RESPONSIBILITIES: WITH THE CONSUMER AT HEART, YOUR KEY FOCUS WILL BE : Business Partnering Act as HR business partner for assigned teams. Provide coaching and counselling in the areas of policy interpretation and review, staffing, compensation & benefits, conflict resolution, performance management, engagement, recruitment, onboarding, talent development and succession planning. Provide HR Support for employee relations issues e.g. performance management, attendance & timekeeping, discipline & grievance Work and liaise with Union and Union representatives. Organizational Capability Support design and ensure implementation of organizational changes aligned with talent strategy. Drive Building Capabilities programmes in line with global and local people strategy and plans. Talent Development and Acquisition Support implementation of Global talent strategy, including diversity initiatives. Help build succession pipeline for critical roles. Support line managers in creation and implementation of development plans for identified population (e.g. top and rising talent). Coach and educate managers on the talent development methodology and development resources available. Facilitate training sessions and career development workshops. Recruit and integrate high quality candidates according to business needs, lead-time and recruitment cost targets. Compensation and Benefits: Collaborate with HR leadership to ensure competitive and equitable compensation structures. Administer and communicate benefits programs, ensuring employee understanding and satisfaction . People Practices and Systems Ensure compliance with HR policies and procedures in terms of conduct, mobility, compensation & benefits, internal & external recruitment, onboarding, development, training, etc. Effectively partner with global and local SME's . Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations to reduce risks and ensure regulatory compliance. Partner with legal counsel as needed/ required . Maintain HR systems ( WorkDay ), ensure data is kept up to date and correct and provide relevant analysis and reports as required . Partner with BES (Bacardi Excellence Services) to execute system changes. Employee Engagement Monitor employee engagement level, support implementation of action plans to drive engagement. Facilitate communication between management and employees to ensure transparency and alignment with organizational goals. SKILLS & PERSONAL QUALITIES: To be successful in this role you will have / be: 3+ Years of Human Resource Experience required. Ability to navigate and influence in a matrix organizational structure. Proven problem-solving and decision-making abilities. Proven experience in building engagement in teams, driving change, and coaching / counselling leaders. Ability to handle a fast-paced, rapidly-changing environment. Excellent interpersonal and communication skills (oral and written). Excellent organization and follow up skills; Must be able to multi-task and be detail oriented. Demonstrated ability to teach, instruct, and consult with others. Knowledge of Human Resources Information Systems. Knowledge of compensation and benefits legislations, principles, policies and practices. Strong Knowledge of Employment Law and regulations. Strong analytical mindset; able to draw conclusions from reports and action plan based on data. Effective and resourceful candidate sourcing for various levels of positions. Ability to work within a highly confidential environment with professionalism. The following experiences are preferred: Experience in the Spirits and/or FMCG industry is a distinct advantage. Experience working with unionized or operational environments. Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree or HR certification is a plus. Personal Qualities: Understands how to navigate in a local- regional-global matrix environment. Innovative, forward-thinking, and results-oriented. Comfortable dealing with ambiguity Able to work well within a team environment as well as independently Interpersonal savviness, comfortable building positive relationships with employees at all levels Role model for 3 F's culture (Fearless, Founders' Mentality, and Family) and Belonging mindset. leadership agility At Bacardi we care deeply about finding brilliant talent who can bring the following personal attributes to help elevate our 3Fs: Fearless, Family, Founder culture to the next level. Belonging: You have a strong capacity to create a culture of 'Belonging', where people feel appreciated for who they are, what they do, and who they can become Self-Awareness: You have high levels of self-awareness, are reflective and know yourself well, understanding both your own strengths and weaknesses and your impact on others People Agility: You bring a deep ability to understand and relate to people and navigate through tough situations to harness and multiply collective performance Results Agility: You demonstrate consistent delivery of results in first-time situations by inspiring teams, exhibiting a presence that builds confidence in yourself and others. Mental Agility:You can think critically to penetrate complex problems and expand the possibilities by making fresh connections. You think strategically whilst being execution focused and bring creativity to the challenges you're presented with Change Agility: You have a deep natural curiosity, desire to experiment and ability to effectively deal with the heat of change. You have a growth and learning mindset: ready to test, stumble, learn and apply from experience Disclaimer: Bacardi seeks talent from all backgrounds to bring diversity of thought, agility and capability to our organization across the globe. We promote a working environment where all employees are treated and rewarded fairly. We do not tolerate any form of discrimination that adversely affects individuals or groups on the basis of national origin, race, color, religion, sex, gender, sexual orientation, marital status, disability, age, and any other legally protected aspect of a person's identity. At Bacardi, we are committed to providing our Primos (employees) with a comprehensive Total Rewards package of compensation, benefits, incentives, allowances, well-being, and much more to meet the needs of themselves and their families. It goes beyond just Cash! The total rewards program is based on pay for performance, whereby the incentive programs are linked to company and individual performance. Compensation, Paid Time Off & Retirement Competitive Pay Package Competitive Holiday/Paid Time Off, plus additional days offered ( i.e., volunteer day, allowing you to give back to the community) Retirement/Pension Plan Medical, Critical Illness, and Life Insurance Employee Assistance Programs Best-in-class, family-friendly, and inclusive leave policies Additional Benefits Flexible work arrangements (depending on role/office/site location) Access to E-learning Platforms and Career Development programs Travel Discounts ( i.e., hotel and car rental) And much more! The benefits /perks may vary depending on the nature of your employment with Bacardi, your work location, and are subject to change. Some benefits may be subject to an employee contribution. Some benefits may be fully or partially subsidized. Incentive plans are linked to the nature of your employment and can vary based on region, market, function or brand. Be a Part of Our Culture BE Fearless We empower our teams to question, challenge and innovate. This means adopting an agile mindset, being comfortable with trying new things and taking risks, without being reckless. BEHAVE LIKE Family We treat each other, and our communities, like family. Always. We are all 'Primos' (Spanish for cousins) at Bacardi. Being part of the family gives you the support you need to be the best you can be. The spirit of entrepreneurship is at the heart of everything we do. Everyone at Bacardi sees this business as their own. We do the right thing for the business and take accountability for our work. Life Inside Bacardi Be Fearless, act like a Founder. Follow our Primos on their journey to success. Where did they start and what's it like to work for Bacardi? You too can be part of our story.
Aug 25, 2026
Full time
RESPONSIBILITIES: WITH THE CONSUMER AT HEART, YOUR KEY FOCUS WILL BE : Business Partnering Act as HR business partner for assigned teams. Provide coaching and counselling in the areas of policy interpretation and review, staffing, compensation & benefits, conflict resolution, performance management, engagement, recruitment, onboarding, talent development and succession planning. Provide HR Support for employee relations issues e.g. performance management, attendance & timekeeping, discipline & grievance Work and liaise with Union and Union representatives. Organizational Capability Support design and ensure implementation of organizational changes aligned with talent strategy. Drive Building Capabilities programmes in line with global and local people strategy and plans. Talent Development and Acquisition Support implementation of Global talent strategy, including diversity initiatives. Help build succession pipeline for critical roles. Support line managers in creation and implementation of development plans for identified population (e.g. top and rising talent). Coach and educate managers on the talent development methodology and development resources available. Facilitate training sessions and career development workshops. Recruit and integrate high quality candidates according to business needs, lead-time and recruitment cost targets. Compensation and Benefits: Collaborate with HR leadership to ensure competitive and equitable compensation structures. Administer and communicate benefits programs, ensuring employee understanding and satisfaction . People Practices and Systems Ensure compliance with HR policies and procedures in terms of conduct, mobility, compensation & benefits, internal & external recruitment, onboarding, development, training, etc. Effectively partner with global and local SME's . Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations to reduce risks and ensure regulatory compliance. Partner with legal counsel as needed/ required . Maintain HR systems ( WorkDay ), ensure data is kept up to date and correct and provide relevant analysis and reports as required . Partner with BES (Bacardi Excellence Services) to execute system changes. Employee Engagement Monitor employee engagement level, support implementation of action plans to drive engagement. Facilitate communication between management and employees to ensure transparency and alignment with organizational goals. SKILLS & PERSONAL QUALITIES: To be successful in this role you will have / be: 3+ Years of Human Resource Experience required. Ability to navigate and influence in a matrix organizational structure. Proven problem-solving and decision-making abilities. Proven experience in building engagement in teams, driving change, and coaching / counselling leaders. Ability to handle a fast-paced, rapidly-changing environment. Excellent interpersonal and communication skills (oral and written). Excellent organization and follow up skills; Must be able to multi-task and be detail oriented. Demonstrated ability to teach, instruct, and consult with others. Knowledge of Human Resources Information Systems. Knowledge of compensation and benefits legislations, principles, policies and practices. Strong Knowledge of Employment Law and regulations. Strong analytical mindset; able to draw conclusions from reports and action plan based on data. Effective and resourceful candidate sourcing for various levels of positions. Ability to work within a highly confidential environment with professionalism. The following experiences are preferred: Experience in the Spirits and/or FMCG industry is a distinct advantage. Experience working with unionized or operational environments. Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree or HR certification is a plus. Personal Qualities: Understands how to navigate in a local- regional-global matrix environment. Innovative, forward-thinking, and results-oriented. Comfortable dealing with ambiguity Able to work well within a team environment as well as independently Interpersonal savviness, comfortable building positive relationships with employees at all levels Role model for 3 F's culture (Fearless, Founders' Mentality, and Family) and Belonging mindset. leadership agility At Bacardi we care deeply about finding brilliant talent who can bring the following personal attributes to help elevate our 3Fs: Fearless, Family, Founder culture to the next level. Belonging: You have a strong capacity to create a culture of 'Belonging', where people feel appreciated for who they are, what they do, and who they can become Self-Awareness: You have high levels of self-awareness, are reflective and know yourself well, understanding both your own strengths and weaknesses and your impact on others People Agility: You bring a deep ability to understand and relate to people and navigate through tough situations to harness and multiply collective performance Results Agility: You demonstrate consistent delivery of results in first-time situations by inspiring teams, exhibiting a presence that builds confidence in yourself and others. Mental Agility:You can think critically to penetrate complex problems and expand the possibilities by making fresh connections. You think strategically whilst being execution focused and bring creativity to the challenges you're presented with Change Agility: You have a deep natural curiosity, desire to experiment and ability to effectively deal with the heat of change. You have a growth and learning mindset: ready to test, stumble, learn and apply from experience Disclaimer: Bacardi seeks talent from all backgrounds to bring diversity of thought, agility and capability to our organization across the globe. We promote a working environment where all employees are treated and rewarded fairly. We do not tolerate any form of discrimination that adversely affects individuals or groups on the basis of national origin, race, color, religion, sex, gender, sexual orientation, marital status, disability, age, and any other legally protected aspect of a person's identity. At Bacardi, we are committed to providing our Primos (employees) with a comprehensive Total Rewards package of compensation, benefits, incentives, allowances, well-being, and much more to meet the needs of themselves and their families. It goes beyond just Cash! The total rewards program is based on pay for performance, whereby the incentive programs are linked to company and individual performance. Compensation, Paid Time Off & Retirement Competitive Pay Package Competitive Holiday/Paid Time Off, plus additional days offered ( i.e., volunteer day, allowing you to give back to the community) Retirement/Pension Plan Medical, Critical Illness, and Life Insurance Employee Assistance Programs Best-in-class, family-friendly, and inclusive leave policies Additional Benefits Flexible work arrangements (depending on role/office/site location) Access to E-learning Platforms and Career Development programs Travel Discounts ( i.e., hotel and car rental) And much more! The benefits /perks may vary depending on the nature of your employment with Bacardi, your work location, and are subject to change. Some benefits may be subject to an employee contribution. Some benefits may be fully or partially subsidized. Incentive plans are linked to the nature of your employment and can vary based on region, market, function or brand. Be a Part of Our Culture BE Fearless We empower our teams to question, challenge and innovate. This means adopting an agile mindset, being comfortable with trying new things and taking risks, without being reckless. BEHAVE LIKE Family We treat each other, and our communities, like family. Always. We are all 'Primos' (Spanish for cousins) at Bacardi. Being part of the family gives you the support you need to be the best you can be. The spirit of entrepreneurship is at the heart of everything we do. Everyone at Bacardi sees this business as their own. We do the right thing for the business and take accountability for our work. Life Inside Bacardi Be Fearless, act like a Founder. Follow our Primos on their journey to success. Where did they start and what's it like to work for Bacardi? You too can be part of our story.
Company Description Publicis Mediaharnesses the power of modern media through leading agency brandsDysrupt, Infinite Roar, Publicis Collective, Publicis Health Media, Spark Foundry, StarcomandZenith, as well as global acceleratorPMX; immersive experience group PMCI and access to integrated platform-based technologies and offerings fromCJ, EpsilonandInfluential.A key business solution of Publicis Groupe, Publicis Media's digital-first, data-driven global solutions deliver client value anddrive growth in a platform-poweredworld. It is present in over 100 countries with over 23,000 employees worldwide. Overview We have an exciting opportunity to join our Talent team here at Publicis Groupe, within the Global Media Talent team. Our Talent team, traditionally known as HR, partners with our UK-based Global teams to support both the needs of the business and our people. Talent is made up of experienced and passionate individuals across Talent Acquisition, Learning & Development, Talent Management and Talent Operations, working collaboratively to support our people and the wider business. As a Talent Operations Coordinator, you'll work closely with the Senior Talent Advisor and play an important role within our Talent team, supporting our employees throughout their journey with us. This is a fast-paced environment where you'll work across a broad range of Talent Operations activities, gaining exposure to a large and diverse employee population and the wider Talent function. You'll be supported by an experienced Talent team and have the opportunity to build your knowledge and skills across a broad range of Talent processes. Responsibilities Build strong relationships at all levels across the Talent team and wider Global business, providing a professional, responsive and helpful service and ensuring queries are handled sensitively and in a timely manner Provide first-line guidance to employees and managers in person and via email, on Talent policies, processes and procedures, escalating complex or sensitive matters to the appropriate Talent Advisor Own the onboarding process, ensuring our new joiners have an exemplary start to their journey at Publicis Groupe Manage new joiner paperwork, including requesting employment references and tracking and uploading employee documents (contracts, visas and payroll information), before handing over to Payroll Liaise with Payroll to ensure accurate and timely submission of new starter, leaver and employee change information, resolving discrepancies where required Process leavers and communicate with employees throughout the leaver process Manage and process employee lifecycle changes, including promotions, transfers, salary changes, reporting line changes and contractual amendments, ensuring systems and documentation are updated accurately and on time Monitor employee absence through our system, ensuring absence records are accurately maintained and highlighting any issues or trends to the Senior Talent Advisor where necessary Coordinate and administer the probation process from start to finish, escalating to the Senior Talent Advisor where needed, including extensions and probation failures Manage the Right to Work process, conducting checks, maintaining accurate records and monitoring expiry dates, following up with employees where required and escalating any concerns to the Talent Advisor Maintain the integrity and accuracy of employee data and records, ensuring information is complete, up to date and appropriately stored within our systems Work with Finance to ensure all invoices and POs are provided accurately and in a timely manner Support the wider Talent team with ad-hoc administration and Talent activities, contributing to team priorities and gaining exposure to a broad range of Talent processes. Identify opportunities to improve Talent processes, systems and employee experience, making recommendations and supporting the implementation of process improvements Qualifications A thorough understanding of operational HR processes for system onboarding and lifecycle management Some previous experience of working with HRIS/HR systems or databases. Knowledge of SuccessFactors is preferred but not essential A passion for providing an excellent service to our people Highly organised and detail-oriented, with the ability to manage a varied workload, prioritise effectively and maintain accuracy across multiple priorities Confident managing day-to-day responsibilities independently, while recognising when to seek guidance or escalation queries Excellent communication skills Proficiency with Microsoft Office Suite Positive and adaptable, with a willingness to learn, embrace change and look for opportunities to improve A team player who cares about our collective success as well as their own We are keen to receive applications from return-to-work parents and late-in-career applicants. We are also open to flexible hours but there is a minimum requirement of 32 hours per week. Additional Information Publicis Mediaoffers a wide range of benefits to support our employees. Full details are shared when you join, but highlights include core benefits such as Pension, Life Assurance, and Private Medical cover, alongside enhanced policies like Reflection Days and Shared Parental Leave. You'll also have access to a range of additional initiatives, including: Please check out thePublicis Career Pagewhich showcases our Inclusive Benefits and our EAG's (Employee Action Groups). Publicis Groupe works primarily from the office or our clients' office four days per week. At Publicis Media, we are proud to be an equal opportunities employer. We welcome and encourage applications from people of all backgrounds, and do not discriminate on the basis of race, ethnicity, nationality, religion or belief, disability, age, citizenship, relationship status, sexual orientation, gender identity, or any other protected characteristic. We are committed to providing a fair, accessible, and inclusive recruitment process. If you have any access needs - for example, related to disability, neurodivergence, or a health condition - please let us know. We'll work with you to ensure the process works for you. Sharing this information will never impact your application. Guided by our values, we listen with empathy, uplift each other, take responsibility, and embrace change - building a culture where everyone feels seen, respected, and genuinely included.
Aug 24, 2026
Full time
Company Description Publicis Mediaharnesses the power of modern media through leading agency brandsDysrupt, Infinite Roar, Publicis Collective, Publicis Health Media, Spark Foundry, StarcomandZenith, as well as global acceleratorPMX; immersive experience group PMCI and access to integrated platform-based technologies and offerings fromCJ, EpsilonandInfluential.A key business solution of Publicis Groupe, Publicis Media's digital-first, data-driven global solutions deliver client value anddrive growth in a platform-poweredworld. It is present in over 100 countries with over 23,000 employees worldwide. Overview We have an exciting opportunity to join our Talent team here at Publicis Groupe, within the Global Media Talent team. Our Talent team, traditionally known as HR, partners with our UK-based Global teams to support both the needs of the business and our people. Talent is made up of experienced and passionate individuals across Talent Acquisition, Learning & Development, Talent Management and Talent Operations, working collaboratively to support our people and the wider business. As a Talent Operations Coordinator, you'll work closely with the Senior Talent Advisor and play an important role within our Talent team, supporting our employees throughout their journey with us. This is a fast-paced environment where you'll work across a broad range of Talent Operations activities, gaining exposure to a large and diverse employee population and the wider Talent function. You'll be supported by an experienced Talent team and have the opportunity to build your knowledge and skills across a broad range of Talent processes. Responsibilities Build strong relationships at all levels across the Talent team and wider Global business, providing a professional, responsive and helpful service and ensuring queries are handled sensitively and in a timely manner Provide first-line guidance to employees and managers in person and via email, on Talent policies, processes and procedures, escalating complex or sensitive matters to the appropriate Talent Advisor Own the onboarding process, ensuring our new joiners have an exemplary start to their journey at Publicis Groupe Manage new joiner paperwork, including requesting employment references and tracking and uploading employee documents (contracts, visas and payroll information), before handing over to Payroll Liaise with Payroll to ensure accurate and timely submission of new starter, leaver and employee change information, resolving discrepancies where required Process leavers and communicate with employees throughout the leaver process Manage and process employee lifecycle changes, including promotions, transfers, salary changes, reporting line changes and contractual amendments, ensuring systems and documentation are updated accurately and on time Monitor employee absence through our system, ensuring absence records are accurately maintained and highlighting any issues or trends to the Senior Talent Advisor where necessary Coordinate and administer the probation process from start to finish, escalating to the Senior Talent Advisor where needed, including extensions and probation failures Manage the Right to Work process, conducting checks, maintaining accurate records and monitoring expiry dates, following up with employees where required and escalating any concerns to the Talent Advisor Maintain the integrity and accuracy of employee data and records, ensuring information is complete, up to date and appropriately stored within our systems Work with Finance to ensure all invoices and POs are provided accurately and in a timely manner Support the wider Talent team with ad-hoc administration and Talent activities, contributing to team priorities and gaining exposure to a broad range of Talent processes. Identify opportunities to improve Talent processes, systems and employee experience, making recommendations and supporting the implementation of process improvements Qualifications A thorough understanding of operational HR processes for system onboarding and lifecycle management Some previous experience of working with HRIS/HR systems or databases. Knowledge of SuccessFactors is preferred but not essential A passion for providing an excellent service to our people Highly organised and detail-oriented, with the ability to manage a varied workload, prioritise effectively and maintain accuracy across multiple priorities Confident managing day-to-day responsibilities independently, while recognising when to seek guidance or escalation queries Excellent communication skills Proficiency with Microsoft Office Suite Positive and adaptable, with a willingness to learn, embrace change and look for opportunities to improve A team player who cares about our collective success as well as their own We are keen to receive applications from return-to-work parents and late-in-career applicants. We are also open to flexible hours but there is a minimum requirement of 32 hours per week. Additional Information Publicis Mediaoffers a wide range of benefits to support our employees. Full details are shared when you join, but highlights include core benefits such as Pension, Life Assurance, and Private Medical cover, alongside enhanced policies like Reflection Days and Shared Parental Leave. You'll also have access to a range of additional initiatives, including: Please check out thePublicis Career Pagewhich showcases our Inclusive Benefits and our EAG's (Employee Action Groups). Publicis Groupe works primarily from the office or our clients' office four days per week. At Publicis Media, we are proud to be an equal opportunities employer. We welcome and encourage applications from people of all backgrounds, and do not discriminate on the basis of race, ethnicity, nationality, religion or belief, disability, age, citizenship, relationship status, sexual orientation, gender identity, or any other protected characteristic. We are committed to providing a fair, accessible, and inclusive recruitment process. If you have any access needs - for example, related to disability, neurodivergence, or a health condition - please let us know. We'll work with you to ensure the process works for you. Sharing this information will never impact your application. Guided by our values, we listen with empathy, uplift each other, take responsibility, and embrace change - building a culture where everyone feels seen, respected, and genuinely included.
Senior Identity Consultant An excellent opportunity for a customer-focused Senior Identity Consultant to support complex enterprise identity transformation programmes across Active Directory, Microsoft Entra ID and hybrid identity environments on a fixed term contract basis. If you've also worked in the following roles, we'd also like to hear from you: Identity Consultant, IAM Consultant, Identity and Access Management Consultant, Digital Identity Consultant, Active Directory Consultant, Active Directory Migration Consultant, Identity Migration Consultant, Microsoft Identity Consultant, Microsoft Entra Consultant, Hybrid Identity Consultant, IT Consultant SALARY: £60,000 - £75,000 per annum (dependant on experience) + Benefits LOCATION: Remote / Home Based - with occasional travel to customer sites UK-wide and the Bristol office when required JOB TYPE: 6 Month Full-Time, Contract WORKING HOURS: Monday to Friday (37.5 Hours per Week) JOB OVERVIEW We have a fantastic new job opportunity for a Senior Identity Consultant with strong consultancy experience, excellent stakeholder communication skills and a solid background in Active Directory, Microsoft Entra ID and hybrid identity. Working as the Senior Identity Consultant, you will lead discovery, design and planning activity with customers, partners and internal delivery teams, helping to turn complex technical requirements, risks and dependencies into clear, practical delivery approaches. As the Senior Identity Consultant, you will support enterprise identity transformation work, including Active Directory migration and restructure activity, hybrid identity planning, customer workshops, technical documentation and delivery readiness. This role would suit someone who is consultative, calm under pressure and confident leading complex identity conversations while producing clear outputs that support successful customer outcomes. DUTIES Your duties as the Senior Identity Consultant include: Lead Discovery and Design Activity: Work with customers, partners and internal teams to understand business drivers, technical requirements, risks, dependencies and delivery priorities Plan Identity Transformation: Shape practical approaches for Active Directory, Microsoft Entra ID and hybrid identity programmes Support Active Directory Migration: Advise on forest and domain migrations, consolidations, separations, coexistence and cutover planning Assess Current-State Environments: Review trusts, DNS, OU structure, Group Policy, delegation, security baselines and migration readiness Develop Target-State Designs: Produce clear recommendations that align identity decisions with infrastructure, endpoint, application and operational requirements Advise on Microsoft Entra ID: Provide consultancy input across Entra Connect, directory synchronisation, authentication, Conditional Access, Entra trust, External ID and identity governance Produce Technical Documentation: Create discovery findings, design documents, migration approaches, workshop summaries, decision records, runbooks, test plans, validation evidence and handover material Manage Stakeholder Communication: Communicate clearly with technical and non-technical audiences, adapting detail to suit the situation Support Delivery Governance: Provide updates on progress, risks, issues and decisions throughout the engagement lifecycle CANDIDATE REQUIREMENTS ESSENTIAL Strong consultancy experience in customer-facing environments Proven ability to lead discovery, design and planning activity Demonstrable experience delivering or advising on large-scale Active Directory migrations and restructures Strong knowledge of Active Directory, including trusts, DNS, OU structure, Group Policy, delegation and security baselines Strong Microsoft Entra ID and hybrid identity skills Experience using migration tooling such as Quest On Demand Migration, Quest Migration Manager, ADMT or similar Excellent communication skills with the confidence to work with technical and non-technical stakeholders Ability to produce high-quality written outputs including design documents, migration plans, runbooks and handover material Calm, structured and customer-focused approach to complex technical engagements Candidates must have the right to work in the UK DESIRABLE Experience supporting merger, acquisition, divestment or tenant separation scenarios involving identity change Understanding of Microsoft 365, endpoint management, Intune and device join considerations where impacted by identity transformation Experience contributing to statements of work, estimates, pre-sales activity or technical proposals Relevant Microsoft certifications in identity, security or Azure BENEFITS 25 days holiday (plus bank holidays) Company pension Income Protection Health Cash Plan Death in Service (4 x salary) Training & Development Employee discounts Volunteer Day Don't meet every requirement? If you're passionate about IT and excited about this role, we still encourage you to apply - even if your experience doesn't perfectly match all the requirements. You may be exactly who the company is looking for. APPLY TODAY By submitting your job application to us you are hereby giving us your express consent to submit your details to our Client for this purpose. JOB REF: AWDO-C14961 Full-Time, Contract IT Jobs, Careers and Vacancies. Find a new job and work in Bristol, South West England. Multi-Job Board Advertising and CV Sourcing Recruitment Services provided by AWD online. AWD online specialise in sourcing candidates and advertising vacancies on multiple job boards for companies on a non-commission basis. AWD online operates as an employment agency. AWD-IN-SPJ
Aug 24, 2026
Full time
Senior Identity Consultant An excellent opportunity for a customer-focused Senior Identity Consultant to support complex enterprise identity transformation programmes across Active Directory, Microsoft Entra ID and hybrid identity environments on a fixed term contract basis. If you've also worked in the following roles, we'd also like to hear from you: Identity Consultant, IAM Consultant, Identity and Access Management Consultant, Digital Identity Consultant, Active Directory Consultant, Active Directory Migration Consultant, Identity Migration Consultant, Microsoft Identity Consultant, Microsoft Entra Consultant, Hybrid Identity Consultant, IT Consultant SALARY: £60,000 - £75,000 per annum (dependant on experience) + Benefits LOCATION: Remote / Home Based - with occasional travel to customer sites UK-wide and the Bristol office when required JOB TYPE: 6 Month Full-Time, Contract WORKING HOURS: Monday to Friday (37.5 Hours per Week) JOB OVERVIEW We have a fantastic new job opportunity for a Senior Identity Consultant with strong consultancy experience, excellent stakeholder communication skills and a solid background in Active Directory, Microsoft Entra ID and hybrid identity. Working as the Senior Identity Consultant, you will lead discovery, design and planning activity with customers, partners and internal delivery teams, helping to turn complex technical requirements, risks and dependencies into clear, practical delivery approaches. As the Senior Identity Consultant, you will support enterprise identity transformation work, including Active Directory migration and restructure activity, hybrid identity planning, customer workshops, technical documentation and delivery readiness. This role would suit someone who is consultative, calm under pressure and confident leading complex identity conversations while producing clear outputs that support successful customer outcomes. DUTIES Your duties as the Senior Identity Consultant include: Lead Discovery and Design Activity: Work with customers, partners and internal teams to understand business drivers, technical requirements, risks, dependencies and delivery priorities Plan Identity Transformation: Shape practical approaches for Active Directory, Microsoft Entra ID and hybrid identity programmes Support Active Directory Migration: Advise on forest and domain migrations, consolidations, separations, coexistence and cutover planning Assess Current-State Environments: Review trusts, DNS, OU structure, Group Policy, delegation, security baselines and migration readiness Develop Target-State Designs: Produce clear recommendations that align identity decisions with infrastructure, endpoint, application and operational requirements Advise on Microsoft Entra ID: Provide consultancy input across Entra Connect, directory synchronisation, authentication, Conditional Access, Entra trust, External ID and identity governance Produce Technical Documentation: Create discovery findings, design documents, migration approaches, workshop summaries, decision records, runbooks, test plans, validation evidence and handover material Manage Stakeholder Communication: Communicate clearly with technical and non-technical audiences, adapting detail to suit the situation Support Delivery Governance: Provide updates on progress, risks, issues and decisions throughout the engagement lifecycle CANDIDATE REQUIREMENTS ESSENTIAL Strong consultancy experience in customer-facing environments Proven ability to lead discovery, design and planning activity Demonstrable experience delivering or advising on large-scale Active Directory migrations and restructures Strong knowledge of Active Directory, including trusts, DNS, OU structure, Group Policy, delegation and security baselines Strong Microsoft Entra ID and hybrid identity skills Experience using migration tooling such as Quest On Demand Migration, Quest Migration Manager, ADMT or similar Excellent communication skills with the confidence to work with technical and non-technical stakeholders Ability to produce high-quality written outputs including design documents, migration plans, runbooks and handover material Calm, structured and customer-focused approach to complex technical engagements Candidates must have the right to work in the UK DESIRABLE Experience supporting merger, acquisition, divestment or tenant separation scenarios involving identity change Understanding of Microsoft 365, endpoint management, Intune and device join considerations where impacted by identity transformation Experience contributing to statements of work, estimates, pre-sales activity or technical proposals Relevant Microsoft certifications in identity, security or Azure BENEFITS 25 days holiday (plus bank holidays) Company pension Income Protection Health Cash Plan Death in Service (4 x salary) Training & Development Employee discounts Volunteer Day Don't meet every requirement? If you're passionate about IT and excited about this role, we still encourage you to apply - even if your experience doesn't perfectly match all the requirements. You may be exactly who the company is looking for. APPLY TODAY By submitting your job application to us you are hereby giving us your express consent to submit your details to our Client for this purpose. JOB REF: AWDO-C14961 Full-Time, Contract IT Jobs, Careers and Vacancies. Find a new job and work in Bristol, South West England. Multi-Job Board Advertising and CV Sourcing Recruitment Services provided by AWD online. AWD online specialise in sourcing candidates and advertising vacancies on multiple job boards for companies on a non-commission basis. AWD online operates as an employment agency. AWD-IN-SPJ
At Cadence, we hire and develop leaders and innovators who want to make an impact on the world of technology. This is an exciting opportunity for an HR professional who thrives in a fast-paced, highly varied environment and wants to build broad, hands-on HR experience. The HR Representative will provide first-line HR support across Cadence UK, and at times other European offices, working closely with managers, employees and the wider HR team to support performance conversations, employee relations queries, HR projects, policy development, immigration activity and day-to-day employee lifecycle processes. We have over 400 employees, across 8 offices within the UK and this role will ideally be based from our office in Bracknell, Berkshire. For the right candidate, this role offers variety, visibility and the opportunity to make a real impact on the employee experience across our UK sites. There will be HR administration as part of the role, this is also supported by a HR Intern, allowing the HR Representative to focus increasingly on manager support, project delivery, process improvement and initiatives that strengthen Cadence's culture and employee experience. Job Responsibilities Manager and employee support across the full employee experience. Act as a first point of contact for managers and employees on all HR queries, including family friendly policies, employee concerns, performance conversations and day-to-day people management matters, escalating complex issues where appropriate. HR Operations and Employee Lifecycle Support Working in collaboration with the HR Intern, support the smooth delivery of HR operations and employee lifecycle activities, including: HR administration support across Cadence UK, including onboarding, leavers, employee changes and general employee lifecycle activities. Preparing and distributing new starter communications, including welcome emails and joining information. Supporting benefits administration and respond to routine employee queries relating to benefits and HR processes. Maintaining accurate employee records and HR systems. Support immigration, relocation, visa and mobility matters, liaising with employees, managers, internal stakeholders and external immigration lawyers to coordinate documentation, timelines and updates. Recruitment Provide recruitment coordination support in partnership with the TA team and hiring managers. Request, track and collect required new starter information for contracts and onboarding. Training and Manager Enablement Support the coordination and delivery of manager training and HR-led learning initiatives. Help prepare training materials, communications and follow-up actions for manager and employee sessions, including topics such as performance management, employee conversations and HR process awareness. HR Projects, Policy and Process Improvement Support ad hoc HR projects and people initiatives across the UK and wider EMEA HR team, helping to translate outcomes into practical process improvements, manager guidance or employee communications. Research external market practice, employment trends and policy approaches to support policy development, recommendations, implementation and review. Support activity linked to Great Place to Work feedback, employee listening, engagement actions and culture initiatives, including updating HR content on Cadence Central and other internal communication channels. Others Support cyclical HR activity and wider people initiatives, balancing hands-on coordination with project work, manager support and process improvement. Provide flexible support to the HR team as required, recognising that priorities may shift quickly in a busy, fast-moving environment. Job Qualifications The successful candidate should be able to show a minimum of 3 years progressive HR experience, ideally this could be in a fast-paced environment. HR qualification/equivalent or working towards such qualification highly desirable. Additional Skills/Preferences Proactive and highly organised, with the ability to manage multiple activities and deadlines with short time frames. Able to work under pressure, prioritise workload and meet deadlines. Approachable, professional and able to build effective relationships with employees, managers and stakeholders. Excellent accuracy, attention to detail and follow-through. Strong communication skills and a collaborative team approach. Able to establish credibility quickly and provide a responsive HR service. Demonstrates discretion, confidentiality and sensitivity when handling employee information. Comfortable adapting to change and supporting process improvements. Curious and proactive, with an interest in researching HR topics, external practice and policy developments. Comfortable supporting managers and employees with sensitive or complex people matters, using sound judgement and discretion. Able to balance hands-on administration with project work, manager support and continuous process improvement. Strong IT skills, including Microsoft Word, PowerPoint, Excel and HR systems. Check what we can offer you: Competitive salary 25 days holiday per year Private Medical and Dental plans Income Protection and Life Insurance Group Personal Pension Plan Cycle to work scheme and gym subsidy 5 days paid time to volunteer to give back to our communities Employee Stock Purchase Plan The opportunity to work for a Great Place to Work & Fortune 100 organisation Additional Information Cadence is committed to equal employment opportunity and employment equity throughout all levels of the organization. We strive to attract a qualified and diverse candidate pool and encourage diversity and inclusion in the workplace. Be proud and passionate about the work you do. Together, our One Cadence One Team culture drives our success. We're doing work that matters. Help us solve what others can't. Equal Employment Opportunity Policy Cadence is committed to equal employment opportunity throughout all levels of the organization. Read the policy(opens in a new tab) We welcome your interest in the company and want to make sure our job site is accessible to all. If you experience difficulty using this site or to request a reasonable accommodation, please contact . Privacy Policy: Job Applicant If you are a job seeker creating a profile using our careers website, please see the privacy policy(opens in a new tab). E-Verify Cadence participates in the E-Verify program in certain U.S. locations as required by law. Download More Information on E-Verify (64K) Cadence plays a critical role in creating the technologies that modern life depends on. We are a global electronic design automation company, providing software, hardware, and intellectual property to design advanced semiconductor chips that enable our customers create revolutionary products and experiences. Thanks to the outstanding caliber of the Cadence team and the empowering culture that we have cultivated for over 25 years, Cadence continues to be recognized by Fortune Magazine as one of the 100 Best Companies to Work For. Our shared passion for solving the world's toughest technical challenges, our dedication to pushing the limits of the industry, and our drive to do meaningful work differentiates the people of Cadence. Cadence is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, basis of disability, or any other protected class.
Aug 24, 2026
Full time
At Cadence, we hire and develop leaders and innovators who want to make an impact on the world of technology. This is an exciting opportunity for an HR professional who thrives in a fast-paced, highly varied environment and wants to build broad, hands-on HR experience. The HR Representative will provide first-line HR support across Cadence UK, and at times other European offices, working closely with managers, employees and the wider HR team to support performance conversations, employee relations queries, HR projects, policy development, immigration activity and day-to-day employee lifecycle processes. We have over 400 employees, across 8 offices within the UK and this role will ideally be based from our office in Bracknell, Berkshire. For the right candidate, this role offers variety, visibility and the opportunity to make a real impact on the employee experience across our UK sites. There will be HR administration as part of the role, this is also supported by a HR Intern, allowing the HR Representative to focus increasingly on manager support, project delivery, process improvement and initiatives that strengthen Cadence's culture and employee experience. Job Responsibilities Manager and employee support across the full employee experience. Act as a first point of contact for managers and employees on all HR queries, including family friendly policies, employee concerns, performance conversations and day-to-day people management matters, escalating complex issues where appropriate. HR Operations and Employee Lifecycle Support Working in collaboration with the HR Intern, support the smooth delivery of HR operations and employee lifecycle activities, including: HR administration support across Cadence UK, including onboarding, leavers, employee changes and general employee lifecycle activities. Preparing and distributing new starter communications, including welcome emails and joining information. Supporting benefits administration and respond to routine employee queries relating to benefits and HR processes. Maintaining accurate employee records and HR systems. Support immigration, relocation, visa and mobility matters, liaising with employees, managers, internal stakeholders and external immigration lawyers to coordinate documentation, timelines and updates. Recruitment Provide recruitment coordination support in partnership with the TA team and hiring managers. Request, track and collect required new starter information for contracts and onboarding. Training and Manager Enablement Support the coordination and delivery of manager training and HR-led learning initiatives. Help prepare training materials, communications and follow-up actions for manager and employee sessions, including topics such as performance management, employee conversations and HR process awareness. HR Projects, Policy and Process Improvement Support ad hoc HR projects and people initiatives across the UK and wider EMEA HR team, helping to translate outcomes into practical process improvements, manager guidance or employee communications. Research external market practice, employment trends and policy approaches to support policy development, recommendations, implementation and review. Support activity linked to Great Place to Work feedback, employee listening, engagement actions and culture initiatives, including updating HR content on Cadence Central and other internal communication channels. Others Support cyclical HR activity and wider people initiatives, balancing hands-on coordination with project work, manager support and process improvement. Provide flexible support to the HR team as required, recognising that priorities may shift quickly in a busy, fast-moving environment. Job Qualifications The successful candidate should be able to show a minimum of 3 years progressive HR experience, ideally this could be in a fast-paced environment. HR qualification/equivalent or working towards such qualification highly desirable. Additional Skills/Preferences Proactive and highly organised, with the ability to manage multiple activities and deadlines with short time frames. Able to work under pressure, prioritise workload and meet deadlines. Approachable, professional and able to build effective relationships with employees, managers and stakeholders. Excellent accuracy, attention to detail and follow-through. Strong communication skills and a collaborative team approach. Able to establish credibility quickly and provide a responsive HR service. Demonstrates discretion, confidentiality and sensitivity when handling employee information. Comfortable adapting to change and supporting process improvements. Curious and proactive, with an interest in researching HR topics, external practice and policy developments. Comfortable supporting managers and employees with sensitive or complex people matters, using sound judgement and discretion. Able to balance hands-on administration with project work, manager support and continuous process improvement. Strong IT skills, including Microsoft Word, PowerPoint, Excel and HR systems. Check what we can offer you: Competitive salary 25 days holiday per year Private Medical and Dental plans Income Protection and Life Insurance Group Personal Pension Plan Cycle to work scheme and gym subsidy 5 days paid time to volunteer to give back to our communities Employee Stock Purchase Plan The opportunity to work for a Great Place to Work & Fortune 100 organisation Additional Information Cadence is committed to equal employment opportunity and employment equity throughout all levels of the organization. We strive to attract a qualified and diverse candidate pool and encourage diversity and inclusion in the workplace. Be proud and passionate about the work you do. Together, our One Cadence One Team culture drives our success. We're doing work that matters. Help us solve what others can't. Equal Employment Opportunity Policy Cadence is committed to equal employment opportunity throughout all levels of the organization. Read the policy(opens in a new tab) We welcome your interest in the company and want to make sure our job site is accessible to all. If you experience difficulty using this site or to request a reasonable accommodation, please contact . Privacy Policy: Job Applicant If you are a job seeker creating a profile using our careers website, please see the privacy policy(opens in a new tab). E-Verify Cadence participates in the E-Verify program in certain U.S. locations as required by law. Download More Information on E-Verify (64K) Cadence plays a critical role in creating the technologies that modern life depends on. We are a global electronic design automation company, providing software, hardware, and intellectual property to design advanced semiconductor chips that enable our customers create revolutionary products and experiences. Thanks to the outstanding caliber of the Cadence team and the empowering culture that we have cultivated for over 25 years, Cadence continues to be recognized by Fortune Magazine as one of the 100 Best Companies to Work For. Our shared passion for solving the world's toughest technical challenges, our dedication to pushing the limits of the industry, and our drive to do meaningful work differentiates the people of Cadence. Cadence is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, basis of disability, or any other protected class.
Are you looking for a fast-track opportunity to become a Talent Acquisition expert in Retail? Look no further! VF Corporation is looking for a Retail Recruiter to join our Talent Acquisition team based in London (UK). VF is a global apparel company connecting people to the lifestyles they cherish through our family of iconic brands, such as Vans , The North Face , Timberland and many more. Let's Talk about the Role You, as Retail Recruiter will shape our Retail teams across the UK by recruiting talents across multiple stores and roles. You will have a vital role in screening, and interviewing candidates to support the hiring needs of our retail team with extensive support from your extended team and manager. You will also be involved in advance Sourcing and Employer Branding projects across the region. You will be people-focused and service-driven and have a passion for research, recruiting, fostering, and maintaining relationships, as well as recruitment process improvement. You will achieve this by: Partnering with Store Managers, District Managers and Talent Acquisition team to assess talent requirements, advising and supporting on the best hiring strategy. Support the stores in the management of hiring process to ensure max speed and best cand experience is achieved. Using a variety of techniques to discover and attract the best passive talent, mastering LinkedIn License, Indeed CV database, offline sourcing, referrals and more. Steering the time and resources at your disposal effectively and keeping your business partners up to speed on a regular basis leveraging data and market insights. Conducting state of the art behavioural based interviews and phone screens to assess both technical skills as well cultural add for our teams Focusing on providing a great candidate experience at every opportunity How You Will Make a Difference You are starting your career with a strong focus on Talent Acquisition and wants to build up your expertise on acquiring talents across retail roles. We would value: experience recruiting for retail roles, ideally across the UK and / or Italy experience managing high volume requisitions and candidates throughout the candidate lifecycle a collaborative mindset and the ability to achieve goals together with your teams exceptional attention to detail and verbal communication skills both verbally and in writing ability to work across different countries and cultures, being at ease with high level of diversity fluency in English , any other European language is a plus open mind and curiosity, as we need to keep innovating in a challenging market landscape What's in it For You We're in the business of unleashing human potential, driven by the ideas, energy and commitment of our people. You will access to some of the latest Talent Acquisition tools, with the freedom to propose and explore ever performing solutions. You will have learning opportunities via Social Talent as well in-house training and workshops. We care for our teams, that's why we offer comprehensive benefits that encourage mental, physical and financial well-being for all VF associates. When it comes to benefits, we're the total package. Free to Be, Inclusion & Diversity As an equal opportunity employer, we strive to foster a culture of belonging based on respect, connection, openness and authenticity. We are committed to building and maintaining a workplace that celebrates the diversity of our associates, allowing them to bring their authentic selves to work every day. If you like what you have read and want to join our team then we would like to hear from you! VF Diversity Vision StatementVF is committed to creating an inclusive environment that welcomes and values the differences among all of our associates, customers, suppliers and the communities in which we live and conduct business. The continued success and growth of VF is enhanced through initiatives that promote diversity throughout VF around the world.VF is an equal employment opportunity/ affirmative action employer of minorities, females, protected veterans and the disabled. VF is committed to providing equal opportunities in employment, and treating our VF associates and VF applicants without discrimination on the basis of their race, color, gender, age, national origin, religion, sexual orientation, gender identity or expression, marital status, citizenship, disability, protected veteran status, HIV/AIDS status, or any other legally protected factor.
Aug 24, 2026
Full time
Are you looking for a fast-track opportunity to become a Talent Acquisition expert in Retail? Look no further! VF Corporation is looking for a Retail Recruiter to join our Talent Acquisition team based in London (UK). VF is a global apparel company connecting people to the lifestyles they cherish through our family of iconic brands, such as Vans , The North Face , Timberland and many more. Let's Talk about the Role You, as Retail Recruiter will shape our Retail teams across the UK by recruiting talents across multiple stores and roles. You will have a vital role in screening, and interviewing candidates to support the hiring needs of our retail team with extensive support from your extended team and manager. You will also be involved in advance Sourcing and Employer Branding projects across the region. You will be people-focused and service-driven and have a passion for research, recruiting, fostering, and maintaining relationships, as well as recruitment process improvement. You will achieve this by: Partnering with Store Managers, District Managers and Talent Acquisition team to assess talent requirements, advising and supporting on the best hiring strategy. Support the stores in the management of hiring process to ensure max speed and best cand experience is achieved. Using a variety of techniques to discover and attract the best passive talent, mastering LinkedIn License, Indeed CV database, offline sourcing, referrals and more. Steering the time and resources at your disposal effectively and keeping your business partners up to speed on a regular basis leveraging data and market insights. Conducting state of the art behavioural based interviews and phone screens to assess both technical skills as well cultural add for our teams Focusing on providing a great candidate experience at every opportunity How You Will Make a Difference You are starting your career with a strong focus on Talent Acquisition and wants to build up your expertise on acquiring talents across retail roles. We would value: experience recruiting for retail roles, ideally across the UK and / or Italy experience managing high volume requisitions and candidates throughout the candidate lifecycle a collaborative mindset and the ability to achieve goals together with your teams exceptional attention to detail and verbal communication skills both verbally and in writing ability to work across different countries and cultures, being at ease with high level of diversity fluency in English , any other European language is a plus open mind and curiosity, as we need to keep innovating in a challenging market landscape What's in it For You We're in the business of unleashing human potential, driven by the ideas, energy and commitment of our people. You will access to some of the latest Talent Acquisition tools, with the freedom to propose and explore ever performing solutions. You will have learning opportunities via Social Talent as well in-house training and workshops. We care for our teams, that's why we offer comprehensive benefits that encourage mental, physical and financial well-being for all VF associates. When it comes to benefits, we're the total package. Free to Be, Inclusion & Diversity As an equal opportunity employer, we strive to foster a culture of belonging based on respect, connection, openness and authenticity. We are committed to building and maintaining a workplace that celebrates the diversity of our associates, allowing them to bring their authentic selves to work every day. If you like what you have read and want to join our team then we would like to hear from you! VF Diversity Vision StatementVF is committed to creating an inclusive environment that welcomes and values the differences among all of our associates, customers, suppliers and the communities in which we live and conduct business. The continued success and growth of VF is enhanced through initiatives that promote diversity throughout VF around the world.VF is an equal employment opportunity/ affirmative action employer of minorities, females, protected veterans and the disabled. VF is committed to providing equal opportunities in employment, and treating our VF associates and VF applicants without discrimination on the basis of their race, color, gender, age, national origin, religion, sexual orientation, gender identity or expression, marital status, citizenship, disability, protected veteran status, HIV/AIDS status, or any other legally protected factor.
The Prison Contracts Group (PCG) group sits within the Directorate of Contracted Operational Delivery (DoCOD) which is responsible for the operational contract management of a large portfolio of contracts, including Prisoner Escort Custody Service, Electronic Monitoring, Community Rehabilitation Services, Prisoner Education and Operational Contracts for a variety of goods and services. PMP contracts alone have an annual value of £564m. PMPs were first introduced to the UK in 1992 when the Conservative Government issued short-term contracts to security companies to operate a limited number of publicly owned prisons, the first being HMP Wolds in Yorkshire which was operated by G4S. The first wholly private prisons were often financed through the use of a Special Purpose Vehicles (SPVs) under private finance initiatives (PFI). These were often known as DCMF prisons as they were designed, constructed, managed and financed by the private sector, the first being HMP Altcourse which opened in December 1997 and was operated by G4S. There are currently 15 privately operated prisons in England and Wales operated by G4S Justice Services, Serco Custodial Services and Sodexo Custodial Services. In total they currently accommodate approximately 20% of the closed prison population across England and Wales. ( HMP Parc is managed under the Area Executive Director (AED) for Wales and not the PCG). PMPs are subject to the same scrutiny from official bodies as those in the Public Sector, including HM Inspectorate of Prisons (HMIP), Ofsted, and Operational and System Assurance Group (OSAG). Governors of private prisons are referred to as 'Directors'. They each have their own staffing structure and they work to their respective Chief Operating Officer (COO). Prison Custody Officers (PCOs) are trained to the same level as Prison Officers and are licenced by Controllers to operate as a PCO once they are fully qualified. All privately managed prisons have a named Controller who, with their team, ensures the prison is operated in line with the agreed contract. The Controller (B9) is the most senior representative of the Secretary of State. As such, he/she is accountable for ensuring delivery, negotiating change, encouraging innovation and the highest levels of performance. The Controller must ensure any contractual failings are remedied and/or the application of contractual levers when necessary, escalating unsatisfactory performance to the Head of Group and PCG Senior Leadership Team. The Deputy Controller (B7) is the senior on-site representative of the Prison Contracts Group, their role is to oversee and report the activities, outputs and deliverables as stated in statute, contract, and law within a prison setting. They have responsibility for monitoring the contract, act as the authority in a number of contexts and oversee the contract and operations delivered inside the establishment. They are accountable to the Controller and Head of Group on areas of delegated authority. The Contract Assurance Specialist (B5) is responsible for the production of complex strategic reports, including in-depth research and statistical analysis for high-level management information to support decision making. They develop and undertake quality assurance procedures to ensure data is captured correctly and efficiency savings are identified, therefore ensuring that contracts are compliant and work effectively. The Assistant Controller (B4) is a specialist role that supports assurance in contract and delivers support to the Controller/Deputy Controller in the formal monitoring arrangements. The Assistant Controller will also carry out assurance and compliance work, co ordinate Notice of Change (NOC) reviews, analyse and present performance progress at monthly and quarterly meeting (highlighting successes and failings), maintain accurate collation of penalty points, and other core contract management tasks. Additional Information Working Arrangements & Further Information The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). Some roles will not be suitable for Hybrid Working.Similarly, Hybrid Working will not suit everyone's circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review. For nationally advertised roles, the successful candidate(s) will be appointed to aMoJoffice location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre employment checks. Some of MoJ's terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made. Standard full time working hours are 37 hours per week excluding breaks which are unpaid. HMPPS welcomes part time, flexible and job sharing working patterns, where they meet the demands of the role and business needs. All applications for part time, flexible and job sharing working patterns will be considered in accordance with the HMPPS' Flexible Working policy. The Loan/Secondment is subject to the approval of the selected candidate's Business Unit, which should be obtained before confirmation of appointment. -The holiday year runs from 1 March. If you work a non standard work pattern your leave entitlement may be expressed in either hours or days as appropriate. Leave entitlement is calculated on a pro rata basis and you will be advised of your actual entitlement on appointment. If you were appointed internally and your leave was previously calculated in days, this will continue to be the case. Bank, Public and Privilege Holidays -You are entitled to 9 days (66 hours 36 minutes) in recognition of bank, public and privilege holidays. Pension -The Civil Service offers a choice of two pension schemes, giving you the flexibility to choose the pension that suits you best. Work Life Balance HM Prison & Probation Service(HMPPS) is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wherever managers and establishments can accommodate requests to do so. HMPPS offers flexible working subject to completion of a satisfactory probationary period and NVQ Season Ticket Advance -After two months' service, you'll be eligible to apply for a season ticket advance to purchase a quarterly or longer period season ticket for travel between home and your place of work For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers Training HMPPS is committed to staff development and offers a range of training and development opportunities, including areas such as Equality and Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti Bullying Programmes -There are opportunities to access promotion programmes and HMPPS provides a variety of training appropriate to individual posts -All staff receive security and diversity training and an individual induction programme into their new roles -All candidates are subject to security and identity checks prior to taking up post -All external candidates are subject to 6 months probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS -All staff are required to declare whether they are a member of a group or organisation which the HMPPS considers to be racist We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles .Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order To the Civil Service Commission (details available here ) As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns. You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team. For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos . The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment . click apply for full job details
Aug 24, 2026
Full time
The Prison Contracts Group (PCG) group sits within the Directorate of Contracted Operational Delivery (DoCOD) which is responsible for the operational contract management of a large portfolio of contracts, including Prisoner Escort Custody Service, Electronic Monitoring, Community Rehabilitation Services, Prisoner Education and Operational Contracts for a variety of goods and services. PMP contracts alone have an annual value of £564m. PMPs were first introduced to the UK in 1992 when the Conservative Government issued short-term contracts to security companies to operate a limited number of publicly owned prisons, the first being HMP Wolds in Yorkshire which was operated by G4S. The first wholly private prisons were often financed through the use of a Special Purpose Vehicles (SPVs) under private finance initiatives (PFI). These were often known as DCMF prisons as they were designed, constructed, managed and financed by the private sector, the first being HMP Altcourse which opened in December 1997 and was operated by G4S. There are currently 15 privately operated prisons in England and Wales operated by G4S Justice Services, Serco Custodial Services and Sodexo Custodial Services. In total they currently accommodate approximately 20% of the closed prison population across England and Wales. ( HMP Parc is managed under the Area Executive Director (AED) for Wales and not the PCG). PMPs are subject to the same scrutiny from official bodies as those in the Public Sector, including HM Inspectorate of Prisons (HMIP), Ofsted, and Operational and System Assurance Group (OSAG). Governors of private prisons are referred to as 'Directors'. They each have their own staffing structure and they work to their respective Chief Operating Officer (COO). Prison Custody Officers (PCOs) are trained to the same level as Prison Officers and are licenced by Controllers to operate as a PCO once they are fully qualified. All privately managed prisons have a named Controller who, with their team, ensures the prison is operated in line with the agreed contract. The Controller (B9) is the most senior representative of the Secretary of State. As such, he/she is accountable for ensuring delivery, negotiating change, encouraging innovation and the highest levels of performance. The Controller must ensure any contractual failings are remedied and/or the application of contractual levers when necessary, escalating unsatisfactory performance to the Head of Group and PCG Senior Leadership Team. The Deputy Controller (B7) is the senior on-site representative of the Prison Contracts Group, their role is to oversee and report the activities, outputs and deliverables as stated in statute, contract, and law within a prison setting. They have responsibility for monitoring the contract, act as the authority in a number of contexts and oversee the contract and operations delivered inside the establishment. They are accountable to the Controller and Head of Group on areas of delegated authority. The Contract Assurance Specialist (B5) is responsible for the production of complex strategic reports, including in-depth research and statistical analysis for high-level management information to support decision making. They develop and undertake quality assurance procedures to ensure data is captured correctly and efficiency savings are identified, therefore ensuring that contracts are compliant and work effectively. The Assistant Controller (B4) is a specialist role that supports assurance in contract and delivers support to the Controller/Deputy Controller in the formal monitoring arrangements. The Assistant Controller will also carry out assurance and compliance work, co ordinate Notice of Change (NOC) reviews, analyse and present performance progress at monthly and quarterly meeting (highlighting successes and failings), maintain accurate collation of penalty points, and other core contract management tasks. Additional Information Working Arrangements & Further Information The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). Some roles will not be suitable for Hybrid Working.Similarly, Hybrid Working will not suit everyone's circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review. For nationally advertised roles, the successful candidate(s) will be appointed to aMoJoffice location, which may include their nearest Justice Collaboration Centre or Justice Satellite Office. This will be discussed and agreed on the completion of pre employment checks. Some of MoJ's terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made. Standard full time working hours are 37 hours per week excluding breaks which are unpaid. HMPPS welcomes part time, flexible and job sharing working patterns, where they meet the demands of the role and business needs. All applications for part time, flexible and job sharing working patterns will be considered in accordance with the HMPPS' Flexible Working policy. The Loan/Secondment is subject to the approval of the selected candidate's Business Unit, which should be obtained before confirmation of appointment. -The holiday year runs from 1 March. If you work a non standard work pattern your leave entitlement may be expressed in either hours or days as appropriate. Leave entitlement is calculated on a pro rata basis and you will be advised of your actual entitlement on appointment. If you were appointed internally and your leave was previously calculated in days, this will continue to be the case. Bank, Public and Privilege Holidays -You are entitled to 9 days (66 hours 36 minutes) in recognition of bank, public and privilege holidays. Pension -The Civil Service offers a choice of two pension schemes, giving you the flexibility to choose the pension that suits you best. Work Life Balance HM Prison & Probation Service(HMPPS) is keen to encourage alternative working arrangements. Work life balance provides greater opportunities for staff to work more flexibly wherever managers and establishments can accommodate requests to do so. HMPPS offers flexible working subject to completion of a satisfactory probationary period and NVQ Season Ticket Advance -After two months' service, you'll be eligible to apply for a season ticket advance to purchase a quarterly or longer period season ticket for travel between home and your place of work For any moves across the Civil Service may have implications on your ability to carry on claiming childcare vouchers Training HMPPS is committed to staff development and offers a range of training and development opportunities, including areas such as Equality and Diversity, Dealing with Challenging Behaviour, Suicide Prevention and Anti Bullying Programmes -There are opportunities to access promotion programmes and HMPPS provides a variety of training appropriate to individual posts -All staff receive security and diversity training and an individual induction programme into their new roles -All candidates are subject to security and identity checks prior to taking up post -All external candidates are subject to 6 months probation. Internal candidates are subject to probation if they have not already served a probationary period within HMPPS -All staff are required to declare whether they are a member of a group or organisation which the HMPPS considers to be racist We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles .Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order To the Civil Service Commission (details available here ) As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns. You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team. For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos . The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment . click apply for full job details
Senior Manager - Operational Risk, Commodities and Global Markets Shape how risk is understood and managed across global commodities activities, with a particular focus on physical flows. Join a collaborative team that plays a critical role in strengthening risk practices and culture, offering exposure to complex, end to end operations and the opportunity to influence meaningful change. We are a global financial services group operating in 30 markets with 57 years of unbroken profitability. At Macquarie, you're empowered to shape a career that is fulfilling and creates value. You will bring your insights and expertise to the task at hand and feel supported as you make your own kind of impact for a better future. What role will you play? Press space or enter keys to toggle section visibility As part of the Risk Management Group's Operational Risk team, reporting to the EMEA Lead of Operational Risk for Commodities and Global Markets, you provide independent oversight of operational risk with a focus on physical commodities activities across trading, logistics, storage and delivery. You engage closely with first-line teams and act as a trusted partner and challenger, shaping robust risk management practices while representing Operational Risk in governance forums. By assessing risks and control environments across the commodities lifecycle, you influence transparency, strengthen reporting and drive improvements in control design and risk culture. You contribute to the evaluation of new business initiatives and transactions, ensuring operational risks are thoughtfully considered, and you collaborate widely across front office, logistics, legal and credit teams to enhance visibility and resilience across complex, global operations. What you offer Press space or enter keys to toggle section visibility Experience in commodities trading, financing or physical commodities, including exposure to logistics, storage, transportation or delivery Strong understanding of operational risks within physical commodity flows, such as inventory integrity, custody risk, logistics disruption and third-party dependencies Background in operational risk, internal audit or a related discipline within a complex, international environment, with the ability to assess and challenge control frameworks Excellent stakeholder management and communication skills, with the confidence to influence senior audiences and clearly articulate complex risk topics A commercial, forward-looking mindset with the ability to identify emerging risks and provide pragmatic, risk-based recommendations What we offer At Macquarie, you're empowered to shape a career that's rewarding in all the ways that matter most to you. Macquarie employees can access a wide range of benefits which, depending on eligibility criteria, include: 1 wellbeing leave day per year and a minimum of 25 days of annual leave. 26 weeks' paid parental leave for primary caregivers along with 12 days of paid transition leave upon return to work and 6 weeks' paid leave for secondary caregivers Paid fertility leave for those undergoing or supporting fertility treatment 2 days of paid volunteer leave and donation matching Access to a wide range of salary sacrificing options Benefits and initiatives to support your physical, mental and financial wellbeing including, comprehensive medical and life insurance cover Access to our Employee Assistance Program, a robust behavioural health network with counselling and coaching services Access to a wide range of learning and development opportunities, including reimbursement for professional membership or subscription Access to company funded emergency and backup dependent care services Recognition and service awards Hybrid and flexible working arrangements, dependent on role Reimbursement for work from home equipment About the Risk Management Group Press space or enter keys to toggle section visibility Our Risk Management Group works as an independent, and centralised function, responsible for independent and objective review and challenge, oversight, monitoring and reporting in relation to Macquarie's material risks. We are a global team that aims to manage the risks of today and anticipate the risks of tomorrow. Our divisions include compliance, credit, financial crime risk, market risk, operational risk, aggregate risk and prudential, and central. Inclusion at Macquarie We are committed to providing an inclusive environment for all, where different experiences, skills and perspectives are valued and respected. Macquarie provides access to opportunities for all individuals regardless of their identity, including age, disability, neurodiversity, gender (including gender identity or expression), sexual orientation, marriage or civil partnership, pregnancy, parental status, race (including ethnic or national origin), religion or belief, or socio-economic background. We provide reasonable adjustments to individuals who may need support during the recruitment process and employment. If you require an adjustment, please let us know during the application process.
Aug 24, 2026
Full time
Senior Manager - Operational Risk, Commodities and Global Markets Shape how risk is understood and managed across global commodities activities, with a particular focus on physical flows. Join a collaborative team that plays a critical role in strengthening risk practices and culture, offering exposure to complex, end to end operations and the opportunity to influence meaningful change. We are a global financial services group operating in 30 markets with 57 years of unbroken profitability. At Macquarie, you're empowered to shape a career that is fulfilling and creates value. You will bring your insights and expertise to the task at hand and feel supported as you make your own kind of impact for a better future. What role will you play? Press space or enter keys to toggle section visibility As part of the Risk Management Group's Operational Risk team, reporting to the EMEA Lead of Operational Risk for Commodities and Global Markets, you provide independent oversight of operational risk with a focus on physical commodities activities across trading, logistics, storage and delivery. You engage closely with first-line teams and act as a trusted partner and challenger, shaping robust risk management practices while representing Operational Risk in governance forums. By assessing risks and control environments across the commodities lifecycle, you influence transparency, strengthen reporting and drive improvements in control design and risk culture. You contribute to the evaluation of new business initiatives and transactions, ensuring operational risks are thoughtfully considered, and you collaborate widely across front office, logistics, legal and credit teams to enhance visibility and resilience across complex, global operations. What you offer Press space or enter keys to toggle section visibility Experience in commodities trading, financing or physical commodities, including exposure to logistics, storage, transportation or delivery Strong understanding of operational risks within physical commodity flows, such as inventory integrity, custody risk, logistics disruption and third-party dependencies Background in operational risk, internal audit or a related discipline within a complex, international environment, with the ability to assess and challenge control frameworks Excellent stakeholder management and communication skills, with the confidence to influence senior audiences and clearly articulate complex risk topics A commercial, forward-looking mindset with the ability to identify emerging risks and provide pragmatic, risk-based recommendations What we offer At Macquarie, you're empowered to shape a career that's rewarding in all the ways that matter most to you. Macquarie employees can access a wide range of benefits which, depending on eligibility criteria, include: 1 wellbeing leave day per year and a minimum of 25 days of annual leave. 26 weeks' paid parental leave for primary caregivers along with 12 days of paid transition leave upon return to work and 6 weeks' paid leave for secondary caregivers Paid fertility leave for those undergoing or supporting fertility treatment 2 days of paid volunteer leave and donation matching Access to a wide range of salary sacrificing options Benefits and initiatives to support your physical, mental and financial wellbeing including, comprehensive medical and life insurance cover Access to our Employee Assistance Program, a robust behavioural health network with counselling and coaching services Access to a wide range of learning and development opportunities, including reimbursement for professional membership or subscription Access to company funded emergency and backup dependent care services Recognition and service awards Hybrid and flexible working arrangements, dependent on role Reimbursement for work from home equipment About the Risk Management Group Press space or enter keys to toggle section visibility Our Risk Management Group works as an independent, and centralised function, responsible for independent and objective review and challenge, oversight, monitoring and reporting in relation to Macquarie's material risks. We are a global team that aims to manage the risks of today and anticipate the risks of tomorrow. Our divisions include compliance, credit, financial crime risk, market risk, operational risk, aggregate risk and prudential, and central. Inclusion at Macquarie We are committed to providing an inclusive environment for all, where different experiences, skills and perspectives are valued and respected. Macquarie provides access to opportunities for all individuals regardless of their identity, including age, disability, neurodiversity, gender (including gender identity or expression), sexual orientation, marriage or civil partnership, pregnancy, parental status, race (including ethnic or national origin), religion or belief, or socio-economic background. We provide reasonable adjustments to individuals who may need support during the recruitment process and employment. If you require an adjustment, please let us know during the application process.
Figma is growing our team of passionate creatives and builders on a mission to make design accessible to all. Figma's platform helps teams bring ideas to life-whether you're brainstorming, creating a prototype, translating designs into code, or iterating with AI. From idea to product, Figma empowers teams to streamline workflows, move faster, and work together in real time from anywhere in the world. If you're excited to shape the future of design and collaboration, join us! At Figma, we're building tools that help teams design, build, and ship better products together. Figma Make enables teams to go from prompt to production code, and the Figma agent is a purpose-built design agent that edits files directly on the Figma canvas. We're looking for a deeply technical product leader to lead the four teams responsible for Figma's Code area: Code Context, Design to Code, Code to Design, and Code Platform. You'll manage and grow a team of Product Managers while partnering closely with engineering, design, data, and research leaders. This team builds the products and platform capabilities that help design and code move fluently together. You'll set the strategy for improving connecting customer codebases to Figma. This is a full-time role that can be held from our London hub or remotely within the UK. What you'll do at Figma: Lead the product aspects of the four teams driving Figma's Code area - Code Context, Design to Code and Code to Design, and Code Platform Set vision, strategy, and goals for how design and code stay in sync at Figma Own Design to Code and Code to Design workflows end to end, including quality measurement, improvement, and discoverability Guide the development of the code-context systems and translation primitives that power agentic workflows and round-tripping between design and code Manage and develop three Product Managers, hire the team's open Product Manager role, and establish a high bar for product management craft Partner with leaders across engineering, design, data, and research to make technical product decisions and serve needs across Figma's product suite Establish a strong operating cadence across the area and own adoption goals for MCP and Design to Code/Code to Design workflows We'd love to hear from you if you have: 3+ years of experience managing Product Managers, with a proven track record of hiring, calibrating, and developing talent Deep experience shipping developer tools and AI products - has run evals, owned annotation pipelines, and made real ship/no-ship calls on model behavior A track record of setting strategy and executing on major initiatives in environments with deep technical and product ambiguity - and rallying an org around a bold, unproven bet Experience working with enterprise customers to understand their workflows and turn that into shipped product Excellent cross-functional collaboration and written communication with technical depth; credible in engineering reviews and with senior stakeholders At Figma, one of our values is Grow as you go. We believe in hiring smart, curious people who are excited to learn and develop their skills. If you're excited about this role but your past experience doesn't align perfectly with the points outlined in the job description, we encourage you to apply anyways. You may be just the right candidate for this or other roles. At Figma we celebrate and support our differences. We know employing a team rich in diverse thoughts, experiences, and opinions allows our employees, our product and our community to flourish. Figma is an equal opportunity workplace - we are dedicated to equal employment opportunities regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity/expression, veteran status, or any other characteristic protected by law. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. We will work to ensure individuals with disabilities are provided reasonable accommodation to apply for a role, participate in the interview process, perform essential job functions, and receive other benefits and privileges of employment. If you require accommodation, please reach out to . These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities. Examples of accommodations include but are not limited to: Holding interviews in an accessible location Enabling closed captioning on video conferencing Ensuring all written communication be compatible with screen readers Changing the mode or format of interviews To ensure the integrity of our hiring process and facilitate a more personal connection, we require all candidates keep their cameras on during video interviews. Additionally, if hired you will be required to attend in person onboarding. By applying for this job, the candidate acknowledges and agrees that any personal data contained in their application or supporting materials will be processed in accordance with Figma's Candidate Privacy Notice.
Aug 24, 2026
Full time
Figma is growing our team of passionate creatives and builders on a mission to make design accessible to all. Figma's platform helps teams bring ideas to life-whether you're brainstorming, creating a prototype, translating designs into code, or iterating with AI. From idea to product, Figma empowers teams to streamline workflows, move faster, and work together in real time from anywhere in the world. If you're excited to shape the future of design and collaboration, join us! At Figma, we're building tools that help teams design, build, and ship better products together. Figma Make enables teams to go from prompt to production code, and the Figma agent is a purpose-built design agent that edits files directly on the Figma canvas. We're looking for a deeply technical product leader to lead the four teams responsible for Figma's Code area: Code Context, Design to Code, Code to Design, and Code Platform. You'll manage and grow a team of Product Managers while partnering closely with engineering, design, data, and research leaders. This team builds the products and platform capabilities that help design and code move fluently together. You'll set the strategy for improving connecting customer codebases to Figma. This is a full-time role that can be held from our London hub or remotely within the UK. What you'll do at Figma: Lead the product aspects of the four teams driving Figma's Code area - Code Context, Design to Code and Code to Design, and Code Platform Set vision, strategy, and goals for how design and code stay in sync at Figma Own Design to Code and Code to Design workflows end to end, including quality measurement, improvement, and discoverability Guide the development of the code-context systems and translation primitives that power agentic workflows and round-tripping between design and code Manage and develop three Product Managers, hire the team's open Product Manager role, and establish a high bar for product management craft Partner with leaders across engineering, design, data, and research to make technical product decisions and serve needs across Figma's product suite Establish a strong operating cadence across the area and own adoption goals for MCP and Design to Code/Code to Design workflows We'd love to hear from you if you have: 3+ years of experience managing Product Managers, with a proven track record of hiring, calibrating, and developing talent Deep experience shipping developer tools and AI products - has run evals, owned annotation pipelines, and made real ship/no-ship calls on model behavior A track record of setting strategy and executing on major initiatives in environments with deep technical and product ambiguity - and rallying an org around a bold, unproven bet Experience working with enterprise customers to understand their workflows and turn that into shipped product Excellent cross-functional collaboration and written communication with technical depth; credible in engineering reviews and with senior stakeholders At Figma, one of our values is Grow as you go. We believe in hiring smart, curious people who are excited to learn and develop their skills. If you're excited about this role but your past experience doesn't align perfectly with the points outlined in the job description, we encourage you to apply anyways. You may be just the right candidate for this or other roles. At Figma we celebrate and support our differences. We know employing a team rich in diverse thoughts, experiences, and opinions allows our employees, our product and our community to flourish. Figma is an equal opportunity workplace - we are dedicated to equal employment opportunities regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity/expression, veteran status, or any other characteristic protected by law. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. We will work to ensure individuals with disabilities are provided reasonable accommodation to apply for a role, participate in the interview process, perform essential job functions, and receive other benefits and privileges of employment. If you require accommodation, please reach out to . These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities. Examples of accommodations include but are not limited to: Holding interviews in an accessible location Enabling closed captioning on video conferencing Ensuring all written communication be compatible with screen readers Changing the mode or format of interviews To ensure the integrity of our hiring process and facilitate a more personal connection, we require all candidates keep their cameras on during video interviews. Additionally, if hired you will be required to attend in person onboarding. By applying for this job, the candidate acknowledges and agrees that any personal data contained in their application or supporting materials will be processed in accordance with Figma's Candidate Privacy Notice.
We Are Teva We're Teva, a leading innovative biopharmaceutical company, enabled by a world-class generics business. Whether it's innovating in the fields of neuroscience and immunology or delivering high-quality medicine worldwide, we're dedicated to addressing patients' needs now and in the future. Here, you will be part of a high-performing, inclusive culture that values fresh thinking and collaboration. You'll have the room to grow, the flexibility to balance life with work, and the opportunity to better health worldwide, together. Our Team, Your Impact The Director - Category Manager EXM-Biologics (BIO) supports the development and execution of category management across Company's Externally Manufactured BIO network. This role is responsible for owning assigned technologies that all fall under the EXM BIO Category, developing practical category strategies, and working closely with Strategic Sourcing, External Manufacturing, Quality, and other Business stakeholders to deliver strategic procurement outcomes. Reporting to the Senior Director Procurement - Business Partner & Category Lead, this role plays a critical part in building foundational category management capability, improving supplier engagement, and strengthening procurement's effectiveness in developing a procurement environment with accountability on defining financial value delivery over a long range plan. This role is suited for an experienced category professional who is comfortable being hands-on, operating in ambiguity, and helping establish structure, discipline, and consistency. How You'll Spend Your Day Category Strategy & Planning Own assigned BIO categories/product technologies and serve as Teva's category SME. Develop category strategies aligned with business priorities, manufacturing needs, and supplier capabilities. Define and deliver 3-5 year savings and improvement roadmaps leveraging multiple procurement levers. Support demand planning, supplier capacity assessments, and sourcing roadmaps to optimize business investment and P&L. Maintain category strategies, action plans, and reporting. Sourcing & Execution Partner with Strategic Sourcing to execute RFx activities, negotiations, and contracts. Ensure sourcing activities deliver value and objectives defined in category strategies. Provide category expertise on supplier selection, negotiation approaches, and award decisions. Align contract outcomes with category and business goals. Supplier Management & Performance Define supplier management strategies for key BIO suppliers. Guide supplier performance management, issue resolution, and continuous improvement. Maintain market intelligence and identify strategic supplier opportunities, leveraging SRM to develop ongoing value capture opportunities Stakeholder Engagement & Business Support Partner with leaders across External Manufacturing, Technical Operations, and key business functions, understanding business needs and co-developing strategies Communicate category plans, sourcing activities, risks, and trade-offs; influence and challenge stakeholders where needed. Influence outcomes of Business Development through category and supplier expertise. Build trusted relationships and deep business understanding to inform category priorities. Value Delivery & Reporting Drive category value initiatives, including cost optimization, sourcing improvements, and supplier performance. Track and communicate category performance, sourcing outcomes, and value delivery. Deliver multi-year cost reduction plans and partner with Finance to validate targets. Improve reporting transparency and consistency. Market & Supplier Insight Expert level knowledge of BIO markets, supplier capabilities, capacity trends, and regulations. Use market and supplier intelligence to shape category strategies and sourcing decisions. Strengthen supplier relationships and position Teva as a customer of choice. Process & Capability Development Support adoption of category management tools, templates, and best practices. Improve consistency and discipline across category management activities. Identify process improvement opportunities across planning, supplier engagement, and execution. Coach and inspire team members to strengthen BIO category management capabilities. Your Skills and Experience Experience & Expertise Experience in Category Management, Strategic Sourcing, or Procurement within pharmaceutical, biotech, life sciences, manufacturing, or other regulated industries. Experience managing External Manufacturing (EXM), CMO/CDMO partnerships, or strategic supplier relationships. Experience leading sourcing initiatives, supplier negotiations, supplier engagement, and cross-functional projects. Strong understanding of biologics manufacturing, CDMO networks, or outsourced biologics supply chains is highly desirable. Pharmaceutical experience is advantageous; however, candidates from adjacent regulated industries with strong External Manufacturing expertise are encouraged to apply. Skills & Attributes Hands-on, execution-oriented mindset. Strong organizational and prioritization skills. Effective stakeholder communication and collaboration skills, demonstrated through understanding of business needs. Deep analytical and commercial aptitude, that can be translated to strategies. Comfort working in evolving, lower-maturity procurement environments. EDUCATION Bachelor's degree required; advanced degree preferred. Typically 7+ years of experience in Procurement, Category Management, Strategic Sourcing, External Manufacturing, Supply Chain, or related disciplines. How We'll Take Care of You At Teva, better health starts from within, and that includes you. From day one, you'll be supported with benefits designed to help you thrive in and out of work. This includes generous annual leave, reward plans, flexible working schedules (dependent on role), access to tailored health support, and meaningful ways to give back to the community. When it comes to your career, you'll be encouraged to explore, evolve, and shape your path. Twist, our one-stop shop for career development platform, gives you access to a wide range of possibilities, from learning programs and short-term projects to opportunities for internal growth. Here, you'll be part of a culture that empowers you to reach your goals and prioritize your wellbeing every step of the way. Teva's Equal Employment Opportunity Commitment Teva Pharmaceuticals is committed to equal opportunity in employment. It is Teva's global policy that equal employment opportunity be provided without regard to age, race, creed, color, religion, sex, disability, pregnancy, medical condition, sexual orientation, gender identity or expression, ancestry, veteran status, national or ethnic origin or any other legally recognized status entitled to protection under applicable laws. We are committed to a diverse and inclusive workplace for all. If you are contacted for a job opportunity, please advise us of any accommodations needed to support you throughout the recruitment and selection process. All accommodation information provided will be treated as confidential and used only for the purpose of providing an accessible candidate experience.
Aug 24, 2026
Full time
We Are Teva We're Teva, a leading innovative biopharmaceutical company, enabled by a world-class generics business. Whether it's innovating in the fields of neuroscience and immunology or delivering high-quality medicine worldwide, we're dedicated to addressing patients' needs now and in the future. Here, you will be part of a high-performing, inclusive culture that values fresh thinking and collaboration. You'll have the room to grow, the flexibility to balance life with work, and the opportunity to better health worldwide, together. Our Team, Your Impact The Director - Category Manager EXM-Biologics (BIO) supports the development and execution of category management across Company's Externally Manufactured BIO network. This role is responsible for owning assigned technologies that all fall under the EXM BIO Category, developing practical category strategies, and working closely with Strategic Sourcing, External Manufacturing, Quality, and other Business stakeholders to deliver strategic procurement outcomes. Reporting to the Senior Director Procurement - Business Partner & Category Lead, this role plays a critical part in building foundational category management capability, improving supplier engagement, and strengthening procurement's effectiveness in developing a procurement environment with accountability on defining financial value delivery over a long range plan. This role is suited for an experienced category professional who is comfortable being hands-on, operating in ambiguity, and helping establish structure, discipline, and consistency. How You'll Spend Your Day Category Strategy & Planning Own assigned BIO categories/product technologies and serve as Teva's category SME. Develop category strategies aligned with business priorities, manufacturing needs, and supplier capabilities. Define and deliver 3-5 year savings and improvement roadmaps leveraging multiple procurement levers. Support demand planning, supplier capacity assessments, and sourcing roadmaps to optimize business investment and P&L. Maintain category strategies, action plans, and reporting. Sourcing & Execution Partner with Strategic Sourcing to execute RFx activities, negotiations, and contracts. Ensure sourcing activities deliver value and objectives defined in category strategies. Provide category expertise on supplier selection, negotiation approaches, and award decisions. Align contract outcomes with category and business goals. Supplier Management & Performance Define supplier management strategies for key BIO suppliers. Guide supplier performance management, issue resolution, and continuous improvement. Maintain market intelligence and identify strategic supplier opportunities, leveraging SRM to develop ongoing value capture opportunities Stakeholder Engagement & Business Support Partner with leaders across External Manufacturing, Technical Operations, and key business functions, understanding business needs and co-developing strategies Communicate category plans, sourcing activities, risks, and trade-offs; influence and challenge stakeholders where needed. Influence outcomes of Business Development through category and supplier expertise. Build trusted relationships and deep business understanding to inform category priorities. Value Delivery & Reporting Drive category value initiatives, including cost optimization, sourcing improvements, and supplier performance. Track and communicate category performance, sourcing outcomes, and value delivery. Deliver multi-year cost reduction plans and partner with Finance to validate targets. Improve reporting transparency and consistency. Market & Supplier Insight Expert level knowledge of BIO markets, supplier capabilities, capacity trends, and regulations. Use market and supplier intelligence to shape category strategies and sourcing decisions. Strengthen supplier relationships and position Teva as a customer of choice. Process & Capability Development Support adoption of category management tools, templates, and best practices. Improve consistency and discipline across category management activities. Identify process improvement opportunities across planning, supplier engagement, and execution. Coach and inspire team members to strengthen BIO category management capabilities. Your Skills and Experience Experience & Expertise Experience in Category Management, Strategic Sourcing, or Procurement within pharmaceutical, biotech, life sciences, manufacturing, or other regulated industries. Experience managing External Manufacturing (EXM), CMO/CDMO partnerships, or strategic supplier relationships. Experience leading sourcing initiatives, supplier negotiations, supplier engagement, and cross-functional projects. Strong understanding of biologics manufacturing, CDMO networks, or outsourced biologics supply chains is highly desirable. Pharmaceutical experience is advantageous; however, candidates from adjacent regulated industries with strong External Manufacturing expertise are encouraged to apply. Skills & Attributes Hands-on, execution-oriented mindset. Strong organizational and prioritization skills. Effective stakeholder communication and collaboration skills, demonstrated through understanding of business needs. Deep analytical and commercial aptitude, that can be translated to strategies. Comfort working in evolving, lower-maturity procurement environments. EDUCATION Bachelor's degree required; advanced degree preferred. Typically 7+ years of experience in Procurement, Category Management, Strategic Sourcing, External Manufacturing, Supply Chain, or related disciplines. How We'll Take Care of You At Teva, better health starts from within, and that includes you. From day one, you'll be supported with benefits designed to help you thrive in and out of work. This includes generous annual leave, reward plans, flexible working schedules (dependent on role), access to tailored health support, and meaningful ways to give back to the community. When it comes to your career, you'll be encouraged to explore, evolve, and shape your path. Twist, our one-stop shop for career development platform, gives you access to a wide range of possibilities, from learning programs and short-term projects to opportunities for internal growth. Here, you'll be part of a culture that empowers you to reach your goals and prioritize your wellbeing every step of the way. Teva's Equal Employment Opportunity Commitment Teva Pharmaceuticals is committed to equal opportunity in employment. It is Teva's global policy that equal employment opportunity be provided without regard to age, race, creed, color, religion, sex, disability, pregnancy, medical condition, sexual orientation, gender identity or expression, ancestry, veteran status, national or ethnic origin or any other legally recognized status entitled to protection under applicable laws. We are committed to a diverse and inclusive workplace for all. If you are contacted for a job opportunity, please advise us of any accommodations needed to support you throughout the recruitment and selection process. All accommodation information provided will be treated as confidential and used only for the purpose of providing an accessible candidate experience.
The Opportunity An excellent opportunity has arisen for an experienced IFA Administrator to join a highly regarded national financial planning business with an excellent reputation in the market, located in Gloucester. Working closely with a team of Financial Advisers, you'll provide high-quality administrative support across the full client journey, ensuring new business, client requests and ongoing transactions are processed accurately and efficiently. Key Responsibilities Process new business applications and associated paperwork through to submission to providers Complete client identity verification where required Assist Advisers with the management of client cash holdings and placing trades in line with Adviser instructions Maintain accurate and up-to-date client and plan records on the back-office system Manage tasks assigned by Advisers, Managers and other members of the support team Assist with preparing quotations, applications, key features and other relevant paperwork for Adviser meetings Respond promptly and professionally to queries from clients, providers and Advisers Process and chase policy claims through to completion About You The ideal candidate will have previous experience as an IFA Administrator, Financial Services Administrator or within a similar financial planning support role Experience using Intelligent Office (IO) or a similar financial planning back-office system would be advantageous A basic understanding of financial planning, providers and financial products would also be beneficial What's on Offer? Hybrid working - 3 days in the office and 2 days from home The opportunity to join a national financial planning business with an excellent reputation A varied IFA administration role supporting experienced Financial Advisers A professional and collaborative working environment Excellent opportunities for career development and progression A comprehensive flexible benefits package, allowing you to tailor your benefits to your individual needs Group Income Protection, with options to increase your level of cover and benefit period Workplace pension with employer contributions Dental cover Critical Illness cover Health Cash Plan covering areas including dental, optical and physiotherapy Cycle to Work scheme Access to a wide range of retail discounts and savings through the employee benefits platform Interested? Apply with your CV to this advert or contact Samantha Durbridge at IDEX Consulting - Visit the IDEX Consulting Ltd website for further opportunities. Please note that the information supplied may be retained for up to 10 years for use in connection with future vacancies. For full information on how we use your data, please visit the IDEX Consulting website and view our Privacy Policy. Our Diversity, Equity and Inclusion Mission At IDEX, we strive for an inclusion-first company culture where everyone is treated fairly and can bring their authentic selves to work. We recognise and acknowledge that diverse representation at every level of our business requires continuous and measurable effort. We are committed to driving conscious inclusion across our business and creating equitable pathways.
Aug 24, 2026
Full time
The Opportunity An excellent opportunity has arisen for an experienced IFA Administrator to join a highly regarded national financial planning business with an excellent reputation in the market, located in Gloucester. Working closely with a team of Financial Advisers, you'll provide high-quality administrative support across the full client journey, ensuring new business, client requests and ongoing transactions are processed accurately and efficiently. Key Responsibilities Process new business applications and associated paperwork through to submission to providers Complete client identity verification where required Assist Advisers with the management of client cash holdings and placing trades in line with Adviser instructions Maintain accurate and up-to-date client and plan records on the back-office system Manage tasks assigned by Advisers, Managers and other members of the support team Assist with preparing quotations, applications, key features and other relevant paperwork for Adviser meetings Respond promptly and professionally to queries from clients, providers and Advisers Process and chase policy claims through to completion About You The ideal candidate will have previous experience as an IFA Administrator, Financial Services Administrator or within a similar financial planning support role Experience using Intelligent Office (IO) or a similar financial planning back-office system would be advantageous A basic understanding of financial planning, providers and financial products would also be beneficial What's on Offer? Hybrid working - 3 days in the office and 2 days from home The opportunity to join a national financial planning business with an excellent reputation A varied IFA administration role supporting experienced Financial Advisers A professional and collaborative working environment Excellent opportunities for career development and progression A comprehensive flexible benefits package, allowing you to tailor your benefits to your individual needs Group Income Protection, with options to increase your level of cover and benefit period Workplace pension with employer contributions Dental cover Critical Illness cover Health Cash Plan covering areas including dental, optical and physiotherapy Cycle to Work scheme Access to a wide range of retail discounts and savings through the employee benefits platform Interested? Apply with your CV to this advert or contact Samantha Durbridge at IDEX Consulting - Visit the IDEX Consulting Ltd website for further opportunities. Please note that the information supplied may be retained for up to 10 years for use in connection with future vacancies. For full information on how we use your data, please visit the IDEX Consulting website and view our Privacy Policy. Our Diversity, Equity and Inclusion Mission At IDEX, we strive for an inclusion-first company culture where everyone is treated fairly and can bring their authentic selves to work. We recognise and acknowledge that diverse representation at every level of our business requires continuous and measurable effort. We are committed to driving conscious inclusion across our business and creating equitable pathways.
Company Description Publicis Mediaharnesses the power of modern media through leading agency brandsDysrupt, Infinite Roar, Publicis Collective, Publicis Health Media, Spark Foundry, StarcomandZenith, as well as global acceleratorPMX; immersive experience group PMCI and access to integrated platform-based technologies and offerings fromCJ, EpsilonandInfluential.A key business solution of Publicis Groupe, Publicis Media's digital-first, data-driven global solutions deliver client value anddrive growth in a platform-poweredworld. It is present in over 100 countries with over 23,000 employees worldwide. Overview At Publicis Groupe, we believe our people are our greatest competitive advantage. We're looking for a talented and passionate Talent Acquisition Partner to join our Global Talent team, supporting UK-based global business teams across the Groupe. In this role, you'll do far more than fill vacancies. You'll act as a trusted advisor to hiring leaders, champion exceptional candidate experiences, and help us attract diverse talent who will shape the future of our business. You'll have the opportunity to influence hiring decisions, build strategic talent pipelines, and play a key role in creating an inclusive workforce that reflects the world around us. If you're curious about people, skilled at building relationships, and motivated by connecting exceptional talent with meaningful opportunities, we'd love to hear from you. Responsibilities As a Talent Acquisition Partner, you'll partner closely with hiring managers and business leaders to deliver outstanding recruitment solutions across a diverse portfolio of roles. You'll: Partner with hiring managers to understand team goals, hiring needs and future talent requirements Act as a trusted advisor, providing regular market insights, hiring updates and recruitment recommendations Identify, engage and attract high-quality active and passive candidates through a variety of sourcing channels Conduct meaningful candidate conversations, assessing skills, motivations and potential fit while ensuring a positive experience throughout the process Build and nurture talent communities and pipelines for both immediate and future hiring needs Develop creative sourcing and engagement strategies to reach diverse, underrepresented and hard-to-find talent Leverage data, market intelligence and competitor insights to inform hiring decisions and talent strategies Generate referrals and build professional networks that help strengthen our talent pools Create strong relationships internally and externally, acting as an ambassador for Publicis Groupe and our employer brand Continuously look for ways to improve recruitment processes, candidate experiences and hiring outcomes Qualifications Previous recruitment experience within the media, advertising, marketing, media owner or related industries Experience managing multiple roles simultaneously across different functions and disciplines. Strong sourcing and talent mapping capability, including experience using social platforms, search tools and Boolean techniques A proactive and solution-oriented mindset, with a passion for finding innovative ways to attract great talent Excellent stakeholder management skills and a proven ability to build credibility with hiring managers and business leaders Confidence using recruitment data and market insights to influence decision-making. Strong organisation and administration skills, including maintaining accurate recruitment records and ATS updates Outstanding communication skills, both written and verbal Comfort working in a fast-moving, evolving environment where priorities can change A collaborative approach and commitment to creating an inclusive and positive team culture Additional Information Publicis Mediaoffers a wide range of benefits to support our employees. Full details are shared when you join, but highlights include core benefits such as Pension, Life Assurance, and Private Medical cover, alongside enhanced policies like Reflection Days and Shared Parental Leave. You'll also have access to a range of additional initiatives, including: Please check out thePublicis Career Pagewhich showcases our Inclusive Benefits and our EAG's (Employee Action Groups). Publicis Groupe works primarily from the office or our clients' office four days per week. At Publicis Media, we are proud to be an equal opportunities employer. We welcome and encourage applications from people of all backgrounds, and do not discriminate on the basis of race, ethnicity, nationality, religion or belief, disability, age, citizenship, relationship status, sexual orientation, gender identity, or any other protected characteristic. We are committed to providing a fair, accessible, and inclusive recruitment process. If you have any access needs - for example, related to disability, neurodivergence, or a health condition - please let us know. We'll work with you to ensure the process works for you. Sharing this information will never impact your application. Guided by our values, we listen with empathy, uplift each other, take responsibility, and embrace change - building a culture where everyone feels seen, respected, and genuinely included.
Aug 24, 2026
Full time
Company Description Publicis Mediaharnesses the power of modern media through leading agency brandsDysrupt, Infinite Roar, Publicis Collective, Publicis Health Media, Spark Foundry, StarcomandZenith, as well as global acceleratorPMX; immersive experience group PMCI and access to integrated platform-based technologies and offerings fromCJ, EpsilonandInfluential.A key business solution of Publicis Groupe, Publicis Media's digital-first, data-driven global solutions deliver client value anddrive growth in a platform-poweredworld. It is present in over 100 countries with over 23,000 employees worldwide. Overview At Publicis Groupe, we believe our people are our greatest competitive advantage. We're looking for a talented and passionate Talent Acquisition Partner to join our Global Talent team, supporting UK-based global business teams across the Groupe. In this role, you'll do far more than fill vacancies. You'll act as a trusted advisor to hiring leaders, champion exceptional candidate experiences, and help us attract diverse talent who will shape the future of our business. You'll have the opportunity to influence hiring decisions, build strategic talent pipelines, and play a key role in creating an inclusive workforce that reflects the world around us. If you're curious about people, skilled at building relationships, and motivated by connecting exceptional talent with meaningful opportunities, we'd love to hear from you. Responsibilities As a Talent Acquisition Partner, you'll partner closely with hiring managers and business leaders to deliver outstanding recruitment solutions across a diverse portfolio of roles. You'll: Partner with hiring managers to understand team goals, hiring needs and future talent requirements Act as a trusted advisor, providing regular market insights, hiring updates and recruitment recommendations Identify, engage and attract high-quality active and passive candidates through a variety of sourcing channels Conduct meaningful candidate conversations, assessing skills, motivations and potential fit while ensuring a positive experience throughout the process Build and nurture talent communities and pipelines for both immediate and future hiring needs Develop creative sourcing and engagement strategies to reach diverse, underrepresented and hard-to-find talent Leverage data, market intelligence and competitor insights to inform hiring decisions and talent strategies Generate referrals and build professional networks that help strengthen our talent pools Create strong relationships internally and externally, acting as an ambassador for Publicis Groupe and our employer brand Continuously look for ways to improve recruitment processes, candidate experiences and hiring outcomes Qualifications Previous recruitment experience within the media, advertising, marketing, media owner or related industries Experience managing multiple roles simultaneously across different functions and disciplines. Strong sourcing and talent mapping capability, including experience using social platforms, search tools and Boolean techniques A proactive and solution-oriented mindset, with a passion for finding innovative ways to attract great talent Excellent stakeholder management skills and a proven ability to build credibility with hiring managers and business leaders Confidence using recruitment data and market insights to influence decision-making. Strong organisation and administration skills, including maintaining accurate recruitment records and ATS updates Outstanding communication skills, both written and verbal Comfort working in a fast-moving, evolving environment where priorities can change A collaborative approach and commitment to creating an inclusive and positive team culture Additional Information Publicis Mediaoffers a wide range of benefits to support our employees. Full details are shared when you join, but highlights include core benefits such as Pension, Life Assurance, and Private Medical cover, alongside enhanced policies like Reflection Days and Shared Parental Leave. You'll also have access to a range of additional initiatives, including: Please check out thePublicis Career Pagewhich showcases our Inclusive Benefits and our EAG's (Employee Action Groups). Publicis Groupe works primarily from the office or our clients' office four days per week. At Publicis Media, we are proud to be an equal opportunities employer. We welcome and encourage applications from people of all backgrounds, and do not discriminate on the basis of race, ethnicity, nationality, religion or belief, disability, age, citizenship, relationship status, sexual orientation, gender identity, or any other protected characteristic. We are committed to providing a fair, accessible, and inclusive recruitment process. If you have any access needs - for example, related to disability, neurodivergence, or a health condition - please let us know. We'll work with you to ensure the process works for you. Sharing this information will never impact your application. Guided by our values, we listen with empathy, uplift each other, take responsibility, and embrace change - building a culture where everyone feels seen, respected, and genuinely included.
At Klaviyo, we value the unique backgrounds, experiences and perspectives each Klaviyo (we call ourselves Klaviyos) brings to our workplace each and every day. We believe everyone deserves a fair shot at success and appreciate the experiences each person brings beyond the traditional job requirements. If you're a close but not exact match with the description, we hope you'll still consider applying. Want to learn more about life at Klaviyo? Visit to see how we empower creators to own their own destiny. London, UK (Hybrid: 3 days p/ week in office) Full-time permanent contract The Role: Joining as our Sr HR Business Partner - EMEA, you'll own and execute Klaviyo's HRBP Playbook, partnering with leaders across the UK, Ireland, France, Germany, and the broader EMEA region, often supporting them from a different location to your own. You'll act as a thought partner for leaders and a trusted confidant to employees, coaching them on aligning teams to business objectives and enhancing team culture through learning and development, talent management, and performance management. A key focus of this role is supporting Go-To-Market (GTM) teams across EMEA: Sales, Presales, Customer Success, Marketing, and Partnerships. You'll bring strong employment law expertise across multiple EMEA jurisdictions and navigate complex employee relations situations with confidence. Experience working with works councils is advantageous and welcomed. Your Impact: Strategic HR Business Partnership Provide strategic HR partnership and executive coaching to EMEA leaders and people managers across Sales, Customer Success, Marketing, and Partnerships (GTM functions), driving engagement, development, and retention. Partner with the Director of HR International to ensure full leadership coverage across EMEA, managing a broad and diverse client group. Build strong relationships with leaders across the UK, Ireland, France, Germany, and the wider EMEA region, adapting your approach to local context. Employment Law & Employee Relations Apply deep knowledge of employment law across multiple EMEA jurisdictions to give compliant, pragmatic guidance on complex employee relations issues. Engage and collaborate with works councils and employee representative bodies where applicable (preferred, not required). Diversity, Equity & Inclusion Partner with the DEI team as an advocate, coach, and facilitator, helping leaders build diverse and inclusive teams. People Analytics & Organisational Strategy Use data to identify people trends and translate them into recommendations, programs, and projects. Identify organisational gaps and deploy people strategies that help GTM and other teams scale effectively. Talent Management & Programme Delivery Partner with the Talent Management COE to launch and run initiatives including performance reviews, succession planning, and org design. Collaborate with the wider HRBP team and People Ops functions (Talent Acquisition, Learning & Enablement, Compensation, DEI) to build and deploy programs across client groups. What Success Looks Like: EMEA leaders treat you as a trusted advisor, you're sought out for your expertise and perspective. You've built a strong, trusted presence across the UK, Ireland, France, Germany, and the wider EMEA region, despite operating across geographies. Employment law situations are handled with confidence, pragmatism, and without surprises. Your GTM clients report a measurably better partnership experience as Klaviyo scales across EMEA. People and org decisions are grounded in data and reflect a clear point of view, not just process. Please note that job responsibilities may change from time to time. Your team lead will be the most up-to date source for job expectations. Who You Are: Education and Experience BA/ BSc degree in Human Resources or related field. 7+ years of experience as an HRBP, with a significant proportion of that time supporting EMEA-based organisations. EMEA Expertise & Employment Law Deep pan-EMEA HR experience, with strong understanding of the cultural, legal, and organisational landscape across the region. Strong, demonstrable employment law knowledge across multiple EMEA jurisdictions (UK, Ireland, France, and Germany required; additional markets a plus), with the ability to provide pragmatic, commercially sound guidance on complex employee relations matters. Experience working with works councils or other employee representative bodies across EMEA markets. Business Partnering Across Distance Experience supporting GTM teams: Sales, Presales, Customer Success, Marketing, and/or Partnerships, ideally in a fast paced, high growth environment. Proven ability to build trust and deliver impact with leaders based outside your own location, managing relationships primarily through remote and cross border ways of working. Ability to coach leaders and managers at all levels on personal and team development. Experience influencing and advising executives on talent and employment matters across multiple geographies. Analytical & Change Capability Ability to use people analytics to spot trends, build a case for investment, and measure whether people strategies are delivering results. Strong ability to drive change management in a rapidly scaling environment, with high levels of autonomy. Demonstrated ability to manage multiple, complex, competing priorities across a broad EMEA remit, with strong business acumen. Systems & Travel: HRIS experience, such as Workday, as well as proficiency Google Suite/ Microsoft. Comfortable working in an environment where AI is changing how teams operate and how work gets done Willing and able to travel depending on business needs (e.g. HQ Boston for Summits, EMEA office hubs). Our salary range reflects the cost of labour in the country where the job post is advertised. The base salary offered for this position is determined by several factors, including the applicant's job-related skills, relevant experience, education or training, and work location. In addition to base salary, our total compensation package may include participation in the company's annual cash bonus plan, variable compensation (OTE) for sales and customer success roles, equity, sign on payments, and a comprehensive range of health, welfare, and wellbeing benefits based on eligibility. Your recruiter can provide more details about the specific salary/OTE range for your preferred location during the hiring process. Base Pay Range in Local Currency: £72,000 - £108,000 GBP This role may require up to 10% travel for purposes such as new hire onboarding, client or partner work if applicable, team meetings, and industry events. Travel is coordinated in advance. Get to Know Klaviyo We're Klaviyo (pronounced clay-vee-oh). We empower creators to own their destiny by making first party data accessible and actionable like never before. We see limitless potential for the technology we're developing to nurture personalized experiences in e commerce and beyond. To reach our goals, we need our own crew of remarkable creators-ambitious and collaborative teammates who stay focused on our north star: delighting our customers. If you're ready to do the best work of your career, where you'll be welcomed as your whole self from day one and supported with generous benefits, we hope you'll join us. AI fluency at Klaviyo includes responsible use of AI (including privacy, security, bias awareness, and human in the loop). We provide accommodations as needed. By participating in Klaviyo's interview process, you acknowledge that you have read, understood, and will adhere to our Guidelines for using AI in the Klaviyo interview Process. For more information about how we process your personal data, see our Job Applicant Privacy Notice. Klaviyo is committed to a policy of equal opportunity and non discrimination. We do not discriminate on the basis of race, ethnicity, citizenship, national origin, color, religion or religious creed, age, sex (including pregnancy), gender identity, sexual orientation, physical or mental disability, veteran or active military status, marital status, criminal record, genetics, retaliation, sexual harassment or any other characteristic protected by applicable law. IMPORTANT NOTICE: Our company takes the security and privacy of job applicants very seriously. We will never ask for payment, bank details, or personal financial information as part of the application process. All our legitimate job postings can be found on our official career site. Please be cautious of job offers that come from non-company email addresses instant messaging platforms, or unsolicited calls. By clicking "Submit Application" you consent to Klaviyo processing your Personal Data in accordance with our Job Applicant Privacy Notice. If you do not
Aug 24, 2026
Full time
At Klaviyo, we value the unique backgrounds, experiences and perspectives each Klaviyo (we call ourselves Klaviyos) brings to our workplace each and every day. We believe everyone deserves a fair shot at success and appreciate the experiences each person brings beyond the traditional job requirements. If you're a close but not exact match with the description, we hope you'll still consider applying. Want to learn more about life at Klaviyo? Visit to see how we empower creators to own their own destiny. London, UK (Hybrid: 3 days p/ week in office) Full-time permanent contract The Role: Joining as our Sr HR Business Partner - EMEA, you'll own and execute Klaviyo's HRBP Playbook, partnering with leaders across the UK, Ireland, France, Germany, and the broader EMEA region, often supporting them from a different location to your own. You'll act as a thought partner for leaders and a trusted confidant to employees, coaching them on aligning teams to business objectives and enhancing team culture through learning and development, talent management, and performance management. A key focus of this role is supporting Go-To-Market (GTM) teams across EMEA: Sales, Presales, Customer Success, Marketing, and Partnerships. You'll bring strong employment law expertise across multiple EMEA jurisdictions and navigate complex employee relations situations with confidence. Experience working with works councils is advantageous and welcomed. Your Impact: Strategic HR Business Partnership Provide strategic HR partnership and executive coaching to EMEA leaders and people managers across Sales, Customer Success, Marketing, and Partnerships (GTM functions), driving engagement, development, and retention. Partner with the Director of HR International to ensure full leadership coverage across EMEA, managing a broad and diverse client group. Build strong relationships with leaders across the UK, Ireland, France, Germany, and the wider EMEA region, adapting your approach to local context. Employment Law & Employee Relations Apply deep knowledge of employment law across multiple EMEA jurisdictions to give compliant, pragmatic guidance on complex employee relations issues. Engage and collaborate with works councils and employee representative bodies where applicable (preferred, not required). Diversity, Equity & Inclusion Partner with the DEI team as an advocate, coach, and facilitator, helping leaders build diverse and inclusive teams. People Analytics & Organisational Strategy Use data to identify people trends and translate them into recommendations, programs, and projects. Identify organisational gaps and deploy people strategies that help GTM and other teams scale effectively. Talent Management & Programme Delivery Partner with the Talent Management COE to launch and run initiatives including performance reviews, succession planning, and org design. Collaborate with the wider HRBP team and People Ops functions (Talent Acquisition, Learning & Enablement, Compensation, DEI) to build and deploy programs across client groups. What Success Looks Like: EMEA leaders treat you as a trusted advisor, you're sought out for your expertise and perspective. You've built a strong, trusted presence across the UK, Ireland, France, Germany, and the wider EMEA region, despite operating across geographies. Employment law situations are handled with confidence, pragmatism, and without surprises. Your GTM clients report a measurably better partnership experience as Klaviyo scales across EMEA. People and org decisions are grounded in data and reflect a clear point of view, not just process. Please note that job responsibilities may change from time to time. Your team lead will be the most up-to date source for job expectations. Who You Are: Education and Experience BA/ BSc degree in Human Resources or related field. 7+ years of experience as an HRBP, with a significant proportion of that time supporting EMEA-based organisations. EMEA Expertise & Employment Law Deep pan-EMEA HR experience, with strong understanding of the cultural, legal, and organisational landscape across the region. Strong, demonstrable employment law knowledge across multiple EMEA jurisdictions (UK, Ireland, France, and Germany required; additional markets a plus), with the ability to provide pragmatic, commercially sound guidance on complex employee relations matters. Experience working with works councils or other employee representative bodies across EMEA markets. Business Partnering Across Distance Experience supporting GTM teams: Sales, Presales, Customer Success, Marketing, and/or Partnerships, ideally in a fast paced, high growth environment. Proven ability to build trust and deliver impact with leaders based outside your own location, managing relationships primarily through remote and cross border ways of working. Ability to coach leaders and managers at all levels on personal and team development. Experience influencing and advising executives on talent and employment matters across multiple geographies. Analytical & Change Capability Ability to use people analytics to spot trends, build a case for investment, and measure whether people strategies are delivering results. Strong ability to drive change management in a rapidly scaling environment, with high levels of autonomy. Demonstrated ability to manage multiple, complex, competing priorities across a broad EMEA remit, with strong business acumen. Systems & Travel: HRIS experience, such as Workday, as well as proficiency Google Suite/ Microsoft. Comfortable working in an environment where AI is changing how teams operate and how work gets done Willing and able to travel depending on business needs (e.g. HQ Boston for Summits, EMEA office hubs). Our salary range reflects the cost of labour in the country where the job post is advertised. The base salary offered for this position is determined by several factors, including the applicant's job-related skills, relevant experience, education or training, and work location. In addition to base salary, our total compensation package may include participation in the company's annual cash bonus plan, variable compensation (OTE) for sales and customer success roles, equity, sign on payments, and a comprehensive range of health, welfare, and wellbeing benefits based on eligibility. Your recruiter can provide more details about the specific salary/OTE range for your preferred location during the hiring process. Base Pay Range in Local Currency: £72,000 - £108,000 GBP This role may require up to 10% travel for purposes such as new hire onboarding, client or partner work if applicable, team meetings, and industry events. Travel is coordinated in advance. Get to Know Klaviyo We're Klaviyo (pronounced clay-vee-oh). We empower creators to own their destiny by making first party data accessible and actionable like never before. We see limitless potential for the technology we're developing to nurture personalized experiences in e commerce and beyond. To reach our goals, we need our own crew of remarkable creators-ambitious and collaborative teammates who stay focused on our north star: delighting our customers. If you're ready to do the best work of your career, where you'll be welcomed as your whole self from day one and supported with generous benefits, we hope you'll join us. AI fluency at Klaviyo includes responsible use of AI (including privacy, security, bias awareness, and human in the loop). We provide accommodations as needed. By participating in Klaviyo's interview process, you acknowledge that you have read, understood, and will adhere to our Guidelines for using AI in the Klaviyo interview Process. For more information about how we process your personal data, see our Job Applicant Privacy Notice. Klaviyo is committed to a policy of equal opportunity and non discrimination. We do not discriminate on the basis of race, ethnicity, citizenship, national origin, color, religion or religious creed, age, sex (including pregnancy), gender identity, sexual orientation, physical or mental disability, veteran or active military status, marital status, criminal record, genetics, retaliation, sexual harassment or any other characteristic protected by applicable law. IMPORTANT NOTICE: Our company takes the security and privacy of job applicants very seriously. We will never ask for payment, bank details, or personal financial information as part of the application process. All our legitimate job postings can be found on our official career site. Please be cautious of job offers that come from non-company email addresses instant messaging platforms, or unsolicited calls. By clicking "Submit Application" you consent to Klaviyo processing your Personal Data in accordance with our Job Applicant Privacy Notice. If you do not
Partner Recruitment ManagerApplylocations: Bristol: Londontime type: Full timeposted on: Posted Todayjob requisition id: JR102163 The role: We are looking for a Partner Recruitment Manager to join our HR department in London or Bristol.The Partner Recruitment team plays a critical role in delivering the firm's strategic growth ambitions through the attraction, assessment, hiring and integration of exceptional lateral partner talent across our international network.As Manager within the Partner Recruitment team, you will work closely with National and International Practice Group Heads, regional leadership teams and business services stakeholders to develop and execute lateral partner hiring strategies globally. You will provide end-to-end support throughout the recruitment lifecycle, from identifying growth priorities and advising on market opportunities through to candidate assessment, offer negotiation, onboarding and integration.You will act as a trusted adviser to senior stakeholders, bringing deep understanding of the legal recruitment market, competitor landscape, partnership dynamics and practical hiring considerations. Working across multiple jurisdictions, you will help ensure a consistent, commercially focused and high-quality approach to partner recruitment that supports the firm's long-term growth strategy. What will you do: Strategic hiring advisory: Partner with senior stakeholders to understand growth priorities, identify hiring opportunities and develop recruitment strategies that align with the firm's global and regional objectives. Market intelligence: Build and maintain knowledge of legal markets, competitor activity, talent trends and practice-specific developments to inform hiring decisions and support business planning. Talent identification and engagement: Develop approaches to identify and attract high-calibre lateral partner candidates across multiple jurisdictions, sectors and practice areas. Stakeholder management: Act as a trusted adviser to practice group leaders, regional leaders and hiring partners throughout the recruitment process, ensuring alignment and effective decision-making. Assessment and due diligence: Support the evaluation of candidates by reviewing business plans, analysing strategic fit and advising stakeholders on areas for investigation, challenge and testing throughout the assessment process. Commercial negotiations: Manage relationships with external search firms, negotiate agency terms and fees, and ensure value for money and a consistent approach across the firm's recruitment activities. Recruitment process management: Lead and coordinate recruitment processes from initial engagement through to offer stage, ensuring an efficient, professional and candidate-focused experience. Risk and practical advisory: Advise stakeholders on practical recruitment considerations including restrictive covenants, notice periods, team moves, portability of work and other market-specific risks associated with lateral hiring. Cross-functional collaboration: Work closely with HR, Finance, Risk, Conflicts, Legal and Marketing & Business Development teams to ensure a seamless and coordinated approach to partner hiring. Offer management: Support the preparation and negotiation of offers, ensuring commercial alignment and a positive candidate experience. Onboarding and integration: Lead the onboarding and integration of new partners, working with key stakeholders to support successful transition, early engagement and long-term success within the firm. Continuous improvement: Contribute to the development of recruitment processes, market insights, reporting and best practice frameworks that enhance the effectiveness of the Partner Recruitment function globally. What we are looking for: Significant experience within legal partner recruitment, professional services recruitment or executive search. Strong understanding of the lateral partner market, including the commercial, financial and strategic considerations associated with senior-level hiring. Experience managing complex recruitment processes involving multiple stakeholders and jurisdictions. Proven ability to build credibility and influence senior stakeholders, including partners and business leaders. Strong commercial awareness and the ability to assess business cases, growth opportunities and strategic fit. Experience of reviewing and challenging business plans and financial information. Knowledge of practical considerations associated with senior-level hiring, including restrictive covenants, notice periods and team moves. Experience negotiating with search firms and managing external supplier relationships. Excellent project management and organisational skills, with the ability to manage multiple priorities simultaneously. Strong analytical and problem-solving capabilities. Outstanding communication and relationship-building skills. Resilient, adaptable and comfortable operating in a fast-paced and evolving international environment. A collaborative approach and a commitment to delivering an exceptional stakeholder and candidate experience. Career Level: The career level assigned to this role is level 4. The career level framework provides a formal structure for the business services functions at the firm. The framework, which ranges from level 1 to level 7, clearly defines the responsibilities, skills and competencies required at each level. Here at Simmons & Simmons: At Simmons, we are proud of our collaborative, open and non-hierarchical culture, where everyone is treated with respect and dignity and the wellbeing of our people is paramount. Our dynamic minds work as one integrated team, partnering with leading organisations on inspirational and thought-provoking projects that matter. From day one, irrespective of job title, qualification or background, everyone's voice is heard, and you are encouraged to have an enquiring mind and share ideas that drive the firm forward. Through innovative learning and development opportunities, you will have a platform to excel, exceed your career ambitions, and achieve things you never thought possible. Some key information: We offer a competitive package including bonuses dependant on role/level, private medical insurance and pension contribution. Our global skills academy provides our people, regardless of their role and location, with excellent learning opportunities (including live workshops, podcasts, short videos and practical learning experiences). We have adopted a hybrid working approach with a requirement for a minimum of three days in the office with flexibility dependant on role/team/client demands. We are proud to rank as a Times Top 50 Employer for Gender Equality, a Stonewall Top Global Employer, and a Top 75 Employer for Social Mobility. We have a range of social and sports committees, summer and winter parties and monthly get togethers. We have a range of diversity networks to connect people and celebrate our differences which is integral to our inclusive culture. All UK offices have their own artwork collections - including Damien Hirst and Tracey Emin pieces in the London office. We have a long-standing history in supporting the art community especially up-and-coming artists. We have recently introduced a Strategic Advisory Council which is a mix of associates and business services who will propose strategic initiatives that align with our firm's mission and support the delivery of our business plan, shaping the future of our next-generation law firm. Our in-house generative AI tool, Percy, won the 'Innovation in Automation and AI Tools' category at the 2024 FT Innovative Lawyers Europe Awards. This achievement highlights our commitment to technological innovation and client service. We have been commended in The Times Best Law Firms 2026 across three categories: construction, employment, and intellectual property. Our profile is highly positive, highlighting our sector specialisms and notable case and transactional work. Equal opportunities: We are committed to fostering equality, diversity and inclusion within our firm and to ensuring equal employment opportunities. We believe that this commitment creates a vibrant and rewarding work environment. We are therefore committed to: Upholding equal opportunities, regardless of race, ethnicity, religion, belief, age, disability, sexual orientation, sex, gender reassignment, gender identity, marital status, or pregnancy, including maternity and paternity. This commitment extends to addressing any instances of perceived or associative discrimination and harassment. We also ensure fair treatment during recruitment and selection processes for those who are serving or have served in the armed forces, along with their families. Accommodating requests for flexible working arrangements whenever possible. We encourage you to discuss your needs with us if this is something you require. Making our roles accessible to individuals with diverse abilities. If you need any reasonable adjustments during the recruitment process, please let us know so we can meet your needs. We offer a range of employee networks to support our colleagues. More information about these networks can be found in the D&I Information booklet that candidates are sent when invited to interview.We encourage you to apply even if you don't meet every single requirement. We are looking for individuals who are passionate and eager to learn and grow with us. Your unique experiences and perspectives could be a great addition to our team.We reserve the right to close this vacancy early if we receive sufficient applications for the role. Therefore, if you are interested, please submit your application as early as possible.If you're interested in finding out more about this position, please contact the Recruitment Team. To apply for the role . click apply for full job details
Aug 24, 2026
Full time
Partner Recruitment ManagerApplylocations: Bristol: Londontime type: Full timeposted on: Posted Todayjob requisition id: JR102163 The role: We are looking for a Partner Recruitment Manager to join our HR department in London or Bristol.The Partner Recruitment team plays a critical role in delivering the firm's strategic growth ambitions through the attraction, assessment, hiring and integration of exceptional lateral partner talent across our international network.As Manager within the Partner Recruitment team, you will work closely with National and International Practice Group Heads, regional leadership teams and business services stakeholders to develop and execute lateral partner hiring strategies globally. You will provide end-to-end support throughout the recruitment lifecycle, from identifying growth priorities and advising on market opportunities through to candidate assessment, offer negotiation, onboarding and integration.You will act as a trusted adviser to senior stakeholders, bringing deep understanding of the legal recruitment market, competitor landscape, partnership dynamics and practical hiring considerations. Working across multiple jurisdictions, you will help ensure a consistent, commercially focused and high-quality approach to partner recruitment that supports the firm's long-term growth strategy. What will you do: Strategic hiring advisory: Partner with senior stakeholders to understand growth priorities, identify hiring opportunities and develop recruitment strategies that align with the firm's global and regional objectives. Market intelligence: Build and maintain knowledge of legal markets, competitor activity, talent trends and practice-specific developments to inform hiring decisions and support business planning. Talent identification and engagement: Develop approaches to identify and attract high-calibre lateral partner candidates across multiple jurisdictions, sectors and practice areas. Stakeholder management: Act as a trusted adviser to practice group leaders, regional leaders and hiring partners throughout the recruitment process, ensuring alignment and effective decision-making. Assessment and due diligence: Support the evaluation of candidates by reviewing business plans, analysing strategic fit and advising stakeholders on areas for investigation, challenge and testing throughout the assessment process. Commercial negotiations: Manage relationships with external search firms, negotiate agency terms and fees, and ensure value for money and a consistent approach across the firm's recruitment activities. Recruitment process management: Lead and coordinate recruitment processes from initial engagement through to offer stage, ensuring an efficient, professional and candidate-focused experience. Risk and practical advisory: Advise stakeholders on practical recruitment considerations including restrictive covenants, notice periods, team moves, portability of work and other market-specific risks associated with lateral hiring. Cross-functional collaboration: Work closely with HR, Finance, Risk, Conflicts, Legal and Marketing & Business Development teams to ensure a seamless and coordinated approach to partner hiring. Offer management: Support the preparation and negotiation of offers, ensuring commercial alignment and a positive candidate experience. Onboarding and integration: Lead the onboarding and integration of new partners, working with key stakeholders to support successful transition, early engagement and long-term success within the firm. Continuous improvement: Contribute to the development of recruitment processes, market insights, reporting and best practice frameworks that enhance the effectiveness of the Partner Recruitment function globally. What we are looking for: Significant experience within legal partner recruitment, professional services recruitment or executive search. Strong understanding of the lateral partner market, including the commercial, financial and strategic considerations associated with senior-level hiring. Experience managing complex recruitment processes involving multiple stakeholders and jurisdictions. Proven ability to build credibility and influence senior stakeholders, including partners and business leaders. Strong commercial awareness and the ability to assess business cases, growth opportunities and strategic fit. Experience of reviewing and challenging business plans and financial information. Knowledge of practical considerations associated with senior-level hiring, including restrictive covenants, notice periods and team moves. Experience negotiating with search firms and managing external supplier relationships. Excellent project management and organisational skills, with the ability to manage multiple priorities simultaneously. Strong analytical and problem-solving capabilities. Outstanding communication and relationship-building skills. Resilient, adaptable and comfortable operating in a fast-paced and evolving international environment. A collaborative approach and a commitment to delivering an exceptional stakeholder and candidate experience. Career Level: The career level assigned to this role is level 4. The career level framework provides a formal structure for the business services functions at the firm. The framework, which ranges from level 1 to level 7, clearly defines the responsibilities, skills and competencies required at each level. Here at Simmons & Simmons: At Simmons, we are proud of our collaborative, open and non-hierarchical culture, where everyone is treated with respect and dignity and the wellbeing of our people is paramount. Our dynamic minds work as one integrated team, partnering with leading organisations on inspirational and thought-provoking projects that matter. From day one, irrespective of job title, qualification or background, everyone's voice is heard, and you are encouraged to have an enquiring mind and share ideas that drive the firm forward. Through innovative learning and development opportunities, you will have a platform to excel, exceed your career ambitions, and achieve things you never thought possible. Some key information: We offer a competitive package including bonuses dependant on role/level, private medical insurance and pension contribution. Our global skills academy provides our people, regardless of their role and location, with excellent learning opportunities (including live workshops, podcasts, short videos and practical learning experiences). We have adopted a hybrid working approach with a requirement for a minimum of three days in the office with flexibility dependant on role/team/client demands. We are proud to rank as a Times Top 50 Employer for Gender Equality, a Stonewall Top Global Employer, and a Top 75 Employer for Social Mobility. We have a range of social and sports committees, summer and winter parties and monthly get togethers. We have a range of diversity networks to connect people and celebrate our differences which is integral to our inclusive culture. All UK offices have their own artwork collections - including Damien Hirst and Tracey Emin pieces in the London office. We have a long-standing history in supporting the art community especially up-and-coming artists. We have recently introduced a Strategic Advisory Council which is a mix of associates and business services who will propose strategic initiatives that align with our firm's mission and support the delivery of our business plan, shaping the future of our next-generation law firm. Our in-house generative AI tool, Percy, won the 'Innovation in Automation and AI Tools' category at the 2024 FT Innovative Lawyers Europe Awards. This achievement highlights our commitment to technological innovation and client service. We have been commended in The Times Best Law Firms 2026 across three categories: construction, employment, and intellectual property. Our profile is highly positive, highlighting our sector specialisms and notable case and transactional work. Equal opportunities: We are committed to fostering equality, diversity and inclusion within our firm and to ensuring equal employment opportunities. We believe that this commitment creates a vibrant and rewarding work environment. We are therefore committed to: Upholding equal opportunities, regardless of race, ethnicity, religion, belief, age, disability, sexual orientation, sex, gender reassignment, gender identity, marital status, or pregnancy, including maternity and paternity. This commitment extends to addressing any instances of perceived or associative discrimination and harassment. We also ensure fair treatment during recruitment and selection processes for those who are serving or have served in the armed forces, along with their families. Accommodating requests for flexible working arrangements whenever possible. We encourage you to discuss your needs with us if this is something you require. Making our roles accessible to individuals with diverse abilities. If you need any reasonable adjustments during the recruitment process, please let us know so we can meet your needs. We offer a range of employee networks to support our colleagues. More information about these networks can be found in the D&I Information booklet that candidates are sent when invited to interview.We encourage you to apply even if you don't meet every single requirement. We are looking for individuals who are passionate and eager to learn and grow with us. Your unique experiences and perspectives could be a great addition to our team.We reserve the right to close this vacancy early if we receive sufficient applications for the role. Therefore, if you are interested, please submit your application as early as possible.If you're interested in finding out more about this position, please contact the Recruitment Team. To apply for the role . click apply for full job details
Partner Recruitment ManagerApplylocations: Bristol: Londontime type: Full timeposted on: Posted Todayjob requisition id: JR102163 The role: We are looking for a Partner Recruitment Manager to join our HR department in London or Bristol.The Partner Recruitment team plays a critical role in delivering the firm's strategic growth ambitions through the attraction, assessment, hiring and integration of exceptional lateral partner talent across our international network.As Manager within the Partner Recruitment team, you will work closely with National and International Practice Group Heads, regional leadership teams and business services stakeholders to develop and execute lateral partner hiring strategies globally. You will provide end-to-end support throughout the recruitment lifecycle, from identifying growth priorities and advising on market opportunities through to candidate assessment, offer negotiation, onboarding and integration.You will act as a trusted adviser to senior stakeholders, bringing deep understanding of the legal recruitment market, competitor landscape, partnership dynamics and practical hiring considerations. Working across multiple jurisdictions, you will help ensure a consistent, commercially focused and high-quality approach to partner recruitment that supports the firm's long-term growth strategy. What will you do: Strategic hiring advisory: Partner with senior stakeholders to understand growth priorities, identify hiring opportunities and develop recruitment strategies that align with the firm's global and regional objectives. Market intelligence: Build and maintain knowledge of legal markets, competitor activity, talent trends and practice-specific developments to inform hiring decisions and support business planning. Talent identification and engagement: Develop approaches to identify and attract high-calibre lateral partner candidates across multiple jurisdictions, sectors and practice areas. Stakeholder management: Act as a trusted adviser to practice group leaders, regional leaders and hiring partners throughout the recruitment process, ensuring alignment and effective decision-making. Assessment and due diligence: Support the evaluation of candidates by reviewing business plans, analysing strategic fit and advising stakeholders on areas for investigation, challenge and testing throughout the assessment process. Commercial negotiations: Manage relationships with external search firms, negotiate agency terms and fees, and ensure value for money and a consistent approach across the firm's recruitment activities. Recruitment process management: Lead and coordinate recruitment processes from initial engagement through to offer stage, ensuring an efficient, professional and candidate-focused experience. Risk and practical advisory: Advise stakeholders on practical recruitment considerations including restrictive covenants, notice periods, team moves, portability of work and other market-specific risks associated with lateral hiring. Cross-functional collaboration: Work closely with HR, Finance, Risk, Conflicts, Legal and Marketing & Business Development teams to ensure a seamless and coordinated approach to partner hiring. Offer management: Support the preparation and negotiation of offers, ensuring commercial alignment and a positive candidate experience. Onboarding and integration: Lead the onboarding and integration of new partners, working with key stakeholders to support successful transition, early engagement and long-term success within the firm. Continuous improvement: Contribute to the development of recruitment processes, market insights, reporting and best practice frameworks that enhance the effectiveness of the Partner Recruitment function globally. What we are looking for: Significant experience within legal partner recruitment, professional services recruitment or executive search. Strong understanding of the lateral partner market, including the commercial, financial and strategic considerations associated with senior-level hiring. Experience managing complex recruitment processes involving multiple stakeholders and jurisdictions. Proven ability to build credibility and influence senior stakeholders, including partners and business leaders. Strong commercial awareness and the ability to assess business cases, growth opportunities and strategic fit. Experience of reviewing and challenging business plans and financial information. Knowledge of practical considerations associated with senior-level hiring, including restrictive covenants, notice periods and team moves. Experience negotiating with search firms and managing external supplier relationships. Excellent project management and organisational skills, with the ability to manage multiple priorities simultaneously. Strong analytical and problem-solving capabilities. Outstanding communication and relationship-building skills. Resilient, adaptable and comfortable operating in a fast-paced and evolving international environment. A collaborative approach and a commitment to delivering an exceptional stakeholder and candidate experience. Career Level: The career level assigned to this role is level 4. The career level framework provides a formal structure for the business services functions at the firm. The framework, which ranges from level 1 to level 7, clearly defines the responsibilities, skills and competencies required at each level. Here at Simmons & Simmons: At Simmons, we are proud of our collaborative, open and non-hierarchical culture, where everyone is treated with respect and dignity and the wellbeing of our people is paramount. Our dynamic minds work as one integrated team, partnering with leading organisations on inspirational and thought-provoking projects that matter. From day one, irrespective of job title, qualification or background, everyone's voice is heard, and you are encouraged to have an enquiring mind and share ideas that drive the firm forward. Through innovative learning and development opportunities, you will have a platform to excel, exceed your career ambitions, and achieve things you never thought possible. Some key information: We offer a competitive package including bonuses dependant on role/level, private medical insurance and pension contribution. Our global skills academy provides our people, regardless of their role and location, with excellent learning opportunities (including live workshops, podcasts, short videos and practical learning experiences). We have adopted a hybrid working approach with a requirement for a minimum of three days in the office with flexibility dependant on role/team/client demands. We are proud to rank as a Times Top 50 Employer for Gender Equality, a Stonewall Top Global Employer, and a Top 75 Employer for Social Mobility. We have a range of social and sports committees, summer and winter parties and monthly get togethers. We have a range of diversity networks to connect people and celebrate our differences which is integral to our inclusive culture. All UK offices have their own artwork collections - including Damien Hirst and Tracey Emin pieces in the London office. We have a long-standing history in supporting the art community especially up-and-coming artists. We have recently introduced a Strategic Advisory Council which is a mix of associates and business services who will propose strategic initiatives that align with our firm's mission and support the delivery of our business plan, shaping the future of our next-generation law firm. Our in-house generative AI tool, Percy, won the 'Innovation in Automation and AI Tools' category at the 2024 FT Innovative Lawyers Europe Awards. This achievement highlights our commitment to technological innovation and client service. We have been commended in The Times Best Law Firms 2026 across three categories: construction, employment, and intellectual property. Our profile is highly positive, highlighting our sector specialisms and notable case and transactional work. Equal opportunities: We are committed to fostering equality, diversity and inclusion within our firm and to ensuring equal employment opportunities. We believe that this commitment creates a vibrant and rewarding work environment. We are therefore committed to: Upholding equal opportunities, regardless of race, ethnicity, religion, belief, age, disability, sexual orientation, sex, gender reassignment, gender identity, marital status, or pregnancy, including maternity and paternity. This commitment extends to addressing any instances of perceived or associative discrimination and harassment. We also ensure fair treatment during recruitment and selection processes for those who are serving or have served in the armed forces, along with their families. Accommodating requests for flexible working arrangements whenever possible. We encourage you to discuss your needs with us if this is something you require. Making our roles accessible to individuals with diverse abilities. If you need any reasonable adjustments during the recruitment process, please let us know so we can meet your needs. We offer a range of employee networks to support our colleagues. More information about these networks can be found in the D&I Information booklet that candidates are sent when invited to interview.We encourage you to apply even if you don't meet every single requirement. We are looking for individuals who are passionate and eager to learn and grow with us. Your unique experiences and perspectives could be a great addition to our team.We reserve the right to close this vacancy early if we receive sufficient applications for the role. Therefore, if you are interested, please submit your application as early as possible.If you're interested in finding out more about this position, please contact the Recruitment Team. To apply for the role . click apply for full job details
Aug 24, 2026
Full time
Partner Recruitment ManagerApplylocations: Bristol: Londontime type: Full timeposted on: Posted Todayjob requisition id: JR102163 The role: We are looking for a Partner Recruitment Manager to join our HR department in London or Bristol.The Partner Recruitment team plays a critical role in delivering the firm's strategic growth ambitions through the attraction, assessment, hiring and integration of exceptional lateral partner talent across our international network.As Manager within the Partner Recruitment team, you will work closely with National and International Practice Group Heads, regional leadership teams and business services stakeholders to develop and execute lateral partner hiring strategies globally. You will provide end-to-end support throughout the recruitment lifecycle, from identifying growth priorities and advising on market opportunities through to candidate assessment, offer negotiation, onboarding and integration.You will act as a trusted adviser to senior stakeholders, bringing deep understanding of the legal recruitment market, competitor landscape, partnership dynamics and practical hiring considerations. Working across multiple jurisdictions, you will help ensure a consistent, commercially focused and high-quality approach to partner recruitment that supports the firm's long-term growth strategy. What will you do: Strategic hiring advisory: Partner with senior stakeholders to understand growth priorities, identify hiring opportunities and develop recruitment strategies that align with the firm's global and regional objectives. Market intelligence: Build and maintain knowledge of legal markets, competitor activity, talent trends and practice-specific developments to inform hiring decisions and support business planning. Talent identification and engagement: Develop approaches to identify and attract high-calibre lateral partner candidates across multiple jurisdictions, sectors and practice areas. Stakeholder management: Act as a trusted adviser to practice group leaders, regional leaders and hiring partners throughout the recruitment process, ensuring alignment and effective decision-making. Assessment and due diligence: Support the evaluation of candidates by reviewing business plans, analysing strategic fit and advising stakeholders on areas for investigation, challenge and testing throughout the assessment process. Commercial negotiations: Manage relationships with external search firms, negotiate agency terms and fees, and ensure value for money and a consistent approach across the firm's recruitment activities. Recruitment process management: Lead and coordinate recruitment processes from initial engagement through to offer stage, ensuring an efficient, professional and candidate-focused experience. Risk and practical advisory: Advise stakeholders on practical recruitment considerations including restrictive covenants, notice periods, team moves, portability of work and other market-specific risks associated with lateral hiring. Cross-functional collaboration: Work closely with HR, Finance, Risk, Conflicts, Legal and Marketing & Business Development teams to ensure a seamless and coordinated approach to partner hiring. Offer management: Support the preparation and negotiation of offers, ensuring commercial alignment and a positive candidate experience. Onboarding and integration: Lead the onboarding and integration of new partners, working with key stakeholders to support successful transition, early engagement and long-term success within the firm. Continuous improvement: Contribute to the development of recruitment processes, market insights, reporting and best practice frameworks that enhance the effectiveness of the Partner Recruitment function globally. What we are looking for: Significant experience within legal partner recruitment, professional services recruitment or executive search. Strong understanding of the lateral partner market, including the commercial, financial and strategic considerations associated with senior-level hiring. Experience managing complex recruitment processes involving multiple stakeholders and jurisdictions. Proven ability to build credibility and influence senior stakeholders, including partners and business leaders. Strong commercial awareness and the ability to assess business cases, growth opportunities and strategic fit. Experience of reviewing and challenging business plans and financial information. Knowledge of practical considerations associated with senior-level hiring, including restrictive covenants, notice periods and team moves. Experience negotiating with search firms and managing external supplier relationships. Excellent project management and organisational skills, with the ability to manage multiple priorities simultaneously. Strong analytical and problem-solving capabilities. Outstanding communication and relationship-building skills. Resilient, adaptable and comfortable operating in a fast-paced and evolving international environment. A collaborative approach and a commitment to delivering an exceptional stakeholder and candidate experience. Career Level: The career level assigned to this role is level 4. The career level framework provides a formal structure for the business services functions at the firm. The framework, which ranges from level 1 to level 7, clearly defines the responsibilities, skills and competencies required at each level. Here at Simmons & Simmons: At Simmons, we are proud of our collaborative, open and non-hierarchical culture, where everyone is treated with respect and dignity and the wellbeing of our people is paramount. Our dynamic minds work as one integrated team, partnering with leading organisations on inspirational and thought-provoking projects that matter. From day one, irrespective of job title, qualification or background, everyone's voice is heard, and you are encouraged to have an enquiring mind and share ideas that drive the firm forward. Through innovative learning and development opportunities, you will have a platform to excel, exceed your career ambitions, and achieve things you never thought possible. Some key information: We offer a competitive package including bonuses dependant on role/level, private medical insurance and pension contribution. Our global skills academy provides our people, regardless of their role and location, with excellent learning opportunities (including live workshops, podcasts, short videos and practical learning experiences). We have adopted a hybrid working approach with a requirement for a minimum of three days in the office with flexibility dependant on role/team/client demands. We are proud to rank as a Times Top 50 Employer for Gender Equality, a Stonewall Top Global Employer, and a Top 75 Employer for Social Mobility. We have a range of social and sports committees, summer and winter parties and monthly get togethers. We have a range of diversity networks to connect people and celebrate our differences which is integral to our inclusive culture. All UK offices have their own artwork collections - including Damien Hirst and Tracey Emin pieces in the London office. We have a long-standing history in supporting the art community especially up-and-coming artists. We have recently introduced a Strategic Advisory Council which is a mix of associates and business services who will propose strategic initiatives that align with our firm's mission and support the delivery of our business plan, shaping the future of our next-generation law firm. Our in-house generative AI tool, Percy, won the 'Innovation in Automation and AI Tools' category at the 2024 FT Innovative Lawyers Europe Awards. This achievement highlights our commitment to technological innovation and client service. We have been commended in The Times Best Law Firms 2026 across three categories: construction, employment, and intellectual property. Our profile is highly positive, highlighting our sector specialisms and notable case and transactional work. Equal opportunities: We are committed to fostering equality, diversity and inclusion within our firm and to ensuring equal employment opportunities. We believe that this commitment creates a vibrant and rewarding work environment. We are therefore committed to: Upholding equal opportunities, regardless of race, ethnicity, religion, belief, age, disability, sexual orientation, sex, gender reassignment, gender identity, marital status, or pregnancy, including maternity and paternity. This commitment extends to addressing any instances of perceived or associative discrimination and harassment. We also ensure fair treatment during recruitment and selection processes for those who are serving or have served in the armed forces, along with their families. Accommodating requests for flexible working arrangements whenever possible. We encourage you to discuss your needs with us if this is something you require. Making our roles accessible to individuals with diverse abilities. If you need any reasonable adjustments during the recruitment process, please let us know so we can meet your needs. We offer a range of employee networks to support our colleagues. More information about these networks can be found in the D&I Information booklet that candidates are sent when invited to interview.We encourage you to apply even if you don't meet every single requirement. We are looking for individuals who are passionate and eager to learn and grow with us. Your unique experiences and perspectives could be a great addition to our team.We reserve the right to close this vacancy early if we receive sufficient applications for the role. Therefore, if you are interested, please submit your application as early as possible.If you're interested in finding out more about this position, please contact the Recruitment Team. To apply for the role . click apply for full job details
The role: We are looking for a Partner Recruitment Manager to join our HR department in London or Bristol. The Partner Recruitment team plays a critical role in delivering the firm's strategic growth ambitions through the attraction, assessment, hiring and integration of exceptional lateral partner talent across our international network. As Manager within the Partner Recruitment team, you will work closely with National and International Practice Group Heads, regional leadership teams and business services stakeholders to develop and execute lateral partner hiring strategies globally. You will provide end-to-end support throughout the recruitment lifecycle, from identifying growth priorities and advising on market opportunities through to candidate assessment, offer negotiation, onboarding and integration. You will act as a trusted adviser to senior stakeholders, bringing deep understanding of the legal recruitment market, competitor landscape, partnership dynamics and practical hiring considerations. Working across multiple jurisdictions, you will help ensure a consistent, commercially focused and high-quality approach to partner recruitment that supports the firm's long-term growth strategy. What will you do: Strategic hiring advisory:Partner with senior stakeholders to understand growth priorities, identify hiring opportunities and develop recruitment strategies that align with the firm's global and regional objectives. Market intelligence: Build and maintain knowledge of legal markets, competitor activity, talent trends and practice-specific developments to inform hiring decisions and support business planning. Talent identification and engagement:Develop approaches to identify and attract high-calibre lateral partner candidates across multiple jurisdictions, sectors and practice areas. Stakeholder management:Act as a trusted adviser to practice group leaders, regional leaders and hiring partners throughout the recruitment process, ensuring alignment and effective decision making. Assessment and due diligence:Support the evaluation of candidates by reviewing business plans, analysing strategic fit and advising stakeholders on areas for investigation, challenge and testing throughout the assessment process. Commercial negotiations:Manage relationships with external search firms, negotiate agency terms and fees, and ensure value for money and a consistent approach across the firm's recruitment activities. Recruitment process management:Lead and coordinate recruitment processes from initial engagement through to offer stage, ensuring an efficient, professional and candidate focused experience. Risk and practical advisory:Advise stakeholders on practical recruitment considerations including restrictive covenants, notice periods, team moves, portability of work and other market specific risks associated with lateral hiring. Cross functional collaboration:Work closely with HR, Finance, Risk, Conflicts, Legal and Marketing & Business Development teams to ensure a seamless and coordinated approach to partner hiring. Offer management: Support the preparation and negotiation of offers, ensuring commercial alignment and a positive candidate experience. Onboarding and integration:Lead the onboarding and integration of new partners, working with key stakeholders to support successful transition, early engagement and long term success within the firm. Continuous improvement:Contribute to the development of recruitment processes, market insights, reporting and best practice frameworks that enhance the effectiveness of the Partner Recruitment function globally. What we are looking for: Significant experience within legal partner recruitment, professional services recruitment or executive search. Strong understanding of the lateral partner market, including the commercial, financial and strategic considerations associated with senior level hiring. Experience managing complex recruitment processes involving multiple stakeholders and jurisdictions. Proven ability to build credibility and influence senior stakeholders, including partners and business leaders. Strong commercial awareness and the ability to assess business cases, growth opportunities and strategic fit. Experience of reviewing and challenging business plans and financial information. Knowledge of practical considerations associated with senior level hiring, including restrictive covenants, notice periods and team moves. Experience negotiating with search firms and managing external supplier relationships. Excellent project management and organisational skills, with the ability to manage multiple priorities simultaneously. Strong analytical and problem solving capabilities. Outstanding communication and relationship building skills. Resilient, adaptable and comfortable operating in a fast paced and evolving international environment. A collaborative approach and a commitment to delivering an exceptional stakeholder and candidate experience. Career Level: The career level assigned to this role is level 4. The career level framework provides a formal structure for the business services functions at the firm. The framework, which ranges from level 1 to level 7, clearly defines the responsibilities, skills and competencies required at each level. Here at Simmons & Simmons: At Simmons, we are proud of our collaborative, open and non hierarchical culture, where everyone is treated with respect and dignity and the wellbeing of our people is paramount. Our dynamic minds work as one integrated team, partnering with leading organisations on inspirational and thought provoking projects that matter. From day one, irrespective of job title, qualification or background, everyone's voice is heard, and you are encouraged to have an enquiring mind and share ideas that drive the firm forward. Through innovative learning and development opportunities, you will have a platform to excel, exceed your career ambitions, and achieve things you never thought possible. Some key information: We offer a competitive package including bonuses dependant on role/level, private medical insurance and pension contribution. Our global skills academy provides our people, regardless of their role and location, with excellent learning opportunities (including live workshops, podcasts, short videos and practical learning experiences). We have adopted a hybrid working approach with a requirement for a minimum of three days in the office with flexibility dependant on role/team/client demands. We are proud to rank as a Times Top 50 Employer for Gender Equality, a Stonewall Top Global Employer, and a Top 75 Employer for Social Mobility. We have a range of social and sports committees, summer and winter parties and monthly get togethers. We have a range of diversity networks to connect people and celebrate our differences which is integral to our inclusive culture. All UK offices have their own artwork collections - including Damien Hirst and Tracey Emin pieces in the London office. We have a long standing history in supporting the art community especially up and coming artists. We have recently introduced a Strategic Advisory Council which is a mix of associates and business services who will propose strategic initiatives that align with our firm's mission and support the delivery of our business plan, shaping the future of our next generation law firm. Our in house generative AI tool, Percy, won the 'Innovation in Automation and AI Tools' category at the 2024 FT Innovative Lawyers Europe Awards. This achievement highlights our commitment to technological innovation and client service. We have been commended in The Times Best Law Firms 2026 across three categories: construction, employment, and intellectual property. Our profile is highly positive, highlighting our sector specialisms and notable case and transactional work. Equal opportunities: We are committed to fostering equality, diversity and inclusion within our firm and to ensuring equal employment opportunities. We believe that this commitment creates a vibrant and rewarding work environment. We are therefore committed to: Upholding equal opportunities, regardless of race, ethnicity, religion, belief, age, disability, sexual orientation, sex, gender reassignment, gender identity, marital status, or pregnancy, including maternity and paternity. This commitment extends to addressing any instances of perceived or associative discrimination and harassment. We also ensure fair treatment during recruitment and selection processes for those who are serving or have served in the armed forces, along with their families. Accommodating requests for flexible working arrangements whenever possible. We encourage you to discuss your needs with us if this is something you require. Making our roles accessible to individuals with diverse abilities. If you need any reasonable adjustments during the recruitment process, please let us know so we can meet your needs. We offer a range of employee networks to support our colleagues. More information about these networks can be found in the D&I Information booklet that candidates are sent when invited to interview.
Aug 24, 2026
Full time
The role: We are looking for a Partner Recruitment Manager to join our HR department in London or Bristol. The Partner Recruitment team plays a critical role in delivering the firm's strategic growth ambitions through the attraction, assessment, hiring and integration of exceptional lateral partner talent across our international network. As Manager within the Partner Recruitment team, you will work closely with National and International Practice Group Heads, regional leadership teams and business services stakeholders to develop and execute lateral partner hiring strategies globally. You will provide end-to-end support throughout the recruitment lifecycle, from identifying growth priorities and advising on market opportunities through to candidate assessment, offer negotiation, onboarding and integration. You will act as a trusted adviser to senior stakeholders, bringing deep understanding of the legal recruitment market, competitor landscape, partnership dynamics and practical hiring considerations. Working across multiple jurisdictions, you will help ensure a consistent, commercially focused and high-quality approach to partner recruitment that supports the firm's long-term growth strategy. What will you do: Strategic hiring advisory:Partner with senior stakeholders to understand growth priorities, identify hiring opportunities and develop recruitment strategies that align with the firm's global and regional objectives. Market intelligence: Build and maintain knowledge of legal markets, competitor activity, talent trends and practice-specific developments to inform hiring decisions and support business planning. Talent identification and engagement:Develop approaches to identify and attract high-calibre lateral partner candidates across multiple jurisdictions, sectors and practice areas. Stakeholder management:Act as a trusted adviser to practice group leaders, regional leaders and hiring partners throughout the recruitment process, ensuring alignment and effective decision making. Assessment and due diligence:Support the evaluation of candidates by reviewing business plans, analysing strategic fit and advising stakeholders on areas for investigation, challenge and testing throughout the assessment process. Commercial negotiations:Manage relationships with external search firms, negotiate agency terms and fees, and ensure value for money and a consistent approach across the firm's recruitment activities. Recruitment process management:Lead and coordinate recruitment processes from initial engagement through to offer stage, ensuring an efficient, professional and candidate focused experience. Risk and practical advisory:Advise stakeholders on practical recruitment considerations including restrictive covenants, notice periods, team moves, portability of work and other market specific risks associated with lateral hiring. Cross functional collaboration:Work closely with HR, Finance, Risk, Conflicts, Legal and Marketing & Business Development teams to ensure a seamless and coordinated approach to partner hiring. Offer management: Support the preparation and negotiation of offers, ensuring commercial alignment and a positive candidate experience. Onboarding and integration:Lead the onboarding and integration of new partners, working with key stakeholders to support successful transition, early engagement and long term success within the firm. Continuous improvement:Contribute to the development of recruitment processes, market insights, reporting and best practice frameworks that enhance the effectiveness of the Partner Recruitment function globally. What we are looking for: Significant experience within legal partner recruitment, professional services recruitment or executive search. Strong understanding of the lateral partner market, including the commercial, financial and strategic considerations associated with senior level hiring. Experience managing complex recruitment processes involving multiple stakeholders and jurisdictions. Proven ability to build credibility and influence senior stakeholders, including partners and business leaders. Strong commercial awareness and the ability to assess business cases, growth opportunities and strategic fit. Experience of reviewing and challenging business plans and financial information. Knowledge of practical considerations associated with senior level hiring, including restrictive covenants, notice periods and team moves. Experience negotiating with search firms and managing external supplier relationships. Excellent project management and organisational skills, with the ability to manage multiple priorities simultaneously. Strong analytical and problem solving capabilities. Outstanding communication and relationship building skills. Resilient, adaptable and comfortable operating in a fast paced and evolving international environment. A collaborative approach and a commitment to delivering an exceptional stakeholder and candidate experience. Career Level: The career level assigned to this role is level 4. The career level framework provides a formal structure for the business services functions at the firm. The framework, which ranges from level 1 to level 7, clearly defines the responsibilities, skills and competencies required at each level. Here at Simmons & Simmons: At Simmons, we are proud of our collaborative, open and non hierarchical culture, where everyone is treated with respect and dignity and the wellbeing of our people is paramount. Our dynamic minds work as one integrated team, partnering with leading organisations on inspirational and thought provoking projects that matter. From day one, irrespective of job title, qualification or background, everyone's voice is heard, and you are encouraged to have an enquiring mind and share ideas that drive the firm forward. Through innovative learning and development opportunities, you will have a platform to excel, exceed your career ambitions, and achieve things you never thought possible. Some key information: We offer a competitive package including bonuses dependant on role/level, private medical insurance and pension contribution. Our global skills academy provides our people, regardless of their role and location, with excellent learning opportunities (including live workshops, podcasts, short videos and practical learning experiences). We have adopted a hybrid working approach with a requirement for a minimum of three days in the office with flexibility dependant on role/team/client demands. We are proud to rank as a Times Top 50 Employer for Gender Equality, a Stonewall Top Global Employer, and a Top 75 Employer for Social Mobility. We have a range of social and sports committees, summer and winter parties and monthly get togethers. We have a range of diversity networks to connect people and celebrate our differences which is integral to our inclusive culture. All UK offices have their own artwork collections - including Damien Hirst and Tracey Emin pieces in the London office. We have a long standing history in supporting the art community especially up and coming artists. We have recently introduced a Strategic Advisory Council which is a mix of associates and business services who will propose strategic initiatives that align with our firm's mission and support the delivery of our business plan, shaping the future of our next generation law firm. Our in house generative AI tool, Percy, won the 'Innovation in Automation and AI Tools' category at the 2024 FT Innovative Lawyers Europe Awards. This achievement highlights our commitment to technological innovation and client service. We have been commended in The Times Best Law Firms 2026 across three categories: construction, employment, and intellectual property. Our profile is highly positive, highlighting our sector specialisms and notable case and transactional work. Equal opportunities: We are committed to fostering equality, diversity and inclusion within our firm and to ensuring equal employment opportunities. We believe that this commitment creates a vibrant and rewarding work environment. We are therefore committed to: Upholding equal opportunities, regardless of race, ethnicity, religion, belief, age, disability, sexual orientation, sex, gender reassignment, gender identity, marital status, or pregnancy, including maternity and paternity. This commitment extends to addressing any instances of perceived or associative discrimination and harassment. We also ensure fair treatment during recruitment and selection processes for those who are serving or have served in the armed forces, along with their families. Accommodating requests for flexible working arrangements whenever possible. We encourage you to discuss your needs with us if this is something you require. Making our roles accessible to individuals with diverse abilities. If you need any reasonable adjustments during the recruitment process, please let us know so we can meet your needs. We offer a range of employee networks to support our colleagues. More information about these networks can be found in the D&I Information booklet that candidates are sent when invited to interview.
Life on the team You will play a pivotal role within Cyber Operations, contributing to the Identity and Access Management (IAM) capability that underpins how Computacenter securely connects employees, customers, partners, and third parties to its systems. This is a highly visible leadership role where youll help ensure robust, modern authentication and identity solutions are in placeprotecting the o click apply for full job details
Aug 24, 2026
Full time
Life on the team You will play a pivotal role within Cyber Operations, contributing to the Identity and Access Management (IAM) capability that underpins how Computacenter securely connects employees, customers, partners, and third parties to its systems. This is a highly visible leadership role where youll help ensure robust, modern authentication and identity solutions are in placeprotecting the o click apply for full job details
At myPOS, we're all about helping businesses grow and get paid. We make payments simple, smart, and accessible for everyone, but we're more than just payment solutions - myPOS is a partner in growth. From free multicurrency accounts to powerful e-commerce tools, we're here to support business owners of all sizes and everyone out there who dreams of starting their own business. As we are expanding our team, we're looking for Total Rewards Manager to help us make a real difference in the Fintech industry. Ready to join us and shape the future of payments? Let's make it happen! About the role: myPOS is scaling fast - a PE-backed fintech operating across 10 countries. Our people infrastructure needs to match our ambitions: the right reward framework, applied consistently, as the business evolves. Our Radford job architecture is live and we're mid-way through rolling it out to the wider organisation. The EU Pay Transparency Directive is coming. Our compensation and benefits landscape is fragmented across geographies and needs someone who can bring consistency, rigour, and a clear point of view. This is a hands on specialist role. You'll own the day to day execution of compensation and benefits across the business - running cycles, managing data, advising on country specific benefits, and ensuring our total reward framework is defensible, competitive, and consistently applied. What You'll Do: Compensation Own the operational running of our compensation cycles (mid-year and annual), working within the Radford job architecture and salary ranges already in place Maintain and update salary benchmarking data (Radford Global Technology Survey), ensuring ranges remain competitive at the 50th percentile against PE-backed fintech peers Support the rollout of our Compensation Philosophy to the wider organisation Advise on pay decisions for new hires, promotions, lateral moves and for acquisition companies - ensuring internal equity and market alignment Flag and resolve pay outliers; manage the remediation process with HRBPs Support EU Pay Transparency Directive readiness, including pay gap analysis and data documentation across all entities MIP Administration Own the operational management of the Management Incentive Plan (MIP) in partnership with PE owners, Advent, including participant tracking, modelling, and documentation Maintain accurate MIP schedules - entry points, vesting, leaver provisions, and any changes resulting from org restructures or new hires Act as the day to day point of contact between HR and Advent on MIP related queries; ensure data shared with them is accurate and timely Support any MIP communications to participants, ensuring clarity on how the plan works and what they're entitled to Flag any MIP implications arising from role changes, exits, or M&A activity before they become issues Benefits Map and assess current benefits provision across all 10 countries (Bulgaria, UK, France, Italy, Ireland, Netherlands, Hungary, Germany, Austria, Belgium, Portugal) against local market norms and employee expectations Identify gaps, duplication, and inconsistencies; develop a benefits harmonisation roadmap that balances cost with competitiveness Manage relationships with benefits providers and brokers; lead renewals and any re tendering Work with the HR Ops team to ensure benefits data flows correctly through BambooHR and Deel Act as the subject matter expert for country specific statutory requirements - ensuring compliance across all jurisdictions Data & Governance Maintain clean, accurate compensation and benefits data - you are the source of truth Produce regular reporting for HR leadership and, where relevant, the ELT Support any M&A activity with compensation and benefits due diligence What We're Looking For: Minimum 8 years of experience in compensation and benefits, ideally in a multi country tech or fintech environment Hands on experience with Radford (or equivalent benchmarking methodology - Mercer, Willis Towers Watson) - you understand how to use survey data, not just read it Solid working knowledge of EU employment law, particularly as it relates to pay and benefits; experience navigating multiple jurisdictions simultaneously Familiarity with the EU Pay Transparency Directive and what it means practically for a business like ours Strong analytical skills - you're comfortable working in Excel at a detailed level and can translate data into clear recommendations Experience working with HRIS systems (BambooHR or similar) and payroll platforms (Deel or equivalent) You give clear, grounded advice. You flag risks without being alarmist. You push back when something doesn't add up. You use AI tools as a natural part of how you work - for data analysis, drafting, modelling, and research. You don't wait to be told to use them. You're curious about how AI is changing the compensation and benefits landscape - whether that's benchmarking tools, pay equity analysis, or how workforce planning models are evolving You're comfortable working in an environment where some processes are still being built, and you'll use whatever tools are available - AI included - to move faster and work smarter. Why you should join myPOS: Annual salary reviews, promotions, and performance bonuses myPOS Academy and unlimited LinkedIn Learning access Annual training and development budget 9% employer pension contribution Health insurance, dental insurance, and group life assurance Refer a friend bonus as we know that working with friends is fun. Teambuilding, social activities and networks on a multi-national level. Who we are: Since 2014 we've been all about making payments easier and more accessible for businesses of all shapes and sizes. Whether you're at the counter, selling online, or on the move, we've got businesses covered with smart, accessible and affordable solutions that keep things easy. Our mission? It's simple. Help businesses get paid by taking advantage of modern tech and innovative ideas, so payment challenges are a thing of the past. Pro tip: Take it easy about meeting every requirement - this job description is just that, a job description! Even if you don't tick every box, want you to apply anyway! This is your chance to grow, learn, and build your career with us. We value potential over perfection, and we are all about mutual growth! myPOS is committed to providing equal employment opportunities. All qualified candidates will be considered for employment without discrimination based on age, ancestry, colour, marital status, national origin, physical or mental disability, medical condition, veteran status, race, religion, sex, sexual orientation, gender identity or expression, or any other characteristic protected by applicable laws, regulations, and ordinances. Your application will be confidentially reviewed in line with the General Data Protection Regulation (GDPR). Personal information will be used solely for the job application and will be stored for a period needed by the application process. Only short listed candidates will be contacted. Good luck!
Aug 24, 2026
Full time
At myPOS, we're all about helping businesses grow and get paid. We make payments simple, smart, and accessible for everyone, but we're more than just payment solutions - myPOS is a partner in growth. From free multicurrency accounts to powerful e-commerce tools, we're here to support business owners of all sizes and everyone out there who dreams of starting their own business. As we are expanding our team, we're looking for Total Rewards Manager to help us make a real difference in the Fintech industry. Ready to join us and shape the future of payments? Let's make it happen! About the role: myPOS is scaling fast - a PE-backed fintech operating across 10 countries. Our people infrastructure needs to match our ambitions: the right reward framework, applied consistently, as the business evolves. Our Radford job architecture is live and we're mid-way through rolling it out to the wider organisation. The EU Pay Transparency Directive is coming. Our compensation and benefits landscape is fragmented across geographies and needs someone who can bring consistency, rigour, and a clear point of view. This is a hands on specialist role. You'll own the day to day execution of compensation and benefits across the business - running cycles, managing data, advising on country specific benefits, and ensuring our total reward framework is defensible, competitive, and consistently applied. What You'll Do: Compensation Own the operational running of our compensation cycles (mid-year and annual), working within the Radford job architecture and salary ranges already in place Maintain and update salary benchmarking data (Radford Global Technology Survey), ensuring ranges remain competitive at the 50th percentile against PE-backed fintech peers Support the rollout of our Compensation Philosophy to the wider organisation Advise on pay decisions for new hires, promotions, lateral moves and for acquisition companies - ensuring internal equity and market alignment Flag and resolve pay outliers; manage the remediation process with HRBPs Support EU Pay Transparency Directive readiness, including pay gap analysis and data documentation across all entities MIP Administration Own the operational management of the Management Incentive Plan (MIP) in partnership with PE owners, Advent, including participant tracking, modelling, and documentation Maintain accurate MIP schedules - entry points, vesting, leaver provisions, and any changes resulting from org restructures or new hires Act as the day to day point of contact between HR and Advent on MIP related queries; ensure data shared with them is accurate and timely Support any MIP communications to participants, ensuring clarity on how the plan works and what they're entitled to Flag any MIP implications arising from role changes, exits, or M&A activity before they become issues Benefits Map and assess current benefits provision across all 10 countries (Bulgaria, UK, France, Italy, Ireland, Netherlands, Hungary, Germany, Austria, Belgium, Portugal) against local market norms and employee expectations Identify gaps, duplication, and inconsistencies; develop a benefits harmonisation roadmap that balances cost with competitiveness Manage relationships with benefits providers and brokers; lead renewals and any re tendering Work with the HR Ops team to ensure benefits data flows correctly through BambooHR and Deel Act as the subject matter expert for country specific statutory requirements - ensuring compliance across all jurisdictions Data & Governance Maintain clean, accurate compensation and benefits data - you are the source of truth Produce regular reporting for HR leadership and, where relevant, the ELT Support any M&A activity with compensation and benefits due diligence What We're Looking For: Minimum 8 years of experience in compensation and benefits, ideally in a multi country tech or fintech environment Hands on experience with Radford (or equivalent benchmarking methodology - Mercer, Willis Towers Watson) - you understand how to use survey data, not just read it Solid working knowledge of EU employment law, particularly as it relates to pay and benefits; experience navigating multiple jurisdictions simultaneously Familiarity with the EU Pay Transparency Directive and what it means practically for a business like ours Strong analytical skills - you're comfortable working in Excel at a detailed level and can translate data into clear recommendations Experience working with HRIS systems (BambooHR or similar) and payroll platforms (Deel or equivalent) You give clear, grounded advice. You flag risks without being alarmist. You push back when something doesn't add up. You use AI tools as a natural part of how you work - for data analysis, drafting, modelling, and research. You don't wait to be told to use them. You're curious about how AI is changing the compensation and benefits landscape - whether that's benchmarking tools, pay equity analysis, or how workforce planning models are evolving You're comfortable working in an environment where some processes are still being built, and you'll use whatever tools are available - AI included - to move faster and work smarter. Why you should join myPOS: Annual salary reviews, promotions, and performance bonuses myPOS Academy and unlimited LinkedIn Learning access Annual training and development budget 9% employer pension contribution Health insurance, dental insurance, and group life assurance Refer a friend bonus as we know that working with friends is fun. Teambuilding, social activities and networks on a multi-national level. Who we are: Since 2014 we've been all about making payments easier and more accessible for businesses of all shapes and sizes. Whether you're at the counter, selling online, or on the move, we've got businesses covered with smart, accessible and affordable solutions that keep things easy. Our mission? It's simple. Help businesses get paid by taking advantage of modern tech and innovative ideas, so payment challenges are a thing of the past. Pro tip: Take it easy about meeting every requirement - this job description is just that, a job description! Even if you don't tick every box, want you to apply anyway! This is your chance to grow, learn, and build your career with us. We value potential over perfection, and we are all about mutual growth! myPOS is committed to providing equal employment opportunities. All qualified candidates will be considered for employment without discrimination based on age, ancestry, colour, marital status, national origin, physical or mental disability, medical condition, veteran status, race, religion, sex, sexual orientation, gender identity or expression, or any other characteristic protected by applicable laws, regulations, and ordinances. Your application will be confidentially reviewed in line with the General Data Protection Regulation (GDPR). Personal information will be used solely for the job application and will be stored for a period needed by the application process. Only short listed candidates will be contacted. Good luck!
Customer Success Team Manager Department: Commercial Employment Type: Full Time Location: London Reporting To: Amy Elderfield Description We are seeking an experienced Customer Success Manager - Team Lead to join our London-based Customer Success team. This is role, combines ownership of a small portfolio of customer accounts with leading a team of Customer Success Managers. You will be responsible for driving retention, engagement, user growth and long-term customer value, while setting clear standards for how the team delivers across the customer lifecycle. In this customer-facing leadership role, you will coach and support CSMs to deliver proactive onboarding, tailored success planning, health analysis, executive reviews, renewal support, advocacy building and expansion opportunity identification. You will lead by example through strong relationship management, commercial awareness and customer success expertise, helping customers achieve their objectives while supporting wider business goals. You will act as a trusted partner to customers and a strong internal collaborator, sharing customer insight with Product, Content, Sales, Support and other teams to continuously improve the customer experience. The role is suited to someone with strong Customer Success platform experience e.g. Gainsight/ChurnZero/ Planhat and to an individual who enjoys developing others, creating consistency in delivery, and using customer data, team insight and commercial judgement to improve retention outcomes. Key Responsibilities Leading and developing the team through coaching, feedback, guidance and development planning, helping CSMs strengthen their customer success practice and commercial confidence. Setting clear standards for customer delivery, ensuring the team creates and executes tailored success plans and customer journeys that support retention, adoption and engagement. Overseeing onboarding quality, supporting the team to deliver timely, effective onboarding that is adapted to each customer's workflow, priorities and business objectives. Driving proactive customer health management, using usage, engagement, sentiment and commercial indicators to identify risks, opportunities and clear next steps. Supporting complex customer situations, including escalations, renewal risks, negotiations and strategic account planning. Enabling strong customer relationships, guiding the team on how to engage key users, decision-makers and commercial stakeholders effectively. Partnering with Sales and other commercial teams on renewal support, solution recommendations and growth opportunities, including cross-sell, upsell and CSQLs. Representing the voice of the customer by sharing feedback, trends and insight with Product, Content, Support and other relevant teams. Embedding quality and consistency across QBRs, success planning, documentation, customer communications and use of the Customer Success platform. Skills Knowledge and Expertise The successful candidate will have: 1-3 years' experience managing, supervising or formally coaching a Customer Success team, ideally within a B2B SaaS, subscription or information-services environment. Experience working with Customer Success platforms such as ChurnZero, Gainsight or Planhat, including using data, workflows and reporting to support consistency and team performance. Strong strategic relationship-building skills - able to represent the team with senior stakeholders and clients. Expert communication and storytelling skills - able to influence both internal and external audiences. Mastery of Customer Success methodologies and metrics - including customer health, churn dynamics, renewal levers and lifecycle strategies. Advanced analytical and problem-solving skills - guiding the team to interpret data and act on leading indicators. Highly developed organisational and planning capability - balancing team priorities, escalations and cross-functional projects. About Centellic Centellic stands at the center of the markets it serves, empowering organizations with indispensable data and insight to make critical decisions on growth, risk and opportunity. Through proprietary data, deep market expertise and AI-enabled technology, our platforms are embedded in client workflows. That capability is underpinned by our events, which bring the market together to share perspective and deepen understanding of the issues shaping each sector. Together, they give organizations earlier visibility of emerging trends, and the clarity and confidence to act when decisions matter. At Centellic, we're a global intelligence and information services business, setting the standard for how critical business decisions are made. Why Centellic? At Centellic, we help our clients make better decisions, and our people are at the heart of that work. Every individual plays an important role in this, bringing curiosity and high standards to everything they do. Those who thrive here take ownership, care deeply about their work and are committed to excellence. Standards are high because our people set them that way. And while we have decades of expertise, we are still growing, pushing and building something extraordinary. Centellic's advantage is our people and the culture we've created together. It's an environment where individuality is encouraged, relationships are genuine, and there's a strong sense of purpose in what we're building together. Collaborative, respectful and driven, we take our work seriously without taking ourselves too seriously. Benefits Our people are our most valuable asset, as such, we offer a wide range of benefits to help ensure that all are supported: Start of employment: Eye care Employee Assistance Programme A day off for your birthday After 3 months employment: Pension (4% employer contribution and 4% employee contribution) After 4 months employment: Life assurance After probation: Cycle to work scheme Season ticket loan £350 annual wellbeing allowance to contribute to gym memberships or fitness classes Puregym access Perks at work platform access After 1 year service: Private healthcare Additional Perks: Company socials Access to Employee Affinity Networks Mentoring scheme Volunteering Day Mortgage Advice Work from anywhere (2 weeks) Generous parental leave We are committed to making our organisation an inclusive, respectful & engaging place to work with a culture shaped by our core values that promote equality, collaboration & respect in everything we do. We are proud to be part of the Disability Confident Scheme, meaning we are committed to being inclusive and accessible, which starts with our application and recruitment process. If you do require any reasonable adjustments to be made, please let us know as part of our application page. 'We are proud to be an equal opportunities employer and are committed to ensuring that all candidates are given the same opportunity to succeed regardless of their sex, gender identity/expression or reassignment, sexual orientation, marital status, race, colour, nationality, ethnic or national origin, religion, age or disability.'
Aug 24, 2026
Full time
Customer Success Team Manager Department: Commercial Employment Type: Full Time Location: London Reporting To: Amy Elderfield Description We are seeking an experienced Customer Success Manager - Team Lead to join our London-based Customer Success team. This is role, combines ownership of a small portfolio of customer accounts with leading a team of Customer Success Managers. You will be responsible for driving retention, engagement, user growth and long-term customer value, while setting clear standards for how the team delivers across the customer lifecycle. In this customer-facing leadership role, you will coach and support CSMs to deliver proactive onboarding, tailored success planning, health analysis, executive reviews, renewal support, advocacy building and expansion opportunity identification. You will lead by example through strong relationship management, commercial awareness and customer success expertise, helping customers achieve their objectives while supporting wider business goals. You will act as a trusted partner to customers and a strong internal collaborator, sharing customer insight with Product, Content, Sales, Support and other teams to continuously improve the customer experience. The role is suited to someone with strong Customer Success platform experience e.g. Gainsight/ChurnZero/ Planhat and to an individual who enjoys developing others, creating consistency in delivery, and using customer data, team insight and commercial judgement to improve retention outcomes. Key Responsibilities Leading and developing the team through coaching, feedback, guidance and development planning, helping CSMs strengthen their customer success practice and commercial confidence. Setting clear standards for customer delivery, ensuring the team creates and executes tailored success plans and customer journeys that support retention, adoption and engagement. Overseeing onboarding quality, supporting the team to deliver timely, effective onboarding that is adapted to each customer's workflow, priorities and business objectives. Driving proactive customer health management, using usage, engagement, sentiment and commercial indicators to identify risks, opportunities and clear next steps. Supporting complex customer situations, including escalations, renewal risks, negotiations and strategic account planning. Enabling strong customer relationships, guiding the team on how to engage key users, decision-makers and commercial stakeholders effectively. Partnering with Sales and other commercial teams on renewal support, solution recommendations and growth opportunities, including cross-sell, upsell and CSQLs. Representing the voice of the customer by sharing feedback, trends and insight with Product, Content, Support and other relevant teams. Embedding quality and consistency across QBRs, success planning, documentation, customer communications and use of the Customer Success platform. Skills Knowledge and Expertise The successful candidate will have: 1-3 years' experience managing, supervising or formally coaching a Customer Success team, ideally within a B2B SaaS, subscription or information-services environment. Experience working with Customer Success platforms such as ChurnZero, Gainsight or Planhat, including using data, workflows and reporting to support consistency and team performance. Strong strategic relationship-building skills - able to represent the team with senior stakeholders and clients. Expert communication and storytelling skills - able to influence both internal and external audiences. Mastery of Customer Success methodologies and metrics - including customer health, churn dynamics, renewal levers and lifecycle strategies. Advanced analytical and problem-solving skills - guiding the team to interpret data and act on leading indicators. Highly developed organisational and planning capability - balancing team priorities, escalations and cross-functional projects. About Centellic Centellic stands at the center of the markets it serves, empowering organizations with indispensable data and insight to make critical decisions on growth, risk and opportunity. Through proprietary data, deep market expertise and AI-enabled technology, our platforms are embedded in client workflows. That capability is underpinned by our events, which bring the market together to share perspective and deepen understanding of the issues shaping each sector. Together, they give organizations earlier visibility of emerging trends, and the clarity and confidence to act when decisions matter. At Centellic, we're a global intelligence and information services business, setting the standard for how critical business decisions are made. Why Centellic? At Centellic, we help our clients make better decisions, and our people are at the heart of that work. Every individual plays an important role in this, bringing curiosity and high standards to everything they do. Those who thrive here take ownership, care deeply about their work and are committed to excellence. Standards are high because our people set them that way. And while we have decades of expertise, we are still growing, pushing and building something extraordinary. Centellic's advantage is our people and the culture we've created together. It's an environment where individuality is encouraged, relationships are genuine, and there's a strong sense of purpose in what we're building together. Collaborative, respectful and driven, we take our work seriously without taking ourselves too seriously. Benefits Our people are our most valuable asset, as such, we offer a wide range of benefits to help ensure that all are supported: Start of employment: Eye care Employee Assistance Programme A day off for your birthday After 3 months employment: Pension (4% employer contribution and 4% employee contribution) After 4 months employment: Life assurance After probation: Cycle to work scheme Season ticket loan £350 annual wellbeing allowance to contribute to gym memberships or fitness classes Puregym access Perks at work platform access After 1 year service: Private healthcare Additional Perks: Company socials Access to Employee Affinity Networks Mentoring scheme Volunteering Day Mortgage Advice Work from anywhere (2 weeks) Generous parental leave We are committed to making our organisation an inclusive, respectful & engaging place to work with a culture shaped by our core values that promote equality, collaboration & respect in everything we do. We are proud to be part of the Disability Confident Scheme, meaning we are committed to being inclusive and accessible, which starts with our application and recruitment process. If you do require any reasonable adjustments to be made, please let us know as part of our application page. 'We are proud to be an equal opportunities employer and are committed to ensuring that all candidates are given the same opportunity to succeed regardless of their sex, gender identity/expression or reassignment, sexual orientation, marital status, race, colour, nationality, ethnic or national origin, religion, age or disability.'
We are looking for a Senior TikTok Shop & DTC Commercial Manager to lead the day to day commercial running of L'Oréal Dermatological Beauty's TikTok Shop & DTC business. This is a trading role. You will own shop performance, commercial planning, promotional execution, product listings, forecasting, stock coordination and performance reporting. You will work closely with Brand, Media, Advocacy, Community, Finance and Supply Chain teams to deliver ambitious GMV, ROAS, margin and profitability targets. The role requires someone who can think strategically but also trade the shop in real time. You will need to understand what is selling, what is not selling, where traffic is coming from, what creators are driving demand, which products need support, and how to turn those signals into fast commercial action. A DAY IN THE LIFE Commercial Trading & Performance Own the daily, weekly and monthly trading performance of CeraVe TikTok Shop & SkinCeuticals & La Roche-Posay DTC across L'Oréal Dermatological Beauty brands. Monitor GMV, sales, margin, ROAS, conversion, AOV, stock availability, campaign performance and profitability. React quickly to trading signals, creator trends, platform mechanics, stock issues and commercial opportunities. Identify what needs to change across pricing, promotions, bundles, shop layout, product visibility and media support. Build and execute the TikTok Shop & DTC commercial strategy for the division. Develop clear plans for brand moments, product launches, platform campaigns, seasonal peaks and key trading periods. Ensure TikTok Shop & DTC is integrated into wider brand and e commerce plans, while maintaining a clear channel specific strategy. Balance growth, profitability, brand equity and consumer experience. Co develop DTC CLTV strategies to build a flagship strategy for La Roche Posay and SkinCeuticals. TikTok Shopfront, Product Listings & Merchandising Own the quality and commercial effectiveness of the TikTok Shop storefront. Manage and optimise product listings, PDP content, claims, thumbnails, product sequencing, campaign pages, bundles and search visibility. Ensure the shop is easy to navigate, easy to understand and optimised for conversion. Work with brand teams to make sure product education is clear, compliant and consistent with dermatological beauty standards. Promotions, Assortment & Bundling Build the right TikTok Shop assortment across hero products, routines, bundles, new launches and campaign offers. Develop promotional plans that drive sales while protecting margin and brand equity. Create bundles and mechanics that are simple for consumers to understand and easy for creators to explain. Use trading data to recommend assortment changes, product focus areas and future commercial opportunities. Forecasting, Stock & Operations Work with Supply Chain and Demand Planning to forecast demand and manage stock availability. Use sales trends, campaign plans, creator activity and media investment to inform stock forecasts. Minimise stockouts on key products and ensure launches and campaign moments are operationally ready. Coordinate with internal teams and external partners to ensure smooth execution across the shop. Partner with Finance to manage the TikTok Shop P&L. Track the impact of promotions, media spend, affiliate commission, platform costs and fulfilment costs. Support budget planning and ensure the channel is building towards a sustainable commercial model. Make clear recommendations to improve margin, profitability and investment efficiency. Creator Commerce Integration Work closely with Advocacy, Community and affiliate teams to understand which creators and content are driving commercial performance. Translate creator insights into trading actions, including product priorities, bundle opportunities, landing page improvements and campaign focus. Ensure creator traffic is directed to high converting products and shop pages. Note: this role does not own the affiliate programme end to end, but it plays a key role in making creator led commerce commercially effective. Reporting & Senior Stakeholder Management Build clear, actionable reporting for senior stakeholders. Share performance updates, trading insights, risks and recommendations. Explain what is driving performance and what needs to change. Lead regular commercial reviews with Brand, Media, Advocacy, Finance and Supply Chain teams. WHO YOU ARE Experience in e commerce trading, marketplace management, D2C, or commercial digital roles. Strong understanding of sales, margin, ROAS, conversion and profitability. Experience managing product listings, promotions, stock inputs, campaign execution and commercial reporting. Strong analytical skills and confidence using data to make decisions. Excellent organisation and project management skills. Ability to work at pace and manage multiple priorities. Strong stakeholder management across commercial, brand, media, finance and supply chain teams. Experience with TikTok Shop, Amazon, Shopify, retailer marketplaces or social commerce. Understanding of creator led commerce and affiliate traffic. WHAT WE OFFER Our industry leading award winning benefits package shows how much we value our people. We know they're at the heart of L'Oréal's success, so we offer a fair and competitive package to help you thrive. Enjoy perks like money saving offers, free mortgage advice, share options and an enhanced pension plan. Love our brands? You'll get up to 60% off iconic names like YSL, CeraVe, Armani, Kiehl's and Garnier! Because health matters, we offer private medical and dental insurance, discounted gym memberships, and onsite mental health support. We also provide enhanced family leave for all and up to 4 weeks of paid fertility leave, so you can prioritise what matters most. Learning is in our DNA at L'Oréal. We'll help you master your role, build skills, and access top notch leadership programs and monthly expert talks. And there's lots more too! HOW WE RECRUIT At L'Oréal, we take pride in creating a diverse, equitable and inclusive environment where everyone is welcome and their contributions are valued. When we recruit, hire, train, promote or engage in any other employment practice, we are committed to being an inclusive employer regardless of race, religion, gender identity, sexual orientation, national origin, age, socioeconomic status, medical condition or disability, or any other protected status. When we look for talent, we welcome difference - different backgrounds, experiences, personalities and perspectives. The beauty we find in our differences gives us the freedom to go beyond. That's the beauty of L'Oréal.
Aug 24, 2026
Full time
We are looking for a Senior TikTok Shop & DTC Commercial Manager to lead the day to day commercial running of L'Oréal Dermatological Beauty's TikTok Shop & DTC business. This is a trading role. You will own shop performance, commercial planning, promotional execution, product listings, forecasting, stock coordination and performance reporting. You will work closely with Brand, Media, Advocacy, Community, Finance and Supply Chain teams to deliver ambitious GMV, ROAS, margin and profitability targets. The role requires someone who can think strategically but also trade the shop in real time. You will need to understand what is selling, what is not selling, where traffic is coming from, what creators are driving demand, which products need support, and how to turn those signals into fast commercial action. A DAY IN THE LIFE Commercial Trading & Performance Own the daily, weekly and monthly trading performance of CeraVe TikTok Shop & SkinCeuticals & La Roche-Posay DTC across L'Oréal Dermatological Beauty brands. Monitor GMV, sales, margin, ROAS, conversion, AOV, stock availability, campaign performance and profitability. React quickly to trading signals, creator trends, platform mechanics, stock issues and commercial opportunities. Identify what needs to change across pricing, promotions, bundles, shop layout, product visibility and media support. Build and execute the TikTok Shop & DTC commercial strategy for the division. Develop clear plans for brand moments, product launches, platform campaigns, seasonal peaks and key trading periods. Ensure TikTok Shop & DTC is integrated into wider brand and e commerce plans, while maintaining a clear channel specific strategy. Balance growth, profitability, brand equity and consumer experience. Co develop DTC CLTV strategies to build a flagship strategy for La Roche Posay and SkinCeuticals. TikTok Shopfront, Product Listings & Merchandising Own the quality and commercial effectiveness of the TikTok Shop storefront. Manage and optimise product listings, PDP content, claims, thumbnails, product sequencing, campaign pages, bundles and search visibility. Ensure the shop is easy to navigate, easy to understand and optimised for conversion. Work with brand teams to make sure product education is clear, compliant and consistent with dermatological beauty standards. Promotions, Assortment & Bundling Build the right TikTok Shop assortment across hero products, routines, bundles, new launches and campaign offers. Develop promotional plans that drive sales while protecting margin and brand equity. Create bundles and mechanics that are simple for consumers to understand and easy for creators to explain. Use trading data to recommend assortment changes, product focus areas and future commercial opportunities. Forecasting, Stock & Operations Work with Supply Chain and Demand Planning to forecast demand and manage stock availability. Use sales trends, campaign plans, creator activity and media investment to inform stock forecasts. Minimise stockouts on key products and ensure launches and campaign moments are operationally ready. Coordinate with internal teams and external partners to ensure smooth execution across the shop. Partner with Finance to manage the TikTok Shop P&L. Track the impact of promotions, media spend, affiliate commission, platform costs and fulfilment costs. Support budget planning and ensure the channel is building towards a sustainable commercial model. Make clear recommendations to improve margin, profitability and investment efficiency. Creator Commerce Integration Work closely with Advocacy, Community and affiliate teams to understand which creators and content are driving commercial performance. Translate creator insights into trading actions, including product priorities, bundle opportunities, landing page improvements and campaign focus. Ensure creator traffic is directed to high converting products and shop pages. Note: this role does not own the affiliate programme end to end, but it plays a key role in making creator led commerce commercially effective. Reporting & Senior Stakeholder Management Build clear, actionable reporting for senior stakeholders. Share performance updates, trading insights, risks and recommendations. Explain what is driving performance and what needs to change. Lead regular commercial reviews with Brand, Media, Advocacy, Finance and Supply Chain teams. WHO YOU ARE Experience in e commerce trading, marketplace management, D2C, or commercial digital roles. Strong understanding of sales, margin, ROAS, conversion and profitability. Experience managing product listings, promotions, stock inputs, campaign execution and commercial reporting. Strong analytical skills and confidence using data to make decisions. Excellent organisation and project management skills. Ability to work at pace and manage multiple priorities. Strong stakeholder management across commercial, brand, media, finance and supply chain teams. Experience with TikTok Shop, Amazon, Shopify, retailer marketplaces or social commerce. Understanding of creator led commerce and affiliate traffic. WHAT WE OFFER Our industry leading award winning benefits package shows how much we value our people. We know they're at the heart of L'Oréal's success, so we offer a fair and competitive package to help you thrive. Enjoy perks like money saving offers, free mortgage advice, share options and an enhanced pension plan. Love our brands? You'll get up to 60% off iconic names like YSL, CeraVe, Armani, Kiehl's and Garnier! Because health matters, we offer private medical and dental insurance, discounted gym memberships, and onsite mental health support. We also provide enhanced family leave for all and up to 4 weeks of paid fertility leave, so you can prioritise what matters most. Learning is in our DNA at L'Oréal. We'll help you master your role, build skills, and access top notch leadership programs and monthly expert talks. And there's lots more too! HOW WE RECRUIT At L'Oréal, we take pride in creating a diverse, equitable and inclusive environment where everyone is welcome and their contributions are valued. When we recruit, hire, train, promote or engage in any other employment practice, we are committed to being an inclusive employer regardless of race, religion, gender identity, sexual orientation, national origin, age, socioeconomic status, medical condition or disability, or any other protected status. When we look for talent, we welcome difference - different backgrounds, experiences, personalities and perspectives. The beauty we find in our differences gives us the freedom to go beyond. That's the beauty of L'Oréal.
UK Notional hourly rate £14.44 per hour (Inclusive of an £1.34 per hour, store specific location allowance) B&Q Peckham We believe anyone can improve their home to make life better. Every day, we give our millions of customers the ideas, advice, tools and confidence they need to create a home they'll love. Join us as a Checkouts Customer Advisor and you'll be a big part of this. We want to ensure that all employees, future employees and applicants to all Kingfisher companies are treated equally regardless of age, gender, marital or civil partnership status, colour, ethnic or national origin, culture, religious belief, philosophical belief, political opinion, disability, gender identity, gender expression or sexual orientation. If you require any additional support or adjustments to help you make an application, please contact us . Rewards & 01 / 05 Discount card The one we all love! Get 20% discount on your purchases at B&Q in-store and online, after you've been with us for 1 month. Life assurance If the worst should happen, Life Assurance ensures those close to you have some protection. Employee assistance programme We offer free and confidential support and counselling to help you through matters such as wellbeing, divorce, legal, and financial management. Salary/Bonus We offer competitive salaries for all roles, and benchmark them, to ensure that we're getting it right. And, as we value the contribution of all our colleagues equally, whether they are 17 or 70, our rates of pay for each job is the same. Pension You'll have access to the award-winning Kingfisher Pension Scheme, and we'll put money in alongside your savings too. Medical We have a number of medical benefits available depending on your role to help you and your family look after yourselves. Leave All work and no play is no fun! So, you can enjoy 6.6 weeks' leave, plus we'll reward you with additional leave and cash rewards to celebrate long service anniversaries and milestone years. The chance to achieve more balance between work and your other commitments. Take advantage of fantastic discounts on loads of products and services, just for being a B&Q colleague! We have a network of over 3,300 health clubs offering discounts to colleagues and their partners of up to 25% on self-paid gym memberships. Eye care If you use a computer regularly for work, then we pay for your eye testevery two years. If you do require glasses, then you'll also get £50/€70 towards single focal lenses and frames too. Cycling to work scheme Whether you are thinking green, trying to get fit or saving money, our cycle to work scheme helps colleagues spread the cost and save money on any bike and safety equipment through salary sacrifice. Long service Just like most families, we like to celebrate anniversaries and milestone years. For every 10 years up to 40 years' service we give extra annual leave and a cash payment. Training & development Learn & Develop at B&Q When you join B&Q, we want you to be all you can be. From the minute you walk through our doors to the exciting moment you make that next career move, we're here to help you make the most of every opportunity. Thanks to our friendly learning system, LEO, we make sure you always have the support you need to take on every challenge and fit your learning around your life. Here, we know that the best way to grow is together. Flexible learning with Leo LEO is your every day, on the go learning and development partner. Helping you build the knowledge you need now and in the future. With LEO, you can access training and content, anywhere, anytime and on any device. You can even influence the type of training on offer by rating and recommending content, and letting us know what we can do to improve. Award-winning and featuring over 500 different learning activities - like short videos, articles, workshops and webinars - think of LEO as your 24/7 training pal, designed to help you make the most of your B&Q career journey. Developing in role Learning never stops at B&Q. Whether you've been in your role for one day or five years, there's always something to be curious about. It's why we're always creating learning opportunities and experiences that'll give you the chance to develop your skills. Like our First Line Manager programme: a course that helps our newest line managers build their confidence and management skills. Or our Leadership Development programme that challenges our more experienced leaders to reflect on and adapt their approach for our ever evolving ways of working. Building expertise and know how We believe anyone can learn the technical skills to do their job with excellence. It's all about attitude and behaviour here. So, if you're passionate about customer service and design, we'll teach you how to create beautiful kitchens. If you're someone who loves being outdoors, we'll help you learn about our garden ranges. And, if you're someone who just loves what we do but doesn't know where to start, we'll help you find the perfect role for you to grow into. Accelerated Development Talent Programmes Whatever goal you're working to at B&Q, we want to help you get there. We do this by designing a number of programmes which help you to practice your skills and learn new ones, gain valuable experiences, learn from others and jump on opportunities that are right for you. From leaders taking their first steps into management to those simply looking for a new challenge, we're there to make sure you achieve your ambitions. Induction At B&Q, we want every new colleague to understand our values, our customers, and how we work together to achieve our purpose. That's why we've designed an induction programme that'll give you real insight into our business, our culture and help you feel included from day one. For your first few weeks on the job you'll work with your team and line manager, mixing online learning with practical tasks, to grow your knowledge a little every day. A day in the life Caitlin, Showroom Customer Advisor I work with a diverse range of people who all have their own quirks and that's what I love. A really good day at work is being on shift with one of my closest colleagues or helping a lovely customer and making their day. That's most days really! Our B&Q Customer Advisors are the friendly faces of our business. They're the ones who work across our stores to provide advice and assistance to each and every customer looking to make their big ideas into a much loved reality. We'll carry out a face to face or online interview (and we may request a 2nd interview if the role you're applying for is more complex). Step 4: We'll contact you with feedback, and maybe even a job offer. Check out ourFAQs for more information about interviewing at B&Q.
Aug 24, 2026
Full time
UK Notional hourly rate £14.44 per hour (Inclusive of an £1.34 per hour, store specific location allowance) B&Q Peckham We believe anyone can improve their home to make life better. Every day, we give our millions of customers the ideas, advice, tools and confidence they need to create a home they'll love. Join us as a Checkouts Customer Advisor and you'll be a big part of this. We want to ensure that all employees, future employees and applicants to all Kingfisher companies are treated equally regardless of age, gender, marital or civil partnership status, colour, ethnic or national origin, culture, religious belief, philosophical belief, political opinion, disability, gender identity, gender expression or sexual orientation. If you require any additional support or adjustments to help you make an application, please contact us . Rewards & 01 / 05 Discount card The one we all love! Get 20% discount on your purchases at B&Q in-store and online, after you've been with us for 1 month. Life assurance If the worst should happen, Life Assurance ensures those close to you have some protection. Employee assistance programme We offer free and confidential support and counselling to help you through matters such as wellbeing, divorce, legal, and financial management. Salary/Bonus We offer competitive salaries for all roles, and benchmark them, to ensure that we're getting it right. And, as we value the contribution of all our colleagues equally, whether they are 17 or 70, our rates of pay for each job is the same. Pension You'll have access to the award-winning Kingfisher Pension Scheme, and we'll put money in alongside your savings too. Medical We have a number of medical benefits available depending on your role to help you and your family look after yourselves. Leave All work and no play is no fun! So, you can enjoy 6.6 weeks' leave, plus we'll reward you with additional leave and cash rewards to celebrate long service anniversaries and milestone years. The chance to achieve more balance between work and your other commitments. Take advantage of fantastic discounts on loads of products and services, just for being a B&Q colleague! We have a network of over 3,300 health clubs offering discounts to colleagues and their partners of up to 25% on self-paid gym memberships. Eye care If you use a computer regularly for work, then we pay for your eye testevery two years. If you do require glasses, then you'll also get £50/€70 towards single focal lenses and frames too. Cycling to work scheme Whether you are thinking green, trying to get fit or saving money, our cycle to work scheme helps colleagues spread the cost and save money on any bike and safety equipment through salary sacrifice. Long service Just like most families, we like to celebrate anniversaries and milestone years. For every 10 years up to 40 years' service we give extra annual leave and a cash payment. Training & development Learn & Develop at B&Q When you join B&Q, we want you to be all you can be. From the minute you walk through our doors to the exciting moment you make that next career move, we're here to help you make the most of every opportunity. Thanks to our friendly learning system, LEO, we make sure you always have the support you need to take on every challenge and fit your learning around your life. Here, we know that the best way to grow is together. Flexible learning with Leo LEO is your every day, on the go learning and development partner. Helping you build the knowledge you need now and in the future. With LEO, you can access training and content, anywhere, anytime and on any device. You can even influence the type of training on offer by rating and recommending content, and letting us know what we can do to improve. Award-winning and featuring over 500 different learning activities - like short videos, articles, workshops and webinars - think of LEO as your 24/7 training pal, designed to help you make the most of your B&Q career journey. Developing in role Learning never stops at B&Q. Whether you've been in your role for one day or five years, there's always something to be curious about. It's why we're always creating learning opportunities and experiences that'll give you the chance to develop your skills. Like our First Line Manager programme: a course that helps our newest line managers build their confidence and management skills. Or our Leadership Development programme that challenges our more experienced leaders to reflect on and adapt their approach for our ever evolving ways of working. Building expertise and know how We believe anyone can learn the technical skills to do their job with excellence. It's all about attitude and behaviour here. So, if you're passionate about customer service and design, we'll teach you how to create beautiful kitchens. If you're someone who loves being outdoors, we'll help you learn about our garden ranges. And, if you're someone who just loves what we do but doesn't know where to start, we'll help you find the perfect role for you to grow into. Accelerated Development Talent Programmes Whatever goal you're working to at B&Q, we want to help you get there. We do this by designing a number of programmes which help you to practice your skills and learn new ones, gain valuable experiences, learn from others and jump on opportunities that are right for you. From leaders taking their first steps into management to those simply looking for a new challenge, we're there to make sure you achieve your ambitions. Induction At B&Q, we want every new colleague to understand our values, our customers, and how we work together to achieve our purpose. That's why we've designed an induction programme that'll give you real insight into our business, our culture and help you feel included from day one. For your first few weeks on the job you'll work with your team and line manager, mixing online learning with practical tasks, to grow your knowledge a little every day. A day in the life Caitlin, Showroom Customer Advisor I work with a diverse range of people who all have their own quirks and that's what I love. A really good day at work is being on shift with one of my closest colleagues or helping a lovely customer and making their day. That's most days really! Our B&Q Customer Advisors are the friendly faces of our business. They're the ones who work across our stores to provide advice and assistance to each and every customer looking to make their big ideas into a much loved reality. We'll carry out a face to face or online interview (and we may request a 2nd interview if the role you're applying for is more complex). Step 4: We'll contact you with feedback, and maybe even a job offer. Check out ourFAQs for more information about interviewing at B&Q.
