This is a remote opportunity. JOB SUMMARY: Serve as the CEO’s strategic partner to design and scale a high-performance, values-led organisation across the UK, Ireland, US, and Japan.
Own the people strategy (talent, organisation design, culture, reward, and compliance) to enable growth, improve operating leverage, and mitigate people-related risk in a regulated/GRC context.
ESSENTIAL RESPONSIBILITIES AND DUTIES: People Strategy & Org Design Build a 3-year people plan aligned to company OKRs; run workforce planning, succession, and critical role mapping.
Design/right-size structures, spans & layers; lead change management for transformations and M&A integrations.
Leadership, Culture & Performance Coach ELT and people managers; embed values, manager standards, and a simple performance/KPI rhythm.
Improve 9 – Box Program and launch complete Stack Rank exercise.
Launch manager toolkits and leadership development for first-line and mid-level leaders.
Talent Acquisition Own hiring plan and funnel quality (time-to-hire, offer acceptance, DEI).
Stand up a scalable sourcing engine for technical, sales, and GRC advisory roles; optimise agency/embedded models including Bloom Recruitment.
Total Reward & Benefits (Global) Implement global job architecture and pay bands; annual comp/bonus/RSU cycle governance.
Harmonise benefits and leave across regions (UK/IE, US, JP) balancing cost, competitiveness, and compliance.
Employee Relations & Compliance Lead ER casework and risk triage; ensure 100% right-to-work/I-9, policy, and audit readiness.
Maintain compliant practices: UK/IE: ERA 1996, Working Time, GDPR/UK-GDPR, IR35, TUPE, WRC guidance.
US: At-will, FLSA, EEO/OFCCP, pay transparency, state leave.
Japan: Labour Standards Act, social insurance, working time/leave norms.
Oversee vendor models (PEO/EOR) where applicable.
People Ops, HRIS & Analytics Own HRIS and data integrity (Rippling); automate onboarding/offboarding/payroll interfaces.
Build people analytics: headcount/HC plan, turnover, regretted attrition, diversity, pay equity, engagement (eNPS).
Learning, Risk & Governance Annual training plan (info-sec/ISO 27001 culture, code of conduct).
Partner with Legal/InfoSec on privacy, investigations, and people-risk controls.
QUALIFICATIONS : 10+ years in progressive People/HR leadership for enterprise software / tech-enabled services; multi-country remit (UK/IE/US/JP).
Built or scaled People function through high growth, M&A, and/or carve-outs.
Evidence of implementing global grading & reward frameworks, HRIS, and people analytics.
Strong ER/compliance judgement across UK/IE/US/JP; experience with PEO/EOR models a plus.
Coaching capability with executives; credible with Board/Investors.
KNOWLEDGE/SKILLS/ABILITIES: Strategic operator: links people levers to revenue, margin, and risk.
Builder: designs simple, scalable programmes and ships on time.
Data-driven: decisions anchored in metrics and cost/benefit.
Change leader: clear communicator; earns trust in ambiguous, regulated environments.
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