Director, EHS & Sustainability

Role Purpose & Context

Role Summary

The Director, EHS & Sustainability, is here to define and drive our multi-year strategy for environmental, health, safety, and broader sustainability across the entire business unit. You'll be the one making sure we're not just ticking boxes, but actually embedding responsible practices into how we operate and what we produce. This role sits right at the intersection of operational excellence, regulatory compliance, and our long-term business strategy, translating global ESG trends and local regulations into practical, impactful programmes. When you do this job well, we'll see measurable reductions in our environmental footprint, a safer workplace, and a stronger reputation with customers and investors. Frankly, if it's not done well, we're looking at significant regulatory fines, reputational damage, and potentially losing out on key investment. The biggest challenge? Getting everyone on board, from the shop floor to the Boardroom, and making sure sustainability isn't seen as a 'nice-to-have' but a core part of our success. The reward, though, is seeing your vision transform the business, creating something genuinely better for everyone involved.

Reporting Structure

• Reports to: Chief Operations Officer (COO) or CEO
• Direct reports: Roughly 25-100+ people, including managers and specialists
• Matrix relationships: VP of Sustainability, Head of ESG & Compliance, Director of Environmental & Social Governance,

Key Stakeholders

Internal:

• C-Suite (CEO, COO, CFO, CPO)
• Board of Directors (especially the Audit and ESG Committees)
• Business Unit Heads and General Managers
• Legal & Risk Teams
• Product Development & Engineering

External:

• Investors and ESG Rating Agencies (e.g., MSCI, Sustainalytics)
• Regulatory Bodies (e.g., Environment Agency, HSE)
• Key Customers and Supply Chain Partners
• Industry Associations and NGOs
• External Auditors and Assurance Providers

Organisational Impact

Scope: This role directly shapes our company's reputation, regulatory standing, and long-term financial resilience. You're responsible for ensuring we avoid major fines, attract green investment, and meet our public sustainability commitments. Your decisions here influence everything from product design to operational efficiency and employee well-being across the entire business unit. Get it right, and you're a key driver of competitive advantage; get it wrong, and the consequences can be enterprise-wide.

Performance Metrics

Quantitative Metrics

1. Metric: Business Unit GHG Emissions Reduction
2. Desc: Achieving our publicly stated targets for Scope 1, 2, and eventually Scope 3 greenhouse gas emissions.
3. Target: Achieve a 10% reduction in Scope 1 & 2 emissions year-on-year for the next 3 years, with a clear roadmap for Scope 3.
4. Freq: Annually, with quarterly progress reviews.
5. Example: In 2024, our Scope 1 & 2 emissions were 10,000 tonnes CO2e. By end of 2025, we'd expect to be at 9,000 tonnes, driven by your strategic initiatives.
6. Metric: ESG Rating Improvement
7. Desc: Improving our standing with key ESG rating agencies, which directly impacts investor confidence.
8. Target: Elevate our MSCI or Sustainalytics rating from 'Average' to 'Industry Leader' within 24 months.
9. Freq: Annually, following agency reporting cycles.
10. Example: Our MSCI rating moved from BBB to A, demonstrating tangible progress on our key ESG themes as a direct result of your strategic reporting and programme implementation.
11. Metric: Regulatory Compliance & Incident Reduction
12. Desc: Maintaining a pristine regulatory record and significantly reducing environmental and safety incidents.
13. Target: Zero major regulatory fines or penalties across the business unit, and a 20% reduction in Lost Time Injury Frequency Rate (LTIFR) year-on-year.
14. Freq: Monthly for incidents, annually for regulatory audits/fines.
15. Example: Managed to navigate complex new REACH regulations without a single non-compliance notice, and our LTIFR dropped from 1.5 to 1.2 over the last year, saving us roughly £500K in incident costs.
16. Metric: Green Capex & ROI
17. Desc: Securing and deploying capital for sustainability projects that deliver both environmental benefits and financial returns.
18. Target: Secure £2M+ in green-capex funding annually for projects with a projected ROI of >15% over 5 years.
19. Freq: Quarterly for funding approvals, annually for project ROI assessment.
20. Example: Successfully secured £2.5M for a new energy efficiency programme across 5 sites, projected to save £3.5M over 5 years, beating the target ROI.

Qualitative Metrics

1. Metric: Strategic Influence & Board Engagement
2. Desc: How effectively you shape the Board's understanding and commitment to our EHS & Sustainability agenda.
3. Evidence: Regularly invited to present to the Board and relevant committees; your recommendations are consistently adopted; Board members proactively seek your input on strategic decisions; positive feedback from Board members on clarity and strategic alignment of your presentations.
4. Metric: Team Leadership & Capability Building
5. Desc: Your ability to build, mentor, and inspire a high-performing EHS & Sustainability team that can deliver on our ambitious goals.
6. Evidence: High retention rates within your team; clear succession plans for key roles; positive 360-degree feedback from direct reports and peers on your leadership style; demonstrable improvement in team's technical and soft skills; successful internal promotions from your team.
7. Metric: External Reputation & Thought Leadership
8. Desc: How well you position the company as a leader in EHS & Sustainability within our industry and with external stakeholders.
9. Evidence: Regularly invited to speak at industry conferences or participate in expert panels; positive media coverage related to our sustainability efforts; strong relationships with key regulatory bodies and industry associations; recognition from peers as a leader in the field.
10. Metric: Cross-Functional Integration
11. Desc: The extent to which EHS & Sustainability considerations are embedded into core business functions, not just seen as a separate department.
12. Evidence: EHS & Sustainability KPIs are integrated into other department's objectives (e.g., Product Development, Operations); proactive engagement from other business leaders on sustainability initiatives; evidence of EHS & Sustainability considerations in new product design and supply chain decisions; positive feedback from business unit heads on collaboration.

Primary Traits

• Trait: Strategic Visionary
• Manifestation: You're the person who can see three, five, even ten years down the line, anticipating how climate change or new regulations will hit our business. You connect the dots between seemingly unrelated trends – say, evolving consumer preferences, investor demands, and upcoming legislation – and can paint a clear picture of where we need to be. You're not just reacting; you're proactively shaping our future, even when others are focused on next quarter.
• Benefit: At this level, we need someone who can steer the ship through complex, often uncertain waters. Without a clear, long-term vision, we're just chasing fads or reacting to crises. Your ability to forecast, plan, and articulate that path is what keeps us ahead of the curve, ensures long-term resilience, and ultimately, protects and grows shareholder value.
• Trait: Resilient Leader & Change Agent
• Manifestation: You can stand firm when a major operational change you've championed hits a roadblock, finding a new path forward without losing momentum. You're comfortable delivering tough news to the Board or challenging a long-held operational practice, all while maintaining credibility and trust. When the going gets tough – and it will – you're the one rallying the team, keeping morale up, and pushing through the resistance that often comes with big, systemic change.
• Benefit: Driving enterprise-wide EHS & Sustainability transformation isn't for the faint-hearted. You'll face inertia, budget constraints, and sometimes outright resistance from parts of the business. We need a leader who won't just survive these challenges but will thrive on them, consistently pushing for progress and inspiring others to join the mission. Your tenacity and ability to navigate organisational politics are absolutely critical to getting things done.
• Trait: Influential Communicator
• Manifestation: You can present a complex climate risk assessment to the Board in 10 minutes, making it clear, concise, and actionable. You're equally adept at explaining the 'why' behind a new safety protocol to a factory floor manager, getting their buy-in. When speaking to investors, you articulate our ESG story with conviction, backing it up with solid data and a clear vision. You adapt your message for every audience, ensuring they not only understand but are persuaded.
• Benefit: Your success hinges on your ability to influence, persuade, and build consensus across incredibly diverse groups – from highly technical specialists to non-executive directors. You need to secure significant budgets, drive behavioural change, and shape our external narrative. Poor communication at this level can lead to misaligned strategies, missed opportunities, and a lack of critical buy-in, costing us millions.

Supporting Traits

• Trait: Pragmatic Problem-Solver
• Desc: You're great at finding realistic, workable solutions for complex environmental or safety challenges that actually fit our operational realities, not just theoretical ideals. You know when to push for the 'perfect' and when to accept the 'good enough for now' to keep things moving.
• Trait: Intellectually Curious
• Desc: You're always asking 'why' – why is this process done this way? Why are emissions trending up? – to get to the root cause of issues and uncover new opportunities. You're constantly learning about emerging regulations, technologies, and best practices.
• Trait: Ethically Driven
• Desc: You have a strong internal compass, always prioritising safety, environmental protection, and ethical conduct, even when it's inconvenient or challenging. You're comfortable being the voice of conscience in the room.
• Trait: Collaborative Leader
• Desc: You naturally seek out input from different departments and levels, understanding that the best solutions come from diverse perspectives. You build bridges and foster a shared sense of ownership for EHS & Sustainability goals across the organisation.

Primary Motivators

1. Motivator: Driving Systemic Change
2. Daily: You'll be designing and implementing new policies, processes, and technologies that fundamentally alter how our business operates, aiming for long-term, positive impact. This isn't about small tweaks; it's about shifting the entire paradigm.
3. Motivator: Building & Empowering High-Performing Teams
4. Daily: A significant part of your day will involve mentoring your managers, setting strategic direction for their teams, and making sure they have the resources and autonomy to excel. You love seeing your people grow and succeed.
5. Motivator: Shaping Corporate Strategy & Reputation
6. Daily: You'll be a key voice in C-suite discussions, influencing major business decisions through an EHS & Sustainability lens. Your work will directly impact our public profile, investor relations, and competitive positioning.

Potential Demotivators

Honestly, this role isn't for everyone. If you crave instant gratification or a perfectly smooth path, you might find it tough. You'll often be pushing against deeply ingrained ways of working, and progress can feel painfully slow. There will be times when you have to compromise on the 'ideal' solution because of budget realities or operational constraints. You'll also spend a fair bit of time in meetings, presenting, and defending your strategy, rather than being hands-on with the technical details. If you need to be the one building the models or conducting the audits yourself, you'll likely feel frustrated by the strategic, oversight nature of this position.

Common Frustrations

1. Dealing with organisational inertia and resistance to change, especially when it impacts established operational practices.
2. Having to constantly justify the long-term ROI of sustainability investments to a finance team focused on quarterly results.
3. Navigating complex internal politics to get buy-in and resources for critical programmes.
4. The sheer volume of information and the need to distil it into clear, actionable insights for senior leadership.
5. The constant tension between ambitious sustainability goals and the practical realities of a large, complex business.

What Role Doesn't Offer

1. A purely technical, hands-on role; you'll be leading and strategising more than executing.
2. A predictable, unchanging environment; expect constant shifts in priorities, regulations, and market demands.
3. An easy path to consensus; you'll often be the one advocating for change against strong headwinds.
4. Total autonomy on every decision; while you have significant authority, major strategic shifts will require C-suite and Board alignment.

ADHD Positives

1. The strategic, high-level nature of the role can be very engaging for those with ADHD, allowing for broad thinking and connecting disparate ideas.
2. The need to manage multiple, complex programmes simultaneously can be a strength, as it involves varied tasks and challenges.
3. The ability to hyperfocus on critical strategic challenges, like anticipating regulatory shifts or designing new programmes, can be highly beneficial.

ADHD Challenges and Accommodations

1. The extensive meeting schedule and need for sustained attention in long strategic discussions might be challenging. We can support with flexible meeting structures, regular breaks, and providing agendas/pre-reads well in advance.
2. Managing a large team and delegating effectively requires strong organisational systems. We can provide coaching on delegation and project management tools.
3. The need for meticulous, detailed reporting for the Board and external bodies, though often delegated, still requires oversight. Tools and templates can help ensure consistency.

Dyslexia Positives

1. The strategic and conceptual thinking required to develop multi-year plans and interpret complex trends is often a strength for individuals with dyslexia.
2. Strong verbal communication and presentation skills, often found in those with dyslexia, are crucial for influencing the C-suite and Board.
3. The ability to see the 'big picture' and make intuitive connections can be invaluable in identifying emerging risks and opportunities.

Dyslexia Challenges and Accommodations

1. The significant amount of reading (regulations, reports, investor documents) and writing (strategic plans, board papers) can be demanding. We encourage the use of text-to-speech software, grammar/spelling checkers, and offer support from administrative or communications teams for drafting and proofreading.
2. Ensuring clarity and conciseness in written reports for diverse audiences. We can provide templates, style guides, and peer review processes.
3. Managing detailed documentation for compliance. Digital tools with strong search and categorisation features can help, alongside support from junior team members.

Autism Positives

1. The deep analytical skills and ability to identify patterns in complex data (e.g., environmental performance, regulatory trends) are highly valuable in this role.
2. A strong commitment to logic, fairness, and ethical conduct aligns perfectly with the core principles of EHS & Sustainability leadership.
3. The drive to build robust, systematic processes and ensure compliance can be a significant asset in managing large-scale programmes.

Autism Challenges and Accommodations

1. Navigating complex organisational politics, unspoken social cues, and frequent informal networking might be challenging. We can provide clear expectations for stakeholder engagement, support for networking events, and direct feedback channels.
2. The need for frequent, nuanced communication with a wide range of internal and external stakeholders. We can support with structured communication frameworks and pre-meeting preparation.
3. Managing unexpected changes or ambiguous situations, though common at this level, might require additional support. Clear strategic frameworks and decision-making guidelines can help.

Key Responsibilities

Experience Levels Responsibilities

1. Level: Director, EHS & Sustainability (16-20 years experience)
2. Responsibilities: Define and drive the multi-year EHS & Sustainability strategy for the entire business unit, ensuring it aligns with global corporate goals and anticipates future regulatory landscapes. This means looking well beyond the next quarter, thinking about 3-5 year horizons.
3. Lead, mentor, and develop a large, diverse team of EHS & Sustainability professionals, including managers and specialists (roughly 25-100+ people). You're responsible for their growth, performance, and making sure we have the right talent in the right places.
4. Be accountable for the business unit's overall regulatory compliance in environmental, health, and safety matters. This isn't just about avoiding fines; it's about building a culture of proactive risk management.
5. Represent the company in Board meetings, investor calls, and high-profile industry forums, articulating our EHS & Sustainability performance, strategy, and vision. Expect tough questions from the Board and investors – you'll need to have the answers.
6. Oversee the integration of EHS & Sustainability considerations into core business operations, product development, and supply chain management. This means working closely with other business unit leaders to embed these principles, not just bolt them on.
7. Manage significant budgets, typically ranging from £2M to £10M+, for EHS & Sustainability programmes, technology, and team resources. You'll need to make smart investment decisions that deliver both environmental benefit and business value.
8. Identify and assess emerging EHS & Sustainability risks and opportunities, from new climate change legislation to circular economy innovations, and translate these into actionable strategic priorities for the business unit.
9. Champion a culture of continuous improvement and operational excellence across all EHS & Sustainability programmes, making sure we're always looking for ways to do things better, safer, and more efficiently.
10. Supervision: This role operates with full strategic autonomy within the business unit's mandate. You'll have monthly strategic alignment meetings with the COO or CEO, but the day-to-day execution and tactical decisions are yours. You're expected to be self-directed and proactive, only escalating truly novel or enterprise-critical issues.
11. Decision: You'll have full strategic authority within your domain, including budget allocation up to £10M+, all hiring decisions for your direct reports (and significant influence over the wider team), and vendor selection for major EHS & Sustainability platforms. Board-level decisions, such as major capital expenditure for sustainability projects or significant changes to public commitments, will require alignment with the CEO and Board.
12. Success: Success looks like consistently hitting our public ESG targets, maintaining a flawless regulatory record, significantly improving our external ESG ratings, and building a high-performing team that drives genuine, measurable change across the business unit. You'll know you're succeeding when EHS & Sustainability is seen as a core driver of business value, not just a cost centre.

Decision-Making Authority

• Type: Strategic Direction for EHS & Sustainability
• Entry: No authority; executes tasks defined by others.
• Mid: Proposes minor process improvements within existing strategy.
• Senior: Recommends technical approaches for specific workstreams, consults on project strategy.
• Type: Budget Allocation & Spend
• Entry: No budget authority; requests resources for specific tasks.
• Mid: Manages small project budgets (up to £5K) with manager approval.
• Senior: Approves spend up to £25K within project scope, recommends larger capital expenditures.
• Type: Team Hiring & Structure
• Entry: No hiring authority; participates in interview panels.
• Mid: Provides input on junior hires; informal mentoring.
• Senior: Mentors 0-2 junior staff; provides strong recommendations for hiring within their team.
• Type: External Representation & Commitments
• Entry: No external representation; supports data requests.
• Mid: Communicates with vendors or minor external partners under supervision.
• Senior: Represents the company in routine audits or technical working groups.

Competency Requirements

Foundation Skills (Transferable)

At this level, we expect your foundational skills to be truly exceptional, forming the bedrock of your strategic leadership. These aren't just 'nice-to-haves'; they're essential for driving enterprise-level change.

• Category: Strategic Leadership & Vision
• Skills: Ability to define and articulate a compelling, multi-year EHS & Sustainability vision for a large business unit.
• Demonstrated capability to translate global trends and complex regulatory shifts into actionable business strategies.
• Strong track record of leading and inspiring large, diverse teams (25-100+) towards ambitious goals.
• Expertise in organisational change management, successfully navigating resistance and building consensus for new initiatives.
• Category: Executive Communication & Influence
• Skills: Exceptional ability to communicate complex EHS & Sustainability topics clearly and persuasively to C-suite executives, Board members, and investors.
• Proven skill in influencing senior stakeholders without direct authority, securing buy-in and resources for strategic programmes.
• Mastery of public speaking and presenting to large, high-stakes audiences (e.g., industry conferences, investor days).
• Adept at tailoring communication style and content for diverse internal and external audiences.
• Category: Business Acumen & Financial Management
• Skills: Deep understanding of business operations, financial drivers, and how EHS & Sustainability impacts the bottom line and shareholder value.
• Proven ability to manage significant departmental P&L (typically £2M-£10M+), making sound investment decisions.
• Expertise in building robust business cases for sustainability projects, demonstrating clear ROI and risk mitigation.
• Strong negotiation skills for contracts, partnerships, and internal resource allocation.
• Category: Risk Management & Resilience
• Skills: Advanced capability in identifying, assessing, and mitigating enterprise-level EHS & Sustainability risks (e.g., climate, regulatory, reputational).
• Demonstrated ability to lead crisis management and incident response for major environmental or safety events.
• A strong sense of personal resilience, maintaining composure and effectiveness under pressure and during setbacks.
• Proactive approach to anticipating future risks and developing preventative strategies.

Functional Skills (Role-Specific Technical)

These are the specific EHS & Sustainability skills you'll need to command, guiding your team and ensuring our programmes are robust and effective.

Technical Competencies

• Skill: ISO Management Systems (14001, 45001)
• Desc: Strategic oversight and governance of our integrated EHS Management System. This means you're defining the system architecture, ensuring its effectiveness across the business unit, and maintaining certification, not just doing the audits yourself.
• Level: Expert
• Skill: GHG Accounting & Reporting (GHG Protocol)
• Desc: Establishing the governance framework for our Scope 1, 2, and 3 emissions, ensuring data integrity, third-party assurance, and setting ambitious, science-aligned targets. You'll be accountable for our public emissions performance.
• Level: Expert
• Skill: Sustainability Reporting Frameworks (GRI, SASB, TCFD)
• Desc: Strategic selection and implementation of reporting frameworks that best serve our investors and stakeholders. You'll oversee the entire reporting cycle, ensuring accuracy, transparency, and strategic alignment with our business goals.
• Level: Expert
• Skill: Regulatory Compliance Analysis & Foresight
• Desc: Proactive interpretation of complex environmental and safety regulations, translating them into enterprise-wide operational requirements and risk management strategies. You'll be anticipating future regulatory shifts and guiding the business to prepare.
• Level: Expert
• Skill: Materiality Assessment & ESG Strategy
• Desc: Leading enterprise-wide materiality assessments to identify and prioritise key ESG topics, which then directly inform our corporate strategy and resource allocation. This means engaging with internal and external stakeholders at the highest levels.
• Level: Expert
• Skill: Root Cause Analysis (RCA) & Preventative Strategy
• Desc: Overseeing the application of RCA methodologies to systemic environmental incidents or safety failures, ensuring that corrective actions address root causes and lead to robust preventative strategies across the business unit.
• Level: Advanced

Digital Tools

• Tool: Intelex, Enablon, Cority (EHS & ESG Platforms)
• Level: Strategic
• Usage: Leading platform selection, procurement, and overseeing enterprise-wide integration with ERPs. You'll define how these systems support our strategic goals, not just use them.
• Tool: Microsoft Excel (Power Query, Pivot Tables, VBA)
• Level: Strategic
• Usage: Understanding the analytical capabilities to question and guide your team's findings. You'll use it to quickly model high-level scenarios or review complex financial cases, but not for day-to-day data entry.
• Tool: Microsoft Power BI, Tableau (Data Visualization)
• Level: Strategic
• Usage: Defining the Key Performance Indicators (KPIs) and data stories for executive-level dashboards (e.g., in Power BI Premium) that inform C-suite and Board decisions. You'll consume and interpret, not build from scratch.
• Tool: Microsoft SharePoint/Teams, Asana (Collaboration & PM)
• Level: Strategic
• Usage: Establishing the governance and best practices for how your large team and cross-functional partners use these tools, ensuring efficient collaboration and project delivery across the business unit.
• Tool: ServiceNow GRC, SAP S/4HANA (EHS Module)
• Level: Architect
• Usage: Designing the integration between our dedicated ESG platforms and the broader GRC/ERP systems to ensure a single source of truth for all EHS & Sustainability data. You're thinking about system architecture.
• Tool: GaBi, SimaPro (LCA Software)
• Level: Strategic
• Usage: Commissioning and interpreting complex Life Cycle Assessment studies to inform strategic product design, supply chain decisions, and corporate sustainability strategy. You'll understand the implications, not run the models.

Industry Knowledge

• Area: Circular Economy Principles
• Desc: Deep understanding of circular economy models, including product design for longevity, reuse, recycling, and remanufacturing, and how to integrate these into business strategy and operations.
• Area: Climate Risk & Adaptation
• Desc: Expert knowledge of climate-related financial disclosures (TCFD), scenario analysis, and strategies for both mitigating climate risks (physical and transition) and adapting business operations.
• Area: Sustainable Supply Chain Management
• Desc: Expertise in assessing and managing environmental and social risks within complex global supply chains, including supplier engagement, auditing, and capacity building.
• Area: Social Impact & Human Rights
• Desc: Understanding of human rights due diligence, labour practices, diversity & inclusion, and community engagement as critical components of a holistic ESG strategy.

Regulatory Compliance Regulations

• Reg: Environmental Permitting Regulations (EPR)
• Usage: Overseeing compliance across all permitted sites, ensuring robust management systems are in place to meet permit conditions and reporting requirements, and strategically engaging with regulatory bodies on future permits or changes.
• Reg: Health & Safety at Work Act 1974 (HSWA)
• Usage: Ensuring enterprise-wide compliance with UK health and safety legislation, establishing a strong safety culture, and leading the response to major incidents to prevent recurrence and ensure legal adherence.
• Reg: Waste Electrical and Electronic Equipment (WEEE) Regulations
• Usage: Developing and implementing strategies for responsible end-of-life management of our products, ensuring compliance with producer responsibility obligations, and exploring circular economy solutions.
• Reg: UK Modern Slavery Act 2015
• Usage: Overseeing due diligence across our supply chain to identify and mitigate modern slavery risks, ensuring transparent reporting, and embedding ethical labour practices throughout our operations.
• Reg: Task Force on Climate-related Financial Disclosures (TCFD)
• Usage: Leading the integration of TCFD recommendations into our financial reporting and risk management processes, including scenario analysis and disclosure of climate-related risks and opportunities to investors and the Board.

Essential Prerequisites

• Extensive experience (16+ years) in EHS & Sustainability leadership roles within a complex, multi-site organisation, ideally in a manufacturing or heavy industry setting.
• Proven track record of defining and executing successful multi-year EHS & Sustainability strategies that delivered measurable business outcomes.
• Demonstrated ability to lead and develop large teams (25+ people, including managers) and manage significant budgets (£2M+).
• Experience presenting to and influencing C-suite executives and Board members on strategic EHS & Sustainability topics.
• Deep expertise in at least two major sustainability domains (e.g., climate, circularity, social impact) and comprehensive knowledge of all others.
• Strong understanding of major EHS & Sustainability reporting frameworks (GRI, SASB, TCFD) and their application.

Career Pathway Context

You'll have likely progressed through senior management roles in EHS or Sustainability, perhaps as a Head of Sustainability or a Senior EHS Manager for a large business unit. This role is about stepping up to lead the entire function strategically, driving enterprise-level impact rather than just managing a portfolio of projects.

Qualifications & Credentials

Emerging Foundation Skills

• Skill: Climate Risk & Adaptation Strategy
• Why: Beyond just accounting for GHG emissions, businesses are now expected to understand and disclose their exposure to physical climate risks (e.g., extreme weather) and transition risks (e.g., carbon taxes, market shifts). Investors and regulators demand robust strategies for adaptation and resilience.
• Concepts: [{'concept_name': 'TCFD Implementation', 'description': 'Deepening your expertise in the Task Force on Climate-related Financial Disclosures recommendations, particularly governance, strategy, risk management, and metrics/targets.'}, {'concept_name': 'Climate Scenario Analysis', 'description': 'Using various climate scenarios (e.g., 1.5°C, 2°C, 4°C warming) to assess potential impacts on our operations, supply chain, and markets.'}, {'concept_name': 'Physical & Transition Risk Assessment', 'description': 'Identifying and quantifying the financial and operational impacts of climate change, both from extreme weather and policy/market shifts.'}, {'concept_name': 'Nature-based Solutions', 'description': 'Understanding and integrating nature-based solutions into climate adaptation and mitigation strategies (e.g., ecosystem restoration, biodiversity offsets).'}]
• Prepare: This quarter: Attend an advanced TCFD implementation workshop or webinar, focusing on scenario analysis.
• Next 6 months: Commission a preliminary climate risk assessment for a critical operational site, working with external experts.
• Next 12 months: Develop a draft climate adaptation plan for a key part of our supply chain, integrating findings from risk assessments.
• Ongoing: Engage with industry groups and peers to understand best practices in climate resilience.
• QuickWin: Start by reviewing our existing risk registers to see how climate risks are currently captured—or not. Read the latest IPCC reports to understand the scientific consensus.
• Skill: Circular Economy Business Model Integration
• Why: The linear 'take-make-dispose' model is increasingly unsustainable and regulatory pressure (e.g., extended producer responsibility) is growing. Businesses need to shift towards circularity, which means rethinking product design, supply chains, and even revenue models.
• Concepts: [{'concept_name': 'Product-as-a-Service (PaaS)', 'description': 'Exploring models where products are leased rather than sold, retaining ownership and responsibility for end-of-life.'}, {'concept_name': 'Design for Circularity', 'description': 'Integrating principles like durability, repairability, recyclability, and use of recycled content into product development.'}, {'concept_name': 'Reverse Logistics & Material Recovery', 'description': 'Building systems to collect, sort, and reprocess materials from end-of-life products back into the value chain.'}, {'concept_name': 'Extended Producer Responsibility (EPR)', 'description': "Understanding and managing the increasing legal and financial obligations for producers regarding their products' entire lifecycle."}]
• Prepare: This quarter: Research successful circular economy business cases in our industry or related sectors.
• Next 6 months: Lead a cross-functional workshop (R&D, Product, Supply Chain) to identify 2-3 pilot opportunities for circularity.
• Next 12 months: Develop a business case and roadmap for integrating circular economy principles into a specific product line.
• Ongoing: Engage with circular economy thought leaders and consultancies to stay ahead of best practices.
• QuickWin: Identify one high-volume waste stream in our operations and challenge the team to find a reuse or recycling solution beyond current practices.

Advancing Technical Skills

• Skill: AI for ESG Data Governance & Assurance
• Why: The volume and complexity of ESG data are exploding. AI can automate data collection, improve data quality, detect anomalies, and even assist in audit readiness, making assurance processes more efficient and reliable.
• Concepts: [{'concept_name': 'Machine Learning for Anomaly Detection', 'description': 'Using AI to automatically flag unusual data patterns in energy, water, waste, or incident logs that might indicate errors or emerging issues.'}, {'concept_name': 'Natural Language Processing (NLP) for Regulatory Scanning', 'description': 'Deploying AI to summarise and extract key requirements from vast amounts of regulatory text, keeping your team ahead of compliance changes.'}, {'concept_name': 'Blockchain for Supply Chain Traceability', 'description': 'Understanding how distributed ledger technology can enhance transparency and assurance for material sourcing and ethical supply chains.'}, {'concept_name': 'AI-Assisted Audit & Assurance', 'description': 'Exploring how AI tools can support internal and external auditors in verifying ESG data, reducing manual effort and increasing reliability.'}]
• Prepare: This quarter: Research leading AI tools specifically designed for ESG data management and assurance.
• Next 6 months: Pilot an AI-driven anomaly detection system for a key environmental data stream with your team.
• Next 12 months: Develop a roadmap for integrating AI into our ESG data governance framework, including data quality checks and audit support.
• Ongoing: Engage with our IT and Data Science teams to explore internal AI capabilities and potential collaborations.
• QuickWin: Encourage your team to experiment with generative AI for drafting routine compliance summaries or internal communications, saving them time for more complex tasks.

Education Requirements

• Level: Minimum
• Req: A Bachelor's degree in Environmental Science, Engineering, Occupational Health & Safety, Business Management, or a closely related field.
• Alts: Extensive (20+ years) and highly relevant professional experience in EHS & Sustainability leadership, demonstrating equivalent strategic and technical understanding, will also be considered.
• Level: Preferred
• Req: A Master's degree (e.g., MBA with an ESG specialisation, MSc in Environmental Management, or similar advanced qualification).
• Alts: A strong portfolio of executive education programmes focused on sustainability, climate leadership, or corporate governance.

Experience Requirements

You'll need at least 16-20 years of progressive experience in Environmental, Health, Safety, and Sustainability roles, with a significant portion (at least 5-7 years) spent in senior leadership positions managing large teams (25+ people) and substantial budgets (£2M+). We're looking for a proven track record of developing and executing enterprise-level EHS & Sustainability strategies, successfully influencing C-suite and Board members, and navigating complex regulatory landscapes in a multi-site or global organisation. Experience in our specific industry sector (Compliance Quality Health Safety) is a strong plus, but demonstrable transferable skills from other complex industries are also valued.

Preferred Certifications

• Cert: GRI Certified Sustainability Professional
• Prod: Global Reporting Initiative (GRI)
• Usage: Demonstrates expertise in applying global standards for comprehensive sustainability reporting, crucial for investor and stakeholder communication.
• Cert: SASB FSA Credential (Fundamentals of Sustainability Accounting)
• Prod: Sustainability Accounting Standards Board (SASB)
• Usage: Shows proficiency in financially material sustainability information, vital for engaging with investors and integrating ESG into financial strategy.
• Cert: Certified Energy Manager (CEM)
• Prod: Association of Energy Engineers (AEE)
• Usage: Valuable for driving energy efficiency and decarbonisation strategies, directly impacting Scope 1 & 2 emissions.
• Cert: Project Management Professional (PMP)
• Prod: Project Management Institute (PMI)
• Usage: Useful for overseeing complex, multi-functional sustainability programmes and ensuring timely, on-budget delivery.

Recommended Activities

• Regularly attending and speaking at major industry conferences (e.g., IEMA, IOSH, GreenBiz, Responsible Business Summit) to stay abreast of emerging trends and network with peers.
• Participating in executive education programmes focused on climate leadership, circular economy, or advanced ESG governance.
• Engaging with relevant professional bodies and working groups to influence policy and share best practices.
• Subscribing to leading industry publications and research journals to maintain a cutting-edge understanding of EHS & Sustainability developments.
• Mentoring junior professionals, which often reinforces your own knowledge and leadership skills.

Career Progression Pathways

Entry Paths to This Role

• Path: Head of Sustainability / Senior EHS Manager (Large Business Unit)
• Time: 3-5 years in this role before Director
• Path: Senior ESG Consultant (Major Consulting Firm)
• Time: 5-7 years at Principal/Partner level before moving in-house
• Path: Director of Compliance / Risk Management (Related Industry)
• Time: 4-6 years in a similar Director-level role

Career Progression From This Role

• Pathway: VP, ESG & Compliance / Chief Sustainability Officer (CSO)
• Time: 3-5 years as Director

Long Term Vision Potential Roles

• Title: Chief Sustainability Officer (CSO)
• Time: 5-10 years
• Title: Non-Executive Director (NED) for ESG
• Time: 10-15 years
• Title: ESG Partner / Senior Advisor (Consulting)
• Time: 10-15 years
• Title: Chief Operations Officer (COO) or CEO
• Time: 15+ years

How Zavmo Delivers This Role's Development

DISCOVER Phase: Skills Gap Analysis

Zavmo maps your current competencies against all requirements in this job description through conversational assessment. We evaluate your foundation skills (communication, strategic thinking), functional skills (CRM expertise, negotiation), and readiness for career progression.

Output: Personalised skills gap heat map showing strengths and priorities, estimated time to competency, neurodiversity accommodations.

DISCUSS Phase: Personalised Learning Pathway

Based on your DISCOVER results, Zavmo creates a personalised learning plan prioritised by impact: foundation skills first, then functional skills. We adapt to your learning style, pace, and neurodiversity needs (ADHD, dyslexia, autism).

Output: Week-by-week schedule, each module linked to specific job responsibilities, checkpoints and milestones.

DELIVER Phase: Conversational Learning

Learn through conversation, not boring modules. Zavmo uses 10 conversation types (Socratic dialogue, role-play, coaching, case studies) to build competence. Practice difficult QBR presentations, negotiate tough renewals, and handle churn conversations in a safe AI environment before facing real clients.

Example: "For 'Stakeholder Mapping', Zavmo will guide you through analysing a complex enterprise account, identifying key decision-makers, and building an engagement strategy."

DEMONSTRATE Phase: Competency Assessment

Zavmo automatically builds your evidence portfolio as you learn. Every conversation, practice scenario, and application example is captured and mapped to NOS performance criteria. When ready, your portfolio supports OFQUAL qualification claims and demonstrates competence to employers.

Output: Competency matrix, evidence portfolio (downloadable), qualification readiness, career progression score.