ABOUT US

We are a climate analytics nonprofit established in 2021. We provide system modelling data, software and analysis to support energy transition planning and decision-making. We are currently a grant-funded by the Quadrature Climate Foundation, Google.org, Sequoia Climate Foundation, Bloomberg Philanthropies, European Climate Foundation, among others. Our data, software and analysis is used by analysts in or working with government agencies, asset owners, operators, utilities, banks, and institutions.
At TransitionZero, we are building a culture that matches the urgency and complexity of the energy transition. We believe exceptional outcomes come from teams that are diverse in perspective, bold in thinking and united by purpose. Our goal is to be the most impactful nonprofit in our field by combining technical excellence with humility, discipline and a focus on real world relevance. We work across geographies, sectors and disciplines, fostering collaboration and valuing different ways of thinking as essential to solving complex challenges.
Inclusivity is not just a commitment, it is a necessity. We foster a culture of ownership, resilience and curiosity, where learning is continuous and excellence is expected. Our people are at the heart of everything we do, and we aim to offer an environment where you can do the most meaningful work of your career, surrounded by a team that values integrity, transparency and long term impact. If you share our mission to accelerate a zero carbon future and thrive in fast moving, high trust settings, we would love to hear from you.
At TransitionZero, we understand that diversity is an essential component of a successful team, whether that be diverse ways of thinking, personal or professional backgrounds and skills. We aim to be the most talented nonprofit in our vertical, spearheading innovative data solutions through our culture of inclusivity and adaptability. Now we are looking for an experienced strategic Head of People to provide 14 months of maternity cover and further progress and develop our People function and strategy.
Our people are our greatest asset, and the diverse experience, skills and perspectives individuals bring to our organisation are the driving force of our success. We will therefore consider all qualified applicants in the recruitment process as we welcome all the unique qualities and experiences that make you, you.

SKILLS & EXPERIENCE

• In-depth knowledge of employment law and HR best practices
• Able to oversee hiring and TA, including being hands on when required
• Familiar and confident owning and overseeing an HRIS
• Excellent active listening, negotiation and presentation skills
• Ability to implement strategy along with leadership
• Ability to work autonomously and be hands-on
• Strong project management and organisational skills, able to keep a lot of balls in the air
• Capability to develop and deliver people plans that support organisational strategy
• Data savvy and understands how data can be used to drive decision making
• High attention to detail
• Experienced with running performance management process and software
• A motivational and strong line manager, able to mentor and grow junior team members

ABOUT US

We are a climate analytics nonprofit established in 2021. We provide system modelling data, software and analysis to support energy transition planning and decision-making. We are funded by the Quadrature Climate Foundation, Google.org, Sequoia Climate Foundation, Bloomberg Philanthropies, European Climate Foundation, among others. Our data, software and analysis is used by developers, financiers, planners and think tanks internationally

ABOUT THE ROLE

We’re looking for an experienced strategic People leader to support TransitionZero through a period of maternity cover. This will be a 14 month role allowing for a handover and onboarding period in October before our Head of People begins their maternity leave. You will cover all strategic People and HR projects and manage a junior People and Talent associate to ensure the function runs seamlessly.

RESPONSIBILITIES

Working closely with the newly created (and still forming) C-Suite, reporting to the COO. You will play a key role in evolving the people strategy and further aligning it with overarching business objectives, paying close attention to line manager enablement and ensuring our culture is one that is intentional and consistent throughout the organisation

Compensation and benefits management

• Leading on our bi-annaul salary benchmarking process, which must be completed by 31 January ‘26 including drafting a robust methodology to guide this process
• Overseeing our annual compensation review process in April (in tandem with our bBiannual performance review), working closely with the COO
• Preparing monthly payroll and communicating monthly People updates and anticipated changes and hires to Finance

Performance management

• Oversee and manage our recently launched biannual performance management and monthly progression check ins to ensure these drive high performance including making changes and improvements based on feedback and observations
• Advising managers on performance management challenges

Employee lifecycle

• Oversee the hiring process and contribute to the decision of whether to use external recruiter or manage the hiring internally (the day to day will be conducted by the People & Talent Associate)
• Oversee onboarding to ensure the lessons learnt during the hiring process are factored into ongoing development (the day to day will be conducted by the People & Talent Associate)
• Develop and implement initiatives to develop, train, motivate and retain our employees
• Oversee and manage the employee engagement survey, interpreting and presenting results and guiding response actions with the senior leadership team
• Oversee the offboarding of employees.

People strategy

• Use data analytics to provide strategic insights and recommendations for organisation design and talent-related decisions alongside metrics to measure the effectiveness of People strategies
• Providing strategic input into workforce planning, including org design and succession
• Continue to embed and improve our feedback mechanisms ensuring our culture is one that has feedback at its core across all levels
• Advise and upskill managers on areas such as performance, feedback, and leadership capability, as well as providing guidance on any HR policy and procedures as needed
• Advise leadership and managers on employee relations and complex people issues
• Drive initiatives around company culture and employee engagement in close collaboration with the CEO and senior leadership team

Compliance

• Regularly reviewing our People-related policies and proposing improvements
• Overseeing compliance with relevant laws
• Liaising with our Employer of Record (EOR) for our non-UK based employees