The Onboarding Manager, reporting to the Head of People, will play a critical role in shaping the employee experience at the earliest stage of the journey. You will lead the design and implementation of an end-to-end onboarding and integration approach, ensuring consistency, clarity, and cultural alignment across all entry points into the organisation.
You will play a pivotal role in driving organisational change, fostering a collaborative and high-performance culture, and preparing the people function to support the future partnership with industrial engineering and construction partners.
You must be proactive and adaptable, thriving in a fast-paced, evolving environment while being comfortable switching between strategic planning and day-to-day operational execution. You are systems-savvy, and passionate about creating experiences that connect, inform, and inspire.
Why Join Us?
This is a once-in-a-lifetime opportunity to help build a pioneering organisation at the cutting edge of the fusion energy revolution. You'll be at the heart of shaping a company set to lead a major, complex programme alongside industry giants. The role will be helping with the establishment of a major programme and limited company at its foundation stage.
You will be contributing to a revolutionary energy solution and helping to build a new organisation from the ground up!
Accountabilities
Accountability 1:
Strategy & Design
Develop and own the onboarding and integration strategy for the organisation, aligned with our People vision and values.
Create differentiated pathways for onboarding direct hires and individuals transitioning from partner organisations, ensuring parity of experience and clear expectations.
Design a policy framework that supports inclusive, effective, and compliant onboarding and integration practices.
Accountability 2:
Process & Delivery
Build end-to-end onboarding processes-from pre-boarding to the first 90 days and beyond-including key touchpoints, milestones, and ownership across teams.
Partner with Talent Acquisition, IT, Hiring Managers, Legal, and Communications to streamline onboarding workflows and responsibilities.
Introduce and manage onboarding technology or platforms (e.g. onboarding portals, task management tools, document repositories).
Accountability 3:
Content & Experience
Develop core onboarding materials and toolkits (e.g. welcome packs, digital guides, induction content, manager checklists).
Establish a standard induction programme with optional modules tailored by team, project or partner organisation.
Design and facilitate onboarding sessions, welcome events, and integration workshops where needed.
Accountability 4:
Measurement & Improvement
Establish onboarding KPIs and feedback loops to assess experience, readiness, and engagement during the onboarding period.
Use data and feedback to iterate and improve the onboarding journey over time.
Contribute to broader employee lifecycle projects, including culture-building, career pathways, and offboarding where relevant.
Accountability 5:
Embody a Leadership Mindset
Regardless of your formal position, you embody a leadership mindset and a set of leadership behaviours. You embrace and embody our organisation's culture, values, and mission in all aspects of your work.
Foster a positive and inclusive team environment that aligns with our cultural values.
Contribute to maintaining a respectful and collaborative workplace, valuing diversity, and promoting teamwork.
Act as a cultural ambassador, representing our organization's values and professionalism in interactions with colleagues, clients, and stakeholders.
Lead by example, demonstrating integrity, professionalism, and ethical behaviour.
Make informed decisions and solve problems effectively, considering diverse perspectives and organizational goals.
The above is not intended to be an exhaustive list of activities and you may be required to undertake other reasonable tasks or duties requested.
What skills and experience you'll bring to us
Essential:
Proven experience designing and implementing onboarding or integration programmes at scale, ideally in start-ups, high-growth environments or complex matrixed organisations.
Experience onboarding both permanent employees and secondees, contractors or partner organisation staff.
Demonstrated ability to create policies, processes and systems from the ground up.
Excellent stakeholder engagement skills and the ability to influence across levels and functions.
Strong project management and organisational skills, with attention to detail and follow-through.
Experience with onboarding or HRIS platforms and digital content delivery.
Proactive, hands-on and ability to work with ambiguity
Holistic approach, demonstrates innovation and design for scale
Build trust quickly and is able to work collaboratively with a wide range of stakeholders
Rullion celebrates and supports diversity and is committed to ensuring equal opportunities for both employees and applicants