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Employment Counsel \n Competitive Salary \n Permanent - Full Time \n Leeds - Hybrid \n \n Why Greencore? \n Following the combination with Bakkavor in January 2026, we’re one of the UK’s leading creators of convenience food, driven by a simple purpose: to make every day taste better. \n As a vibrant and fast-moving business, we’re proud to employ over 28,000 talented colleagues across 36 manufacturing sites and 21 distribution depots in the UK and the US. Together, we bring delicious food to life. Our products cover every meal occasion from breakfast through to dinner and dessert, with lunch and snacking in between. In FY25, our shared passion helped us achieve combined revenues of approximately £4bn. \n \n Role Purpose: \n To provide high quality, pragmatic and commercially focused employment law advice to the Group, working with the Deputy General Counsel and the Legal team, the HR team and wider business stakeholders to manage employment legal risk, support compliance with applicable employment legislation and enable effective people-related decision making across the Group. \n \n Key Accountabilities: \n\n • Provide timely, practical and legally robust advice on employment law matters, including disciplinary, grievance, absence, performance management, investigations, restructures, redundancy, TUPE, discrimination, whistleblowing and wider employee relations issues.\n, • Support the management of employment litigation, tribunal claims, ACAS or equivalent processes, settlement negotiations and pre-action correspondence, including drafting contentious documentation (e.g. tribunal responses, without-prejudice correspondence and settlement agreements arising from disputes) and where required/appropriate, instructing and managing external counsel.\n, • Draft, review and maintain non-contentious employment-related documentation, including contracts of employment, policies, procedures, settlement agreements, template letters and guidance materials.\n, • Partner with HR and business teams on organisational change, acquisitions, disposals, integrations and transformation projects, identifying employment law risks and recommending mitigation actions.\n, • Support the HR team with the Group's trade union relations and collective consultation obligations, including collective redundancy consultation, TUPE information and consultation duties, and engagement with recognised trade unions or employee representative bodies\n, • Monitor employment law developments - including implementation of the Employment Rights Act 2025 and other applicable legislation - and support the business in understanding and implementing relevant legal changes across applicable jurisdictions.\n, • Design and deliver employment law training and guidance to HR, managers and business stakeholders to improve capability and reduce legal risk.\n, • Maintain effective relationships with internal stakeholders and external advisers, and provide the Deputy General Counsel with clear, consolidated reporting on material employment matters, trends, risks and external legal spend\n\n Knowledge, Skills, Experience: \n \n\n • Qualified solicitor or barrister with experience practising employment law in the UK, Ireland or another common law jurisdiction.\n, • Membership of a relevant law society, bar council or equivalent professional body.\n, • Strong technical knowledge of employment law, employee relations, employment litigation, settlement agreements, organisational change and workplace investigations.\n, • Experience operating in-house or advising complex, multi-site businesses is desirable.\n, • Ability to provide pragmatic, commercially balanced advice in a fast-paced operational environment.\n, • Excellent verbal and written communication skills, with the ability to explain complex legal issues clearly to non-legal stakeholders. and draft documentation for contentious and non-contentious employment related matters\n, • Strong stakeholder relationship management skills, including the ability to influence, challenge constructively and build trust with the HR team and senior business leaders.\n, • Experience managing external legal advisers and legal spend effectively.\n, • Ability to work autonomously while collaborating effectively within the legal function and across the wider business.\n\n What You'll Get in Return \n\n • Competitive salary and benefits package\n, • Generous holiday allowance\n, • Matched pension contributions\n, • Life insurance up to 4x\n, • Sharesave Scheme\n, • Greencore qualifications and learning opportunities\n, • Exclusive employee discount platform\n, • Access to a comprehensive Wellbeing Centre\n, • Enhanced parental leave policies\n, • Enhanced menopause support policies \n

\n Looking for a strategic HR role where you can genuinely influence organisational change and workforce planning? \n Enjoy hybrid working, an excellent benefits package, and an opportunity to join a values-led organisation making a real impact across its community. \n Immediate start preferred. Applications are welcomed from candidates available immediately or with notice periods of up to four weeks. \n \n \n Client Details \n \n Our client is a large, complex institution with a strong reputation for delivering meaningful impact within the communities it serves. With thousands of employees and a diverse workforce, the organisation combines a strong sense of purpose with ambitious plans for the future. It is recognised for its commitment to inclusion, employee wellbeing, professional development and continuous improvement. \n The organisation offers a highly collaborative environment where HR is seen as a true strategic partner and where innovation, engagement and people-focused decision-making are actively encouraged. \n Any experience of Education or Public Sector or large complex organisations would be attractive! \n Description \n \n As HR Business Partner, you will: \n\n • Partner with senior leaders to support strategic objectives and workforce planning.\n, • Lead and support organisational change, transformation and restructuring projects.\n, • Provide expert guidance on complex employee relations and employment law matters.\n, • Coach and support managers to build capability and confidence in people management.\n, • Use workforce data and insights to inform decision-making and drive improvement.\n, • Collaborate with wider HR teams to deliver learning, talent and organisational development initiatives.\n, • Lead engagement and wellbeing activity across allocated business areas.\n, • Build strong stakeholder relationships and act as a trusted HR advisor and change agent.\n\n \n Profile \n \n \n We're looking for an experienced HR professional who can demonstrate: \n\n • CIPD qualification (or equivalent experience and qualification).\n, • Proven HR Business Partner experience within a large and complex organisation.\n, • Strong employee relations and employment law expertise.\n, • A track record of successfully leading change and transformation programmes.\n, • Experience influencing and advising senior stakeholders.\n, • Strong coaching, relationship-building and stakeholder management skills.\n, • Experience within the public sector, higher education, NHS, local government or similarly complex environments would be highly advantageous.\n, • Immediate availability or the ability to start within a maximum four-week notice period is preferred.\n\n \n \n \n Job Offer \n \n Salary: £50,000 - £58,000 FTE Contract: Fixed-Term Contract until July 2027 Location: North Leeds Working Pattern: Hybrid, with approximately 2 days per week onsite Benefits Include: \n\n • Free onsite parking\n, • Excellent pension provision\n, • Generous annual leave allowance\n, • Wellbeing and development programmes\n, • Flexible and hybrid working arrangements\n, • Employee discounts and lifestyle benefits\n, • Supportive and inclusive culture focused on employee growth and development\n\n Interested? \n If you're an experienced HR Business Partner looking for a rewarding role where you can influence strategy, drive change and make a tangible impact within a complex organisation, we'd love to hear from you. Apply today for immediate consideration. \n

A well-established and growing organisation is seeking an experienced and proactive Recruiter / HR Coordinator to join its people team. This is an excellent opportunity for a recruitment professional looking to broaden their experience across recruitment, employee relations, and HR administration while working within a collaborative and supportive environment. \n Reporting to the senior HR team, you will play a key role in delivering a high-quality people service across the business. The position offers significant exposure to the full employee life cycle, with a particular focus on recruitment, onboarding, employee relations support, and HR operations. \n This is an ideal opportunity for someone who enjoys variety, thrives in a fast-paced environment, and is passionate about delivering an exceptional employee experience. \n Key Responsibilities \n Recruitment & Talent Attraction \n\n • Coordinate end-to-end recruitment activity across multiple business areas.\n, • Draft and advertise vacancies through a range of recruitment channels.\n, • Screen applications and manage candidate communications.\n, • Arrange interviews and assessment activities.\n, • Conduct initial screening interviews via teams and in person.\n, • Partner with hiring managers to ensure an efficient and positive candidate journey.\n, • Support onboarding and induction processes for new employees.\n, • Produce recruitment reports and maintain accurate hiring data.\n\n Employee Relations Support \n\n • Provide administrative support on employee relations matters.\n, • Assist managers with day-to-day HR and employment-related queries.\n, • Prepare documentation, correspondence, and meeting invitations.\n, • Attend meetings and take detailed notes where required.\n, • Support disciplinary, grievance, absence, and other employee relations processes.\n\n HR Administration \n\n • Support the delivery of day-to-day HR administration activities.\n, • Assist with onboarding and offboarding processes.\n, • Maintain employee records and HR systems.\n, • Administer contractual changes and employee life cycle documentation.\n, • Respond to employee enquiries and provide general HR support.\n, • Ensure confidentiality and compliance across all HR activities.\n\n \n Hays Specialist Recruitment Limited acts as an employment agency for permanent recruitment and employment business for the supply of temporary workers. By applying for this job you accept the T&C's, Privacy Policy and Disclaimers which can be found at hays.co.uk

Why Greencore? \n Following the combination with Bakkavor in January 2026, we're one of the UK's leading creators of convenience food, driven by a simple purpose: to make every day taste better. \n As a vibrant and fast-moving business, we're proud to employ over 28,000 talented colleagues across 36 manufacturing sites and 21 distribution depots in the UK and the US. Together, we bring delicious food to life. In FY25, our shared passion helped us achieve combined revenues of approximately £4bn. \n We're looking for an experienced Talent Acquisition Partner to join our team and build strong, strategic partnerships across the business. \n This is a role for someone who sees Talent Acquisition as more than filling vacancies. You'll work alongside your business area(s) to understand their business strategy, workforce challenges and future talent needs, using your TA expertise, market insight and data to shape the right recruitment and talent solutions. \n You'll be a trusted adviser to your business area (IT, Central Technical & Central Engineering) building credibility, influencing decisions, challenging constructively and bringing an informed external talent market perspective to the table. \n What you'll be doing \n\n • Build trusted relationships with senior leaders, hiring managers and HR colleagues, becoming a credible Talent Acquisition Business Partner who understands the priorities, challenges and future talent needs of your client group.\n, • Partner with the business beyond individual vacancies, understanding organisational and workforce plans and translating business requirements into proactive Talent Acquisition strategies.\n, • Lead effective talent and vacancy planning conversations, challenging assumptions and advising on the best approach to attract, assess and secure the talent the business needs.\n, • Run structured intake and discovery sessions, going beyond the job description to understand the real business requirement, critical capabilities, success profile and available talent market.\n, • Influence and constructively challenge stakeholders using recruitment expertise, labour market intelligence and data, providing an informed perspective to support better talent decisions.\n, • Develop and deliver targeted sourcing and attraction strategies, including direct sourcing, market mapping, headhunting, talent pools, campaigns and appropriate use of external partners on our PSL.\n, • Provide advice on talent availability, competitor activity, salary expectations and market trends, helping stakeholders understand the implications of their requirements.\n, • Act as a Talent Acquisition subject matter expert, advising on recruitment best practice, technology, assessment, legislation and responsible resourcing.\n, • Own and/or facilitate end-to-end recruitment across a broad range of roles, balancing strategic partnering with hands-on delivery and ensuring an excellent candidate and hiring manager experience.\n, • Use TA data and insight to identify trends, risks and opportunities, turning recruitment information into meaningful recommendations and actions for your stakeholders.\n, • Build proactive talent pipelines for current and future needs, ensuring the business has access to the talent and skills required as it evolves.\n\n What we're looking for \n We're proud to be recognised in the Gender Equity Measure Top 100 for our commitment to gender equality. \n\n • Proven experience operating as a Talent Acquisition Partner / Business Partner within a complex, matrix or multi-site organisation, with the credibility to operate confidently with senior stakeholders.\n, • Exceptional business partnering and influencing skills, with a proven ability to build trusted relationships, understand business priorities, challenge constructively and translate requirements into effective talent solutions.\n, • Strong commercial and organisational awareness, with the ability to connect Talent Acquisition activity to wider business outcomes.\n, • Experience using talent market intelligence, recruitment data and insight to influence decisions and shape recruitment strategy.\n, • Strong expertise across attraction, sourcing and talent pooling, including market mapping, headhunting, proactive search and passive candidate engagement.\n, • Highly organised and analytical, able to manage competing priorities while maintaining quality, pace and attention to detail.\n, • Proactive, curious and adaptable, with the confidence to work autonomously, take ownership and identify opportunities to improve how the business attracts and secures talent.\n\n If this sounds like you, join us and grow with Greencore, and be a part of driving our future success. \n What you'll get in return \n\n • Competitive salary and job related benefits\n, • Holidays\n, • Competitive matched pension contributions\n, • Life insurance up to 4x salary\n, • Company shares save scheme\n, • Greencore Qualifications\n, • Exclusive Greencore employee discount platform\n, • Access to a full Wellbeing Centre platform\n, • Enhanced parental leave and menopause policies\n\n Throughout your time at Greencore, you will be supported with on-the-job training and development opportunities to further your career. \n We reserve the right to close this advertisement before the stated closing date. \n Recruitment Fraud Warning: \n Greencore and its recruitment partners never charge candidates any fees at any stage of the hiring process. Any request for payment relating to a job opportunity should be considered fraudulent. \n

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

Are you an experienced HR professional who loves rolling their sleeves up and getting stuck into the variety of a generalist role? \n \n Do you thrive on providing pragmatic advice, drafting crisp policies, and solving complex employee relations challenges? \n \n We’re looking for a hands-on HR Consultant to provide robust support to a portfolio of SME clients around the Leeds, West Yorkshire area - Bradford, Dewsbury, Wakefield, etc. \n \n What does being a HR Consultant involve? \n\n • You will act as a trusted HR partner to companies with no internal HR function, dealing directly with business owners and managers.\n, • You'll also support companies with under-resourced HR teams with project work, or step in to handle complex escalations for standalone HR officers.\n, • This could be tasks such as: employee relations casework, drafting policies and handbooks, restructure projects, recruitment, designing training, etc.\n, • This isn't a high-level strategy role. It’s a pure, end-to-end operational HR role where your guidance directly shapes client success.\n\n \n What we are looking for: \n\n • Proven experience in a HR generalist role (ideally you will have been a HR Advisor or HR Manager).\n, • Comfortable engaging directly with business owners, senior managers, and HR peers.\n, • Ideally CIPD qualified,but being qualified by experience is fine too\n, • Full UK driving licence and access to your own vehicle, for client visits across the local region.\n\n \n Why you'll love being a HR consultant: \n\n • No Cold Calling: There is zero requirement to bring in new clients. Your focus is purely on exceptional service delivery.\n, • Bonus Potential: Generous commission scheme available if you identify opportunities to upsell additional services to existing clients (£5-6k per year).\n, • Flexibility: The role is Monday to Friday, 40 hours. You manage your own diary and can flex your start/finish times to suit your work/life balance.\n, • Variety: You will be working from home unless you're called to a client site. This could be anywhere from zero to five days in a week.\n\n \n If you're thinking about a move into HR consultancy then this is a great opportunity: a well-established and successful team, with a growing portfolio of clients. Apply today! \n

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

Head of HR / HR Lead \n Financial Services | Hybrid \n Operational leadership with future succession to Group Head of HR \n Are you a commercially minded HR leader who thrives in a hands-on, fast-paced environment while shaping the long-term people strategy? This role offers the best of both — operational ownership of the HR function today, with a clear development pathway into a future Group Head of HR position. \n We’re looking for a Head of HR who can lead a high-performing team, partner closely with senior leaders, and build the people foundations needed for continued growth across the business and wider group. \n About the role \n For the first two years, you’ll take full operational ownership of the HR function — leading the team, strengthening processes, and ensuring the business receives a high-quality, commercially focused service. You’ll be the go-to expert for managers and leaders, providing clarity, confidence and practical solutions. \n As the organisation continues to grow, you’ll play a key role in shaping the future Group HR model. With strong performance and impact, this role is designed to evolve into a Group-level leadership position, offering genuine long-term progression. \n A typical week could involve reviewing ER trends with managers, coaching your team through complex cases, designing a development programme, or supporting a restructure. You’ll balance operational delivery with forward-thinking improvements that elevate the employee experience. \n Key responsibilities \n\n • Lead, coach and develop a team of HR professionals, ensuring high performance, accountability and continuous growth.\n, • Own the delivery of the full generalist HR remit — recruitment, performance, policy, legislation, and day-to-day people support.\n, • Build strong relationships with senior leaders, contributing to strategic discussions and supporting the delivery of business objectives.\n, • Provide confident, timely guidance on employee relations matters, ensuring issues are resolved fairly, consistently and efficiently.\n, • Strengthen leadership and management capability through coaching, guidance and targeted development interventions.\n, • Design and deliver training sessions that build core skills and support a culture of learning.\n, • Lead and support organisational change, including restructures, consultation processes and team-level change activity.\n, • Drive HR projects that enhance processes, improve efficiency and elevate the employee experience.\n, • Monitor team performance, productivity and service quality, ensuring HR delivers in a professional and cost-effective way.\n, • Hold regular 1:1s, oversee annual performance reviews and support ongoing development conversations.\n, • Stay up to date with employment legislation and industry best practice, ensuring compliance and proactive risk management.\n, • Role-model company values in all interactions and decision-making.\n, • Travel to other offices when required.\n\n What you’ll bring \n\n • CIPD Level 5 or above (Level 7 desirable).\n, • Proven experience leading and developing an HR team.\n, • Strong generalist background with depth in ER, performance management and development planning.\n, • Experience in a fast-paced, customer-focused, high-volume environment — Financial Services experience is desirable.\n, • Commercial awareness and the ability to balance people and business needs.\n, • Solid understanding of UK employment law and HR best practice.\n, • A blend of strategic thinking and hands-on delivery.\n, • Ambition to progress into a future Group-level HR leadership role.\n\n Why join? \n You’ll be joining a respected Financial Services business that genuinely invests in people development, leadership capability and continuous improvement. This is a role with visibility, influence and the scope to shape how HR supports the organisation today — while building towards a future Group Head of HR position

First Response Group is not just a workplace. It is a vibrant community where passion fuels our excellence, integrity guides our conduct, empowerment shapes our successes, and a sense of community binds us together. We are pioneers in our field, and we seek to inspire every person to reach their maximum potential. \n The HR Business Partner (HRBP) is a strategic role designed to work closely with leadership/management teams and business units to align HR strategies with business goals. The HRBP acts as a trusted advisor, providing guidance on people-related matters, including talent management, organisational development, employee relations, and performance management. The role requires both strategic thinking and hands-on execution, ensuring HR initiatives drive business outcomes and foster a positive workplace culture. \n This is primarily a remote based role, with regular travel required across the business for stakeholder meetings, site visits, and key HR initiatives. Travel is expected approximately 1 to 2 days per week, and a company car will be provided to support business travel requirements. \n First Response Group is committed to encouraging equality, diversity and inclusion across our workforce and eliminating unlawful discrimination. We are a Living Wage Foundation Recognised Service Provider, accredited to the Inclusive Employers Standard, a Disability Confident Committed employer and a signatory of the Armed Forces Covenant. \n About the Role \n HR Planning \n\n • Collaborate and support the Group HR Director to understand business objectives and translate them into effective HR strategies and initiatives.\n, • Partner with management to develop action plans to address talent gaps, retention challenges, and other people-related business needs.\n\n \n Talent Management and Development \n\n • Support performance management processes, including goal setting, feedback, and development plans.\n, • Assist with developing talent management programmes.\n, • Advise on learning and development requirements to ensure that the workforce is equipped with the necessary skills for current and future business needs.\n\n \n Employee Relations and Engagement \n\n • Act as a point of contact for employee relations issues, providing guidance on conflict resolution, disciplinary actions, and grievances.\n, • Advise and coach managers on managing employee performance and behaviour.\n, • Promote employee engagement initiatives, gathering feedback and recommending actions to improve morale and productivity.\n, • Foster a culture of trust, collaboration, and high performance within teams.\n\n \n Support in Change Management \n\n • Assist in implementing organisational changes, including restructures, TUPEs, or the introduction of new processes or policies.\n, • Support managers in communicating and managing change effectively across teams.\n, • Ensure the successful integration of change strategies into business operations.\n\n \n Workforce Planning and Organisation Development \n · Assist with the forecast of future workforce needs based on business goals and objectives. \n · Provide insights and guidance on optimising team structures, roles and responsibilities for improved performance. \n Talent Acquisition and Retention \n\n • Work closely with the recruitment team to ensure that talent acquisition strategies align with business needs and priorities.\n, • Advise on retention strategies and work to reduce turnover by identifying the root cause and developing solutions to improve employee satisfaction and engagement.\n, • Participate in the recruitment process for mid to senior level roles, ensuring a good fit with the organisation’s culture and values.\n\n \n EDI \n\n • Support the development and implementation of EDI initiatives.\n, • Partner with management and leadership to create a diverse, inclusive, and equitable workplace culture.\n, • Assist with the implementation of data monitoring.\n\n \n HR Reporting and Analysis \n\n • Provide data and insights on HR metrics, such as turnover rates, absenteeism, and employee engagement, to help inform decision-making.\n, • Assist with HR audits, employee surveys, and feedback programs to improve HR practices.\n\n Requirements \n\n • Bachelor’s degree (or equivalent) in HR, Business Admin, or a related field.\n, • 2-3 years of experience in an HR generalist role, preferably in a fast-paced environment.\n, • Level 7 CIPD (or working towards).\n, • Knowledge of employment law and HR best practice.\n, • Proven track record of implementing HR strategic initiatives.\n, • Exceptional communication and interpersonal skills, with the ability to influence and build relationships at all levels.\n, • Strong problem solving, analytical and decision-making abilities.\n, • Results oriented with a focus on achieving business goals through effective people strategies.\n, • Strong business acumen and the ability to balance strategic thinking with practical HR solutions.\n, • Excellent organisational skills and attention to detail.\n, • Empathetic and approachable with a strong customer service orientation.\n, • Resilient and capable of managing completing priorities in a fast-paced environment.\n, • Proactive attitude and a continuous improvement mindset.\n

Job Title \n People Partner - South Coast \n Location \n Asda House (Fieldbased) \n Employment Type \n Full time \n Contract Type \n Permanent \n Hours Per Week \n 37.5 \n Salary \n Competitive salary plus benefits. \n Category \n HR Generalists \n Closing Date \n 28 September 2026 \n Role Purpose \n As a Fieldbased People Partner based on the South Coast, you will be the trusted People partner to a Senior Director (SD), supporting the delivery of the people agenda across a significant business area. Working closely with senior leaders and key stakeholders, you will provide both strategic and operational people support, ensuring people priorities are aligned to business objectives. \n You will oversee the delivery of a wide range of People projects and activities, including business transformation programmes, operating model changes, organisation design, performance management, talent and succession planning initiatives. The role combines strong People partnering expertise with a practical understanding of change management, project delivery and organisational effectiveness. \n Key Responsibilities \n\n • Partner with the Senior Director and leadership team to develop and deliver people plans that support business performance and strategic priorities.\n, • Lead and support organisational design, operating model and change initiatives, ensuring effective implementation and colleague engagement.\n, • Drive performance, talent and succession activities, supporting leaders to build high-performing teams and future capability.\n, • Provide coaching, challenge and expert people advice to leaders on a range of people matters.\n, • Build strong relationships with stakeholders across the business, acting as a trusted and credible advisor.\n, • Analyse people data, trends and management information to provide insight, identify risks and support informed decision-making.\n, • Work collaboratively with People Services, Centres of Excellence and business leaders to deliver a seamless people experience.\n, • Provide support on core HR activities, ensuring alignment with policy, process and employment legislation.\n, • Champion continuous improvement, simplification and more effective ways of working across the People function and wider business.\n, • Support leadership teams in driving the organisation's culture, values and behaviours.\n\n Everything you'll love \n To ensure we balance moments where we know we need to collaborate together and the need for flexibility, Asda has a hybrid way of working with a minimum 3 days a week in one of our Home Offices. Over and above this, each area of Asda may have additional requirements which may require spending more days in the office, visiting suppliers, stores or depots. \n You will also get an excellent benefits package including: \n\n • \n Discretionary company bonus \n • \n Company pension up to 7% matched \n • \n 15% colleague discount in store and online \n • \n Free access to wellbeing services such as Stream, 24/7 virtual GP, counselling, health and dental cash plans and a 24/7 employee assistance helpline, alongside discounts across a range of services and activities, from airport parking, enhanced to theme parks and cinemas. \n • \n Asda Allies Inclusion Networks – helping colleagues to make sure everybody is included and that our differences are recognised and celebrated \n • \n Excellent parental leave policies, including maternity & adoption leave, paternity leave, shared parental leave, neonatal care leave, and support for those doing fertility treatments. \n\n We want all colleagues to be able to bring their best and true selves to work, every day. Simply put, we want our colleagues to be Proud to be Asda and proud to be themselves

Elevation Recruitment Group are excited to be working with a market-leading company based in Leeds who are looking to appoint a Junior HR Business Partner to join their team on a full time, permanent basis. \n This is a great opportunity to join an established HR team as a Junior HR Business Partner, within a business going through a significant period of growth and transformation. You’ll bring strong employee relations case management experience, alongside a practical and commercially minded approach to supporting managers. With the opportunity to broaden your experience beyond day-to-day casework, you’ll get involved in wider HR partnering, people projects and organisational change, including: \n\n • Managing a varied caseload of employee relations matters, including disciplinary, grievance, performance, capability and absence cases\n, • Providing practical advice and guidance to managers, supporting investigations and formal processes\n, • Coordinating absence management, Occupational Health referrals, return-to-work plans and workplace adjustments, using data to identify trends and recommend improvements\n, • Building strong relationships with operational managers, acting as a trusted HR contact and supporting the consistent application of policies and procedures\n, • Supporting wider HR partnering activity, including organisational change, employee engagement initiatives, people projects and cyclical HR processes\n, • Contributing to policy development, manager training and process improvements, using ER insights and colleague feedback to strengthen manager capability and the employee experience\n\n Benefits as a Junior HR Business Partner include: \n\n • Hybrid Working\n, • 26 Days Annual Leave plus Bank Holidays\n, • Death in Service\n, • Income Protection\n, • Bonus Opportunity\n\n What we’re looking for: \n\n • Strong employee relations experience, with confidence managing a range of ER cases\n, • CIPD qualified or working towards a CIPD qualification\n, • Confident influencing and constructively challenging managers\n, • Flexibility to travel to sites as and when required\n\n This is a fantastic opportunity for a Senior HR Advisor looking to take the next step into a more strategic, commercially focused HR role. If you'd like to hear more, please apply now!

We are seeking an exceptional and visionary HR Director to lead and shape our people strategy at a pivotal stage of organisational growth. This is a rare opportunity for an inspirational leader who is passionate about people, culture, and performance, and who thrives on creating an environment where individuals and teams can excel. \n As a key member of the Senior Leadership Team, you will provide strategic direction across all aspects of the employee lifecycle, ensuring our people practices support business objectives, drive organisational success, and strengthen our position as an employer of choice. You will champion our values, foster an inclusive and high performing culture, and play a critical role in shaping the future of our workforce. \n First Response Group is not just a workplace. It is a vibrant community where passion fuels our excellence, integrity guides our conduct, empowerment shapes our successes, and a sense of community binds us together. is a dynamic and forward thinking provider of security, risk management, and facilities solutions. \n We distinguish ourselves through the integration of cutting edge technology, a commitment to employee development, and a culture rooted in inclusivity and positivity. At FRG, every team member’s contribution is valued, and collective success is celebrated. \n About the Role \n Lead and develop the HR function, building strong relationships across the organisation and ensuring HR is a trusted and valued partner to the business. \n Inspire, support, and develop the HR team, creating a positive environment where individuals can grow, perform, and achieve their full potential. \n Shape and deliver the organisation's people strategy, ensuring it supports our overall business objectives and future growth plans. \n Oversee workforce planning, recruitment, talent management, succession planning, and organisational development to ensure we attract and retain the right people. \n Champion initiatives that enhance employee wellbeing, engagement, reward, benefits, and Equality, Diversity and Inclusion (EDI), helping to create an exceptional employee experience. \n Provide expert advice and guidance to the Board and Senior Leadership Team on all people related matters. \n Use people data and insights to identify trends, inform decision making, and support continuous improvement across the organisation. \n Lead the development of performance management practices that encourage accountability, recognise achievement, and support career development. \n Drive learning and development initiatives that build capability, nurture talent, and support succession planning. \n Oversee employee relations matters, offering practical and balanced guidance on disciplinary, grievance, absence management, and other complex people issues. \n Ensure the organisation remains compliant with employment legislation and HR best practice, minimising risk while promoting a fair and consistent approach. \n Lead organisational change initiatives, supporting growth, transformation, and business improvement programmes. \n Foster a positive, inclusive, and high-performing culture that reflects our values and encourages employee engagement and retention. \n Review and improve HR policies, processes, and systems to ensure they remain effective, efficient, and fit for purpose. \n Manage the HR budget, ensuring resources are used effectively and aligned with organisational priorities. \n Enhance our employer brand and employee value proposition to attract, engage, and retain high quality talent. \n Act as the senior point of contact for significant employee relations matters and provide expert support to managers across the business. \n Play a key role as a member of the Senior Leadership Team, contributing to strategic decision making and helping shape the future direction of the organisation. \n Requirements \n CIPD Level 7 Advanced Diploma (or equivalent postgraduate HR qualification) is essential. \n Significant senior level HR leadership experience, ideally operating at Director or Head of HR level within a complex, multi-site organisation. \n Proven experience of developing and implementing people strategies that support organisational growth and performance. \n Strong working knowledge of UK employment law, HR best practice, and employee relations. \n Demonstrable experience leading organisational change, culture transformation, and workforce planning initiatives. \n Experience of advising Boards, Executive Teams, and senior stakeholders on strategic people matters. \n Strong analytical skills with the ability to interpret HR data and metrics to inform business decisions. \n Outstanding leadership, communication, coaching, and stakeholder management skills.

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

Looking for a strategic HR role where you can genuinely influence organisational change and workforce planning? Enjoy hybrid working, an excellent benefits package, and an opportunity to join a values-led organisation making a real impact across its community. Immediate start preferred. Applications are welcomed from candidates available immediately or with notice periods of up to four weeks. Client Details Our client is a large, complex institution with a strong reputation for delivering meaningful impact within the communities it serves. With thousands of employees and a diverse workforce, the organisation combines a strong sense of purpose with ambitious plans for the future. It is recognised for its commitment to inclusion, employee wellbeing, professional development and continuous improvement. The organisation offers a highly collaborative environment where HR is seen as a true strategic partner and where innovation, engagement and people-focused decision-making are actively encouraged. Any experience of Education or Public Sector or large complex organisations would be attractive! Description As HR Business Partner, you will: Partner with senior leaders to support strategic objectives and workforce planning. Lead and support organisational change, transformation and restructuring projects. Provide expert guidance on complex employee relations and employment law matters. Coach and support managers to build capability and confidence in people management. Use workforce data and insights to inform decision-making and drive improvement. Collaborate with wider HR teams to deliver learning, talent and organisational development initiatives. Lead engagement and wellbeing activity across allocated business areas. Build strong stakeholder relationships and act as a trusted HR advisor and change agent. Profile We're looking for an experienced HR professional who can demonstrate: CIPD qualification (or equivalent experience and qualification). Proven HR Business Partner experience within a large and complex organisation. Strong employee relations and employment law expertise. A track record of successfully leading change and transformation programmes. Experience influencing and advising senior stakeholders. Strong coaching, relationship-building and stakeholder management skills. Experience within the public sector, higher education, NHS, local government or similarly complex environments would be highly advantageous. Immediate availability or the ability to start within a maximum four-week notice period is preferred. Job Offer Salary: £50,000 - £58,000 FTE Contract: Fixed-Term Contract until July 2027 Location: North Leeds Working Pattern: Hybrid, with approximately 2 days per week onsite Benefits Include: Free onsite parking Excellent pension provision Generous annual leave allowance Wellbeing and development programmes Flexible and hybrid working arrangements Employee discounts and lifestyle benefits Supportive and inclusive culture focused on employee growth and development Interested? If you're an experienced HR Business Partner looking for a rewarding role where you can influence strategy, drive change and make a tangible impact within a complex organisation, we'd love to hear from you. Apply today for immediate consideration

HR Business Partner – Employee Relations & Operations Permanent | Full-time| Leeds | Regular UK travel We’re looking for an experienced HR Business Partner with a strong Employee Relations background to join an operational business based in Leeds. This is a hands-on role for someone who is comfortable dealing with challenging people matters, advising operational leaders and taking ownership when situations become more complex. You’ll work across a broad range of Employee Relations issues, from manager advice and workplace investigations through to disciplinary, grievance, absence, capability and dismissal cases. You’ll also take a lead role in ACAS Early Conciliation and Employment Tribunal matters, working with external legal advisers where required. The role involves regular travel to customer sites across the UK, so you’ll need to be comfortable working independently, dealing directly with managers and stakeholders and resolving issues in an operational environment. The role You’ll provide practical HR support to operational leaders and customer stakeholders, taking ownership of complex Employee Relations matters and providing clear advice on employment law, process and risk. That will include: Taking ownership of complex and sensitive Employee Relations cases. Leading workplace investigations and ensuring cases are handled fairly and consistently. Advising managers on employment law, HR policy and appropriate process. Managing ACAS Early Conciliation matters and supporting Employment Tribunal claims. Working with external employment lawyers where appropriate. Coaching managers to deal with people matters more confidently and effectively. Visiting customer sites when an issue requires direct HR involvement. Identifying recurring ER issues and helping improve processes, policies and manager training. Supporting wider organisational change and people-related projects. What we’re looking for You’re likely to be an experienced HR Business Partner, Employee Relations Specialist or Senior HR Advisor who is already comfortable handling complex cases independently. You’ll need strong practical knowledge of UK employment law, good judgement and the confidence to challenge managers when necessary. Experience of ACAS Early Conciliation and Employment Tribunal preparation is important for this role, as is experience carrying out sensitive workplace investigations. You’ll also need to be organised, resilient and comfortable managing several priorities at once. CIPD Level 5 or above, or equivalent relevant experience, is desirable. A full UK driving licence and willingness to travel regularly are required. Career development There is scope for the role to develop further as you build your experience and take on wider HR responsibilities. To apply, please send your CV or contact ISQ Recruitment on (phone number removed) for more information. INDEN ISQ Recruitment is acting as an employment agency in relation to this vacancy

Part-Time Financial Controller (Property) £35–£40/hr (DOE) Approx. 2 Days/Week | Predominantly Remote | Leeds An excellent opportunity has arisen for an experienced Financial Controller/Qualified Accountant to join an established and successful property business on a part-time basis. This is a senior, hands-on finance position working alongside the existing finance team to improve reporting, reconciliations and financial controls, whilst supporting the team's ongoing development and sharing best practice. The role will suit someone with strong, hands-on knowedge of Property Development VAT. You will need previous experience managing the VAT complexities associated with property development, rather than general VAT/accountancy experience alone. The position is predominantly remote, requiring approximately two days per week, with occasional meetings in Leeds. Candidates should therefore ideally be based within approximately 40 miles radius of Leeds. The flexible structure could particularly appeal to an experienced Financial Controller, portfolio accountant or freelance finance professional looking for a high-quality, long-term appointment that can sit comfortably alongside other professional commitments. The Role Overseeing financial accounting across a multi-company/multi-entity structure Reviewing and reconciling intercompany balances, transactions and loan accounts Investigating and resolving intercompany discrepancies Preparing and submitting VAT returns Managing VAT treatment relating to property rental activities including refurbs and part exchange Completing Partial Exemption/PEP calculations and adjustments Ensuring appropriate VAT treatment across different property activities Understanding the financial and accounting considerations associated with HMOs and residential property Maintaining appropriate quarter-end transactional cut-off procedures Preparing and posting quarterly journals Completing quarterly balance sheet reconciliations Preparing balance sheet reconciliation packs to support year-end statutory accounts Producing quarterly financial and management reporting Supporting the development and reporting of relevant KPIs Developing and maintaining short-term cash-flow forecasting Preparing financial information, schedules and reconciliations for annual statutory accounts Liaising with external accountants and professional advisers as required Maintaining accurate and well-controlled financial records within Xero Identifying opportunities to strengthen financial controls, processes and reporting Systems & Process Development There may also be the opportunity to become involved in future finance systems and process improvement projects. Depending upon experience, this could include supporting: Finance system implementation and development Finance process mapping and system design Data migration and reconciliation System testing Implementation readiness Process and control improvements Go-live and post-implementation support Previous involvement in a finance systems implementation would be advantageous, although it is not essential. About You We are looking for an experienced finance professional who is technically strong, commercially aware and comfortable operating with a high degree of autonomy. You are likely to have: ACA, ACCA or CIMA qualification, or significant equivalent experience gained within a senior finance role Previous experience within property, real estate, property investment, residential lettings or a closely related environment Strong technical knowledge of property VAT and rental income Experience of Partial Exemption / PEP calculations and adjustments Experience working within a multi-company or group structure Strong knowledge of intercompany accounting and loan reconciliations Experience preparing information for annual statutory accounts Management accounting and balance sheet reconciliation experience Cash-flow forecasting experience Strong working knowledge of Xero The confidence to investigate discrepancies and challenge information where appropriate The ability to work independently while building strong relationships with Directors and other stakeholders Experience of HMOs and residential property portfolios would be particularly useful. Why Consider This Opportunity? Alongside the technical interest of the role, the culture of the business is a genuine attraction. As their recruitment partner, I know this client particularly well and can genuinely vouch for the way they work with and value their people. They are professional, supportive and approachable, and personally one of my favourite clients to recruit for. The position also offers something increasingly difficult to find at this level: the opportunity to retain a genuinely senior and technically interesting finance role without committing to a traditional five-day working week. It could therefore be particularly attractive to: An experienced Financial Controller looking to reduce their working week A senior accountant developing a portfolio career A freelance or contract accountant looking for a regular, long-term assignment alongside other clients An experienced finance professional looking for greater flexibility without sacrificing the quality or complexity of their work

Job Title: Talent Acquisition Sourcing Specialist Location: Leeds, London or Manchester Job Function: The Talent Acquisition Sourcing Specialist is accountable for candidate sourcing and engagement activity across CBRE Business Lines. Reporting to the Senior Talent Acquisition Partner working within a flexible structure alongside Talent Acquisition (TA) Partners to deliver recruitment activity to a successful conclusion. Sourcing candidate for existing vacancies and creating pipelines for future requirements against workforce plans through a combination of networking, research and sourcing on various candidate attraction tools and job boards. SME within Talent Management for the Local UK's largest retail account and Leeds Gateway office. Responsible for providing a high-level candidate experience and customer satisfaction, supporting CBRE diversity equity and inclusion initiatives throughout, shortlisting, providing candidate feedback, contract initiation, oversight of onboarding and induction into the business. Key Tasks: Supporting TA Leads and TA Partners to source direct candidates, provide candidate feedback, offer negotiation support as directed and contract initiation in a way that strengthens and conveys a positive CBRE employer brand Work with TA Leads and Partners to understand job requirements to be able to source suitable candidates from various job boards and databases including Avature Act as the candidate's liaison throughout the hiring process ensuring a positive experience up to day 1 and throughout their induction. Develop excellent relationships across the wider TA team, keeping stakeholders informed throughout the recruitment process Responsible for supporting TA Partners with vacancies as allocated by TA Leads to satisfactory completion Working in collaboration with other members of the Talent Acquisition and People team to ensure the delivery of high-quality recruits against requirements from diverse pools of candidates Build Talent Pipelines, responsible for fulfilling recruitment requirements by building an effective diverse talent pool of potential candidates Work collaboratively across the team to improve talent acquisition by identifying and sharing key talent Deliver face-to-face and virtual training across the Account Vacancy positing on various candidate attraction tools and job boards Provide great customer, candidate and stakeholder satisfaction Ensures corporate and legal requirements are met as part of their role and champions the Talent Resourcing Principles Understand and be compliant with latest legislation including GDPR, Data Protection and CBRE policies Promotes CBRE employer brand initiatives to attract diverse talent, actively participating across the TA team ensuring best practice is shared and implemented Act as the point of contact for internal and external talent providing customer, candidate and stakeholder satisfaction Update Avature ATS and other reporting systems to enable weekly and monthly TA activity reports Work with agreed Recruitment Agency PSL and manage 3rd party TA suppliers Support reduced and effective external agency usage across CBRE Person Specification Education Internal recruitment experience working alongside HR/People functions. Skills Able to work in a matrix organisation, prioritising and effectively communicating with key stakeholders Networking and relationship management Customer focused Excellent customer service Stakeholder and relationship management Knowledge Experience recruiting engineering/industrial and/or customer service roles Experience in the use of resourcing technologies and social networking to build candidate/talent pools A passion for Diversity Equity and Inclusion in all approaches Knowledge and experience in the use of resourcing technologies and social networking to build diverse candidate/talent pools Experience High volume recruitment Recruitment technology - ATS expertise, varied search and sourcing methods, Linked, talent pooling and market mapping Demonstrate transferable recruitment and sourcing skills into other business sectors Delivered face-to-face or virtual training/presentations (desirable) Aptitude A passion for recruitment and service delivery Relationship management Self-motivated Thrives on working in a fast moving, creative, flexible environment Strong interpersonal and communication skills Integrity Motivated to deliver Organised with attention to detail Results focused Circumstance Able to work outside code hours as required Core Competencies Understanding customer needs Responsiveness Competence to deliver Reliability Collaborates

Why Greencore? Following the combination with Bakkavor in January 2026, we're one of the UK's leading creators of convenience food, driven by a simple purpose: to make every day taste better. As a vibrant and fast-moving business, we're proud to employ over 28,000 talented colleagues across 36 manufacturing sites and 21 distribution depots in the UK and the US. Together, we bring delicious food to life. Our products cover every meal occasion from breakfast through to dinner and dessert, with lunch and snacking in between. In FY25, our shared passion helped us achieve combined revenues of approximately £4bn. Role Purpose: To provide high quality, pragmatic and commercially focused employment law advice to the Group, working with the Deputy General Counsel and the Legal team, the HR team and wider business stakeholders to manage employment legal risk, support compliance with applicable employment legislation and enable effective people-related decision making across the Group. Key Accountabilities: Provide timely, practical and legally robust advice on employment law matters, including disciplinary, grievance, absence, performance management, investigations, restructures, redundancy, TUPE, discrimination, whistleblowing and wider employee relations issues. Support the management of employment litigation, tribunal claims, ACAS or equivalent processes, settlement negotiations and pre-action correspondence, including drafting contentious documentation (e.g. tribunal responses, without-prejudice correspondence and settlement agreements arising from disputes) and where required/appropriate, instructing and managing external counsel. Draft, review and maintain non-contentious employment-related documentation, including contracts of employment, policies, procedures, settlement agreements, template letters and guidance materials. Partner with HR and business teams on organisational change, acquisitions, disposals, integrations and transformation projects, identifying employment law risks and recommending mitigation actions. Support the HR team with the Group's trade union relations and collective consultation obligations, including collective redundancy consultation, TUPE information and consultation duties, and engagement with recognised trade unions or employee representative bodies Monitor employment law developments - including implementation of the Employment Rights Act 2025 and other applicable legislation - and support the business in understanding and implementing relevant legal changes across applicable jurisdictions. Design and deliver employment law training and guidance to HR, managers and business stakeholders to improve capability and reduce legal risk. Maintain effective relationships with internal stakeholders and external advisers, and provide the Deputy General Counsel with clear, consolidated reporting on material employment matters, trends, risks and external legal spendKnowledge, Skills, Experience: Qualified solicitor or barrister with experience practising employment law in the UK, Ireland or another common law jurisdiction. Membership of a relevant law society, bar council or equivalent professional body. Strong technical knowledge of employment law, employee relations, employment litigation, settlement agreements, organisational change and workplace investigations. Experience operating in-house or advising complex, multi-site businesses is desirable. Ability to provide pragmatic, commercially balanced advice in a fast-paced operational environment. Excellent verbal and written communication skills, with the ability to explain complex legal issues clearly to non-legal stakeholders. and draft documentation for contentious and non-contentious employment related matters Strong stakeholder relationship management skills, including the ability to influence, challenge constructively and build trust with the HR team and senior business leaders. Experience managing external legal advisers and legal spend effectively. Ability to work autonomously while collaborating effectively within the legal function and across the wider business.What You'll Get in Return Competitive salary and benefits package Generous holiday allowance Matched pension contributions Life insurance up to 4x Sharesave Scheme Greencore qualifications and learning opportunities Exclusive employee discount platform Access to a comprehensive Wellbeing Centre Enhanced parental leave policies Enhanced menopause support policies

Senior Category Manager - Corporate Services - Professional Services - Procurement Manager Permanent | Competitive Salary + Bonus + Excellent Benefits Client Details Procurement is playing a key strategic role in driving growth, delivering value, and influencing commercial decisions across the organisation As part of our continued investment in Procurement, we're looking for a Category Manager - Corporate Services Procurement to lead a diverse and strategically important portfolio spanning HR & People, Temporary Labour, Business Process Outsourcing, Financial & Banking, Legal and Professional Services categories. You'll partner with senior stakeholders across the business to shape strategy, deliver value and support key transformation initiatives. This is an excellent opportunity for an experienced Corporate Services Procurement professional, or a high-performing indirect procurement specialist looking to take ownership of a diverse portfolio, partnering with senior stakeholders to drive value, innovation and business outcomes within a complex, fast-paced retail environment. Description The Opportunity As part of the Procurement team, you'll develop and deliver category strategies across a diverse Corporate Services category portfolio, driving commercial value, supplier performance, innovation, and business outcomes. Working closely with stakeholders across the business, you'll lead sourcing activity, manage strategic supplier relationships, and support key business initiatives. Category areas include: · People & HR Services · Temporary Labour · Business Process Outsourcing · Financial & Banking Services · Professional Services · Legal Services · Trading Services Key Responsibilities · Develop and execute category strategies aligned to business objectives. · Lead strategic sourcing activities, commercial negotiations and supplier selection processes, tenders, and commercial negotiations to deliver cost optimisation and value creation opportunities. · Manage key supplier relationships, driving performance, innovation and continuous improvement. · Analyse spend, market trends, and supplier capabilities to inform decision-making. · Partner with senior stakeholders to shape demand, challenge requirements and identify value opportunities. Drive innovation and continuous improvement across the category. · Monitor market trends and emerging supplier capabilities to inform category strategy. · Support Procurement's transformation agenda and embed best practice across the business. Profile About You We're looking for an ambitious procurement professional with strong commercial instincts, the ability to influence senior stakeholders and a track record of delivering results across indirect spend categories. Experience within Corporate Services procurement is highly desirable, but we're equally interested in individuals who have managed complex indirect categories and can demonstrate strong stakeholder management, strategic thinking and commercial negotiation skills. Essential Experience · Procurement experience within a medium or large-scale organisation. · Exposure to Corporate Services related spend, either as a dedicated category or within a broader procurement role. · Strong sourcing, supplier management, and negotiation capabilities within indirect spend categories. · Proven ability to influence and build effective stakeholder relationships. · Strong commercial acumen and analytical skills. · A track record of delivering measurable value and procurement outcomes. Job Offer This is a unique opportunity to join a Procurement function undergoing significant investment and transformation, where Procurement is increasingly recognised as a key driver of business performance. You'll benefit from: Ownership of a high-profile and diverse Corporate Services/ Professional Services portfolio. Exposure to senior leaders across functions. The opportunity to influence strategic business decisions and transformation programmes. A collaborative, fast-paced retail environment where no two days are the same. Clear opportunities for career development within an evolving Procurement function. Hybrid working, competitive salary, car allowance, bonus and excellent benefits.Apply Now If you're a procurement professional with indirect category management experience and a passion for Corporate Services, Professional Services Procurement, we'd love to hear from you

Head of HR / HR Lead Financial Services | Hybrid Operational leadership with future succession to Group Head of HR Are you a commercially minded HR leader who thrives in a hands-on, fast-paced environment while shaping the long-term people strategy? This role offers the best of both — operational ownership of the HR function today, with a clear development pathway into a future Group Head of HR position. We’re looking for a Head of HR who can lead a high-performing team, partner closely with senior leaders, and build the people foundations needed for continued growth across the business and wider group. About the role For the first two years, you’ll take full operational ownership of the HR function — leading the team, strengthening processes, and ensuring the business receives a high-quality, commercially focused service. You’ll be the go-to expert for managers and leaders, providing clarity, confidence and practical solutions. As the organisation continues to grow, you’ll play a key role in shaping the future Group HR model. With strong performance and impact, this role is designed to evolve into a Group-level leadership position, offering genuine long-term progression. A typical week could involve reviewing ER trends with managers, coaching your team through complex cases, designing a development programme, or supporting a restructure. You’ll balance operational delivery with forward-thinking improvements that elevate the employee experience. Key responsibilities Lead, coach and develop a team of HR professionals, ensuring high performance, accountability and continuous growth. Own the delivery of the full generalist HR remit — recruitment, performance, policy, legislation, and day-to-day people support. Build strong relationships with senior leaders, contributing to strategic discussions and supporting the delivery of business objectives. Provide confident, timely guidance on employee relations matters, ensuring issues are resolved fairly, consistently and efficiently. Strengthen leadership and management capability through coaching, guidance and targeted development interventions. Design and deliver training sessions that build core skills and support a culture of learning. Lead and support organisational change, including restructures, consultation processes and team-level change activity. Drive HR projects that enhance processes, improve efficiency and elevate the employee experience. Monitor team performance, productivity and service quality, ensuring HR delivers in a professional and cost-effective way. Hold regular 1:1s, oversee annual performance reviews and support ongoing development conversations. Stay up to date with employment legislation and industry best practice, ensuring compliance and proactive risk management. Role-model company values in all interactions and decision-making. Travel to other offices when required. What you’ll bring CIPD Level 5 or above (Level 7 desirable). Proven experience leading and developing an HR team. Strong generalist background with depth in ER, performance management and development planning. Experience in a fast-paced, customer-focused, high-volume environment — Financial Services experience is desirable. Commercial awareness and the ability to balance people and business needs. Solid understanding of UK employment law and HR best practice. A blend of strategic thinking and hands-on delivery. * Ambition to progress into a future Group-level HR leadership role. Why join? You’ll be joining a respected Financial Services business that genuinely invests in people development, leadership capability and continuous improvement. This is a role with visibility, influence and the scope to shape how HR supports the organisation today — while building towards a future Group Head of HR position

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

SOCOTEC's Central Services team provides essential support across HR, Finance, IT, Digital, Marketing, Communications and Operations, enabling our business and technical teams to deliver high-quality services to clients across the UK. By managing recruitment, staff development, payroll, financial planning, digital systems, and internal communications, we ensure smooth operations, efficiency and innovation throughout the organisation. Our people-focused, collaborative culture empowers colleagues to contribute ideas, work safely, and grow their careers while supporting SOCOTEC's mission to deliver trusted, market-leading services in infrastructure, environmental, and technical sectors. What's in it for you? Your expertise deserves recognition. Alongside a competitive salary, we offer a comprehensive benefits package including 25 days' holiday (with the option to buy more), an electric car scheme (where applicable), employee recognition programmes, family-friendly support, exclusive retail discounts, employee assistance programmes, and an enhanced company pension. SOCOTEC UK & Ireland is proud to be Disability Confident accredited. Are you an experienced HR Adviser who can provide confident, practical and commercially focused advice to managers? We are looking for a HR Adviser to join our Central HR team. This is a varied, multi-site role offering the opportunity to work closely with operational managers and HR Business Partners across a diverse and growing organisation. You will independently manage a varied caseload of routine and moderately complex employee-relations matters. This will include absence, performance, capability, probation, disciplinary and grievance cases. You will apply company policy and UK employment law, assess available options and risk, recommend appropriate action and constructively challenge managers when required. You will also support organisational change, workforce reporting, career-pathway and succession activity, and wider people initiatives. More complex, sensitive, senior or potentially precedent-setting matters will be managed in conjunction with the HR Business Partner. Hybrid working may be available in accordance with company policy and operational requirements. Regular travel to SOCOTEC locations is an essential requirement of the role, including occasional overnight stays. A full UK driving licence is required because some locations are not reasonably accessible by public transport. Your responsibilities will include: • Managing routine and moderately complex employee-relations cases, including absence, performance, capability, disciplinary and grievance matters., • Providing practical, legally informed advice, attending formal meetings and constructively challenging managers where appropriate., • Preparing accurate case documentation and supporting occupational-health referrals, reasonable adjustments and organisational change., • Coaching managers on HR policies and effective people-management practice., • Reviewing workforce information, preparing monthly KPI reporting and supporting career-pathway and succession activity., • Working collaboratively with HR Business Partners and specialist teams, escalating complex or higher-risk matters appropriately. We are looking for someone with practical experience advising managers and independently managing employee-relations cases. General HR administration experience is valuable, but applicants must be able to demonstrate hands-on advisory case-management experience. You should have: • Practical experience managing employee-relations cases, including absence, performance, disciplinary and grievance matters., • Sound working knowledge of UK employment law and the ability to provide clear, practical advice., • Confidence to assess risk, exercise sound judgement and constructively challenge managers., • Strong communication, organisation and case-management skills, including handling confidential information appropriately., • The ability and willingness to travel regularly between SOCOTEC locations, with occasional overnight stays., • A CIPD Level 5 qualification, or equivalent relevant professional knowledge and experience, is desirable. Why SOCOTEC? Join a diverse and growing organisation employing more than 2,500 people across technical, professional and operational environments. This role offers genuine ownership of a varied employee-relations caseload, exposure to organisational change and workforce initiatives, and the opportunity to work closely with experienced HR Business Partners and operational leaders. Build a traditional career path or explore opportunities across multiple disciplines - all within SOCOTEC. Your choice, your direction. Committed to Your Growth You will have access to training, support and development opportunities throughout your time with SOCOTEC. We encourage colleagues to broaden their experience, strengthen their professional capability and take ownership of their development. #YouGrowWeGrow Think you've got what it takes to add value to our success? We would love to hear from you and look forward to receiving your application. Building a safer and more sustainable world is the core mission we set out to achieve at SOCOTEC, it is at the heart of everything that we do. We are committed to acting as a key player in society, investing in innovative solutions to ensure social and environmental concerns are at the forefront of all of our business operations #J-18808-Ljbffr

A fantastic opportunity has arisen to join our Employment Practice as a Senior Associate based in our Leeds office. Department: Employment Location: Leeds The successful candidate will be responsible for managing a substantial and varied caseload of employment matters, including undertaking advocacy where necessary and appropriate. As a senior member of the Employment team, the role will also involve taking an active lead in team development and mentoring, driving business development initiatives, and handling complex fee‑earning matters on behalf of a diverse client base. Reporting directly to the Head of Employment, the Senior Associate will play a key role in supporting the strategic direction of the team, contributing to performance management, and ensuring departmental objectives and financial targets are achieved. This position offers an excellent opportunity for an ambitious and commercially minded employment lawyer to further develop their career within a dynamic and growing practice. • Manage a varied caseload of complex matters., • Provide employment law advice to education and commercial clients., • Draft advice reports, support clients with processes and other documentation such as settlement agreements., • Assist clients with HR processes and procedures., • Handle cases through tribunal proceedings., • Provide support on employment issues arising in transactions., • As well as managing a personal caseload of more complex matters, the Employment Partner is responsible for taking on additional workload where necessary in the instance that the department is nearing full capacity., • Provide ongoing technical support on matters for more junior fee‑earners., • Ensure personal Employment knowledge is kept up to date and new advancements are communicated to the wider team., • Attend monthly fee‑earner meetings with the wider Employment team, contributing where required as a senior member of the team., • Attend regular one‑to‑one meetings with the Head of Employment – report on departmental priorities and financial performance as necessary., • Provide supervision of matters for more junior fee‑earners, sign off work as and when required., • Ensure appropriate allocation of fee‑earning matters within the team – regularly assess capacity of fee‑earners and delegate work effectively where required by the Head of Employment., • Work alongside the Head of Employment to proactively drive performance of the team – conduct meetings with more junior fee‑earners where necessary., • Take an active lead in managing the client experience; attend client meetings where necessary., • Assist the Head of Employment to ensure the renewal process for existing clients is seamless and proactive in its approach., • Prepare and conduct external training sessions on employment law for prospective & existing clients., • Report regularly on business development figures to senior management., • Have experience of dealing with contentious and non‑contentious employment law matters., • Possess good knowledge and experience of tribunal procedures and protocols., • Have a high level of knowledge and understanding of employment law for high‑profile clients., • Possess exceptional client care skills., • Be highly motivated and able to add value to the role., • Be able to demonstrate proactive management of matters., • Possess networking and client development skills. Disclosure will be required in the event that a position is offered. • Competitive salary, • Bonus potential, • Life insurance, • Great working environment at our Derby head offices, • Career development opportunities, • 27 days holiday plus bank holidays, • Options to buy & sell 1 week’s holiday, • 1 week’s holiday carry over, • Extra day off for your birthday, • Staff card discount scheme for local shops, • Social days and evenings on the firm, • Monthly food on the firm for all staff, • Staff discounts on legal services #J-18808-Ljbffr

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

Are you capable of growing revenue from a trusted key customer base and turning successful placements into long-term, multi-service partnerships? Are you looking for more autonomy in your career? CSG Talent is hiring a commercially-focused, relationship-led Business Development Manager to convert inbound Sales Qualified Leads (SQLs) into new engagements and expand existing accounts. You’ll work across the six core sectors we partner with (Natural Resources, Health Sciences, Technology, Building Infrastructure, Industrial & Engineering, and Food & Consumer) to deliver Executive Search, Contract & Interim, and Talent Strategy Services. As the successful candidate, you will have access to our rewards: trips abroad, incentive days, and an industry-leading commission scheme that gives you up to 30% commission on everything you bill. Situated: Leeds or Manchester Your career is built around you. You decide your goals, your location, your future. Your career path at CSG will develop with you, helping you to craft the future you envision for yourself. In this time, we’ll give you all the tools you need to thrive. Kick things off with our onboarding process, where you’ll become familiar with the teams and the 'CSG way'. After onboarding, you’ll have advanced training with our L&D team, your ultimate supporter. They’ll make sure you have everything you need to kick off your journey and prosper at CSG Talent. At 6 months, beyond probation, your team will continue to support you, directing you to learning resources or giving you top advice. Your journey at CSG is crafted for you - giving you all the tools to succeed in the next step of your recruitment journey. • Grow revenue across a portfolio of existing key customer accounts, building plans to increase share of wallet across Executive Search, Contract & Interim, and Talent Strategy., • Identify and pursue new opportunities within existing accounts (new divisions, geographies, and hiring managers)., • Own inbound SQLs: qualify, respond, and convert into new client relationships and live mandates., • Build and maintain senior relationships with HR, Talent Acquisition, and business leaders as a trusted commercial point of contact., • Brief Consultants on new wins and remain engaged as the relationship owner throughout delivery., • Track and report on pipeline, conversion rates, and account growth using CSG's CRM., • Work closely with Consultants, Marketing and key customer stakeholders to support lead conversion. We're looking for a driven, experienced consultant who's ready to push themselves further and become part of our top talent. This role is open to candidates with previous experience in a consultant, headhunter, or recruiter role. • Experienced in a recruitment business, executive search, RPO, or another professional/talent services environment., • Industry experience is flexible - if you have Executive Search experience, even better!, • Experience and confidence in growing revenue from an existing client base, not just winning net-new logos., • Comfortable managing and converting inbound leads (SQLs/MQLs) and proactively generating opportunities., • Confident engaging senior stakeholders in a consultative, relationship-led sales style., • Highly organised with strong pipeline management and CRM hygiene., • A relationship builder who is looking to grow and develop within their Recruitment, • Pure Gym Membership, • Flexible Bank Holidays, • 4.5 Day Weeks (Based on targets), • High Flyers (access to top performer trips), • Cycle to Work Scheme, • Private Healthcare & Employee Assistance Program (EAP), • Enhanced Family Leave - Including Maternity, Paternity & Adoption, • IVF Support (up to £1000) As a successful candidate, you will expand your career in either the heart of our company, our Leeds HQ in Horsforth, or our City Centre Manchester Office. In Leeds, enjoy the vibrant suburb with nearby green spaces, a variety of restaurants, bars and fitness options, and plenty of free parking. For Manchester, you’ll be just a stone's throw away from the vibrant city centre. The office itself is situated in X+Y Embankment, giving our consultants access to sharp, communal spaces and amenities - and even a roof terrace to enjoy summer lunches on. #J-18808-Ljbffr

• Primary Location: UK - Manchester, Level 4 - 100 Emban Work with Us. Change the World. At AECOM, we're delivering a better world. Whether improving your commute, keeping the lights on, providing access to clean water, or transforming skylines, our work helps people and communities thrive. We are the world's trusted infrastructure consulting firm, partnering with clients to solve the world’s most complex challenges and build legacies for future generations. There has never been a better time to be at AECOM. With accelerating infrastructure investment worldwide, our services are in great demand. We invite you to bring your bold ideas and big dreams and become part of a global team of over 50,000 planners, designers, engineers, scientists, digital innovators, program and construction managers and other professionals delivering projects that create a positive and tangible impact around the world. We're one global team driven by our common purpose to deliver a better world. Join us. The Senior Capture Manager is a key leadership role responsible for driving strategic growth in the Transportation business through securing major pursuits ($20-$100M). This position requires leadership, strategic thinking, and the ability to lead capture and positioning strategies. Reporting to the Strategy & Growth Director for Transportation, the role involves developing and implementing winning capture and client positioning strategies, fostering collaboration across global and regional business lines, and ensuring operational excellence throughout the pursuit lifecycle. This is a hybrid role with travel as required. Key Responsibilities: Capture Leadership & Impact • Lead enterprise critical pursuits ($20-$100M) as the Capture Director formulating clear and compelling winning capture and client positioning strategies., • Drive integrated strategies to improve capture and win rates and secure transformative programs., • Analyse competitive landscapes, leveraging insights from recent wins and losses to refine strategies., • Build trust with client decision-makers, delivery partners and internal stakeholders, including Client Account Managers, Market Sector Leaders, and Regional Business Line Leaders., • Innovative thinker, problem solver and willing to challenge teams to stretch beyond the norm., • Demonstrate resilience and adaptability, ensuring focus remains on those opportunities which will deliver growth ambitions and provide greater value to our clients. Business Development • Drives growth through the ability to position for and capture key opportunities including both new business opportunities and the renewal / extension of existing opportunities within key accounts., • Lead a holistic approach to capture strategy development, including client listening, win strategy creation, solution development, marcomms planning, answer planning, review through to debrief and lessons learnt., • Partner with proposal, marketing, technical, operations and commercial teams to prepare Capture Plans for complex proposals., • Partner with Client Account Managers and business leaders to nurture client relationships, identifying needs and delivering tailored solutions. Develop opportunity pipelines based on client intelligence., • Position AECOM’s innovative solutions, including ESG, digitalisation, and equity-focused initiatives, to meet client transformation agendas., • Partner with the Client Account Managers, Market Sector Leaders, and other business line representatives to have the right conversations with the client at the right time, thinking in a client-centric way to leverage Our Client Promise in delivering capture outcomes that align with client expectations., • Drive cultural change in approach to capture, supporting the adoption of AECOM’s positioning and pursuit playbooks and roll out of supportive training across the region., • Support the growth in strategic capture capability enabling teams to become self-reliant – supporting the coaching and training of regional capture and work-winning teams, including CAMs, capture, bidding and Marcomms professionals., • Facilitate pursuit strategy meetings and provide guidance and coaching for client engagement/positioning, presentation and interview teams., • Promote a collaborative approach, leveraging multidisciplinary teams from across the region and globe to achieve success., • Guides technical writers to develop dynamic and compelling content (all channels not just RFP), that is both compliant, compelling and persuasive. Ensure partnership between technical, marketing and proposal staff for proposal best practices. Operational Excellence • Champion the complete lifecycle of the sales process, ensuring quality assurance and adherence to Go/No-Go rigor. Maximise the value from growth enabler functions (e.g. Major Pursuits Team, Client Listening, Digital AECOM, AI, Strategic Marcomms and HR); take the lead in coordinating strategy development with these functions on your major pursuits identified for their support., • Coordinate with strategic marketing to plan and execute effective pursuit-based positioning campaigns that supports client positioning/engagement and elevated brand awareness., • Ensure compliance with commercial, financial, legal, and governance elements of opportunities and contracts., • Drive accountability for delivering sales metrics and achieving high capture/win rates., • Experience in significant pursuit capture strategy development and alignment with business targets and growth strategy, recognised as an industry expert, • Proven track record of successfully leading strategic and complex pursuit strategies (NSR > £20m) across multi-disciplinary and multi-locational teams, including working alongside clients, delivery partners and supply chain, • Demonstrated ability to collaborate at all organisational levels – strong leadership skills with experience of managing large and diverse pursuit/capture teams, • Expert communicator - experienced in facilitating collaborative workshops with diverse teams, ensuring an inclusive approach to stakeholder engagement, • Experience must demonstrate sales production metrics, demonstrated skills in business development strategy, team leadership, client discovery and development of compelling value propositions that meet client’s needs. At AECOM, we are committed to maintaining a secure and trustworthy recruitment process and take any fraudulent hiring activity seriously. To support this commitment, all newly hired employees are required to attend an in-person Day 1 onboarding at an AECOM office location as a condition of employment. About AECOM AECOM is the world’s trusted infrastructure consulting firm, delivering professional services throughout the project lifecycle – from advisory, planning, design and engineering to program and construction management. On projects spanning transportation, buildings, water, new energy and the environment, our public- and private-sector clients trust us to solve their most complex challenges. Our teams are driven by a common purpose to deliver a better world through our unrivaled technical and digital expertise, a culture of equity, diversity and inclusion, and a commitment to environmental, social and governance priorities. AECOM is a Fortune 500 firm and its Professional Services business had revenue of $16.1 billion in fiscal year 2025. See how we are delivering sustainable legacies for generations to come at aecom.com and @AECOM. Freedom to Grow in a World of Opportunity You will have the flexibility you need to do your best work with hybrid work options.Whether you’re working from an AECOM office, remote location or at a client site, you will be working in a dynamic environment where your integrity, entrepreneurial spirit and pioneering mindset are championed. You will help us foster a safe and respectful workplace, where we invite everyone to bring their whole selves to work using their unique talents, backgrounds and expertise to create transformational outcomes for our clients. AECOM provides a wide array of compensation, benefits and well-being programs to meet the diverse needs of our employees and their families. We’re the world’s trusted global infrastructure firm, and we’re in this together – your growth and success are ours too. Join us, and you’ll get all the benefits of being a part of a global, publicly traded firm – access to industry-leading technology and thinking and transformational work with big impact and work flexibility.As an Equal Opportunity Employer, we believe in each person’s potential, and we’ll help you reach yours. We are aDisabilityConfidentEmployer and will offer an interview to applicants who have a disability or long-term condition, who meet the minimum/essential criteria for the role. Please let us know using this email address [emailprotected] if you would like to apply through theDisabilityConfidentInterview Scheme. All your information will be kept confidential according to EEO guidelines. #J-18808-Ljbffr

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

Location: Grange Moor, Wakefield (WF4). We're a multi-site organisation, so travel to other sites will be required where support is needed. Hours: Full time, 37.5 hours per week, 9am to 5pm with a half hour unpaid lunch. We're happy to discuss start and finish times. Working pattern: Some flexibility to work from home following successful onboarding (around one day per week). This is a rare chance to build something rather than inherit it. Across a Group of around 700 people, you'll own both recruitment and learning and development - and you'll be shaping how both are done, not maintaining someone else's framework. You'll work directly with the Head of HR, HR Business Partners, line managers and senior leadership to identify what capability the business needs now and in the future, then build the plans, training materials and talent pipelines to deliver it. That means real exposure to SLT and ELT, and real ownership of the outcome. There's also scope to bring AI and digital tools into how the Group recruits, trains and develops people. If you've been waiting for a role where your ideas get built rather than filed, this is it. • Lead the full recruitment lifecycle, from vacancy briefing and attraction through to selection, offer and onboarding, • Partner with managers to understand current and future workforce needs and build recruitment plans around them, • Develop direct sourcing strategies, talent pipelines and employer branding to improve candidate quality and reduce agency reliance, • Build relationships with colleges, universities and apprenticeship providers, • Report on recruitment KPIs including time-to-hire, cost-per-hire, quality of hire and vacancy trends, • Ensure recruitment follows the Group's authorisation process, with approvals and documentation retained correctly, • Own the Group learning and development plan, working with line managers, SLT and ELT to identify capability requirements, • Design and maintain Group training and skills matrices covering mandatory, technical, role-specific and development needs, • Translate skills gaps into practical training and personal development plans, • Create internal training materials, toolkits and learning resources, working with subject matter experts, • Support Health & Safety and other functions with e-learning, mandatory and compliance training, • Support the Head of HR to develop and embed Group talent and succession frameworks, • Coordinate talent reviews and help managers identify high-potential employees, • Build career pathways and matrices that give people clear routes to progress, • Link personal development plans to training, career pathways and succession activity, • Manage apprenticeship programmes and Apprenticeship Levy spend, alongside graduate, apprentice and early-careers attraction, • Identify and implement ways to use AI and digital technology across recruitment, learning and talent, • Use technology to improve productivity, candidate attraction and the quality of learning content, • Explore new learning technologies and support the wider HR team to adopt AI-enabled ways of working, • Review processes for opportunities to simplify and automate You'll also work with the wider HR team on Group people initiatives, workforce planning and organisational development projects, and keep recruitment, learning and talent records accurate and compliant with employment legislation, GDPR and Group policy. • Proven experience managing end-to-end recruitment and building effective attraction strategies, • Practical learning and development experience, including identifying training needs and developing training plans, • Experience designing or implementing training or skills matrices, • Experience creating internal training materials, toolkits or learning resources, • Demonstrable experience of using AI or digital technology to improve processes, productivity or service delivery, • Strong stakeholder management, • Strong project management, organisational, analytical and communication skills, • Strong IT skills and confidence picking up new systems and digital tools, • Full UK driving licence and willingness to travel between Group sites as required, • Experience managing apprenticeship programmes and Apprenticeship Levy funding, • Experience of succession planning, talent reviews, career pathways or capability frameworks, • Experience within a multi-site or Group organisation, • Experience using an LMS, ATS or HRIS, • CIPD, L&D or a relevant professional qualification, or working towards one You'll be well organised, comfortable juggling competing priorities across several sites, and happy working independently as well as with the wider team. You'll need the credibility to influence managers and senior leaders, and the confidence to challenge where it's needed. Curiosity about AI and new technology matters here, as does discretion. • 25 days' annual leave, with the option to purchase a further five (subject to eligibility), • Healthcare cash plan from day one, • 2x death in service benefit from day one, • Store discount, • Free car parking, • Company sick pay on completion of your probation period, • Some flexibility to work from home following successful onboarding (around one day per week), • Flexibility to discuss your start and finish times You may have experience of the following: Talent & Employee Development Business Partner, Recruitment & L&D Advisor, Talent Acquisition & Development Specialist, Learning & Development Advisor, Recruitment and Training Specialist, Resourcing & Development Specialist, Learning and Talent Coordinator, etc. #J-18808-Ljbffr

The Senior Manager HR Business Partner is a senior strategic HR partner and key advisor to the functional leadership team. Lead, mentor, and upskill the HRBP team to transition from operational tasks to a high standard of strategic partnership. Define team workflows aligned with global HR governance

LeoVegas Group is seeking a Senior Manager HR Business Partner in Leeds to shape global people strategy and align business goals with organizational capability.

Torque is an award-winning, end-to-end supply chain specialist, providing exceptional solutions to fashion brands and retailers for over 30 years. We always go the extra mile to help our customers’ businesses succeed, which is why some of them have been with us since the very start. We have a core set of values that sets us apart from the crowd. They are the guiding principles that define how we conduct ourselves. Within each of those core values lies a set of brand behaviours that help us embody the brand values in our day-to-day lives. If these sound like you, then you could be a perfect fit for the team. The Torque Mission is our commitment to our customers. We all play a vital role in our customers' success. They depend on us to make every element of our service as good as can be. They rely on the strong personal relationships we create. Not just with them but within our team. They trust us to go the extra mile, do everything we can to the best of our ability and continue to improve. These values are our foundation and underpin every customer relationship we have. If we follow them, we'll continue to be successful together. One team. One Torque. We deliver our mission through our core values and behaviours. The HR Advisor serves as a key point of contact for managers and employees across the business functions providing expert guidance and support across a wide range of HR topics, ensuring compliance with internal policy and employment legislation. This role serves as a trusted partner to the business, driving culture, promoting best practice and supporting to foster a great place to work in everything they do. Use your knowledge of employment law to ensure best practise across Torque, ensuring managers operate within the bounds of legislation and provide clear and transparent communication to the colleague. • Provide guidance, advice and support line Managers/Supervisors within your area, on:, • Short term absences across sites (including but not limited to, RTW plans, escalation of disciplinary, adjustments plans), • Family friendly policies: Maternity, Paternity, Shared Parental Leave, Flexible Working etc. (Provide the documentation for all family friendly policies and support managers in meetings with colleagues where necessary), • Investigations and Disciplinaries for conduct issues (note-taking where necessary), • Grievances, • Capability issues; performance and attendance (LTS), • Any other People Related Topic, • Support the HR manager to develop workforce and manager specific capability through training delivery, • Working with managers to ensure people issues are resolved in a timely manner with no unnecessary delays, • Covering administrative duties in the absence of the HR Administrator, • Supporting the wider the HR team with ER issues and providing availability for note taking and supporting with the administration of ER cases ensuring a consistent HR approach across sites., • Support HR Manager in managing workplace adjustments and risk assessments., • Working with hiring managers to deliver end-to-end recruitment processes for salaried employees including internal and external advertising, selection process, offer stage and onboarding:, • Continuously review our resourcing channels to ensure that the advertisement of roles is successful. Including, sourcing and supporting community recruitment opportunities to build brand awareness, • Providing coaching and guidance to managers to ensure recruitment and selection process is legally compliant, • Accurate tracking of salaried applications and shortlisting candidates based on job criteria, • Providing professional response and feedback to candidates at all stages of the process, • Deliver a robust welcome and onboarding experience, • Conduct HR inductions for all new starters, • Ensuring relevant training and documentation is in place before authorising changes to personal details or access to business systems., • Use recruitment strategies that align with talent and succession plans, • Hardworking - Be flexible and visible for all teams across the business. Working hours reflect where your guidance and support is needed most., • Efficient - Plan effectively ensuring robust tracking of each process to ensure timescales are adhered to., • Adaptable - Be the change expert and be courageous when delivering change initiatives., • Approachable - Ensure difficult conversations and situations are handled respectfully in line with our values. Create an atmosphere of trust and respect where managers can ask questions and explore thinking safely., • Honest - Create an environment of trust, and deliver difficult messages with respect and empathy whilst maintaining a legal perspective., • Proactive - Drive your own continuous development to ensure you are always up to date on legislation and are prepared for any updates or new policies as required., • Courageous - Make difficult decisions and have difficult conversations and equip our teams to do the same., • Positive - Be a champion for change and growth., • CIPD Level 5 qualified or currently working towards or willing to work towards, • +1 years’ experience in HR Advisory role, • Ability to work across multiple locations, • Right to work in the UK identification must be provided if you are selected for an interview (birth certificate/passport/identity card/share code)., • Seniority level: Mid-Senior level, • Employment type: Full-time, • Job function: Human Resources, • Industries: Transportation, Logistics and Storage #J-18808-Ljbffr

Eyzon are delighted to be partnering with EPUKI to appoint their new Head of Reward. EPUKI is the UK division of (EPH), a leading European energy group. Established in 2015, EPUKI owns, operates, and develops a diverse portfolio of gas, biomass, and flexible electricity generation assets across the UK and Ireland, playing a key role in supporting the transition to a low‑carbon energy future. This role is based in their modern Leeds office at Thorpe Park and offers a hybrid working model while supporting reward strategy across the UK and Ireland. It is a fantastic opportunity to lead and shape the total reward strategy in a growing organisation of over 550 employees, overseeing pay structures, benefits, and incentives to ensure competitive and consistent frameworks that support attraction, retention, and engagement. • Lead and shape the total reward strategy across the UK and Ireland., • Oversee pay structures, benefits, and incentives., • Ensure competitive and consistent frameworks to support attraction, retention, and engagement., • Partner with senior stakeholders across HR, Finance, Generation, ExCo, and RemCo to deliver both strategic direction and hands‑on execution., • Modernise reward processes and enhance analytics., • Support business growth through M&A and new projects. If you’re a proactive reward professional who enjoys a mix of strategy and delivery in a fast‑paced, collaborative environment, we’d love to hear from you. • Mid‑Senior level, • Full‑time, • Human Resources, • Electric Power Generation Please do get in touch with Danielle Reynolds: . Any direct or third‑party applications will be forwarded to Eyzon. #J-18808-Ljbffr

LeoVegas is seeking a Senior HR Business Partner to act as a strategic advisor to the global leadership team. You will bridge long-term business objectives with organisational capability, leading a team of HRBPs and guiding talent strategy for scalable growth. You will leverage data-driven insights to anticipate talent trends, design scalable structures, and partner across HR to ensure global initiatives align with business needs. #J-18808-Ljbffr

The Senior Manager HR Business Partner is a senior strategic HR partner and key advisor to the functional leadership team. Lead, mentor, and upskill the HRBP team to transition from operational tasks to a high standard of strategic partnership. You act as the lead HR owner of the people strategy for

We're partnering with a well-established, growing organisation that is investing heavily in its people agenda and building capability across the business. This is an excellent opportunity for an experienced HR professional looking to broaden their generalist experience, gain exposure to strategic people initiatives and work closely with senior stakeholders. You'll join a collaborative People team where you'll have the opportunity to influence, challenge and develop your career, supporting a diverse operational workforce across multiple sites. With ongoing change, transformation and development projects underway, this role offers genuine variety and the chance to make a visible impact. This role is initially a 12-month FTC which offers genuine development opportunities. • Provide pragmatic, commercially focused HR advice and support across a broad range of people matters., • Partner with managers and leaders to deliver effective people solutions aligned to business objectives., • Coach and support managers on employee relations issues including absence management, performance, disciplinary and grievance cases., • Advise on recruitment, organisational design and workforce planning activities., • Support change programmes, restructures and wider people projects., • Analyse people data and trends to identify risks, opportunities and areas for improvement., • Build strong relationships with stakeholders across the business, including senior leadership teams., • Work collaboratively with internal HR colleagues to ensure an outstanding employee experience., • Contribute to the continuous improvement of HR processes, policies and practices, • CIPD qualified or working towards qualification., • Proven HR Advisory or HR Business Partnering experience within a complex organisation., • Strong employee relations knowledge with the confidence to coach and influence managers., • Experience supporting organisational change and business transformation initiatives., • Commercially aware with the ability to balance business needs with best practice., • Strong relationship-building and stakeholder management skills., • Comfortable working in a fast-paced, evolving environment., • Previous experience within operational, engineering, manufacturing, logistics or unionised environments would be advantageous. This is an excellent opportunity for an ambitious HR professional who enjoys partnering with the business, building capability and driving positive people outcomes. You'll be joining a forward-thinking organisation that offers exposure to exciting projects, strong career development opportunities and the chance to play a key role in shaping the future people agenda. The successful candidate will work alongside a supportive HR team, can be based from Castleford or North Allerton. #J-18808-Ljbffr

Key requirementsTrack record of strategic HR delivery in a fast-paced, growth environment (HR Manager or HR Business Partner typical)Experience building trusted senior relationships through organisational changeProven ability to

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