Group Employment Compliance and Governance

• Hold Group accountability for employment compliance across all operating jurisdictions, maintaining a current and evidenced view of statutory and regulatory obligations in each country in which Klipboard employs people.
• Maintain a Group employment compliance framework covering contractual documentation, working time, right to work and immigration, statutory leave and pay, mandatory reporting and data protection in the employment context.
• Track legislative, regulatory and case law developments in each region, assess the operational and financial impact, and lead the timely implementation of required changes to policy, process and documentation.
• Design and run an assurance and audit cycle that tests how compliance operates in practice, records findings and drives remediation to a named owner and a clear deadline.
• Maintain governance records, including policy approvals, decision logs, employment risk registers and audit trails, so that the Group can evidence compliance to auditors, regulators, customers and acquirers.
• Ensure employment contracts, offer documentation, template letters and country-specific addenda remain legally accurate, current, consistently applied and version controlled.
• Determine when specialist external legal or regulatory advice is required, brief advisers effectively, manage cost and turnaround, and translate advice into practical internal guidance.
• Support acquisition due diligence, integration and harmonisation activity, including employee transfer obligations, contract alignment, policy migration and the closure of inherited compliance gaps.
• Provide clear, evidence-based compliance reporting and assurance updates to the Chief People Officer and relevant governance forums, escalating material risks early and with recommended actions.

Group Policies and Employee Handbook

• Own the Group policy framework and the employee handbook end to end, covering design, drafting, approval, publication, version control, scheduled review and withdrawal.
• Ensure every policy is legally compliant in each region to which it applies, written in plain and accessible language, aligned to Klipboard values and genuinely workable for managers.
• Operate a defined governance route for policy approval and change, including stakeholder review, legal input and consultation with employee representatives or works councils where this is required.
• Maintain a published review calendar so that no policy drifts out of date, confirming at each review that local variations and country addenda remain accurate.
• Lead policy communication, manager guidance and training so that policies are understood and applied consistently rather than simply published.
• Monitor how policies are applied in practice, including exception and derogation requests, and use the themes to close gaps, improve clarity and reduce unwarranted inconsistency between regions.
• Maintain a single source of truth for policy documentation, with controlled access, clear version history and evidence of employee acknowledgement where this is required.
• Benchmark the policy suite against legal requirements, sector practice and Klipboard’s growth plans, recommending new or retired policies to the Chief People Officer.

Employee Relations, Governance and Risk Management Across Regions

• Own the Group employee relations framework, setting the standards for case handling, evidence and documentation, decision-making, escalation thresholds and record retention in every region.
• Provide senior guidance on complex and high-risk matters, including disciplinary, grievance, performance, long-term absence, whistleblowing, harassment, restructuring, redundancy and senior exits.
• Assess the legal, financial and reputational risk carried by employee relations matters, recommend proportionate mitigation, and ensure decisions are defensible, consistently reasoned and well documented.
• Maintain oversight of employee relations case data across all regions, reporting volumes, themes, root causes, outcomes and cycle times to People and business leadership.
• Lead the Group response to tribunal, litigation or regulatory claims within scope, instructing and working alongside external counsel and holding the standard for evidence and disclosure.
• Build manager and HR capability in employee relations through coaching, toolkits and training, so that issues are addressed early, fairly and consistently at the right level.
• Ensure collective consultation, trade union and works council obligations are met in the relevant jurisdictions, and maintain constructive relationships with employee representative bodies.
• Use employee relations insight to identify cultural, leadership or process root causes, driving preventative action and improvement rather than repeated case handling.

AI-Enabled Working and Output Accountability

• AI-augmented task areas: Use approved AI tools to support policy drafting and comparison, compliance research and horizon scanning, employee relations trend analysis and reporting, document standardisation, and the preparation of leader, audit and governance materials.
• Human-driven task areas: Retain human leadership of legal judgement and risk decisions, complex employee relations outcomes, consultation and collective engagement, disciplinary and grievance decision-making, and confidential or sensitive employee matters.
• AI output accountability: Validate AI-generated outputs for accuracy, source quality, jurisdictional relevance, bias, confidentiality and legal or compliance implications before they are used in policy, advice, communications or decisions.
• Evidence and audit trail: Maintain clear records of source data, assumptions, limitations, risks and the human validation applied to AI-supported compliance, policy or employee relations recommendations.
• Responsible use: Champion the responsible, transparent and lawful use of AI within the People Team, in line with Klipboard's approved tools, data protection obligations and internal AI governance standards.

Skills, Knowledge And Experience

HR Expertise

• Deep technical HR knowledge across employee relations, employment law, policy, HR operations, governance and risk, with the judgement to apply it proportionately in different jurisdictions.

Employment Law and Compliance

• Strong working knowledge of employment legislation across multiple operating regions, with the ability to interpret change, identify exposure and know when specialist advice is needed.

Governance and Risk Management

• Able to build and run frameworks, controls, audits and reporting that make compliance evidenced and repeatable rather than reliant on individual knowledge.

Leadership and Team Development

• Leads a dispersed, multi-country team with clarity and consistency, developing capability, accountability and succession while maintaining service quality.

Policy Design and Writing

• Writes clear, legally sound and practical policies and handbook content, balancing statutory requirements, commercial reality and employee experience.

Strategic Thinking

• Connects HR management, compliance and employee relations activity to Klipboard's growth, acquisition and operating model plans, anticipating risk rather than reacting to it.

Relationship Building and Influence

• Builds credibility with executives, regional leaders, People colleagues and external advisers, influencing decisions through evidence, clarity and constructive challenge.

Emotional Intelligence and Judgement

• Demonstrates discretion, empathy and resilience when handling sensitive, contested or high-consequence matters, and holds a position calmly under pressure.

Global Consistency

• Understands how to balance Group frameworks with local legal, cultural and