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Title:Global Onboarding Team LeadKBR is a global provider of differentiated, professional services and technologies delivered across a wide government, defense and industrial base. Drawing from its rich 100-year history and culture of innovation and mission focus, KBR creates sustainable value by combining engineering, technical and scientific expertise with its full life cycle capabilities to help our clients meet their most pressing challenges today and into the future.We deliver science, technology and engineering solutions to governments and companies around the world. KBR employs approximately 37,000 people worldwide with customers in more than 80 countries and operations in over 29 countries. KBR is proud to work with its customers across the globe to provide technology, value-added services, and long-term operations and maintenance services to ensure consistent delivery with predictable results. At KBR, We Deliver.The Global Talent Acquisition Onboarding Team Lead is responsible for the strategic leadership, coordination, and execution of all pre-employment and onboarding activities to ensure a seamless and compliant transition from candidate to employee. This role serves as the primary liaison between Talent Acquisition, candidates, hiring managers, People Team, People Operations, Global Mobility, and the Global Vetting Team to manage pre-employment requirements, onboarding workflows, background screening, drug testing, compliance documentation, and onboarding communications.In addition to supporting onboarding activities within an assigned region, the Global Onboarding Lead provides functional leadership and oversight to Regional Onboarding Coordinators globally. The role is responsible for establishing standards, driving process consistency, monitoring service delivery, managing onboarding metrics, ensuring compliance, and continuously enhancing the candidate experience across all regions.The Global Onboarding Lead plays a critical role in delivering a world-class onboarding experience while ensuring onboarding and compliance requirements are completed accurately, timely, and in accordance with company policies and local regulations. This role also supports recruiters through ATS administration, operational reporting, process governance, and continuous improvement initiatives.Additional Leadership ResponsibilitiesProvide day-to-day leadership, guidance, and functional oversight for all Regional Onboarding Coordinators.Establish global onboarding standards, procedures, service levels, and process documentation.Ensure consistency in onboarding practices, communications, compliance requirements, and candidate experience across all regions.Review onboarding metrics and operational performance to identify trends, risks, bottlenecks, and improvement opportunities.Mentor, train, and onboard Regional Onboarding Coordinators.Facilitate regular team meetings, knowledge-sharing sessions, and best-practice discussions.Act as the escalation point for complex onboarding, compliance, vetting, and candidate issues.Partner with Talent Acquisition leadership, and People Operations and Technology teams on onboarding enhancements and system improvements.Lead global onboarding projects, process transformations, and ATS optimization initiatives.Qualifications, Skills and ExperienceRequiredQualification in Human Resources, Business Administration, or related field, or equivalent experience.Relevant experience in onboarding, recruiting operations, talent acquisition operations, HR operations, or related functions.Experience leading projects, processes, or coordinating work across multiple regions.Experience managing background screening, employment verification, drug testing, right-to-work verification, and onboarding programs.Experience with ATS and HR technology platforms.Strong stakeholder management, leadership, and change management skills.Experience supporting regional or global onboarding processes.PreferredExperience with Workable, Workday, or comparable HR technology platforms.Knowledge of global onboarding documentation, right-to-work requirements, and pre-employment screening practices.Understanding of global Employment legislationExperience working with external screening and vetting providers.KBR Company InformationWhen you become part of the KBR team, your opportunities are endless. Through collaboration with our customers, we’re defining tomorrow’s challenges, then providing the solutions and services to overcome those challenges, always maintaining our commitment to total safety and reliability.At KBR, we partner with government and industry clients to provide purposeful and comprehensive solutions with an emphasis on efficiency and safety. With a full portfolio of services, proprietary technologies and expertise, our employees are ready to handle projects and missions throughout their entire lifecycle, from planning and design to sustainability and maintenance. Whether at the bottom of the ocean or in outer space, our clients trust us to deliver the impossible on a daily basis.Working at KBR means being rewarded for your contributions. In addition to competitive benefits and professional development, our people are empowered to use all their potential, creating meaningful change for themselves and our clients. We attract the best minds in the world because our expertise thrives on creativity, resourcefulness and collaboration. That is how we supply our clients with cutting-edge solutions and services.As the needs of the world change, we’re ready to respond and guide the way forward with strategic, sustainable, and technological advancements grounded in more than a century of practical application and execution.#LI-EF1#LI-HYBRIDSummaryLocation: Leatherhead, Surrey, United KingdomType: Full time

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

The EHS Manager plays a key leadership role at the Pirbright site, responsible for driving the strategic and operational delivery of Environment, Health & Safety (EHS) activities within a highly regulated vaccine manufacturing environment. The role ensures compliance with all applicable legal, regulatory, and corporate EHS requirements while promoting a strong safety culture, continuous improvement, and operational excellence across the site. The position leads the local EHS team and acts as the primary point of contact for EHS matters, partnering closely with site leadership, operational teams, regulatory authorities, and external stakeholders to ensure the highest standards of safety, compliance, and environmental management. This is a fully site-based, fixed-term position based in Pirbright until 31 December 2027. • Lead and manage the strategic and operational delivery of EHS activities across the Pirbright site, • Ensure compliance with legal requirements, regulatory expectations, corporate standards, and company policies, • Drive the implementation and continuous improvement of EHS programmes, procedures, and management systems, • Develop and maintain effective EHS training and awareness programmes across the site, • Lead incident investigations, root cause analyses, and corrective action implementation, • Support the management of CAPA activities and compliance improvement initiatives, • Coordinate and support internal audits, inspections, and regulatory visits, • Act as the primary site contact for EHS matters with external agencies and regulatory authorities, • Provide expert guidance on occupational health, safety, environmental, and risk management matters, • Ensure effective environmental management and reporting processes are maintained, • Monitor EHS performance metrics and support the achievement of site objectives, • Lead risk assessment activities and support effective risk mitigation strategies, • Maintain awareness of changing regulatory requirements and industry best practices, • Promote safe working behaviours and a proactive compliance culture, • Support continuous improvement initiatives to strengthen EHS performance across the site, • Ensure all mandatory EHS training requirements are completed and maintained, • Exercise authority to stop work where activities present an unacceptable risk to people or the environment, • Lead, coach, and develop the site EHS team, • Foster a positive safety culture and drive employee engagement across all functions, • Partner with manufacturing, quality, engineering, facilities, HR, and leadership teams to support business objectives, • Influence and support leaders in embedding EHS principles into daily operations, • Contribute as an active member of the site leadership community, • Support talent development, succession planning, and continuous professional development within the team, • Degree in a scientific, engineering, environmental, or related discipline, • NEBOSH Diploma (or equivalent Health & Safety qualification) required, • Professional EHS membership (IOSH or equivalent) desirable, • Environmental Management qualification desirable, • Experience in an EHS leadership role within a pharmaceutical, biotechnology, vaccine, manufacturing, or other highly regulated environment preferred, • Strong knowledge of Health & Safety and Environmental legislation and compliance requirements, • Experience managing EHS programmes, audits, inspections, and regulatory interactions, • Proven experience leading incident investigations, risk assessments, and CAPA activities, • Demonstrated ability to drive a positive safety culture and continuous improvement initiatives, • Previous people management and leadership experience, • Strong stakeholder management and influencing skills across multiple organisational levels, • Excellent communication and presentation skills, • Strong analytical and problem-solving capabilities, • Excellent organisational skills and attention to detailAbility to work independently and manage competing priorities effectively, • Competent IT skills, including Microsoft Office applications, • Proactive, resilient, and solutions-focused approach Boehringer Ingelheim is recognised as a Top Employer in the UK, reflecting our commitment to exceptional workplace standards, career development and a purpose-driven culture. Our employees contribute to meaningful work, creating long-term value for people, animals and the environment. Learn more about why BI is a great place to work: careers/uk-careers/why-great-place-work Candidates may be asked to undergo a Basic Disclosure and Barring Service (DBS) Security check. Any offer of employment will be subject to satisfactory DBS certificate. Boehringer Ingelheim is a biopharmaceutical company active in both human and animal health. As one of the industry's top investors in research and development, the company focuses on developing innovative therapies that can improve and extend lives in areas of high unmet medical need. Independent since its foundation in 1885, Boehringer takes a long-term perspective, embedding sustainability along the entire value chain. Our approximately 54,300 employees serve over 130 markets to build a healthier and more sustainable tomorrow. Learn more at www.boehringer-ingelheim.com. With us, you can develop your own path in a company with a culture that knows our differences are our strengths - and break new ground in the drive to make millions of lives better. Here, your development is our priority. Supporting you to build a career as part of a workplace that is independent, authentic and bold, while tackling challenging work in a respectful and friendly environment where everyone is valued and welcomed. Alongside, you have access to programs and groups that ensure your health and wellbeing are looked after - as we make major investments to drive global accessibility to healthcare. By being part of a team that is constantly innovating, you'll be helping to transform lives for generations. Want to learn more? Visit #J-18808-Ljbffr

• Lead the design and delivery of scalable, resilient data pipelines into BigQuery, integrating data from a wide range of internal systems, APIs, databases, files, webhooks and event streams., • Shape the engineering approach across Google Cloud Platform (GCP), working with technologies including BigQuery, Cloud Storage, Pub/Sub, Datastream and Cloud Composer/Airflow, alongside Terraform and infrastructure-as-code., • Set and champion high engineering standards across data modelling, dbt (data build tool) transformations, testing, monitoring, documentation, deployment, version control and cost optimisation., • Partner with teams across the firm to turn business needs into scalable, reusable data products, bringing together data from external and internal sources such as Companies House, HMRC, Exchange Online, Active Directory, iManage and Dayshape., • Embed security, governance and data quality by design, ensuring appropriate controls around data lineage, access, GDPR compliance, least-privilege security and the handling of sensitive client, HR, payroll and financial information., • Provide technical leadership to the wider team, reviewing designs and code, mentoring data engineers and analysts, and helping to strengthen engineering capability across the Innovation Team., • Enable data to deliver real business value by working with developers and analysts to make warehouse outputs accessible through Power BI, automation workflows, AI agents and internal applications., • Evaluate technology and integration options, making pragmatic build-versus-buy recommendations that balance business value, security, scalability, supportability and cost., • Champion data enablement across Menzies, supporting colleagues to confidently access, understand and use data safely and effectively., • Help shape the Innovation Team roadmap, prioritising strategic, repeatable platforms and solutions that can deliver value across the firm rather than one-off fixes. We're looking for an experienced and curious data professional who combines strong technical expertise with a practical, people-focused approach. You'll be comfortable taking ownership, making sound technical decisions and bringing others with you; whether you're mentoring colleagues, partnering with stakeholders or turning a complex business challenge into a scalable solution. You don't need to tick every box. We're interested in people who can bring the right mix of experience, technical capability and ambition to help us continue developing our data and innovation capability. What you'll bring • Strong hands-on experience in data engineering, analytics engineering or data platform roles, typically gained over 5+ years, with experience operating at a senior or leadership level., • Advanced SQL and Python skills and experience using them to build reliable, production-ready data solutions., • Strong experience with cloud data warehouses, ideally BigQuery, and a good working knowledge of the wider Google Cloud Platform (GCP) ecosystem., • Experience with modern data engineering tools and practices such as Airflow/Cloud Composer, dbt, Git/GitHub, CI/CD and Terraform or other infrastructure-as-code tooling., • A solid understanding of data modelling, dimensional modelling, orchestration, testing, data quality and operational monitoring, with a focus on building solutions that are scalable and maintainable., • Experience designing and operating production-grade data pipelines, integrating data from sources such as APIs, databases, flat files, webhooks and message queues., • A strong appreciation of data security and governance, including GDPR, role-based access, secrets management and the responsible handling of sensitive information., • The ability to take an ambiguous business challenge and turn it into a clear, pragmatic technical solution, balancing immediate needs with longer-term value., • Strong communication and stakeholder skills, with the confidence to make complex technical concepts accessible to non-technical audiences and influence decisions at different levels., • Collaborative leadership style, with a genuine interest in coaching others, sharing knowledge and raising engineering standards across the team., A degree or equivalent experience in computer science, data engineering, software engineering, mathematics, statistics or a related technical discipline would be beneficial. Google Cloud, dbt or other relevant data engineering certifications are also welcomed, although practical experience and demonstrable expertise are just as important to us. Experience within professional services, finance, accounting, legal, tax, audit or another regulated environment would be an advantage, but it isn't essential. Above all, we're looking for someone who brings ownership, sound judgement and a delivery mindset. You'll enjoy solving problems, challenging how things are done and finding better ways of working, while maintaining a strong focus on quality, security and risk. The role may involve occasional travel to other Menzies offices for workshops, discovery sessions, implementation support and team meetings. Menzies is an equal opportunities employer which means that we recruit, employ, train, pay, and promote regardless of race, religion, national origin, gender, sexual orientation, disability or age. We are building a first-class team and, to do so, we know that we need a diverse mix of talented people doing their best work. We have a great opportunity for a Senior Data Engineer to join our team and can be based from any of our Menzies offices. At Menzies, our culture is our cornerstone. We blend technical excellence with genuine care for our people and clients. With over 1100 colleagues in the UK, we've built a culture based on shared values and mutual respect. Here's why you'll love working with us: People First: Our work-life balance isn't just talk. From agile working to generous leave, we create space for what matters to you and this is why we were recognised as one of the Best Places to Work 2024, 2025 and now also 2026 Work with Inspiring Clients: You'll be working with a range of clients so no two days will be the same. Collaborate Across The Firm: Working with various people across the firm to raise the profile of Menzies Academy Innovate with Purpose: We're always looking for better ways to work-leveraging tech, simplifying complexities, and delivering value. Empathy at Our Core: We don't just serve our clients; we build trusted relationships that stand the test of time., At Menzies, we know that success starts with our people. That's why we offer: • Career Development: From learning opportunities to career coaching, we'll help you achieve your goals., • Competitive Benefits: Private medical cover, pension matching, and enhanced parental leave, to name a few., • Flexibility That Works for You: Agile working is embedded in our culture., • Perks That Go Beyond: From volunteering days to wellbeing initiatives, we care about your whole self. #J-18808-Ljbffr

Reporting to the HR Business Partner, you will play a vital role in delivering an effective and efficient HR advisory service, supporting both operational and strategic people objectives while ensuring compliance with employment legislation, company policies, and best practice. Previous experience i

For those who seek simple pleasures in the everyday and who appreciate the mighty that stems from the minutest of detail. Rowen & Wren is a quiet, considered homeware brand with seasonal collections spanning oak furniture to small, special accessories, warm, welcoming and carefully composed. We're seeking an experienced, hands-on Head of People & Culture to own the people strategy and employee experience across our growing group of companies 3-4 days a week. There is also the potential for the role to be full time as the company continues to grow. This senior individual contributor role combines broad HR expertise with genuine ownership of culture: protecting what makes Rowen & Wren special while introducing practical structure and consistency to recruitment, performance, reward, development and retention. You will be strategic and advisory, comfortable challenging senior leaders, and equally happy doing operational HR delivery. The objective is simple: make Rowen & Wren a place where great people want to join, perform, develop and stay. Both part-time and full time applicants will be considered. • Own and evolve the Group culture, embedding values across the employee lifecycle., • Maintain a visible, approachable presence and a genuine pulse on morale and engagement., • Design practical initiatives to improve collaboration, belonging and retention., • Lead internal communications, recognition, and cross-company connection activities., • Design and implement a clear performance framework, consistent review cycles and KPI-setting guidance., • Own probationary and performance improvement processes, succession and talent planning., • Support managers to set meaningful, measurable expectations and run effective development conversations., • Review and benchmark salary structures; design and improve bonus and commission schemes., • Ensure reward aligns with commercial outcomes and is consistent, transparent and motivating., • Oversee recruitment for the Group, improve job descriptions and interview processes, and support hiring decisions., • Partner with managers to define hiring needs and manage recruitment partners where required., • Ensure a high-quality candidate experience that reflects the Rowen & Wren brand., • Create an effective onboarding experience so new starters quickly understand the business, their role and cultural expectations., • Own thoughtful offboarding, exit interviews and analysis to spot retention trends., • Build a pragmatic L&D approach focused on manager development and practical capability uplift., • Deliver internal workshops, development plans and measure training impact., • Own the Group’s social and experiential programme (company events, trips, workshops) to strengthen relationships and culture., • Ensure events support cohesion across companies while remaining purposeful and inclusive., • Promote employee wellbeing and practical DE&I measures; ensure policies and practices are inclusive., • Support managers to handle individual needs and create a fair environment where people feel they belong., • Provide professional HR leadership: contracts, policies, employee relations, disciplinary/grievance, absence management and employment law compliance., • Advise senior leaders on complex people decisions and organisational change; coordinate external legal/HR support when needed., • Introduce and monitor practical people metrics (turnover, engagement, absence, time-to-hire, review completion, reasons for leaving) to inform leadership decisions without creating unnecessary bureaucracy., • Support cross-functional business management needs, including organisational design, operations alignment, finance interfaces and ensuring clear data flow between HR and other systems., • Provide strategic advisory and PMO-style oversight for people-related projects (budget tracking, project and resource planning)., • Senior HR professional with proven experience at Head of People, Head of HR, Senior HR Business Partner, Senior Manager or equivalent level., • Strong track record in organisational design, HR operations, employee relations, reward design and performance management., • Experience with finance, data flow between systems, operations and PMO activities (budget tracking, project/resource planning) — able to bridge people and commercial functions., • Experienced advisor to senior leadership; comfortable challenging founders and leadership with constructive, commercially-minded counsel., • Excellent knowledge of UK employment law and HR best practice., • Strong experience in recruitment, onboarding, L&D and manager development., • Demonstrable experience designing and implementing people metrics and translating insight into action., • Consultancy-style thinking: strategic, commercially focused, and able to translate strategy into hands-on delivery., • CIPD qualification (Level 5/7) or equivalent professional experience preferred., • Commercial and pragmatic: brings structure without unnecessary bureaucracy., • Human and emotionally intelligent: highly approachable, credible and warm., • Proactive and organised: notices issues and acts; comfortable balancing multiple businesses and priorities., • Creative and fun: values high performance alongside kindness, inclusivity and enjoyable workplace experiences., • Hands-on operator who will personally deliver as well as lead the people agenda., • A culture that scales: the Group retains personality, energy and sense of fun while becoming more structured and professional., • Consistent people practices: clearer, fairer approaches to performance, reward, development and hiring., • Stronger managers: improved confidence and capability across line managers., • Higher engagement and retention: good people stay and can see development opportunities., • Better hiring: consistent recruitment of people who fit skills and culture., • Clear, actionable people insight that informs leadership decisions., • Reduced dependency on founder-led activity for day-to-day culture and communication., • Senior role operating across the Group and expected to act as a trusted adviser to the leadership team., • Close working relationships with Heads of Finance/Operations, Brand, and business unit managers., • Will shape subsequent People & Culture team structure (including L&D lead at senior operator/manager level to be determined)., • An opportunity to own and shape People & Culture for a thoughtful, values-driven brand as it grows., • A role that blends strategic influence with meaningful, hands-on delivery in a warm, people-focused environment. #J-18808-Ljbffr

Job description At McLaren, our mission is to set the standard for high performance in sport. And everyone, in every part of the team, has a role to play. So if you want to test your ideas with the world watching... And measure your progress in milliseconds... And play your part in racing history... You belong here. High performance starts with you. The Head Of, People - McLaren Endurance Racing & Business Performance will support the end to end delivery of a progressive people agenda into the functions (approx. 200 employees). You'll be a trusted strategic partner to Leaders - crafting people first solutions, challenging the norm, and translating high performance into team success. This isn't traditional HR; it's hands-on, sleeves-up collaboration and people engineering that connects people initiatives directly to car performance. You will need to foster strong relationships through deep understanding of the teams operations and challenges and via a no nonsense, high impact delivery. We are looking for an individual that can bring a different perspective to the traditional HR space – either from Performance/Sports Psychology, Coaching or other high-performance specialisms or who has worked in people development within sport. This role doesn't have any direct reports but benefits from a People Advisor and support of a People Coordinator within the wider People Team. There will be a requirement to be flexible on working hours as McLaren Racing is a team which operates in a dynamic, high demand and fast paced environment, spanning time zones and weekends for races. We work in a hybrid model meaning we expect our people in the office 4 days a week, but real impact means being on-site, fully immersed in the team’s rhythm. If you're commercially sharp, action oriented, and driven to build a winning environment - this is where your people impact hits the podium. • McLaren Endurance Racing Leadership team, Senior Managers and team members, • Business Performance Leadership team, Senior Managers and team members, • All members of the People Team, • Finance Business Partner, • Feed into the ongoing development of the plan and strategy by working closely with the team stakeholders to identify the critical people priorities., • Respond and adapt to changing circumstances, contributing to the development of solutions to ensure they are fit for purpose., • Front up the delivery of the local people plan, alongside the Associate People Director, becoming the main point of contact for the leaders for all operational people matters., • Ensuring lower levels of support are given below the leadership Team by your Advisor resources to hand., • Building trust based relationships with the leadership team, fostering close partnerships that get you 'inside the tent' and able to offer close quarter support., • To anticipate future workforce demands before leaders even know they need something and proactively translate into solutions., • To become a deep expert with a high level of technical understanding of the client group, building credibility and enabling knowledge/insight based proactive recommendations to be made., • Minimising involvement in lower level, lower value tactical matters, using all available resources across the People team to deal with these appropriately, or helping managers deal directly., • Apply people analytics through data driven conversations and initiatives to deliver against the people strategy., • Partner with the finance team to ensure a good understanding of local budgets., • Support the strategic, cyclical and day to day reward activities such as annual salary and bonus review process, job sizing etc., • Proactively gauge employee engagement and work with the broader People team to provide solutions as required., • Working collaboratively with the recruitment team and hiring managers supporting relevant recruitment campaigns, helping to screen, attending interviews, role spec reviews, ensuring offers are created etc., • Utilise relevant data to support people and business plan implementation, spot trends and assist with decision making., • Work with the senior leaders and Associate People Director to review the organisational design of their teams to ensure they remain optimised, relevant, efficient, agile, and productive., • Support on the redesign of roles, teams, or functions in line with identified needs using strong org design disciplines to maximise the effectiveness of structural changes., • Apply best practice change management discipline to the delivery and implementation of changes minimising disruption and supporting any people impacted with dignity and respect., • Understand both the Business Performance and McLaren Endurance Racing team’s ambitions and plans. Use this insight to be inquisitive as to mid and long term people requirements., • Understand and develop workforce plans that map out role and capability need over time and required resource levels, pulling on expertise from the Talent team as required., • Work with the Talent Team to help build talent attraction strategies that consider short and long term needs, thinking creatively about how future needs can start to be addressed immediately (grads, apprentices, internal talent fast tracking)., • Lead on the execution of the formal and informal talent and succession management processes locally, making this a live and ongoing conversation, not a paper activity, that has tangible outputs by way of retention, promotion, development plans and minimising risks., • Be aware of Employee relations within your areas, working closely with the People Ops and Advisors., • Be an escalation point on any complex, complicated or senior Employee relations., • Promote a service mentality and partnership approach to developing strong and effective working relationships with key internal stakeholders to ensure their appropriate engagement and involvement., • Confidently influence key stakeholders to gain buy-in and support to new ways of working, alternative solutions and key projects., • Seamlessly act as the conduit between the function Leadership team and People & Culture team to ensure successful implementation of initiatives which are fit for purpose and land well., • Strong and professional communication across multiple stakeholder groups and channels with the ability to present and deliver compelling messages., • Work with internal comms to support the development and execution of appropriate communications campaigns to engage with audiences on the employee experience offer to ensure full engagement and understanding., • Work collaboratively across the wider People Team in line with the operating model, adhering to our processes and SLAs. Job requirements • Solid experience in senior People/HR teams within elite performance or high paced technical environments (F1, sport), • Wide ranging knowledge and demonstrable experience delivering at this level of strategic and value creating HR., • Contributing to people strategy development, translation into pragmatic people engineering solutions via design, implementation and conclusion., • Strong communication skills, able to influence senior leaders with a 'how to' not 'no' mentality, • Change management experience in an engineering environment, comfortable with being at the forefront of delivery with support from the People Director where required., • Ability to flex from understanding delivery at a strategic level to operational and understanding the need to work 'in the grey' where commercial solutions need to be found., • Performance driven with humanity and credibility., • Bold, innovative, and unafraid to challenge conventional HR approaches., • Calm under pressure, energised by complexity, and motivated by excellence., • Obsessed with unlocking human potential as a competitive advantage. We constantly strive to be better tomorrow than we are today. Our ambition is to be the most pioneering and exhilarating racing team in the world, and our collective task is to set the standards for high performance in sport. We show up every day with energy and enthusiasm, ready to play our part. We encourage and support diversity, equity and inclusion. We will actively promote a culture that values difference and eliminates discrimination in our workplace. McLaren Racing is based at the iconic McLaren Technology Centre (MTC) near Woking. Our state of the art, sustainable campus offers many facilities including a gym, restaurant and indoor and outdoor break-out areas, as well as direct access to park and common land. The MTC is connected to Woking mainline station via regular shuttle buses, from which London Waterloo is a 30 minute train ride. • Our state of the art, sustainable campus offers many facilities including a gym, restaurant and indoor and outdoor break-out areas, as well as direct access to park and common land., • We offer a comprehensive package of benefits including private healthcare, car schemes, life insurance and generous pension contributions. #J-18808-Ljbffr

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.

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

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

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