This is a remote opportunity. 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. 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. 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. 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. 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. 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. 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. 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). 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. Annual training plan (info-sec/ISO 27001 culture, code of conduct). Partner with Legal/InfoSec on privacy, investigations, and people-risk controls.