google) and open-weight models run on Citation's own infrastructure (Llama, Mistral, Qwen and similar) — and apply it per workload, not as a single blanket choice. The framework should weigh: • Task complexity — complex reasoning and long‑horizon agentic work generally favour frontier closed models; simpler classification, extraction, and templated generation are often better served by smaller open-weight models at a fraction of the cost, • Volume and cost at scale — at high token volumes, self‑hosting open-weight models can cross into materially cheaper territory; this role owns the analysis of where that break‑even sits for Citation's actual workloads, not a generic industry number, • Data sensitivity and residency — for HR, employment, and compliance data, self‑hosting open-weight models remove a class of third‑party data‑sharing risk that closed providers (even with strong contractual terms) don't fully eliminate, • Fine‑tuning and customisation — where an open-weight model fine‑tuned on Citation's own data would outperform a general‑purpose model at lower running cost, that's a build case this role should be able to make with evidence, not intuition, • Latency, licensing, and total cost of ownership — including the practical overhead of running and maintaining your own models, not just the sticker price of tokens Understand and actively manage the unit economics of every AI solution recommended, including: • Modelling likely token cost at design time, before a system is built, so the business knows what it's signing up for, • Specifying model routing (cheaper models for simpler steps, frontier models reserved for what actually needs them), prompt and context engineering for efficiency, and caching where appropriate, • Recognising that agentic and multi‑agent patterns can multiply token consumption several‑fold over a single well‑scoped call, and that orchestration‑pattern choice is itself a cost decision, • Setting up the observability to track cost‑per‑outcome and cache performance over time, not just the total spend line Assess whether the data behind any AI initiative is structured, accessible, and reliable enough to support the intended behaviour — across Citation's Salesforce, Atlas, Snowflake, and integration layers — and flag readiness issues before they become delivery blockers. Hold the approval path for new AI architectural patterns and material departures from existing standards. Attend initiative design conversations early enough to shape them, not just review them, and sign off on the AI design elements of partner Statements of Work. Define scope and success criteria for AI spikes and proofs of concept before they start, validate vendor and partner capability claims before they're embedded in a committed design, and make sure proof‑of‑concept outputs are evaluated against real delivery constraints — not vendor demo conditions. Act as the internal architectural counterpart to Citation's delivery partners, the way any enterprise architecture function holds its critical vendors to a defined standard: review proposals and Statements of Work before commitments are made, run design reviews during delivery, and give partners a well‑defined target with technical challenge where their decisions need scrutiny. Set the standard for how AI systems are monitored and evaluated once live — offline and online evaluation, drift detection, guardrails — and own the response framework for AI incidents in production, alongside the cost governance described above. Bring Security in as #J-18808-Ljbffr

Location: Grange Moor, Wakefield (WF4). We're a multi-site organisation, so travel to other sites will be required where support is needed. Hours: Full time, 37.5 hours per week, 9am to 5pm with a half hour unpaid lunch. We're happy to discuss start and finish times. Working pattern: Some flexibility to work from home following successful onboarding (around one day per week). This is a rare chance to build something rather than inherit it. Across a Group of around 700 people, you'll own both recruitment and learning and development - and you'll be shaping how both are done, not maintaining someone else's framework. You'll work directly with the Head of HR, HR Business Partners, line managers and senior leadership to identify what capability the business needs now and in the future, then build the plans, training materials and talent pipelines to deliver it. That means real exposure to SLT and ELT, and real ownership of the outcome. There's also scope to bring AI and digital tools into how the Group recruits, trains and develops people. If you've been waiting for a role where your ideas get built rather than filed, this is it. • Lead the full recruitment lifecycle, from vacancy briefing and attraction through to selection, offer and onboarding, • Partner with managers to understand current and future workforce needs and build recruitment plans around them, • Develop direct sourcing strategies, talent pipelines and employer branding to improve candidate quality and reduce agency reliance, • Build relationships with colleges, universities and apprenticeship providers, • Report on recruitment KPIs including time-to-hire, cost-per-hire, quality of hire and vacancy trends, • Ensure recruitment follows the Group's authorisation process, with approvals and documentation retained correctly, • Own the Group learning and development plan, working with line managers, SLT and ELT to identify capability requirements, • Design and maintain Group training and skills matrices covering mandatory, technical, role-specific and development needs, • Translate skills gaps into practical training and personal development plans, • Create internal training materials, toolkits and learning resources, working with subject matter experts, • Support Health & Safety and other functions with e-learning, mandatory and compliance training, • Support the Head of HR to develop and embed Group talent and succession frameworks, • Coordinate talent reviews and help managers identify high-potential employees, • Build career pathways and matrices that give people clear routes to progress, • Link personal development plans to training, career pathways and succession activity, • Manage apprenticeship programmes and Apprenticeship Levy spend, alongside graduate, apprentice and early-careers attraction, • Identify and implement ways to use AI and digital technology across recruitment, learning and talent, • Use technology to improve productivity, candidate attraction and the quality of learning content, • Explore new learning technologies and support the wider HR team to adopt AI-enabled ways of working, • Review processes for opportunities to simplify and automate You'll also work with the wider HR team on Group people initiatives, workforce planning and organisational development projects, and keep recruitment, learning and talent records accurate and compliant with employment legislation, GDPR and Group policy. • Proven experience managing end-to-end recruitment and building effective attraction strategies, • Practical learning and development experience, including identifying training needs and developing training plans, • Experience designing or implementing training or skills matrices, • Experience creating internal training materials, toolkits or learning resources, • Demonstrable experience of using AI or digital technology to improve processes, productivity or service delivery, • Strong stakeholder management, • Strong project management, organisational, analytical and communication skills, • Strong IT skills and confidence picking up new systems and digital tools, • Full UK driving licence and willingness to travel between Group sites as required, • Experience managing apprenticeship programmes and Apprenticeship Levy funding, • Experience of succession planning, talent reviews, career pathways or capability frameworks, • Experience within a multi-site or Group organisation, • Experience using an LMS, ATS or HRIS, • CIPD, L&D or a relevant professional qualification, or working towards one You'll be well organised, comfortable juggling competing priorities across several sites, and happy working independently as well as with the wider team. You'll need the credibility to influence managers and senior leaders, and the confidence to challenge where it's needed. Curiosity about AI and new technology matters here, as doe #J-18808-Ljbffr

HR Path Group, a global leader in HR consulting, helps clients with their HR transformation projects, covering both human and HRIS (Human Resources Information System) aspects. Our 2,600 employees are located in 29 countries. Our mission is to support our clients at every step of their HR digital transformation with a comprehensive range of services. • ADVISE: We support our customers in the transformation of their HR function, through a redefinition of their HR organization and their HRIS digitalization, • IMPLEMENT: As a partner of the main editors of the market, we carry out technical and functional implementation projects of all HRIS solutions (SaaS or On-Premise), • OUTSOURCE : We support organizations at every stage of their HR and payroll outsourcing journey, helping them operate compliantly, efficiently, and at scale Our latest fundraising of 500 million euros aims to accelerate our growth and international expansion. Our goal is to double our revenue within five years and become the world leader in HR digital transformation. Working closely with client business teams, you as a Workday Consultant will define and deliver Workday solutions that are fit for purpose. • As a Workday Consultant at Three Plus Consulting , you will be a key part of the team, responsible for implementing and configuring enterprise-scale Workday solutions for our global customer base. You will build relationships with our customers to understand their needs, • You will also be responsible for training end-users., • You will participate in every phase of a Workday implementation, taking on several roles such as: Functional Lead, Analyst & Solution Architect, Tester, and Trainer., • You will participate in the development and optimization of our propositions and differentiators to further grow our business., • A high level of flexibility is required, including the willingness to travel to customer sites or to attend global events, • Proven experience in implementing technology-enabled HR business solutions for clients., • Ability to challenge existing processes and design optimal HR solutions that align with client expectations and strategic goals., • Expertise in translating client business requirements into detailed, feasible Workday configuration options., • Experience in advising customers on solution evolutions and best practices related to their current or future Workday implementation., • Strong commitment to the Workday Methodology to ensure that implemented modules are fully adapted to customer needs., • Demonstrated functional experience across the project lifecycle, including workshop facilitation, writing design documents, executing User Acceptance Testing (UAT), and providing comprehensive end-user training., • Effective prioritization of tasks and proven ability to manage personal time efficiently., • Pivotal team player with an excellent attitude and strong interpersonal skills., • Excellent communication skills (written, oral, and presentation) in English., • Experience with a complete Workday project lifecycle is a significant asset., • Workday Core HCM certification is required., • Additional Workday certifications are highly desirable (e.g., Absence/Time Tracking, Recruiting, Learning, Performance/Talent)., • A stimulating work environment at the heart of an entrepreneurial and international culture, • A collaborative approach to our activities that encourages teamwork and excellence., • Numerous opportunities for advancement (horizontal, vertical and international mobility), • Annual salary increases on the anniversary date to reward performance, • Multiple training opportunities (internal university, certifications), • Certified Happy at Work, we offer a good life balance with telecommuting possibilities, • A friendly work environment (quarterly team activities, annual international seminar) #J-18808-Ljbffr

Location: Wakefield Responsible to: Partner in Charge Hours: Full or Part time considered Salary: £ Competitive salary – negotiable, dependent upon experience Experience: 4 years + PQE Chadwick Lawrence is a leading local law firm with a successful and growing Employment team. We provide a supportive environment for career development, offering exciting challenges and opportunities for personal and professional growth. We are looking to recruit and develop talented people to achieve their potential – and who will help us achieve ours in return. An excellent opportunity has arisen for a talented Employment Litigation Solicitor to join our dynamic and growing Employment team, primarily based at our Wakefield Office but flexibility on location would be considered. You will be autonomous in managing your own caseload but also support the wider team on complex matters covering both claimant and respondent litigation matters. Experience of non-contentious employment work would also be considered. Our multi-disciplinary team works with local, national and international clients from a broad range of industries to deliver a range of specialist legal services. Our Employment team undertakes all aspects of employment law at all levels including Employment Tribunal litigation and non-contentious support through our Box HR Scheme. We pride ourselves on offering sound legal advice; working with our clients to provide exceptional solutions for every aspect of their business requirements. Ideally suitable for someone with 4 years’ + within employment litigation. The ideal candidate will be an enthusiastic and ambitious person who wants to develop their technical and commercial skills. Applicants should possess the following skills and experience: • Minimum 4 years employment experience, • the high degree of initiative and the ability to manage your time and your workload effectively, • excellent communication skills and a desire to use these to promote the team and the firm both internally and externally, • a willingness to learn, to drive their own career progression and to be proactive in achieving this Chadwick Lawrence actively promotes a culture that supports a happy and enjoyable team working environment known internally as the Chadwick Lawrence Way. We offer excellent career progression opportunities through a structured fee-earner progression scheme. Having recently won several awards, this is an exciting opportunity to join a progressive firm who are well respected in the West Yorkshire region. If you would like to apply for this position Click here Chadwick Lawrence is an equal opportunities employer. Selection criteria and procedures are regularly reviewed to ensure that individuals are treated on the basis of their relevant merits and abilities. We would like to take this opportunity of thanking you for your application. Due to a high volume of applications for this role it is not possible to reply to each Applicant individually. If you do not therefore hear from the Firm within 2 weeks of your application please presume that you have been unsuccessful. CV’s will only be considered and processed if submitted through our centralised People & Culture Team in response to a specific, written instruction or formal engagement from the Firm. Any speculative submissions sent directly to hiring managers or other employees will not be reviewed and will not attract any agency fees and such individuals do not have the authority to agree to introductions of candidates or to bind the Firm to any terms of business. *The following are trading names/styles of Chadwick Lawrence LLP, Chadwick Lawrence Solicitors, Chadwick Lawrence, Yorkshire’s Legal People, Chadlaw, Acclaim #J-18808-Ljbffr

The Head of HR will work closely with the senior leadership team and the board, focussing on change and transformation, as the firm goes through a period of planned growth and ongoing M&A activity. The Head of HR will lead on the organisational development and people strategy projects associated with our growth strategy and will play a key role with all M&A activity, ensuring all new teams are on-boarded in new locations, and fully integrated into the business. As a key aspect to our strategy, you will also plan and roll out learning and development strategies that align to the firm's overall business plans and our overall people development strategy. You will be solely responsible for the design, delivery, and execution of the HR department balanced scorecard, ensuring that all people objectives from the firm's balanced scorecard are met and to agreed deadline. You will have managed complex HR projects previously and be able to demonstrate your expertise and success within similar positions/roles. You must have proven experience in change management and transformation. As a highly successful individual with excellent communication skills, you must be able to operate in a fast-paced, high volume and demanding environment. You will need to be a confident decision maker who can influence stakeholders and improve business processes. The role is full-time onsite working at our Derby head office with frequent travel to other sites across the UK. The role reports to the Chief Executive Officer and works closely with the board. • Interrogate and re-design the HR strategy as necessary to align with the firm's objectives, direction, and wider goals around growth and acquisition., • Design, deliver and drive the HR balanced scorecard alongside the firms' balanced scorecard, achieving agreed KPIs and metrics set by the CEO and management board., • Drive cultural alignment across the firm and the regional teams., • Lead the organisational development and change management projects across the organisation in partnership with the senior leadership team and C suite team., • Lead and develop the organisations people processes including performance management, employee development, and employee engagement., • Partner with Heads of Department and the Head of Recruitment on succession planning, ensuring the development of the organisation's employees and the retention of key performers., • Develop and monitor HR metrics to assess effectiveness, trends, and make business improvement recommendations., • Provide strategic direction to the HR team including 2 x HR Managers, 1 HR Officer, 1 x HR Coordinator and an HR Assistant, to ensure the firm has consistent HR practices and HR compliance., • Assess and manage the compensations and benefits programs for the firm, ensuring competitiveness to retain and attract employees., • Provide support and strategic direction to the HR team on complex HR matters which may include employee relations matters, disciplinary action, and termination where appropriate., • Lead and manage the TUPE transfer process for any employees transferring into the organisation as part of any M&A activity., • Provide regular MI and any other HR related data to the senior leadership team and presentation of this to board level., • Fully implement and optimise the firms HRIS system, ensuring the HR Manager leading this project is delivering to agreed timescales and improving efficiencies., • Submit key information to the SRA on an annual basis. This includes diversity, equality and inclusion data & continued professional development records for qualified solicitors., • Review and monitor the delivery of the annual PDP process and report on progress of this to the COO & CEO., • Conduct training needs analysis annually in line with PDP process., • Manage external relationships with HR service providers including Investors in People, HR system vendors and other consultants as required., • Stay updated with changes in HR regulations and employment law matters ensuring compliance and mitigating risk., • Be a qualified HR professional, preferably CIPD level 7., • Have proven experience at Head of HR level, working on change and transformation projects., • Have previous HR experience in pre and post M&A activity., • Have experience and ability to lead the TUPE transfer process., • Have in-depth knowledge of HR practices, employment law, and HR compliance policies., • Be a strong senior leader with experience leading HR teams at all stages of their career., • Have experience leading complex projects including implementation of HR systems, designing and implementing HR strategies and initiatives., • Be a strong strategic leader, able to consult the business and the senior leadership teams on complex people projects and identify and mitigate risk for the firm., • Have a continuous improvement focus and be comfortable challenging process to make an impact on operational efficiencies and profitability What we offer? • Competitive salary, • Bonus potential, • Great working environment at our Derby offices, • Career development opportunities, • 25 days holiday plus bank holidays, • Options to buy & sell 1 week's holiday, • 1 week's holiday carry over, • Extra day off for your birthday, • Staff card discount scheme for local shops, • Social days and evenings on the firm, • Staff discounts on legal services Flint Bishop is a multi-award-winning, top 200 UK law firm. We have been providing legal services to businesses and individuals for over a century. Recognised as a 'leading firm' by both Chambers & Partners and The Legal 500, the outstanding quality of our staff and service levels is underlined by our ISO quality assurance accreditations, industry awards and peer ranking. We have approximately 450 solicitors and legal experts who use their technical skills and expertise for one mission: to provide clients with clear advice that helps them to achieve their goals as effectively as possible #J-18808-Ljbffr

We are FBC UK, Fox's Burton's Companies!...And we bake the UK's most incredible biscuits (we might be slightly biased, but we will leave that for you to judge). FBC UK was a match made in heaven, with two of the top UK biscuits manufacturers (Burton's Biscuits and Fox's Biscuits) coming together to create one unique, integrated company. We are home to famous iconic brands, including Maryland, Fox's, Jammie Dodger & Rocky, to name just a few. We bake our incredible biscuits at eight bakeries across the UK, located at Ilse of Arran, Livingston, Blackpool, Llantarnam, Edinburgh, Kirkham, Batley & Dorset. We also have offices for our supporting services in St Albans, Liverpool and Moreton. Together, we employ circa 4,000 amazing employees across all our locations. We are currently the second biscuit manufacturer in the UK market with a strong ambition of becoming the number two biscuit manufacturer worldwide. We are proud to be part of the Ferrero enlarged family: such a fantastic and successful business. The Ferrero Group operates in more than 50 countries, with products sold in over 170 countries, represented by almost 38.000 employees worldwide, and a consolidated turnover of €12.7 billion (2020-21). Along with our fantastic brand portfolio, we also have long-term agreements to manufacture several sweet & savoury snacks across Mars, Jacobs, and LU branded products. In addition, we are proud to be a strategic partner for many retailer-branded products. Our employees make our business special. With strong family values, we believe FBC UK is a more prosperous and fun place to work with when people feel free to be themselves. We believe in the power of being authentic, entrepreneurial and supporting each whilst meeting our business goals. And don't forget… work hard but play harder! As Production Manager at our Batley bakery, you’ll lead the value stream with a clear customer-focused strategy, ensuring effective resource planning and operational delivery. You’ll drive profitability through targeted actions, foster a culture of continuous improvement, and ensure compliance with safety and food standards. With strong leadership, you’ll inspire high performance and influence commercial decisions to support long-term success. This role is on an alternating shift pattern of 7am - 2.30pm and 2.30pm - 10pm Monday to Friday, with overtime when required. • Responsible for the Batley factory, producing 25,000 tonnes annually using a diverse range of equipment—from brand new installations to machinery over 80 years old—including 8 ovens, 6 chocolate enrobers, 2 moulding plants, and 5 assortment lines., • Oversees 5 value streams: Baking & Ba7, Chocolatey, Seasonal, Logistics, and NPD & CI., • Manages a site with an NSV of £90 million and a workforce of approximately 800 employees, rising to over 1,200 during peak season., • Supports delivery of around 60 NPD projects per year., • Develop and execute a 2–3 year strategy for each value stream, aligned with business goals., • Deliver annual budget targets, focusing on cost control and profitability., • Ensure full compliance with food safety, product quality, health & safety, and environmental standards., • Lead continuous improvement initiatives in collaboration with cross-functional teams., • Champion product integrity and segregation, ensuring:, • Only intended ingredients are present in products., • No unintended ingredients are introduced., • Factory-at-risk ingredients are handled with care and precision., • Own quality and process capability, working closely with operators, line leaders, and technical teams to maintain control and drive improvements., • Conduct performance and development reviews for Value Stream Leads, ensuring consistency across streams., • Lead value stream reviews to monitor KPIs, resolve issues, and coordinate support from engineering, finance, and technical functions., • Promote audit-ready standards daily, ensuring compliance with GMP, BRC, and M&S codes of practice., • Own scheduling processes, working with planners to reduce changeovers, improve efficiency, and enhance customer service—while maintaining allergen and food safety compliance., • Manage agency labour control and associated costs through strong communication and ownership., • Oversee health & safety across the factory, including accident investigations, risk assessments, SUSA, and Near Miss reporting., • Ensure consistent, efficient production of high-quality products, with >80% of time spent on the shop floor., • Resolve immediate shift issues while contributing to long-term strategic improvements., • Demonstrate strong leadership, process knowledge, and understanding of HR, technical, and H&S policies., • Apply commercial awareness to decision-making, balancing cost with customer service., • Lead a long-serving, diverse workforce by promoting innovative thinking and long-term solutions aligned with the FBC Strategy., • Extensive leadership experience in fast-paced manufacturing environments., • Strong people management, communication, and coaching skills, with experience handling disciplinary and grievance processes and sound knowledge of employment legislation (e.g., Working Time Directive)., • Health & Safety and Food Safety qualified, with solid understanding of HACCP and GMP standards., • Proven ability to manage new equipment installations and lead capital projects from planning through to execution., • Highly proficient in digital systems including SAP, Excel, and recipe control platforms such as Promtek., • Skilled in continuous improvement methodologies, including Lean Six Sigma (Green Belt level) and 5S., • Experience working with complex automated manufacturing systems; engineering knowledge is a plus., • Commercially aware, with the ability to factor in broader business drivers such as safety, efficiency, and profitability. FBC UK is committed to building a diverse and inclusive culture in which all employees feel welcomed and appreciated and have the same opportunities. We believe all of our people are equally talented in their own way. In nurturing the curiosity and natural abilities of our employees, we provide them, generation after generation, the means to succeed personally and professionally, enabling them to craft their journey at FBC UK. The diversity of our talents is what makes our work environment multicultural, innovative and highly rewarding. #J-18808-Ljbffr

We are FBC UK, Fox's Burton's Companies!...And we bake the UK's most incredible biscuits (we might be slightly biased, but we will leave that for you to judge). FBC UK was a match made in heaven, with two of the top UK biscuits manufacturers (Burton's Biscuits and Fox's Biscuits) coming together to create one unique, integrated company. We are home to famous iconic brands, including Maryland, Fox's, Jammie Dodger & Rocky, to name just a few. We bake our incredible biscuits at eight bakeries across the UK, located at Ilse of Arran, Livingston, Blackpool, Llantarnam, Edinburgh, Kirkham, Batley & Dorset. We also have offices for our supporting services in St Albans, Liverpool and Moreton. Together, we employ circa 4,000 amazing employees across all our locations. We are currently the second biscuit manufacturer in the UK market with a strong ambition of becoming the number two biscuit manufacturer worldwide. We are proud to be part of the Ferrero enlarged family: such a fantastic and successful business. The Ferrero Group operates in more than 50 countries, with products sold in over 170 countries, represented by almost 38.000 employees worldwide, and a consolidated turnover of €12.7 billion (2020-21). Along with our fantastic brand portfolio, we also have long-term agreements to manufacture several sweet & savoury snacks across Mars, Jacobs, and LU branded products. In addition, we are proud to be a strategic partner for many retailer-branded products. Our employees make our business special. With strong family values, we believe FBC UK is a more prosperous and fun place to work with when people feel free to be themselves. We believe in the power of being authentic, entrepreneurial and supporting each whilst meeting our business goals. And don't forget… work hard but play harder! Date: 22 Sept 2026 Location: Batley, GB Place of Work: On-Site Employee Shift: Monday - Friday As Production Manager at our Batley bakery, you’ll lead the value stream with a clear customer-focused strategy, ensuring effective resource planning and operational delivery. You’ll drive profitability through targeted actions, foster a culture of continuous improvement, and ensure compliance with safety and food standards. With strong leadership, you’ll inspire high performance and influence commercial decisions to support long-term success. This role is on an alternating shift pattern of 7am - 2.30pm and 2.30pm - 10pm Monday to Friday, with overtime when required. • Responsible for the Batley factory, producing 25,000 tonnes annually using a diverse range of equipment—from brand new installations to machinery over 80 years old—including 8 ovens, 6 chocolate enrobers, 2 moulding plants, and 5 assortment lines., • Oversees 5 value streams: Baking & Ba7, Chocolatey, Seasonal, Logistics, and NPD & CI., • Manages a site with an NSV of £90 million and a workforce of approximately 800 employees, rising to over 1,200 during peak season., • Supports delivery of around 60 NPD projects per year., • Develop and execute a 2–3 year strategy for each value stream, aligned with business goals., • Deliver annual budget targets, focusing on cost control and profitability., • Ensure full compliance with food safety, product quality, health & safety, and environmental standards., • Lead continuous improvement initiatives in collaboration with cross-functional teams., • Champion product integrity and segregation, ensuring:, • Only intended ingredients are present in products., • No unintended ingredients are introduced., • Factory-at-risk ingredients are handled with care and precision., • Own quality and process capability, working closely with operators, line leaders, and technical teams to maintain control and drive improvements., • Conduct performance and development reviews for Value Stream Leads, ensuring consistency across streams., • Lead value stream reviews to monitor KPIs, resolve issues, and coordinate support from engineering, finance, and technical functions., • Promote audit-ready standards daily, ensuring compliance with GMP, BRC, and M&S codes of practice., • Own scheduling processes, working with planners to reduce changeovers, improve efficiency, and enhance customer service—while maintaining allergen and food safety compliance., • Manage agency labour control and associated costs through strong communication and ownership., • Oversee health & safety across the factory, including accident investigations, risk assessments, SUSA, and Near Miss reporting., • Ensure consistent, efficient production of high-quality products, with >80% of time spent on the shop floor., • Resolve immediate shift issues while contributing to long-term strategic improvements., • Demonstrate strong leadership, process knowledge, and understanding of HR, technical, and H&S policies., • Apply commercial awareness to decision-making, balancing cost with customer service., • Lead a long-serving, diverse workforce by promoting innovative thinking and long-term solutions aligned with the FBC Strategy., • Extensive leadership experience in fast-paced manufacturing environments., • Strong people management, communication, and coaching skills, with experience handling disciplinary and grievance processes and sound knowledge of employment legislation (e.g., Working Time Directive)., • Health & Safety and Food Safety qualified, with solid understanding of HACCP and GMP standards., • Proven ability to manage new equipment installations and lead capital projects from planning through to execution., • Highly proficient in digital systems including SAP, Excel, and recipe control platforms such as Promtek., • Skilled in continuous improvement methodologies, including Lean Six Sigma (Green Belt level) and 5S., • Experience working with complex automated manufacturing systems; engineering knowledge is a plus., • Commercially aware, with the ability to factor in broader business drivers such as safety, efficiency, and profitability. FBC UK is committed to building a diverse and inclusive culture in which all employees feel welcomed and appreciated and have the same opportunities. We believe all of our people are equally talented in their own way. In nurturing the curiosity and natural abilities of our employees, we provide them, generation after generation, the means to succeed personally and professionally, enabling them to craft their journey at FBC UK. The diversity of our talents is what makes our work environment multicultural, innovative and highly rewarding. #J-18808-Ljbffr

The Business Manager acts as the operational lead for a designated division, providing day-to-day strategic, financial and operational support to the Divisional Head. The role removes administrative and operational burden from divisional leadership, ensuring priorities are translated into action, plans are executed and performance is actively managed. Acting as the central coordinator across partners and business services teams, the Business Manager drives execution, accountability and operational excellence within the division. Key Responsibilities Divisional Performance Management • Monitor and report divisional performance metrics., • Analyse revenue, utilisation, leverage, billing discipline, recovery and profitability., • Identify performance issues and recommend corrective actions., • Track progress against divisional targets and strategic plans., • Support Divisional Head in addressing underperformance and improvement opportunities., • Manage international growth and integration., • Represent the division on relevant firmwide committees, boards and working groups, ensuring divisional priorities are communicated and agreed actions are delivered. Strategic Plan Delivery • Coordinate delivery of the divisional strategic plan., • Maintain divisional action plans, milestones and reporting., • Track accountability and ensure actions are completed., • Escalate risks, dependencies and delivery issues., • Support structured review meetings with divisional leadership. Support to the Divisional Head • Prepare briefing packs, performance reports and meeting materials., • Develop agendas, recommendations and action plans., • Coordinate divisional leadership meetings., • Ensure actions are documented, allocated and delivered., • Anticipate issues and proactively manage priorities. Partner & Team Coordination • Act as the operational hub of the division., • Ensure consistent communication of priorities and decisions., • Coordinate activity across departments and practice groups., • Support engagement and communication initiatives., • Drive alignment between teams and divisional objectives. Financial Management • Support budgeting, forecasting and financial planning., • Monitor key commercial indicators and trends., • Produce performance reports and business insights., • Support resource planning and capacity management., • Work closely with Finance to ensure strong financial discipline. Lateral Hires & Promotions • Coordinate divisional hiring and promotion plans., • Support business case development for strategic hires., • Manage hiring and onboarding activities., • Coordinate stakeholder engagement throughout recruitment processes., • Monitor integration and performance of new hires. Business Services Coordination • Act as the primary point of coordination for divisional business services support., • Ensure HR, Finance, Risk, Technology, Marketing and Talent activities are aligned., • Monitor delivery of business services commitments., • Escalate issues where delivery is delayed or priorities conflict., • Drive effective execution of divisional business plans. Innovation & Continuous Improvement • Support implementation of AI, technology and process improvement initiatives., • Identify opportunities to improve operational effectiveness., • Coordinate pilots and implementation activities., • Promote adoption of new ways of working., • Track benefits and outcomes of improvement initiatives. Communications & Engagement • Develop and coordinate divisional communications., • Support town halls, partner meetings and engagement activities., • Reinforce divisional priorities and strategic objectives., • Ensure communications are timely, clear and consistent., • Foster collaboration across teams and functions. The firm Shoosmiths is the law firm clients choose for excellent service, incisive thinking and above all for our ability to focus on what matters. From offices across the UK and Brussels, we support some of the world's most exciting and ambitious businesses; amazing clients making an impact. We empower our people to be their authentic selves and deliver together in supportive teams committed to excellence and innovation. The first top 50 law firm to achieve ‘Platinum Standard' Investors in People, our values and culture are not just words on our website but are the heartbeat of the firm. We have an outstanding benefits package to complement our competitive remuneration system. In addition to the competitive salaries, great working environment and high-quality work, we believe that all staff should be rewarded for their commitment to the continued success of the firm through a comprehensive and flexible range of benefits. To discover more about our benefits, please visit: Benefits Package Shoosmiths is proud to be a Disability Confident Employer. Disability Confident is a government scheme designed to encourage employers to recruit and retain disabled people and those with long term conditions. The Disability Confident scheme replaced the Two Ticks Positive about Disabled People scheme. We had been accredited as a two tick employer for many years - Disability Confident broadens and develops that original commitment, and demonstrates we have adopted a proactive approach to employing disabled people and developing their abilities. As part of our accreditation, we commit to interviewing any applicants with a disability who meet the essential criteria for each vacancy. In some circumstances we may only be able to interview those that best meet the essential criteria due to the volume of applications received. Further information on the Disability Confident scheme is available at gov.uk/government/collections/disability-confident-campaign We are committed to ensuring our recruitment process is inclusive and accessible to and usable by everyone. If you have a disability or long-term condition and would like to receive information in a different way, or need us to make any adjustments, changes or do anything differently during the recruitment process, please get in touch with the Talent Acquisition team. We can consider your needs and requirements, and how we can assist you to apply for our roles. For example we can provide a copy of our application via email so that you can complete it using your own accessibility software. JBRP1_UKTJ

HR Business Partner specializing in TUPE and Employee Relations (ER) for a growing organization.

Regional HR Business Partner for a retail company covering Southern England, focusing on HR best practices, employee relations, recruitment, and development.

Experienced HR Business Partner needed to collaborate with European leadership, translating business objectives into impactful people strategies, focusing on employee relations and operational excellence.

Working closely with the HR Business Partner and other team members, you'll contribute to the overall success of the HR team. Contribute to the overall success of the HR team. A deep understanding of HR processes is essential for success in this role.

Experienced HR Business Partner needed for a retail company to drive HR best practices across Southern England, supporting operational teams with employee relations, recruitment, and development.This is a remote-based, hybrid role.

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Relevant experience operating at a senior level in People & Culture, HR business partnering, people leadership or a comparable role. Edmonton Site-based | GB Customer Service & Supply Chain Are you an experienced People & Culture leader who combines strategic thinking with a practical and operationa

Fun and a great place to work, with a high performance and evolving culture, the role of HRBP will be support the Director of Business Partnering. They are now looking for HRBPs on a fixed term basis, who can deliver operational HR Partnering in relation to ER, TUPE and Policy Development. To be con

A successful HR Business Partner should have:. Provide HR advice and guidance to managers and employees across the organisation. Ensure consistent application of HR practices across the organisation.

If youve also worked in the following roles, wed also like to hear from you: HR Advisor, HR Manager, People Partner, People Business Partner, HR Generalist, Human Resources Adviso. Build trusted relationships, shape people initiatives and take ownership of accurate payroll coordination in an influen

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Position: HR Business Partner (12-Month Fixed-Term Contract)Location: Central Glasgow Working Pattern: HybridPotential to go PermanentSalary: Circa £52,000 - £56,000 DOEAre you an experienced HR Business Partner who thrives in fast-moving, project-led environments? This is an exciting opportunity

Partner with senior leaders to align people strategy with business goals, drive organizational performance, and lead integration of acquisitions in a fast-paced property industry environment.

Working xdjnayx closely with their Head of HR, you will manage the full employee lifecycle (excluding recruitmen.

A successful HR Business Partner should have:. Experience handling employee relations and managing HR processes. Our client is a leading integrated marketing, media and technology business with a strong UK presence and an impressive portfolio of household-name clients.