Gofractional

Gofractional is seeking a highly experienced Customer Success Business Partner to join for a critical leave cover in London. You will own a portfolio of key accounts, drive adoption of Anaplan solutions, ensure ROI, and collaborate with Partners and Professional Services for seamless implementations. The role requires exceptional communication, strategic leadership, and a proven track record in SaaS, advisory, or technology consulting, with a customer-first mindset and ability to influence at

Role Who you are Previous experience driving value in customer success, presales, or management consulting roles Required background in Enterprise Performance Management (EPM), Enterprise Planning, or Analytics Exceptional communication and presentation skills; comfortable and confident engaging at all levels, including the C suite Proven track record in Technical Customer Success, SaaS platforms, Project Leadership, Technology Consulting, or Advisory roles A unique ability to translate complex technical concepts into clear, customer friendly business value Familiarity with software development processes and design methodologies A customer first mindset coupled with strong problem solving skills and the ability to remain calm and decisive under pressure Experience leading cross functional teams to address sophisticated customer needs or deliver key projects Desirable Subject matter expertise in Planning and Modelling, particularly in Supply Chain, Finance, or Sales Hands on experience advising on or establishing a Center of Excellence (CoE) or similar governance structure Familiarity with Anaplan or comparable enterprise planning platforms Background in change management and enterprise wide business transformation initiatives Experience crafting customer facing collateral, such as success playbooks or templates Exposure to renewal strategy and expanding customer footprints through upsell/cross sell practices What the job involves We are seeking a highly experienced Customer Success Business Partner to join our team for a critical leave cover In this highly visible and vital role, you won't just be keeping the seat warm-you will be a driving force within our Customer Success team You will step into an established portfolio of key accounts, taking primary responsibility for the successful deployment, user adoption, and ongoing health of their Anaplan solutions As the strategic anchor for our customers, you will collaborate closely with Partners and Professional Services to ensure seamless implementations, exceptional ROI, and long term success If you are a seasoned CS professional who loves parachuting into dynamic environments, delivering immediate value, and shaping customer transformation, this is the perfect opportunity to make your mark Key Responsibilities Drive Immediate Value: Manage a prominent portfolio of customers, hitting the ground running to drive adoption, expansion, retention, and maximum ROI Be a Trusted Advisor: Guide customers through the value delivery lifecycle, helping them transform their processes and achieve critical business objectives using Anaplan Strategic Leadership: Lead executive level Quarterly Success Reviews (QSRs), presenting Success Scorecards to executive sponsors and key stakeholders Uncover Opportunities: Identify customer pain points and conduct targeted workshops to promote new use cases, surfacing upsell and cross sell opportunities Champion the Customer: Proactively build strong relationships, acting as the internal voice of the customer to raise risks, advocate for their needs, and ensure goal alignment Mitigate Risk: Identify renewal risks early and partner seamlessly with Renewal Managers and Account Executives on robust mitigation plans Empower Self Sufficiency: Advise customers on establishing Centers of Excellence (CoE) or similar governance models to promote long term self sufficiency Leave a Legacy: Contribute to our evolving customer success assets, playbooks, and reference case studies, leaving the team stronger than you found it Position Details Contract Type: Fixed Term Contract Level: Senior and Expert Location: London Salary: Not provided

Role Profile Purpose of the role A 6 month Maternity leave contract. The Global Head of Talent Acquisition is responsible for providing strategic leadership and oversight of ISP's global talent acquisition approach across both academic and non-academic hiring, ensuring the organisation can attract, develop and appoint the capability required to support its regions and schools long-term success. The role focuses on setting direction, enabling delivery and evolving strategy, with increasing emphasis on internal mobility, succession and sustainable talent pipelines, alongside selective and targeted external hiring where required. Working in close partnership with the Group Head of People Operations and the Group Head of Professional Learning, the role supports a joined-up approach to talent that balances external market access with internal development, retention, and capability building. This role provides strategic leadership with intensive operational involvement for senior hiring and complex, business-critical roles. Reports to: Group COO ISP Key Responsibilities 1. Talent Strategy and Direction Lead the ongoing development of ISP's global Talent Acquisition strategy across academic and non-academic hiring. Lead, and directly line manage a Team of 7 across the UK and Spain. Ensure the TA strategy supports both immediate hiring needs and longer-term organisational capability. Provide clarity on where external hiring adds value versus where internal development and progression should be prioritised. 2. Academic and Non-Academic Talent Acquisition (Strategic Oversight) Provide strategic oversight of academic and non-academic talent acquisition globally, ensuring alignment with ISP's priorities, values, and long-term direction. Lead and provide strategic direction to the Group International Talent Managers for Academic and Non-Academic recruitment, ensuring delivery of group-wide priorities, initiatives, and outcomes. Set clear direction and priorities while enabling regional teams to deliver day-to-day hiring activity effectively. Support a coordinated approach across academic and non-academic recruitment, sharing insight, best practice, and lessons learned to drive continuous improvement. Act as a point of alignment and escalation where hiring activity is complex, business-critical, or high risk. 3. Partnership with People Operations and Professional Learning Partner closely with the Group Head of People Operations to align talent acquisition with people strategy, organisational design, and workforce priorities. Collaborate with the Group Head of Professional Learning to strengthen connections between hiring, internal development, leadership readiness, and succession. Support a shared, balanced approach to talent that integrates recruitment, development, and retention. Contribute talent market insight and perspective to people-related planning discussions. 4. Market Insight and Decision Support Provide insight into external talent markets, including availability, salary trends, and mobility considerations. Use experience and judgment to support realistic decision-making and prioritisation. Share directional, honest updates on hiring performance, risks, and trade-offs with senior stakeholders. Help leaders understand the balance between speed, cost, quality, and internal development. 5. Senior and Executive Hiring Delivery (Hands-On) Lead and directly deliver end to end recruitment for senior management and executive level roles globally, including business critical and hard to fill positions. Manage full cycle recruitment activity from market mapping and sourcing through to assessment, offer management and onboarding for key leadership appointments. Partner closely with Executive Committee members and regional leadership teams to shape hiring strategy for senior roles. Engage and manage executive search firms and specialist third party providers where required, ensuring clear scope, value for money and timely delivery. Provide hands on support and escalation for complex or high risk hiring activity across both academic and non-academic recruitment. Support additional talent related projects that arise during the maternity leave cover period in line with organisational priorities. 6. Employer Brand, Agencies and Cost Awareness Support the development of ISP's employer brand in partnership with HR and Marketing. Oversee agency usage strategically, ensuring it is targeted, value-adding, and cost-conscious. Encourage sustainable hiring practices aligned to organisational values and long-term outcomes. 7. Safeguarding and Governance Ensure all recruitment activity reflects ISP's safeguarding commitments and safer recruitment standards. Maintain appropriate governance and consistency across regions and schools. Support hiring managers to operate confidently, fairly, and compliantly. 8. Talent Systems, Technology and AI Enablement Provide leadership and strategic oversight of Talent Acquisition systems and technology, ensuring they are optimised to support effective, efficient, and scalable hiring practices. Oversee the effective use and continuous improvement of the Workday ATS and CRM, ensuring they support both external hiring and increasing internal mobility. Guide the considered and responsible adoption of AI-enabled tools and automation within Talent Acquisition, improving sourcing, screening, insight, and candidate experience where appropriate. Ensure TA systems are used consistently and proportionately across Group, Regions, and Schools, balancing global standards with local needs. Partner with People Systems, HR, and external vendors to ensure TA technology remains fit for purpose and aligned to organisational priorities. Use systems and technology to reduce administrative burden, improve visibility, and support better decision-making rather than adding complexity. 9. Data, Insight and Executive Reporting Promote a data-informed approach to Talent Acquisition, using insight and trends to support prioritisation, risk identification, and realistic decision-making. Ensure TA data is used to understand patterns in hiring demand, market availability, timelines, and sourcing effectiveness, without reliance on overly complex analytics. Provide clear, concise monthly Talent Acquisition updates to Executive Committee, focused on outcomes, risks, trends, and decision points rather than operational detail. Translate data and market insight into meaningful narrative for senior leaders, highlighting trade-offs between speed, cost, quality, and internal development. Ensure TA reporting supports organisational transparency, forward planning, and informed discussion at senior level. 10. Talent Acquisition Budget Management and Cost Control Own and manage the Global Talent Acquisition budget for the duration of the contract period. Monitor agency spend, sourcing tools, technology costs and advertising expenditure to ensure alignment with financial targets. Support leadership in making commercially informed hiring decisions that balance speed, quality and cost. Identify opportunities to reduce external agency reliance through sustainable sourcing and internal mobility strategies. Provide monthly visibility of Talent Acquisition spend against budget, highlighting risks, trends and required trade offs. 11. KPI Delivery, Governance and Investor Reporting Ensure Talent Acquisition activity supports delivery against agreed Board and investor level KPIs, including but not limited to time to hire, new hire retention, cost per hire and internal mobility. Track and report progress against these KPIs on a monthly basis, highlighting performance trends, risks and mitigation actions. Provide concise Talent Acquisition updates for Board and investor reporting cycles as required. Use hiring data and market insight to inform realistic workforce planning and prioritisation discussions with senior stakeholders. Support organisational transparency through clear reporting on hiring performance, outcomes and return on investment. Skills, Qualifications and Experience 10+ years experience in Talent Acquisition Experience leading or shaping Talent Acquisition in a global or multi-regional context. Comfortable operating in a matrixed organisation and partnering across functions. Strong relationship builder with the ability to influence without authority. Able to think strategically while remaining grounded in operational reality. Commercially aware, with a balanced and pragmatic approach to decision-making. Values-led, collaborative, and committed to continuous improvement. Experience in education or other service led, purpose-driven organisations Cross-cultural experience Experience in Private Equity backed, fast-growth organisations preferred

A global educational organization based in the UK seeks a Global Head of Talent Acquisition for a 6-month maternity cover. This pivotal role focuses on continuing to develop and implement the talent acquisition strategy for academic and non-academic roles. The ideal candidate will have over 10 years of experience in talent acquisition, particularly in global settings, and be able to lead a team while managing complex hiring activities. This position offers strategic oversight and emphasizes internal development alongside external hiring.

Group Head of Supply Chain (Transformation) London - Hybrid with travel across UK and Netherlands Competitive Salary + Benefits About the Role We're looking for an experienced Group Head of Supply Chain (Transformation) to join us on a 12-month interim basis, based in London with travel across the UK and Netherlands. This is a high-impact leadership role focused on transforming our supply chain into a single, aligned Group function. You'll simplify how we work, bring teams together, and improve performance across availability, stock, and operational efficiency-ensuring we're set up for success during key seasonal peaks. Working closely with the COO and cross-functional teams, you'll shape the future of supply chain at Moonpig, building a scalable model that supports both current markets and future growth. Key Responsibilities: Combine the UK and Netherlands supply chain teams into one Group function with clear roles, responsibilities and consistent ways of working Redesign processes, governance and success measures to create a simple, scalable operating model in collaboration with Buying and Operations teams Deliver supply chain KPIs across availability, warehouse utilisation, stock cover and peak readiness Reduce total stock value by more than 30% through improved forecasting, replenishment and stock control Reduce UK pallet volumes by more than 25% to enable exit from third-party storage Own supply chain planning and stock optimisation using Slim4 and data-led forecasting Lead readiness for key seasonal peaks including Christmas, Valentine's Day, Mother's Day and Father's Day Bring New Markets (USA, Australia, Ireland) into the team's scope, including Slim4 expansion Lead and develop UK and NL teams through a period of change Coach team leads and assess long-term leadership potential Recommend and implement a sustainable future leadership structure Support external hiring for a permanent lead if required Build capability and accountability across the team About You: Proven experience leading supply chain transformation in e-commerce or D2C; relevant retail or FMCG experience also considered. Proven track record of reducing inventory and working capital while maintaining product availability Strong expertise in forecasting, replenishment, stock optimisation and supplier coordination Experience combining teams and embedding consistent ways of working across markets Strong experience managing peak trading cycles in seasonal environments Ability to coach and develop leaders while shaping future team structures Experience implementing supply chain planning tools, ideally Slim4 or similar Exposure to international supply chain operations and multi-market environments Experience in interim or transformation leadership roles Experience reducing warehouse footprint or removing third-party storage What's in it for you? Competitive Pay & Bonuses: Plus, generous pension plans & staff discounts. Wellbeing First: Private healthcare (UK), mental health support & dog-friendly offices (London & NL). Flexible Working & Time Off: Generous holidays, hybrid working (1-3 days in office, depending on role/team) & up to 20 days of international working. Career Growth: Learning allowances, coaching & development programs. Work Arrangement: Fixed Term Contract (12-month interim basis) Hybrid with travel across UK and Netherlands Regular in-person office time expected (1-3 days in office, depending on role/team)

Who you are Data-driven marketing leadership: You have extensive experience leading data-driven marketing organisations and building cultures where performance measurement and experimentation guide decision making. You demonstrate strong analytical thinking when identifying opportunities, diagnosing performance issues, and attributing marketing outcomes. You are comfortable using data to guide investment decisions, shape strategy, and communicate performance clearly across the organisation. Demand generation expertise: You have experience building demand generation engines in SaaS or marketplace businesses where marketing is directly responsible for pipeline creation and revenue growth. You understand best practice across the full demand generation lifecycle, including audience segmentation, messaging, lead capture, lead nurturing, and pipeline acceleration. Experience with account-based marketing and supporting both mid-market and enterprise sales motions is preferred. Acquisition channel expertise: You have experience leading acquisition across a range of marketing channels, including paid digital (paid search, paid social, and video), partnerships, content marketing, and search engine optimisation. You understand how to build and scale diversified demand generation engines, balancing short-term performance marketing with longer-term sustainable demand creation. You are also aware of how emerging AI-driven search environments are changing discovery and distribution. B2B CRM expertise: You have a strong understanding of CRM systems in a B2B environment and how they support pipeline management, lead scoring, lifecycle marketing, and marketing attribution. You are comfortable working closely with sales teams to ensure CRM systems support effective pipeline visibility, lead nurturing, and revenue forecasting. Strategic planning and forecasting: You have experience building marketing plans that incorporate forecasting, resourcing, capital allocation, and clear performance measurement. You are comfortable setting growth targets, defining channel investment strategies, and ensuring marketing plans are aligned with broader company objectives. Cross-functional collaboration: You know how to collaborate closely with product, data, and technology teams to ensure marketing strategy and product development are aligned. You understand how marketing insight can inform product direction, positioning, and customer experience across both sides of a marketplace. Communication and storytelling: You are an effective communicator who can clearly articulate strategy, build alignment across teams, and develop a following around the marketing vision. You are comfortable presenting to senior leadership and translating complex marketing concepts into clear commercial narratives. Personal attributes: You bring high energy, positivity, and a strong self-starting attitude. You are comfortable stepping into complex environments, building relationships quickly, and creating momentum in teams and projects. What the job involves Lead growth at Unbiased as Interim CMO. Own marketing across our AI-powered advice marketplace, drive revenue, and scale a high-performing team as we double the business in the UK and US. Unbiased is looking for an interim Chief Marketing Officer to lead the next phase of growth across both sides of our marketplace. This role owns marketing strategy and execution for consumers seeking financial advice and for financial advisors looking to grow their businesses through the Unbiased platform. We're a high growth business, with plans to double revenues in the next two years, and deliver even more growth to our financial advice customers. The interim CMO will lead an established marketing organisation of 12, drive immediate commercial performance, and build the strategic foundations required for long term growth. The role requires a balance of strategic thinking, operational leadership, and strong data driven decision making. Long term B2C and B2B marketing strategy You will define and evolve the long term marketing strategy across both sides of the Unbiased marketplace. This includes building a deep understanding of our two core audiences, financial advisors and consumers seeking financial advice, as well as the markets they operate in and the channels we use to reach them. You will lead the development of robust forecasting, resourcing, and planning processes that ensure marketing investment aligns with company growth goals. The role requires the ability to translate market insight, channel knowledge and commercial objectives into a clear strategic roadmap for the marketing organisation. B2B pipeline building You will lead the marketing function responsible for generating demand from financial advisors and advisory firms. The focus of this work is building pipeline value, ROI and driving new customer acquisition across the industry. This requires a strong understanding of our target customers and the different sales motions involved. You will oversee strategies that support both smaller and faster moving deals as well as longer enterprise sales cycles. This part of the business is evolving rapidly and is led operationally by the Head of B2B Marketing. B2C trading performance You will oversee the performance of our consumer marketing engine, ensuring that channel investment delivers against growth and efficiency targets. This responsibility requires strong capability in channel strategy, capital allocation, and performance forecasting. You will work closely with experienced marketing directors and channel managers to optimise trading performance across paid and organic channels. Team development You will lead and support the combined marketing teams across B2B and B2C functions. The role includes developing individual team members, strengthening leadership capability within the group, and improving overall team performance. You will help ensure the organisation is aligned around clear goals, effective collaboration, and strong execution. Marketing innovation You will challenge and evolve the way the marketing organisation operates. This includes identifying new tools, processes, and working practices that improve effectiveness and speed. A key focus will be the adoption of emerging technologies, including AI, to improve individual productivity, enhance team workflows, and support the development of marketing agents and automation.

Gofractional in Greater London is seeking an Interim VP of Marketing to lead their marketing function during a critical period. You'll focus on growth strategies and AI transformation, reporting directly to the CEO. This role demands a hands-on leader ready to manage and motivate a diverse team across London and the US, as well as drive performance in demand generation efforts. A proactive approach to marketing will ensure the growth engine continues to thrive during the transition.

Gofractional is seeking a skilled Solicitor / Legal Executive to deliver quality legal services focused on contracts and procurement within the Council. You will manage a varied legal caseload, ensuring compliance with legislation and best practices while advising on procurement processes. The ideal candidate will have a strong commitment to public service and be qualified as a Solicitor, Barrister, or Legal Executive, with significant experience in commercial agreements. This role plays a vital part in supporting the Council's corporate objectives.

Gofractional is seeking an experienced Senior Program Manager in London to drive service improvements for Amazon's Customer Service. This role involves overseeing a high-visibility program impacting customer experience and managing cross-functional teams. You will have end-to-end responsibility for program execution, requiring strong stakeholder management and a proven ability to deliver complex programs. This 12-month fixed-term contract entails working with diverse teams to define and implement project strategies.