Serve as a strategic partner to the CEO, designing and scaling a high-performance culture. Oversee people strategy, talent acquisition, and compliance across multiple regions, ensuring effective governance and people analytics.
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
QUALIFICATIONS:
KNOWLEDGE/SKILLS/ABILITIES:
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.
- 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.
- 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.
- 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.
- 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.
- 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).
- 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.
Top Skills
Hris
Rippling
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