Missions : Le/la stagiaire participera activement au projet d’implémentation au sein de l’équipe projet déjà en place : - Réaliser les tests fonctionnels (recette) et accompagner les utilisateurs - Suivi et remontée des anomalies auprès des équipes IT/éditeur. - Contribution à la création des supports de communication et de formation pour les équipes RH. - Participation à la préparation des guides utilisateurs et FAQs. - Support de premier niveau lors de la phase de déploiement. Profil et Compétences Étudiant(e) en Ressources Humaines, Systèmes d’Information, Gestion, Ecole de commerce avec une appétence pour les Systèmes d’Information ou équivalent. -Réel intérêt pour les outils digitaux ; Maîtrise du pack Office (Excel, Powerpoint et Word). -Capacité à analyser, structurer et synthétiser l’information. -Aisance relationnelle, rigueur et sens du service. -Bonne maîtrise de l’anglais 3 raisons de nous rejoindre : Qualité de vie au travail : accord de télétravail en France et à l’international, accord sur l’égalité professionnelle, la parentalité, l’équilibre des temps et la mobilité durable. Apprentissage en continu : certifications et formations en libre accès, accompagnement sur mesure avec votre carreer manager, parcours d’intégration sur 9 mois. Avantages groupe & CSE : plan actionnariat, tarifs préférentiels, remboursement partiel vacances, remboursement de votre abonnement sportif ou culturel. Nos engagements et priorités : Le groupe Capgemini encourage une culture inclusive dans un cadre multiculturel et handi-accueillant. En nous rejoignant, vous intégrez un collectif qui valorise la diversité, développe le potentiel de ses talents, s’engage dans des initiatives solidaires avec ses partenaires, et se mobilise pour réduire son impact environnemental sur tous ses sites et auprès de ses clients.

Job Posting: Since 1953, Ferguson has been a source of quality supplies for a variety of industries. Together We Build Better infrastructure, better homes and better businesses. We exist to make our customers’ complex projects simple, successful, and sustainable. We proactively solve problems, adapt and grow to continuously serve our customers, communities and each other. Ferguson, a Fortune 500 company, is proud to provide best-in-class products, service and capabilities across the following industries: Commercial/Mechanical, Facilities Supply, Fire and Fabrication, HVAC, Industrial, Residential Trade, Residential Building and Remodel, Waterworks and Residential Digital Commerce. Ferguson has approximately 36,000 associates across 1,700 locations. Ferguson is a community of proud associates who operate with the shared purpose of building something meaningful. You will build a career that you are proud of, at a company you can believe in. Ferguson has an immediate opening for an HR Employment Practices Analyst. Our Employment Practices Group is growing and offers an exciting, challenging, and long term career opportunity! Location: This role is approved to be either Remote within the United States or Hybrid for associates/candidates in Newport News, VA, in accordance with company policy. Responsibilities: - Conduct prompt, fair, impartial, and thorough investigations into claims of potential workplace misconduct, violations of company policies, unprofessional behavior, and other workplace concerns. - Conduct investigatory interviews; collect and analyze relevant evidence; write investigation reports and deliver debriefs with relevant partners. - Thoroughly document investigative efforts internally using a case management system. - Work with Human Resource Business Partners and managers/supervisors to handle and resolve moderately complex ER issues and performance management issues. - Partner and foster effective relationships with HR teams, legal counsel, security partners and business leaders. - Conduct ongoing HR training and guidance for managers and associates. - Provide guidance on policies and processes to ensure compliance with regulations and consistent application of practices. - Ensure consistent application of company policies and procedures. - Perform other duties and responsibilities as required. Qualifications: - Bachelor’s Degree in HR, Business, or related work experience. - 2-5 years’ experience in HR, with a specific focus on employee relations, risk mitigation, management consulting, and investigations preferred. - Ability to travel up to 25% required. - Deep understanding of federal and state employment laws, including discrimination, harassment, retaliation, and wrongful termination. - Proficiency in conducting thorough investigations, including interviewing techniques, document review, and evidence gathering. - Excellent verbal and written communication skills to effectively interact with employees at all levels, including sensitive situations. - Ability to listen attentively to people's ideas and concerns. - Ability to build rapport, establish credibility and to find non-threatening ways to approach others on sensitive issues. - Strong analytical abilities to evaluate information, assess credibility, and draw accurate conclusions from investigations. - Experience in mediating disputes and resolving conflicts in a professional manner. - Commitment to upholding ethical standards and maintaining impartiality during investigations. At Ferguson, we care for each other. We value our well-being just as much as our hard work. We are committed to a holistic approach towards benefits plans and programs that support the mental, physical and financial well-being of our associates. Our competitive offering not only includes benefits like health, dental, vision, paid time off, life insurance and a 401(k) with a company match, but our associates also enjoy additional meaningful and inclusive enhancements that are adaptable to their diverse situations and needs, including mental health coverage, gender affirming and family building benefits, paid parental leave, associate discounts, community involvement opportunities and more! #LI-Remote - Pay Range: - Actual pay rate may vary depending upon location. The estimated pay range for this position is below. The specific rate will depend on a candidate’s qualifications and prior experience. - $4,766.67 - $7,625.00- Estimated Ranges displayed are Monthly for Salaried roles OR Hourly for all other roles. - This role is Bonus or Incentive Plan eligible. - Ferguson complies with all wage regulations. The starting wage may be higher in certain locations based on local or state wage requirements. - The Company is an equal opportunity employer as well as a government contractor that shall abide by the requirements of 41 CFR 60-300.5(a), which prohibits discrimination against qualified protected Veterans and the requirements of 41 CFR 60-741.5(A), which prohibits discrimination against qualified individuals on the basis of disability. Ferguson Enterprises, LLC. is an equal employment employer F/M/Disability/Vet/Sexual Orientation/Gender Identity. Equal Employment Opportunity and Reasonable Accommodation Information

At Insentra, culture and people are central to everything we do. We are passionate about creating an environment where people love coming to work, are encouraged and supported to be their best and do work that truly matters. The People & Culture Business Partner is the primary HR advisory resource for leaders across Turnium Technology Group and its subsidiaries — TTGI and Insentra. Operating as a commercially oriented people professional, this role partners with senior leaders to deliver workforce strategy, employee relations management, cultural integration, and people programme execution across a multi-entity, multi-jurisdiction organisation (Australia, USA, Canada and UK). The role operates at the intersection of strategic HR advisory and hands-on operational delivery. The incumbent must be capable of providing considered, risk-calibrated advice to senior leaders — not limited to policy application — while personally owning ER case management, compliance, WHS, and project delivery across the group. This role is a key contributor to the post-acquisition integration of TTGI and Insentra under the TTGI group structure, and to the establishment of a unified people function, culture, and operating model. RESPONSIBILITIES Strategic HR Advisory - Serve as a trusted advisor to the SVP Global Operations, executive team, and senior leaders on all people matters including workforce planning, organisational design, role structures, and people risk. - Provide advice that is genuinely advisory — assessing risk, considering commercial implications, and guiding decision-making — not solely referencing policy or escalating to external counsel. - Know when matters require external legal advice; manage that interface including briefing counsel and synthesising outcomes back to the business. - Contribute to executive reporting on workforce metrics, talent risk, engagement, and cultural health as required by the SVP Global Operations and the broader TTGI leadership team. Employee Relations - Manage the full spectrum of ER matters across all TTGI entities — performance management, disciplinary processes, grievances, investigations, workplace conflict, and exits. - Provide leaders with clear, risk-calibrated guidance at every stage of an ER process — distinguishing between matters requiring coaching, formal process, or legal intervention. - Maintain working knowledge of Australian employment law (Fair Work Act, NES, applicable Modern Awards) and working awareness of UK and US employment frameworks. - Ensure ER matters are resolved fairly, thoroughly documented, and closed in a timely manner with minimal unnecessary escalation. - Identify and address systemic ER issues rather than managing cases in isolation. Post-Acquisition Integration & Change Management - Own and contribute to the people workstream of the TTGI/Insentra integration programme — including harmonisation of employment terms, HR policies, onboarding, and people systems. - Design and implement change management approaches that support leaders and employees through restructures, role changes, and integration milestones. - Provide structured support to leaders navigating change — including communication planning, stakeholder engagement, and impact assessment. - Manage TUPE/transfer-equivalent obligations where applicable, liaising with legal counsel on cross-border employment transitions. - Track and report on people-stream integration progress as part of the broader programme governance. Culture, Engagement & DEI - Drive cultural integration across TTGI and Insentra, establishing a shared group identity and employee experience that reflects TTGI values. - Design, implement, and measure employee engagement programmes with clear, accountable outcomes. - Develop and progressively embed a DEI framework appropriate for a publicly listed international technology business — including inclusive hiring practices, representation tracking, and pay equity review. - Support people-related ESG disclosures and commitments in line with TTGI's obligations as a TSX-listed entity, ensuring programme activity and data underpin any public reporting. - Partner with leaders to build psychologically safe, high-performing team environments across a remote-first workforce. Work Health & Safety - Own WHS policy, compliance, and operational management across all Australian operations in accordance with relevant state-based WHS Acts and the model WHS Act framework. - Maintain WHS incident reporting processes, hazard registers, and return-to-work coordination. - Embed a proactive safety culture for a remote-first, geographically distributed workforce — including ergonomics, mental health, and psychosocial risk management. - Maintain awareness of equivalent UK (Health and Safety at Work Act) and US (OSHA) obligations and ensure appropriate local ownership is in place. - Report WHS metrics to leadership and escalate emerging risks as required. Performance Management & Remuneration - Administer and continuously improve the group performance review cycle, ensuring consistency, fairness, and alignment to business objectives across entities. - Partner with the SVP Global Operations on remuneration benchmarking and salary review processes, providing market data and equity analysis. - Support leaders in building constructive, legally sound development plans and performance improvement processes. Learning, Development & Career Frameworks - Develop and maintain a career framework and capability model that supports clarity of progression across all TTGI entities. - Identify L&D needs at both individual and organisational level and design or source appropriate solutions. - Build and maintain onboarding programmes that deliver a consistent, high-quality experience across entities and geographies. Benefits Administration - Administer employee benefits across all entities and jurisdictions — superannuation (AU), statutory leave entitlements, health and wellness benefits, and applicable salary packaging arrangements. - Ensure benefits compliance across all relevant legislative frameworks. - Benchmark benefits against market on a regular cycle and make recommendations to maintain competitive positioning. - Manage benefits-related vendor relationships and contract renewals. HR Systems, Data & Compliance - Maintain accurate, complete, and compliant personnel records across all entities. - Produce people analytics and workforce reporting to support leadership decision-making — headcount, turnover, ER trends, engagement, and DEI metrics. - Manage and optimise HRIS tools, identifying and leading improvements where required. - Ensure compliance with the Australian PrivacyAct, UK GDPR, and applicable US privacy laws in relation to employee data. People Projects - Lead and deliver people-stream projects as a substantive and defined accountability of this role — not incidental to it. - Projects may include: HR policy harmonisation, talent acquisition strategy, HRIS review and implementation, onboarding redesign, remuneration framework development, and WHS system uplift. - Manage project scope, timelines, stakeholder communication, and delivery outcomes with appropriate rigour. Team Leadership - Manage, develop, and provide day-to-day direction to the People & Culture Generalist. - Set clear priorities, delegate appropriately, and create a high-performance working environment within the team. Standard Responsibilities - Alignment to TTGI group values and operating principles across all entities. - Adherence to all group policies including Information Security, Privacy, and applicable Codes of Conduct. - Maintenance of strict confidentiality across all personnel matters, commercial information, and executive communications. - Work in a safe manner, raising any hazards or incidents as appropriate. - Completion of all mandatory training as required. - Additional reasonable tasks as assigned by the SVP, Global Operations. PERFORMANCE EXPECTATIONS / SUCCESS MEASURES To be successful in this role, it would be expected that: - ER cases are resolved fairly, thoroughly documented, and closed within agreed timeframes with minimal unnecessary escalation. - People-stream integration milestones are delivered on time and to agreed scope. - Employee engagement scores improve measurably across entities year-on-year. - A DEI framework is developed and initial programmes are embedded within 12 months; - ESG people data is accurate and reportable. - WHS obligations are met across all Australian operations; risk register is current; zero preventable incidents. - People projects are delivered to scope and on time with measurable outcomes. - Leaders report confidence in the quality, timeliness, and practicality of HR partnership and advice. - The People & Culture Generalist is performing effectively with a clear development plan in place. REQUIRED SKILLS & COMPETENCIES / EXPERIENCE AND ACHIEVEMENTS Technical Skills - HRBP practices: ER, performance management, organisational design, policy and compliance. - Australian employment law (Fair Work Act, NES, Modern Awards); working awareness of UK and US employment frameworks. - Change management methodology and post-acquisition integration delivery. - WHS policy and compliance management (AU); awareness of UK and US equivalents. - People analytics, HRIS management, and L&D programme design. - DEI framework development; ESG people reporting in a listed company context. - Benefits administration across multiple jurisdictions. Professional Competencies - Risk-Calibrated HR Advisory — able to assess legal, commercial, and human risk and provide guidance that reflects all three, not just policy. - Employee Relations & Case Management - Stakeholder Partnership & Executive Communication - Change Leadership & Integration Delivery - Culture, Engagement & DEI - Data-Informed Decision Making - Project Ownership & Delivery - Confidentiality & Ethics Experience & Achievements - 5–8 years of progressive HRBP or senior HR generalist experience in professional services, technology, or a multi-site/multi-entity environment. - Demonstrated experience managing complex ER matters under Australian employment law — including investigations, performance management, and terminations — with sound documentation practice. - Practical involvement in change management, organisational restructure, or post-acquisition integration. - Experience supporting or owning WHS compliance obligations. - Exposure to multi-jurisdiction employment (UK and/or US) advantageous. - Tertiary qualification in HRM, Organisational Psychology, Business, or equivalent. - AHRI membership or equivalent professional body desirable. LOCATION: Sydney, NSW. Primarily remote working from home. Occasional requirements to attend TTGI/Insentra locations, client sites, or group events as needed SCOPE: This role supports all TTGI entities: TTGI (AU), Insentra (AU, UK, US). The role operates across all regions and functions within the group DIRECT REPORTS /INDIRECT REPORTS: Direct: People & Culture Generalist (1 FTE)

Salary; £40,000 - £50,000 depending on experience Location; Remote Please note this is a 15 month fixed term contract. Those huge small victories We are the highest Ofsted-rated provider in the country for special education and care. Our teams are fulfilled by the idea of making even the smallest positive changes in our young people, so we celebrate the little things. For children with complex needs the level of care and education we provide must go above and beyond. That’s what drives us here at Witherslack Group. With our high staff-to-child ratio and in-house clinical teams, we’re proud to have a reputation for excellence and market leading OFSTED ratings. Get out what you put in As our HR System and Data Analyst, you will be responsible for leading the integrity, performance and continuous development of our HR system, ensuring it consistently delivers accurate, timely and meaningful people information across the Group. This role is a champion of data quality and innovation, playing a pivotal part in enabling informed decision-making and supporting our growth strategy. Working in partnership with senior leaders and key stakeholders, you will ensure our core HRIS (Workday) remains robust, compliant and fit for purpose, providing the strong foundations needed to support our people and ultimately the outcomes we achieve as an organisation. In this role you will oversee the day-to-day management, configuration and enhancement of Workday, ensuring the accuracy of data across HCM, Time Tracking, Absence, Scheduling and Benefits modules. Your expertise will enable you to deliver insightful dashboards, reports and analysis for senior leadersYou will lead on system testing, releases and new implementations, working closely with third-party providers to drive continuous improvement. Alongside this, you will take responsibility for the administration and reporting of staff engagement surveys, ensuring feedback is meaningfully analysed and shared. Through training, guidance and proactive support, you will empower colleagues to use our systems effectively, ensuring our people data not only meets compliance requirements but actively drives performance and engagement across the Group. Bring your whole-self to work Here at Witherslack Group, we celebrate everyone’s differences as that’s what makes us the best at what we do. Our young people come from all walks of life, diverse backgrounds and with different needs – and our workforce reflects that diversity, so that our teams can engage, encourage and inspire our young people to be themselves. We’ll give you the chance to build an exciting career in a fast-growing organisation, where you’re free to achieve your potential. From you we will need; - Proven experience working with HR systems (ideally Workday) as a super user, with strong attention to detail and a focus on data accuracy and integrity. - Advanced analytical and reporting skills, including confident use of Excel and the ability to interpret and present meaningful people data. - Experience developing dashboards and reports that identify trends, inform decision-making and support organisational priorities. - Strong stakeholder management skills, with experience liaising effectively with senior leaders and external system providers. - Highly organised and proactive approach, with the ability to manage system updates, deliver training and maintain strict confidentiality. What we do for you We know you’re going to do great things. For your hard work and commitment, we reward you with the best salary and benefits package in the care sector. With us, you’ll get to make a genuine difference to the lives of our young people – plus you’ll get: - Salary: Salary up to £50,000 depending on experience - Holiday: You’ll work hard at WG, so you’ll be rewarded with 7 weeks’ holiday (including bank holidays) - Flexible benefits package: meaning you can increase/decrease your holiday allowance, pension and life insurance – check out our benefits here - Wellbeing: a host of wellbeing tools and advice including employee assistance - Healthcare cash plan cover so you can claim back the cost of things like an opticians or dentist appointment and a host of high-street discounts - A recommend a friend scheme that offers a £1,000 bonus every time Join the UK’s best special education and care provider Our young people deserve the best possible future and we feel the same about our teams. You deserve to have the career you want, with a purpose-led employer, in an environment that allows you to be yourself. The Witherslack Group is committed to safeguarding and promoting the welfare of its young people. This post is subject to an enhanced DBS check (we will cover the cost). We are an equal opportunities employer welcoming applications from all sections of the community. For the full job description and person spec please click here. To view our policy on the recruitment of ex-offenders please click here.