WHY THIS ROLE EXISTS

• The group has no departments and no managers -it runs on small teams who work to each other under agreed service levels, so every team is effectively a client of the next one. That is why a business this size moves as fast as it does.
• You own the rhythm that keeps it connected. Businesses and teams who all have something others would find interesting. Your job is to create the occasions that bring them together, and to make them worth turning up to.
• The fun part is that nothing here is copy and paste. Every function operates differently and wants different things, so what you coordinate for a technical team looks nothing like what you coordinate for a commercial one. You get to work that out and then build it.
• Most of what you create also doubles as a shop window. A showcase tells outside talent what work here looks like. A coaching programme shows how we develop people. What happens inside becomes the story we tell outside, and that is how we keep good people interested in us before a job opens.

Requirements

WHAT YOU OWN

Knowing what is going on. Quarterly engagement surveys, eNPS and new joiner check-ins. You read what comes back and turn it into a clear picture of what each team wants more of.

The engagement programme. You design the calendar for the whole group, weekly through to annual, and coordinate everything that makes each item happen: the people, the content, the logistics, the invites. Sport and social, learning sessions, showcases, hackathons, all hands, cultural celebrations. You also create recognition programmes that keep good work visible.

Learning and development. You match each audience to the right training, from founders and leads through to technical and non-technical teams and coordinate the coaching programmes that support them. The annual people’s governance and culture training sits with you, as does the induction every new joiner goes through.

Talent-facing events. You create formats that put outside talent in the same room as our teams: showcases, portfolio sessions, internships, best practice sessions. Each one engages our people and builds the candidate network at the same time.

The story, in and out. A newsletter twice a quarter, sourced from the companies in the group that have news to share. Our company’s presence on LinkedIn. Campaigns that keep exceptional people close, including those we have spoken to and not hired yet.

• Knowing whether it worked. Work with the internal team to get a monthly view of retention, enablement, satisfaction, pipeline and training completion, shared with leadership. It tells you what to change next quarter.

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