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Company DescriptionVersion 1 has celebrated 30 years in business and continues to be trusted by global brands to deliver technology and transformation solutions that drive customer success. A variety of soft skills and experience may be required for the following role Please ensure you check the overview below carefully. Our deep expertise enables our customers to navigate the rapidly evolving technology landscape. We foster strong partnerships with global technology leaders including Microsoft, AWS, Oracle, Red Hat, OutSystems, Snowflake, ensuring that our customers are provided with the highest quality solutions and services. We’re an award-winning employer reflecting how our employees are at the very heart of what we do: UK & Ireland's premier AWS, Microsoft & Oracle partner 3300+ strong, 350/300m revenue business 10+ years as a Great Place to Work in Ireland & UK Best Workplace for Women in the UK & Ireland by GPTW Best Workplace for Wellbeing in the UK by GPTW We’re a core values driven company, we hire people who share our values, and we reward those who display and foster them, it’s deeply embedded within our DNA. Invest in us and we’ll invest in you!. Job DescriptionVersion 1 already has 98% AI adoption across the business, live agentic deployment models, and a use-case governance framework that routes work between self-service AI and CoE-driven transformation based on complexity. Most organisations are still trying to get pilots into production. We've done that. The Head of AI Centre of Excellence is the person who takes that foundation and pushes it further: scaling agentic workflows from pilots into the core of how Version 1 delivers, and building the people and skills strategy that keeps 4,300+ staff ahead of the curve as AI-native working becomes the norm, not the exception. Reporting to the Director of AI, this individual leads an established CoE team with budget authority, and works through influence across the wider organisation to embed AI-native ways of working in our internal systems, delivery processes and people. The role is weighted towards internal transformation (roughly 80%), with a smaller but high-profile external element: representing Version 1's own transformation story through thought leadership and conference platforms, and shaping the messaging that feeds into board-level AI strategy via the Director of AI. Key Responsibilities Scale Agentic Workflows into Core Delivery Move agentic AI from pilots and self-service use cases into embedded, transformational change across core delivery functions. Own the direction and roadmap for Version 1's internal AI tooling and applications, ensuring our own use of AI reflects the standard we sell to customers. Evolve the use-case governance model that decides what stays self-service and what warrants CoE-led transformation. Lead and Grow the AI Centre of Excellence Lead the established AI CoE team, with budget authority, setting priorities, standards and ways of working for the function. Build the CoE's capability and remit as internal demand for AI-led transformation grows. Drive Change Through Influence Apply technology consulting skills to bring different functions and leaders along the transformation journey, without direct authority over every team involved. Work closely with the exec team to secure sponsorship, remove blockers and keep internal transformation aligned to commercial priorities. Act as the internal change agent for agentic and AI-native working, building coalitions across service lines and functions. Shape People Strategy for an AI-Native Organisation Partner with the People function to define the enablement and continuous development our staff need as AI changes how work gets done. Shape the direction and strategy for building an AI-native organisation, including skills, career pathways and ways of working. Identify capability gaps across the business and set the learning and development response. Represent Internal Transformation Externally Provide exec-level guidance to customers on AI-led transformation, drawing on firsthand experience of Version 1's own journey. Act as an external voice for Version 1's AI-native operating model through thought leadership, conferences and press. Shape the messaging on internal AI transformation that feeds into board-level AI strategy, delivered via the Director of AI. Work with the AI Service Line Lead to feed internal transformation learnings into customer-facing propositions where relevant. Measure and Report Impact Define the metrics that show the impact of internal AI transformation on delivery quality, efficiency and customer outcomes. Report progress to the exec team and refine the approach as the organisation's AI maturity develops. QualificationsSenior Technical Leadership Proven track record in a senior technical leadership role (e.g. CTO, Head of AI, Principal Architect) with direct accountability for AI or technology transformation. Deep, firsthand experience of AI architecture, agentic systems, generative AI and data platforms, gained through leading rather than advising on transformation. Internal Transformation & Change Leadership Experience redesigning internal processes and workflows around AI and agentic automation, not just piloting individual use cases. Skilled in technology consulting approaches, able to diagnose, plan and sequence transformation across multiple functions. Team and Stakeholder Leadership Experience leading a specialist team, with the ability to also lead through influence across functions with no direct authority. Comfortable operating at exec level, building sponsorship and consensus for change among senior leaders. People Strategy & Enablement Track record of working with HR/People functions to define enablement, upskilling and career development programmes at scale. Understands how to translate an AI strategy into workforce capability plans across technical and non-technical roles. Customer-Facing Credibility & External Visibility Able to represent Version 1's own transformation story credibly in senior customer conversations, translating internal experience into external advisory value. Comfortable as a public voice for the organisation, whether on a conference stage, in press, or in written thought leadership. Comfortable moving between internal delivery detail and external strategic narrative. Results-Driven & Adaptable A performance mindset with the ability to set clear goals, measure outcomes and adjust the transformation roadmap as the organisation's AI maturity evolves. Comfortable with ambiguity and able to drive change without waiting for perfect conditions. Additional InformationWhy Version 1? At Version 1, we believe in providing our employees with a comprehensive benefits package that prioritises their wellbeing, professional growth, and financial stability. Share in our success with our Quarterly Performance-Related Profit Share Scheme, where employees collectively benefit from a share of our company's profits Strong Career Progression & mentorship coaching through our Strength in Balance & Leadership schemes with a dedicated quarterly Pathways Career Development programme Flexible/remote working, Version 1 is tremendously understanding of life events and people’s individual circumstances and offer flexibility to help achieve a healthy work life balance Financial Wellbeing initiatives including; Pension, Private Healthcare Cover, Life Assurance, Financial advice and an Employee Discount scheme Employee Wellbeing schemes including Gym Discounts, Bike to Work, Fitness classes, Mindfulness Workshops, Employee Assistance Programme and much more. Generous holiday allowance, enhanced maternity/paternity leave, marriage/civil partnership leave and special leave policies Educational assistance, incentivised certifications, and accreditations, including AWS, Microsoft, Oracle, and Red Hat Reward schemes including Version 1’s Annual Excellence Awards & ‘Call-Out’ platform. Environment, Social and Community First initiatives allow you to get involved in local fundraising and development opportunities as part of fostering our diversity, inclusion and belonging schemes. And many more exciting benefits… drop us a note to find out more. Version 1 is an equal opportunities employer. We are committed to building a diverse, inclusive and respectful workplace where everyone feels valued and able to thrive. We welcome applications from people of all backgrounds, identities and lived experiences, and we value the different perspectives people bring including those shaped by disability and neurodiversity. We want every candidate to have a positive and accessible recruitment experience. xrnqpay If you need reasonable adjustments at any stage of the process, please contact your recruiter at Version 1. We will consider all requests carefully, respectfully and confidentially. Video links: #LI-SS1SummaryType: Full-timeFunction: Information TechnologyExperience level: Mid-Senior LevelIndustry: Information Technology And Services

Flexible Hours | $30–$150/hr equivalent, with specialist projects paying more We are recruiting experienced Software Engineers and Senior Software Engineers to support large-scale AI training projects. No previous AI experience is required. The work is focused on real software engineering problems including: • Implementing new features, • Refactoring codebases, • Performance optimisation, • Reviewing and validating code, • Creating challenging coding tasks and reference solutions, • Working across existing and unfamiliar repositories, • Python, • Java, • Node.js, • Go, • Rust, • C++, • React You should have strong commercial software engineering experience, good knowledge of algorithms and data structures, and confidence working on complex technical problems. Experience in backend development, full-stack engineering, system design, automated testing, code review or cybersecurity would be highly relevant. • Fully remote, • Approx. 15 hours per week, • Flexible days and hours, • Contractor position, • Projects typically move quickly Compensation varies depending on the project and experience level. Most opportunities sit between $30–$150/hr equivalent, with some highly specialist senior projects offering higher rates. Payment is generally output-based, with experts paid for completed tasks that meet project requirements. • Application, • AI interview, • Technical assessment if required Successful candidates can often begin within 24–48 hours of completing onboarding. #J-18808-Ljbffr

At Jacobs, we're challenging today to reinvent tomorrow by solving the world's most critical problems for thriving cities, resilient environments, mission-critical outcomes, operational advancement, scientific discovery and cutting-edge manufacturing, turning abstract ideas into realities that transform the world for good. Based across the UK, our team creates the conditions for successful delivery by connecting vision, leadership, culture, capability and ways of working to help organisations adapt, perform and sustain results at scale. Working across our three core capabilities operating model, change & transformation and culture & behaviours, this role offers the opportunity to work on some of the UK's most significant high value infrastructure programmes in sectors such as rail, water, highways, defence and government. As an integral member of our Organisational Effectiveness team, you will work with clients and partners to translate strategic ambition into organisational reality, your remit will include • Develop and embed organisational change strategies, helping all stakeholders successfully navigate transformation, • Lead and implement change impact assessments, change adoption strategies, and stakeholder engagement activity, • Implement operating model designs, enabling the successful delivery of major capital programmes and infrastructure investment, • Provide practical advice that balances strategic ambition with operational reality, • Define and foster target cultures, behaviours and leadership expectations that align with strategic objectives and delivery ambition, • Facilitate workshops, interviews and co-designing sessions, solving complex organisational challenges and driving sustainable change, • Analyse qualitative and quantitative data to generate insights that facilitate evidence-based decision making, • Contribute to the growth of Jacobs' Organisational Effectiveness practice through thought leadership and the development of innovative client solutions., • Able to foster and build a partnership-based culture, with clients, project partners and Jacobs teams, demonstrating credibility and influence at all levels, • A track record delivering organisational change & transformation, operating model design or organisational development initiatives, change methodologies and adoption planning, • Experience in applying recognised change frameworks such as PROSCI, ADKAR, Kotter or equivalent methodologies, • An established background in delivering industry-leading change management processes and tools., • A track record in assessing organisational capability, governance, roles and operating structures, identifying opportunities for improvement, • A sound understanding of programme governance, project controls, portfolio management or asset management principles, • Experience designing and facilitating workshops, interviews and engagement sessions, • Robust analytical skills, synthesising qualitative and quantitative data into clear actionable insights, • Chartered or professional membership relevant to organisational development, change management, HR, business psychology, programme management or management consulting, • PROSCI / ACMP or similar change management qualification. Joining Jacobs not only connects you locally but globally. Our values stand on a foundation of safety, integrity, inclusion and belonging. We put people at the heart of our business, and we truly believe that by supporting one another through our culture of caring, we all succeed. We value positive mental health and a sense of belonging for all employees. With safety and flexibility always top of mind, we’ve gone beyond traditional ways of working so you have the support, means and space to maximize your potential. You’ll uncover flexible working arrangements, benefits, and opportunities, from well-being benefits to our global giving and volunteering program, to exploring new and inventive ways to help our clients make the world a better place. No matter what drives you, you’ll discover how you can cultivate, nurture, and achieve your goals – all at a single global company. Find out more about life at Jacobs. We aim to embed inclusion and belonging in everything we do. We know that if we are inclusive, we’re more connected and creative. We accept people for who they are, and we champion the richness of different perspectives, lived experiences and backgrounds in the workplace, as a source of learning and innovation. We are committed to building vibrant communities within Jacobs, including through our Jacobs Employee Networks, Communities of Practice and our Find Your Community initiatives, allowing every employee to find connection, purpose, and belonging. Find out more about ourJacobs Employee Networks here. Jacobs partners with VERCIDA to help us attract and retain talent from a wide range of backgrounds. For greater online accessibility please visit https//www.vercida.com/uk/employers/jacobs to view and access our roles. As a disability confident employer, we will interview disabled candidates who best meet the criteria. We welcome applications from candidates who are seeking flexible working and from those who may not meet all the listed requirements for a role. We value collaboration and believe that in‑person interactions are crucial for both our culture and client delivery. We empower employees with our hybrid working policy, allowing them to split their work week between Jacobs offices/projects and remote locations enabling them to deliver their best work. Your application experience is important to us, and we’re keen to adapt to make every interaction even better. If you require further support or reasonable adjustments with regards to the recruitment process (for example, you require the application form in a different format), please contact the team via Careers Support. #J-18808-Ljbffr

Senior Employee Relations Manager - UK&I £80-100,000 + bonus + LTIP + benefits High-profile, multi-site consumer organisation Location: Remote with minimum one day a week in head office (Northern Home Counties) There are Employee Relations roles that manage complexity. And there are roles that give you the opportunity to change how an organisation manages its people. This is the latter. We are partnering with a major UK&I consumer organisation to appoint a Senior (Head of) Employee Relations Manager into a highly visible leadership role with a breadth of remit that would readily be recognised as Head of Employee Relations in many businesses. This is not a turnaround and it is not a blank sheet of paper. Over the last couple of years, a credible and respected Employee Relations function has been built and embedded across the organisation. A specialist team is in place, relationships have been established with operational and senior leadership teams, and ER has earned its position as an important business partner. The opportunity now is to take that platform and determine what comes next. For an ambitious ER leader, this offers a compelling combination: strategic ownership, operational complexity, Industrial Relations, leadership development, colleague engagement, employment policy and the opportunity to build an entirely new ER proposition for a significant wider business network. You will operate at senior leadership level, but remain close enough to the organisation to understand what is really happening. This is emphatically not a “that's not my job” environment. The mandate You will lead the development and delivery of the organisation's end-to-end Employee and Industrial Relations strategy, ensuring it supports the wider People Strategy and responds to a rapidly changing external employment landscape. You will inherit an established specialist team and a function with strong foundations. Your challenge will be to build on that success rather than unnecessarily reinvent it. Developing that team, technically, commercially and as future talent for the wider People function will be an important part of your leadership contribution. But this role extends considerably beyond leading an ER team. Building genuine leadership capability A significant priority will be continuing to shift appropriate people ownership back to line managers. The ambition is not to create greater dependency on Employee Relations. It is to develop leaders who have the confidence, capability and judgement to manage their people well. You will therefore shape the frameworks, tools, coaching and interventions that enable first- and second-line managers to deal effectively with everyday people matters such as absence, conduct, performance and capability. Where specialist ER expertise is required, the function must provide high-quality, consistent and commercially pragmatic support. But equally, you will challenge unnecessary escalation and help leaders understand where accountability properly sits with them. Ultimately, success means leaving behind better managers, not simply a busier ER function. This reflects a central requirement of the formal mandate: developing line-manager understanding of employment law, policy and ER practice to improve consistency and ultimately increase manager accountability. Employee & Industrial Relations You will set the ER and IR agenda across a complex UK&I organisation encompassing multi-site operations, supply chain and Head Office populations. You will provide leadership across trade union and employee forum relationships, ensuring the organisation takes a proactive rather than reactive approach to Industrial Relations. With dedicated IR expertise within your team, you do not need to personally be the answer to every question. You do, however, need the technical credibility and experience to lead the agenda, challenge appropriately, anticipate risk and provide sound judgement when situations become complex. You will also retain oversight of escalated and sensitive ER matters, including complex cases, litigation and Employment Tribunals, working effectively with both your internal specialists and external legal partners. The formal remit includes responsibility for proactive trade union and Employee Forum relationships, as well as leadership of escalated complex cases and tribunals. Creating something new One of the most exciting dimensions of this appointment sits beyond the organisation's directly employed population. The business operates alongside an extensive network of independently operated businesses, and there is now an opportunity to consider: How can the ER capability and expertise that has been developed centrally be used to help that wider network become even better employers? You will play a leading role in answering that question. The opportunity is to create a practical, scalable and commercially relevant ER proposition and toolkit that provides meaningful support without creating inappropriate dependency. That may encompass employment-law updates, manager guidance, toolkits, learning interventions, best-practice frameworks, insights and other solutions that help independent businesses navigate increasingly complex employment legislation while also protecting the reputation and standards of the wider brand. With significant employment-law change ahead, this will require somebody who can take complexity and make it simple, useful and actionable. The formal brief specifically identifies supporting this wider network through the Employment Rights Act and other employment changes as a key priority. Engagement, insight and change Your remit also includes the organisation's colleague engagement agenda, including responsibility for a new engagement system and programme. The expectation goes considerably further than implementing a platform or running an annual survey. You will use colleague insight to understand what is happening across different parts of the organisation, identify themes and translate that intelligence into meaningful action. Similarly, you will continue to develop the organisation's ER dashboard and insight capability, using data to identify emerging risk, patterns and opportunities for targeted capability interventions. You will contribute to significant organisational projects and change programmes, ensuring ER considerations are understood early and that implementation balances commercial objectives, employee experience and organisational risk. You will also continue to evolve the HR policy framework, using external benchmarking and emerging best practice to ensure policies remain relevant, engaging and easy for managers and colleagues to navigate. These are substantive elements of the role rather than peripheral responsibilities: the formal mandate includes engagement strategy, Employee Forums, colleague surveys, organisational projects, policy development and ER analytics. Who are we looking for? Degree educated and with L7 HR qualifications We are deliberately keeping the sector background relatively broad. You may currently be a Head of Employee Relations, Head of ER/IR, Senior Employee Relations Manager or operating at an equivalent level within a substantial organisation. What matters more is the complexity and breadth of environment in which you have operated. Your experience is likely to have been developed within sectors such as retail, manufacturing, FMCG, logistics, distribution, supply chain or another large-scale, operationally intensive consumer environment. Critically, you must understand both sides of an organisation. You will have worked successfully with operational, frontline and blue-collar employee populations across multiple sites, while also possessing the credibility and sophistication to operate within Head Office and white-collar environments and influence at executive level. Candidates whose careers have been almost exclusively corporate/Head Office are unlikely to have experienced the operational complexity this role demands. Equally, highly operational ER experience without evidence of strategic and senior stakeholder capability will not be enough. We are looking for the combination. You are likely to bring: - Significant ER leadership experience within a complex, multi-site organisation, with strong employment-law expertise and meaningful Industrial Relations/trade union exposure. - Experience across both operational and corporate employee populations, ideally incorporating supply chain, logistics, manufacturing, retail or similarly complex environments. - Evidence that you can set strategy and execute it, comfortable shaping the longer-term agenda without losing your appetite for operational delivery. - A track record of developing high-performing ER teams and, ideally, creating talent that progresses into broader People roles. - Demonstrable experience of improving line-manager capability and accountability, rather than creating dependency on HR. - Strong judgement around complex ER matters, tribunals, litigation, ACAS and the wider employment-law framework. - The commercial acumen to balance legal, employee, reputational and operational considerations and reach pragmatic decisions. - Experience of organisational change and significant projects requiring ER leadership. - Strong analytical capability and the ability to convert ER and engagement data into targeted interventions. - The presence to influence, challenge and coach senior stakeholders while remaining credible with operational leaders and frontline populations. - High emotional intelligence, resilience and the ability to navigate sensitive or ambiguous situations. - The ability to take organisational strategy, operational requirements and the external employment agenda and translate them into solutions that are clear, practical and easy to understand. That final capability is specifically identified in the formal person specification, alongside strong leadership, emotional intelligence, analytical capability, commercial judgement and senior influencing skills. The individual Technical credibility matters, but it won't be enough. We are looking for someone curious, commercial, ambitious and low-ego. Someone who can operate strategically without becoming detached from the operation. You may spend one day shaping long-term ER/IR strategy with senior leaders and another getting underneath an operational issue that isn't being resolved quickly enough. You will be comfortable with both. You'll know when to coach rather than tell; when to challenge rather than accommodate; when something should remain with the line manager; and when an issue genuinely requires senior ER intervention. You will inherit a function with credibility and good foundations. The challenge is not to prove yourself by dismantling what already works. It is to understand it, earn trust quickly and then identify where you can make it even better. For someone with the ambition to progress further in their People career, this provides unusual breadth: ER, IR, engagement, policy, organisational capability, senior stakeholder influence, operational complexity and exposure to a distinctive business model. It is a role with visibility, substance and room to make a genuine organisational impact. To apply please email your CV TPBN1_UKTJ

For over 30 years, For over 30 years, Version 1 has been a leading Oracle partner specialising in Enterprise Applications, delivering ERP, HCM and EPM solutions that enable organisations to transform and modernise their core systems. Combining deep domain expertise with end-to-end delivery and managed services, we support some of the UK and Ireland’s largest organisations in driving business value through Oracle technology. • Top-tier Oracle partner across Database, Platform, ERP, and Managed Services, • 37 UKOUG awards over the last 3 years, • 13 awards - UK Oracle User Group (UKOUG) Community Awards 2026 (4 Gold, 5 Silver, 4 Bronze), • Certified Great Place to Work, • Recognised as a leader in AI & digital transformation consulting with global delivery footprint With 3,800+ people and revenues exceeding €347m/£302m, Version 1 is a market leader in Oracle, Microsoft, and AWS consulting services – and one of the fastest-growing digital consultancies in Europe. Oracle HCM Cloud (Core HR) Functional Support Consultant YOU MUST BE SC CLEARED OR ELIGIBLE FOR SC CLEARANCE. TO BE ELIGIBLE YOU MUST HAVE LIVED IN THE UK FOR THE LAST 3 YEARS. If you're an Oracle HCM Cloud Consultant who enjoys building trusted client relationships, solving complex business challenges, and influencing how organisations get the best from their HCM investment, this could be the role you've been waiting for. At Version 1, you'll join one of the UK's leading Oracle practices, working alongside some of the most experienced Oracle professionals in the market. This isn't a role where you'll simply resolve tickets and move on. You'll become a trusted advisor to clients, helping shape solutions, guide best practice, and influence the future direction of their Oracle HCM environments. Whether you're looking to broaden your Oracle expertise, take on greater client ownership, or build a long-term consulting career within an award-winning organisation, we'll give you the platform to succeed. Many Oracle HCM support roles focus solely on issue resolution. This opportunity is different. You'll work with a diverse client portfolio, influence strategic decisions, contribute to solution design, and continuously expand your Oracle expertise within one of the most respected Oracle consultancies in the market. If you're looking for a role where your expertise is valued, your development is prioritised, and your impact is visible, we'd love to hear from you. Play a key role in solution design, client advisory activities, service improvement initiatives, roadmap discussions, and Oracle Cloud innovation. Gain exposure to a wide range of Oracle HCM Cloud projects while benefiting from structured career development, training, and certification opportunities. Join a highly respected Oracle practice where collaboration, knowledge sharing, and continuous learning are part of everyday life. Enjoy the freedom of hybrid working while remaining connected to a supportive, collaborative, and high-performing team. You’ll act as a functional expert across Oracle HCM Cloud, helping clients maximise the value of their investment and providing guidance on best practice, configuration, and process optimisation. • Provide functional consultancy and support across Oracle HCM Cloud environments, • Advise clients on solutions, configuration improvements, and process enhancements, • Build trusted relationships with stakeholders and become their go-to Oracle expert, • Support Oracle Cloud release management and adoption of new functionality, • Deliver workshops, knowledge transfer sessions, and user guidance, • Contribute to service improvements and continuous optimisation initiatives, • Support pre-sales activities and client demonstrations where required, • Share knowledge and mentor colleagues across the wider Oracle practice We're interested in speaking to consultants who enjoy working directly with clients and are passionate about delivering exceptional Oracle HCM solutions. You will have: • Hands-on Oracle HCM Cloud experience, • Strong functional expertise in:, • Core HR, • Talent, • HR Helpdesk, • Experience gathering and translating business requirements into practical Oracle solutions, • Strong stakeholder engagement and communication skills, • Ability to work independently while collaborating effectively within a wider team, • Eligibility for UK Security Clearance (minimum three years UK residency), • Oracle HCM Cloud certifications, • Experience within managed services or application support environments, • Knowledge of Oracle E-Business Suite HRMS, • Familiarity with ITIL processes and service delivery best practices, • Join a global Oracle practice of 700+ specialists, supported by 500+ certified professionals across the Oracle ecosystem., • Work on large-scale, multi-pillar Oracle Cloud transformation programmes for some of the UK's most recognised organisations., • Collaborate with a high-performing, market-leading Oracle team renowned for delivering complex enterprise transformation projects., • Be part of an organisation that provides end-to-end Oracle services, including consulting and advisory, implementation, integration, cloud infrastructure, and managed services., • Leverage our deep Oracle Cloud Infrastructure (OCI) expertise to deliver scalable, secure, and high-performing cloud solutions for enterprise clients., • Accelerate your career through our Strength in Balance and leadership development programmes, supported by quarterly Pathways career reviews., • Benefit from a substantial training and certification budget, helping you stay at the forefront of Oracle technologies and industry best practices., • Enjoy meaningful recognition through our Annual Excellence Awards, Call-Out recognition platform, and quarterly profit-share scheme., • Influence testing strategy, delivery quality, and business outcomes across some of the UK's most significant ERP transformation programmes., • Work with prestigious clients, including organisations such as the Bank of England and Birmingham City Council., • Take advantage of our flexible hybrid working model, combining remote delivery with occasional client or hub-based collaboration., • Access enhanced wellbeing and family support through our maternity, paternity, and Moments that Matter policies., • Be part of a purpose-driven culture with opportunities to contribute to ESG, CSR, DEI, volunteering, and community initiatives that create a positive social impact. At Version 1, you'll combine industry-leading Oracle expertise, meaningful career progression, and the opportunity to deliver transformational outcomes for some of the world's most recognised organisations. • Quarterly performance-related profit share, • Hybrid / Remote working flexibility, • Pension, private healthcare, life assurance cover, • Certified Great Place to Work for 10+ years running This is hybrid based with occasional travel to your nearest base office. Ashley Billington, Head of Talent Acquisition – Enterprise Applications (Oracle Cloud - ERP, HCM, EPM) We are an equal opportunities employer. Please refer to our Diversity & Inclusion statement located at: Diversity, Inclusion & Belonging | Version 1 Careers Please note: We have an internal recruitment team and do not accept agency candidates. #J-18808-Ljbffr

Location: Birmingham, West Midlands, B37 7YE Contract Type: Contract Hours: Full time Disability Confident: No Closing Date: 29/10/2026 UK Personnel Security and Vetting Process Lead Engagement: External contractor Location: United Kingdom, remote Duration: 3 months, with an option to extend into the 2027 implementation phase Start date: As soon as possible Working pattern: Full-time Business area: Security & Resilience Hiring manager: Sandra Hoffmeister (Uniper SE) IR35 Status: Inside IR35 Assignment overview Uniper is seeking an experienced contractor to set up the UK personnel security and National Security Vetting processes. The initial three-month assignment will focus on process design, governance, documentation and implementation readiness. Subject to project requirements, performance, approval, the assignment may be extended to support implementation in 2027. Key deliverables Assess the current UK screening and vetting arrangements and identify gaps. Design the end-to-end process for background screening, BPSS and National Security Vetting. Define roles, responsibilities, governance, decision points and escalation routes. Establish an approach for identifying roles requiring enhanced screening or vetting. Develop process maps, procedures, templates and guidance. Define data-handling, reporting, quality-assurance and audit requirements. Review the current process and document required provider, system and workflow changes. Prepare an implementation roadmap, including risks, dependencies, resources and key decisions. Required experience Strong UK personnel security, National Security Vetting or background-screening experience. Practical knowledge of BPSS and the UK vetting lifecycle. Experience designing and implementing operational processes in a regulated or high-security environment. Strong stakeholder-management skills across Security, HR, Legal, Data Protection, Procurement and IT. Experience producing clear procedures, process maps, guidance and implementation plans. Strong understanding of confidentiality, data protection and secure handling of sensitive information. Ability to work independently and deliver within a short timeframe. Current SC clearance, or the ability to meet the relevant clearance and UK residency requirements. Desirable experience Experience in energy, Critical National Infrastructure, government, defense or another regulated environment. Experience working with screening providers, managed services or contractor-vetting processes. Knowledge of SAP Fieldglass or similar vendor-management systems. Please note: Should your application be successful, and you are offered the role, a number of pre-employment checks need to be carried out before your appointment can be confirmed. Any assignment offer with our client will be subject to a satisfactory checking report from the Disclosure Barring Service. We celebrate and support diversity and are committed to ensuring equal opportunities for both employees and applicants. INDENG-NW Rullion celebrates and supports diversity and is committed to ensuring equal opportunities for both employees and applicants. Jobs are provided by the Find a Job Service from the Department for Work and Pensions (DWP). #J-18808-Ljbffr

WANTED: One Hungry Closer Who's Sick Of Selling Other People's Dreams. (Read this whole thing. If you quit halfway, we already have your answer.) Most job ads read like they were written by HR. Bullet points. Buzzwords. A "competitive compensation package" that translates to "we'll pay you just enough to keep you from leaving, but never enough to actually win." This isn't that. This is a letter. From us to you. About one of the most lopsided opportunities we've ever put in front of a salesperson and the rare, specific human being we're trying to find to fill it. If that human is you, you're going to feel it in your chest somewhere around paragraph nine. We're Wealth Without Wall Street. Russ Morgan and Joey Muré built this from scratch, not in a Manhattan glass tower, not with a hedge-fund pedigree, but by getting fed up watching hardworking business owners hand their financial futures to suit-wearing strangers who couldn't pick them out of a lineup. Together we've helped thousands of business owners, real estate investors, doctors, and high-earning professionals do what 99% of America has been brainwashed into believing is impossible: That's the whole game. That's what freedom actually looks like — not a 401(k) you can't touch until you're 65 and your knees are gone, but real cash flowing in every single month whether you work or not. We do it using the Infinite Banking Concept — the same wealth strategy quietly used by the richest families in America for over a century. We teach people to become their own bank. To recycle their capital. To stop renting money from institutions that profit off their ignorance. Russ and Joey have done it themselves. Over $50,000 per month in passive income. Co-authors of an Amazon bestseller. Hosts of one of the most respected podcasts in personal finance. This isn't theory. This is the real thing. Right now, we have more qualified people waving their hands than we can possibly talk to. That's where you come in. Let us describe a typical day so you know exactly what you're signing up for. You wake up. You check your calendar. There are real, pre-qualified humans on it, people who registered for our workshops, devoured Russ and Joey's content, raised their hand, and said "I want a Passive Income Game Plan Session." These aren't cold strangers. These aren't leads scraped off a list. These are people who already trust the brand, already believe the philosophy, and already know they're tired of the rat race. Your job is to pickup the phone, set appointments by making outbound calls and take inbound appointments. Ask the kind of questions most salespeople are too soft to ask. Find out where they really are financially, emotionally, mentally. Diagnose whether IBC and our path is actually right for them. And if it is? You hand them the keys. You're not pitching. You're not pressuring. You're not chasing. You're the bridge between someone's current life — exhausted, overworked, financially fragile — and the version of their life where they sleep through the night because money is finally working for them instead of against them. That's the job. If that sounds like too much responsibility, the back button is right there. Let's save us both some time. We are not looking for the guy who calls himself a "closer" because he sold timeshares in Cabo for six months. We are not looking for the person who needs a six-week ramp, a personal coach, three resource Slack channels, and a "psychologically safe" environment to dial a phone. We are not looking for someone who's going to ghost on Friday afternoons because the surf is up. We are not looking for a salary chaser. If a guaranteed paycheck is what you're after, McDonald's is hiring. Go thrive. And we are definitely not looking for someone who can't speak from the heart about money, freedom, and the very real fear most Americans carry around about both. If you can't connect at the soul level, you can't sell this. Period. A killer. But a killer with a conscience. Someone who can sit across a Zoom screen from a stranger and — within ten minutes — have them admitting things they haven't told their spouse. Someone who's already a top performer somewhere else and is bored to tears selling SaaS, solar, or something else they couldn't care less about. Someone who reads Rich Dad Poor Dad, listens to BiggerPockets, follows Dave Ramsey just to argue with him, and already has an opinion about whole life insurance — even if that opinion needs updating. Someone with the spine to say "I don't think you're a fit. Here's why," and walk away from money on principle. Someone who treats every conversation like it's their last shot — because that's how the great ones do it. If you read those five paragraphs and felt seen, keep going. • Proven sales background. Minimum 2+ years closing in a high-ticket, phone/Zoom-based environment. We don't care about your resume — we care about your numbers., • 25%+ close rate after probation. Below that, you're not the right fit and we'll part as friends., • Full ownership of your pipeline. Nobody is going to chase you to follow up. The leads are there. The CRM is built. The systems work. You just have to work them., • Show up sharp every single day. This is a high-tempo environment. We move. We measure. We adjust., • Live the message. If you don't believe building wealth outside the traditional system is possible, you cannot sell it. Period. Bonus points if you already own a whole life policy, have read "Becoming Your Own Banker" by Nelson Nash, or have personal experience with real estate investing or passive income., • Stable, professional remote setup. High-speed internet, quiet environment, quality camera and mic. We're representing a premium brand on every single call., • CRM discipline. You log notes the same day. You update statuses in real time. If "I forgot to update the CRM" is a phrase that comes out of your mouth more than twice, this won't work., • Emotional intelligence over scripts. We'll give you frameworks. We will not give you a robot script to memorize. If you can't read a human, you can't sell here., • Coachable ego. Strong opinions, loosely held. We promote killers who listen. We fire prima donnas who don't., • A worldview that aligns. You believe people are responsible for their own freedom. You believe Wall Street is not the answer for most families. You believe in earning the right to be paid well — not waiting to be handed it. We get a lot of applications. Most won't make it past the first filter. We're not looking for a resume, we're looking for evidence. A sales background that proves you can sit in the fire without flinching, a track record that doesn't need to be inflated, and a worldview that aligns with what we actually believe about money, freedom, and the responsibility of helping someone change their life. We're going to lay this out plainly because we want you to do the math before you apply, not after. • 100% commission. Uncapped. No ceiling. No politics., • 10% of cash collected on all Passive Income Lab Sales ($7,500 Price Point), • 20% of cash collected on all PIOS Sales ($1,000 Price Point), • OTE for the people who actually do the work: $120K–$200K+ annually The top performers here aren't just closers. They're portfolio builders. Every month you close, you're stacking another stream of recurring income on top of what you closed last month. Twelve months in, you've got a book of business that pays you whether you take the call or not. Sound familiar? That's right. We pay you the same way we teach our clients to live. Passive income. Compounding. Freedom. If we wouldn't drink our own Kool-Aid with the people who sell our offer, we'd have no business selling it to anyone. Beyond the money? • Mission that matters. You'll be the first conversation thousands of families ever have about real financial freedom. You'll be the one who makes them realize they've been lied to for thirty years, and you'll be the one who shows them the way out., • Direct access to Russ Morgan and Joey Muré, two of the most generous, mission-driven, real-deal humans in this industry., • Elite-level sales coaching from closers who've done eight figures in this exact niche., • 100% remote. From your kitchen. From Bali. From a coffee shop in Medellín. We don't care where the work happens. We care that the work happens., • Pre-qualified, warm inbound leads — not cold lists, not scraped data, not random dials., • A real product you can be proud of. No bait-and-switch. No fake scarcity. No "course that goes nowhere." A genuine pathway to freedom backed by a decade of results. #J-18808-Ljbffr

HR Generalist to support HR Director and team in all HR practices, including ER, TUPE, talent, and performance management.Will work closely with management to ensure compliance with employment law and company policy.

This role involves improving HR data quality, automating processes, and developing AI technology within a large UK business, focusing on Workday HRIS.

The programme includes earning CIPD certification recognised by UK employers, expert tutor support throughout your studies, assignment pre-marking from qualified HR mentors, dedicated job placement support with CV rewrite, interview preparation, and access to exclusive job opportunities. Ready to st

Online HR administration training program offering CIPD Level 3 certification, job placement support, and career change opportunities for beginners.

Online HR administration training program offering CIPD Level 3 certification, job placement support, and career change opportunities for beginners.

HR Generalist to support HR Director and Head of HR in all HR practices, fostering a high-performance culture. Responsibilities include ER, TUPE, recruitment, talent management, and HR admin.

Online HR administration training program offering CIPD Level 3 certification, job placement support, and career change opportunities for beginners.

Hireful Ltd in the United Kingdom is seeking an experienced Product Manager / Owner to lead the payroll product for a growing B2B SaaS HRIS. The role is remote with occasional office time in Central / SE UK, and you would be the first professional in this product ownership seat.

HR Path Group is seeking a Shop Workday Consultant to define and deliver Workday solutions that meet client needs.

Product Manager to own a payroll HRIS product from discovery to release in a B2B SaaS environment. Flexible UK-wide remote work is offered.

Headquartered in San Francisco, our investors include.Product management / roadmap / PRD Evaluator.Evaluate AI-generated artifacts against domain-specific quality rubrics.Identify factual, aesthetic, and presentation errors in documents, spreadsheets, and slide decks.Provide clear, structured writte

Product Manager/Owner to lead a newly created payroll HRIS product for a UK-based SaaS company. The role is remote with occasional office time across Central/SE UK, and you would be the first professional to bring formal product ownership to this initiative. You will own end-to-end product delivery,

La Fosse is seeking an experienced SAP SuccessFactors Senior Project Manager to drive a global HR and SAP transformation. This remote role includes occasional travel to Solihull and focuses on S/4HANA Public Cloud rollouts, starting with Germany and the UK. You’ll work with HR, Finance and IT stak

Headquartered in San Francisco, our investors include.Brand / Creative Marketing Professionals.Review and assess domain-specific documents for quality, accuracy, and relevance.Provide structured feedback to enhance document standards and impact.Utilize strong analytical skills to contribute to high-

Finance AI Specialist – hourly contract (10 hours/week, remote). Collaborate asynchronously with AI researchers on validation and design.

Machine Learning Engineer - Fully Remote | Upto $85/hr London, England, United Kingdom.

This role offers fully remote work with flexible arrangements.

AI company, or equivalent research track record through publications or impactful open-source contributions.

HR Path Group seeks a Workday Consultant to define and deliver Workday solutions for our international clients. You will participate in various roles including Functional Lead, Analyst, Solution Architect, and Tester, while supporting growth through propositions and differentiators.

Global technology company is seeking a Data Scientist to join a product data science team focusing on ecommerce, advertising and conversion experiences.You will work on high-impact consumer-facing products, employing advanced analytics, experiments and AI-powered tools to understand purchasing behav

Investment Banking Specialist | $150/hr Remote | Mercor. Investment Banking Specialist | $150/hr Remote | Mercor. Collaborate asynchronously with research teams to improve model accuracy and realism.

Commitment: 10–40 hours per week, fully remote and asynchronous. Android Software Developer | $200/hr Remote | Mercor. Join to apply for the Android Software Developer | $200/hr Remote | Mercor role at Crossing Hurdles.

Android Mobile Software Engineer | $200/hr Remote | Mercor. Join to apply for the Android Mobile Software Engineer | $200/hr Remote | Mercor role at Crossing Hurdles. Part-time, 10–40 hours per week, fully remote and asynchronous.

Provide comprehensive primary care to patients of all ages, including preventive, acute, and chronic care management.

Oncology Specialist | $220/hr Remote. Oncology Specialist | $220/hr Remote. Part-time, 10-40 hours/week, fully remote and asynchronous.

This range is provided by Crossing Hurdles.Your actual pay will be based on your skills and experience — talk with your recruiter to learn more.Varies by project (1–3 months typical).Create high-quality peak-sales forecasts for representative drug programs based on provided TPPs and assumptions.

Headquartered in San Francisco, our investors include.Therapeutic Area & Clinical Survey Expert.Review physician and patient surveys for.Evaluate disease terminology, treatment pathways, therapies, clinical scenarios, and response options.Identify inaccurate, outdated, ambiguous, or missing clinical

Financial Solutions Advisor | $200/hr Remote. Collaborate asynchronously with research teams to refine AI‑driven financial planning experiences.

Remote is seeking a Senior Account Executive for AMER to drive net new business in a fully remote, global role. You will cultivate relationships with senior buyers, qualify opportunities, and close deals in the SaaS HR platform space.

Part-time HR Officer needed for a 3-month temporary role, working remotely with occasional office visits to Central London. Responsibilities include supporting HR functions, recruitment, and employee queries.

Seeking a remote HR Director with a growth mindset and regional expertise to support global businesses. Responsibilities include implementing regional strategy, talent management, and providing leadership to HR teams.

What experiences will help you in this role: UK HR Expertise: 4+ years of progressive HR experience within the UK, including direct HR Business Partner exposure to operations and/or corporate functions. Global Collaboration & Program Execution: Own and execute core HR programs for the Europe team, p

As a result of planned growth and with a commitment to strengthening the HR function, they now seek to appoint an experienced HR Business Partner to this business-critical role. As the first point of contact with regards to all HR issues, you’ll have a broad experience of all HR related subjects b

As the first point of contact with regards to all HR issues, you’ll have a broad experience of all HR related subjects but we are particularly keen to identify candidates with a good working knowledge of Employee Relations issues, OCM and talent and development activities. As a result of planned g