UK

United Kingdom · Compliance, quality and safety · Director/VP (16-20 years)

Director of Responsible Sourcing & Human Rights

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  • Experience bandDirector/VP (16-20 years)
  • Direct reports5-10 reports
  • Reports toChief Sustainability Officer
  • UK framework levelUsually a director, accountable for a division and its numbers

Also advertised as Head of Ethical Trade · VP, Human Rights Compliance · Director, ESG Supply Chain · Head of Modern Slavery Compliance

Built on 43,079 real UK job descriptions we analysed · grounded in what real qualifications cover

Two short quizzes about you

1From this job to a course

The qualifications matched to this job

Level 5 Award in Leadership Institute of Sales Professionals · Level 5 · covers 1 of 2 standards
Pearson Edexcel Level 6 NVQ Diploma in Construction Contracting Operations Management Pearson Education Ltd · Level 6 · covers 1 of 2 standards
Level 5 Certificate in Professional Sales Institute of Sales Professionals · Level 5 · covers 1 of 2 standards
Level 5 Diploma in Professional Sales Institute of Sales Professionals · Level 5 · covers 1 of 2 standards
Level 6 Certificate in Professional Sales Institute of Sales Professionals · Level 6 · covers 1 of 2 standards

Matched from the standards this job is measured against: a suggestion, not an official ruling.

The units you would start with

Manage Ethical, Legal and Professional Requirements Level 5 Award in Leadership
Developing a procurement plan and optimising supplier and service provider performance in the workplace Pearson Edexcel Level 6 NVQ Diploma in Construction Contracting Operations Management

The future skills this job leans on

AI Governance Fluency using AI responsibly
Sustainability Fluency building care for people and planet into the work
Foresight Fluency seeing round the corner
Change Fluency taking people through change
Systems Fluency seeing the whole picture
Your Plan Illustration

Built for Director of Responsible Sourcing & Human Rights

2 units that map to this job, from the qualifications that cover it.

  1. Manage Ethical, Legal and Professional Requirements Institute of Sales Professionals · covers 1 of 2 standards Level 5
  2. Developing a procurement plan and optimising supplier and service provider performance in the workplace Pearson Education Ltd · covers 1 of 2 standards Level 6
These are the real units behind this job, in the order they rank for it. Nothing here is marked done, because this plan has not been started by anyone yet. Yours would fill in as you go.

2AI and this work

Will AI change your work as a Director of Responsible Sourcing & Human Rights?

Nobody can say exactly how. Here is what this job is being asked for next, and where to start.

The new skills this role is being asked for

  • Advanced Geopolitical Risk Integration
  • Climate-Human Rights Nexus Strategy
Why each one is rising

The future skills this job leans on

We'll only ever tell you what we can actually back up. No hype, no scare tactics.

What happens when you start

Next, a free account. We build your Director of Responsible Sourcing & Human Rights plan as you set up, starting with the free Growth Mindset module. No card.

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Keep this read. One email with what AI is changing in this job, the new skills it asks for and where to start free. Nothing else follows unless you confirm your address.

3What this role really is

Leads work to keep global supply chains free from modern slavery and human rights abuses, from raw materials to finished products.

4What you'd actually use

The tools this job runs on, and how well you'd need to know each one.

Sedex, EcoVadis, Achilles (Strategic) Strategic

Leading platform selection/renewal, negotiating contracts, driving integration strategy with ERP/Procurement systems (e.g., SAP Ariba), and ensuring data from these platforms informs executive decision-making.

ServiceNow GRC, OneTrust, NAVEX Global (Architect) Architect

Owning the GRC module for human rights, defining the data taxonomy, ensuring it provides a single source of truth for board reporting, and overseeing its integration with other enterprise systems.

Power BI, Tableau (Strategic) Strategic

Defining the key metrics and KPIs for the function, presenting and defending dashboard insights to executive leadership, and using data visualisation to tell compelling stories about risk and impact.

Cornerstone OnDemand, KnowBe4, Articulate 360 (Strategic) Strategic

Defining the enterprise-wide training strategy for modern slavery and human rights, linking it to performance management, role-based competencies, and ensuring its effectiveness across all relevant employee groups.

Diligent, PowerPoint, MS Teams (Expert) Expert

Using Diligent to manage board materials, presenting directly to the Board's ESG/Audit committee, fielding challenging questions from directors, and leading high-stakes virtual meetings with global teams and external partners.

5What you get to decide, and how that grows

Power in a job isn't your title. It's what you're allowed to decide. Here's how it grows as you move up.

The choiceComing in Where you are nowThe step above
Strategic Programme Design N/A N/A Contributes ideas and data for programme design, but doesn't lead it.
Supplier Risk Classification (High/Critical) N/A Escalates identified high-risk cases to senior officer or manager for review. Makes final classification decision for high-risk suppliers, with consultation for critical cases.
Budget Allocation (within function) N/A N/A Manages project-specific budgets up to £50K, with manager approval.
External Representation (NGOs, Media) N/A N/A Supports external engagement by providing data or background information, but doesn't represent the company.

6How you'll be judged

The scoreboard, and what is not on it. The hard targets, how often each is actually looked at, and the quiet signals that never reach a dashboard.

ESG Rating Improvement
Our standing in key external ESG benchmarks related to human rights and labour practices.
Target · Improve score by at least one quartile in the Corporate Human Rights Benchmark (CHRB) or KnowTheChain index within 24 months.

Moving from the 3rd quartile to the 2nd quartile in the CHRB by Q4 2025, demonstrating tangible progress in our human rights due diligence.

Modern Slavery Risk Reduction
The percentage reduction in identified 'high-risk' suppliers across our Tier 1 and Tier 2 supply chain, based on our internal risk methodology.
Target · Achieve a 20% year-over-year reduction in high-risk suppliers for critical commodities.

Reducing the number of high-risk apparel suppliers from 50 to 40 by year-end, driven by targeted remediation programmes and new sourcing guidelines.

Supply Chain Traceability & Transparency
The depth of visibility we have into our supply chain, specifically the percentage of critical raw materials traced to Tier 3 or beyond.
Target · Trace 75% of our top 5 high-risk commodities (by spend/volume) to at least Tier 3 within 3 years.

By Q2 2026, we can confidently map the origin of 75% of our cotton to specific farms, significantly reducing forced labour exposure.

Programme Investment & Budget Adherence
Securing and effectively managing the budget required to deliver on our human rights strategy, demonstrating a clear return on investment (ROI) in risk mitigation.
Target · Secure Board approval for a multi-year human rights programme budget of £2M-£5M, staying within 5% variance.

Successfully obtaining £3M for a new worker voice technology pilot and scaling it across 20 key factories, demonstrating a clear reduction in grievance resolution time and cost.

Board & Executive Confidence
The degree to which the Board and C-suite trust your strategic guidance and proactively seek your input on complex human rights and supply chain issues.
  • You'll be regularly invited to present to the Board's ESG/Audit Committee. Your recommendations will be adopted without significant pushback. C-suite members will bring you into discussions on new market entry or M&A targets early on, not as an afterthought. They'll cite your insights in public statements.
External Reputation & Engagement
Our standing among NGOs, industry peers, and investors as a credible, proactive leader in responsible sourcing.
  • We'll be invited to co-lead multi-stakeholder initiatives. NGOs will approach us for partnerships rather than public criticism. Investors will highlight our human rights work as a positive differentiator. You'll be asked to speak at major industry conferences on our approach.
Cross-Functional Integration & Buy-in
How well human rights considerations are embedded into the day-to-day operations and decision-making of commercial teams (Procurement, Product, Sales).
  • Procurement will proactively include human rights clauses in RFPs without prompting. Product teams will consult you on material sourcing before design lock-down. Sales teams will use our ethical credentials as a selling point. You'll see human rights KPIs integrated into other departmental objectives.
Proactive Risk Identification & Mitigation
Our ability to anticipate emerging human rights risks (e.g., new legislation, geopolitical shifts, commodity-specific issues) and develop robust mitigation strategies before they become crises.
  • We'll have a clear 'early warning system' for risks. You'll present proactive mitigation plans to the C-suite, not just react to problems. We'll be seen as ahead of the curve on new regulations, not scrambling to catch up. Our internal audit results will show fewer critical human rights findings year-on-year.

7Would you like it

Both sides. What people enjoy, and what grinds them down.

What people enjoy
Driving Real, Systemic Change

You'll spend your days designing and implementing programmes that genuinely improve working conditions for thousands of people, not just ticking boxes. This could mean launching a new worker voice platform across 50 factories or negotiating with a major supplier to overhaul their labour practices.

Seeing a new policy you championed lead to a measurable reduction in excessive overtime for workers in a high-risk region.

Protecting Brand & Reputation

A significant part of your role is about safeguarding the company's image and long-term value. You'll be the expert guiding the C-suite through potential PR crises, ensuring our public statements are robust and credible, and proactively building our reputation as an ethical leader.

Successfully navigating a tricky NGO campaign by demonstrating our proactive efforts, turning potential criticism into a collaborative dialogue.

Complex Problem Solving & Strategy

You'll be tackling some of the most intricate challenges in global supply chains – how do you trace raw materials through multiple tiers? How do you build effective grievance mechanisms in culturally diverse settings? You'll be defining the strategic roadmap to solve these problems.

Developing a multi-year strategy to address forced labour risks in a specific raw material supply chain, involving technology, policy, and direct engagement.

What frustrates people
  • The 'cost centre' mentality: Constantly having to justify investment in human rights as a business imperative, not just a moral one.
  • Slow pace of change: Even with executive buy-in, shifting practices across a global supply chain takes years, not months.
  • Data gaps and opacity: The ongoing struggle to get reliable, granular data from deep within the supply chain.
  • The 'audit fatigue' problem: Suppliers being overwhelmed by multiple, similar audits from different customers, leading to superficial compliance.
  • The emotional toll: Regularly dealing with difficult and often disturbing information about human exploitation, which can be draining.
What this role does not give you
  • A quiet, predictable routine with clear-cut answers to every problem.
  • Direct control over commercial decisions or supplier relationships (you influence, you don't dictate).
  • A role where you can avoid public scrutiny or difficult conversations with senior leaders and external critics.
  • The ability to single-handedly solve global human rights issues – it's about making a significant contribution within our sphere of influence.

8Who you work with

You'll shape the very fabric of our supply chain, influencing everything from supplier selection to product design. Your decisions will directly impact our financial performance by mitigating risk, enhancing brand value, and ensuring long-term operational resilience. Frankly, you're critical to our future.

Inside the business
  • Chief Sustainability Officer (your boss)
  • Chief Procurement Officer (CPO) and their leadership team
  • General Counsel and Legal team
  • Chief Financial Officer (CFO) and Investor Relations
  • Board of Directors (especially the ESG/Audit Committee)
  • Heads of Product, Marketing, and Communications
Outside the business
  • Investors and ESG rating agencies (e.g., MSCI, Sustainalytics)
  • Non-Governmental Organisations (NGOs) and Civil Society Organisations (CSOs)
  • Regulators (e.g., UK Home Office, EU Commission, US Department of Labor)
  • Industry bodies and multi-stakeholder initiatives (e.g., Sedex, Ethical Trading Initiative)
  • Key strategic suppliers and their leadership teams

9What you need before you start

Not a wish list. The things you would be expected to already have.

  • Extensive (16-20 years) leadership experience in human rights, ethical trade, responsible sourcing, or broader ESG compliance within a large, complex organisation.
  • Proven track record of designing, implementing, and overseeing global human rights due diligence programmes across multi-tier supply chains.
  • Demonstrable experience leading and developing high-performing teams, including managing managers.
  • Significant experience engaging with and presenting to C-suite executives and Boards of Directors on high-stakes ethical and compliance issues.
  • Deep expertise in international human rights frameworks (e.g., UNGPs, ILO Conventions) and key modern slavery legislation (e.g., UK MSA, EU CSDDD, UFLPA).
  • A strong network within the human rights, ethical trade, or ESG community (NGOs, industry peers, consultants).
  • Experience managing significant programme budgets (multi-million £) and demonstrating ROI.

10What to practise next

Where the job is going, and what to do about it starting this week.

Digital Identity & Traceability Architect

Blockchain and other distributed ledger technologies (DLTs) are offering new ways to verify worker identity, track goods, and ensure ethical sourcing with greater transparency and immutability. As a Director, you'll need to evaluate and strategically deploy these technologies.

Understanding blockchain fundamentals for supply c · Evaluating digital identity solutions for migrant · Assessing the ROI and scalability of DLT-based tra · Navigating data privacy and security implications · Integrating digital traceability data with existin

  • This month: Research leading blockchain-for-supply-chain platforms (e.g., IBM Food Trust, TrusTrace) and their human rights applications.
  • Next quarter: Attend a webinar or workshop on digital identity solutions for vulnerable populations.
  • Month 6: Commission a pilot project to test a digital traceability solution for one high-risk commodity, assessing its feasibility and impact on human rights due diligence.
  • Month 9: Develop a strategic roadmap for integrating digital identity and traceability into our long-term human rights programme.

Quick win: Explore case studies of companies successfully using blockchain for ethical sourcing. Connect with industry experts on these emerging technologies.

AI-Powered Due Diligence & Predictive Analytics

AI and machine learning are rapidly transforming how we identify, assess, and predict human rights risks. You'll need to understand how to strategically use these tools to move from reactive to proactive risk management, and how to interpret their outputs critically.

Understanding AI's capabilities for anomaly detect · Leveraging predictive analytics to forecast high-r · Critically evaluating AI outputs for bias and 'hal · Strategically deploying Natural Language Processin · Ethical considerations of AI deployment in human r

  • This month: Read up on ethical AI principles and their application in human rights contexts.
  • Next quarter: Work with our data science team to explore how AI could enhance our existing risk assessment models.
  • Month 6: Oversee the development of an AI-powered 'early warning system' for human rights risks, using external data feeds.
  • Month 9: Present a business case to the C-suite for investing in advanced AI tools for human rights due diligence, outlining clear ROI and risk mitigation benefits.

Quick win: Experiment with GenAI tools to summarise complex human rights reports or draft initial policy documents, understanding their strengths and limitations.

11Staying current once you are in

What people here do to keep up
  • Regularly attend and speak at leading industry conferences on responsible sourcing, human rights, and ESG (e.g., Ethical Trade Forum, BSR Conference).
  • Maintain active membership and engagement with relevant industry bodies and multi-stakeholder initiatives (e.g., ETI, Sedex, Shift Project).
  • Publish thought leadership articles or white papers on emerging human rights issues in supply chains.
  • Participate in executive education programmes focused on global leadership, sustainability, or strategic risk management.
  • Mentor junior professionals in the human rights and compliance field, sharing your expertise and building the next generation of leaders.

12The rising capability

The rising capability

Zavmo analysis

What's rising in its place

This is where the work is heading, and the higher pay with it. Get fluent here and the shift stops being a threat and starts being your edge.

Advanced Geopolitical Risk Integration

Global supply chains are increasingly exposed to geopolitical instability, trade wars, and human rights crises (e.g., forced labour in specific regions). The ability to proactively integrate these complex, dynamic risks into our human rights strategy is becoming paramount, moving beyond simple country risk ratings.

  • Scenario planning for geopolitical disruptions and
  • Integrating political science and international re
  • Understanding the interplay between sanctions, tra
  • Developing agile response mechanisms for rapid-ons
  • Forecasting future legislative and regulatory tren

Climate-Human Rights Nexus Strategy

The climate crisis is increasingly recognised as a human rights crisis, disproportionately impacting vulnerable communities and workers (e.g., forced migration, unsafe working conditions due to extreme weather). As a Director, you'll need to develop strategies that address this intersection, integrating climate resilience with human rights due diligence.

  • Understanding climate-induced migration and its li
  • Assessing the human rights impacts of climate chan
  • Integrating climate vulnerability assessments into
  • Developing 'just transition' principles for worker
  • Collaborating with environmental teams to identify

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • Supply Chain Due Diligence & Tier Mapping (Strategic)
  • Human Rights Impact Assessment (HRIA) Leadership
  • Worker Voice & Grievance Mechanism Design (Enterprise)
  • Root Cause Analysis (RCA) & CAP Management (Systemic)
  • Geopolitical & Commodity Risk Analysis

14The pathway

The pathway

How you actually get there, here

How you become one varies far more by country than what one does. This is the UK route. Most people take one of these ways in; the right one depends on where you're starting from.

  1. 1

    Head of Ethical Sourcing / Senior Manager, Human Rights

    3-5 years at that level

    Skills to master

    • At this stage, you'd have been managing significant programmes, leading smaller teams, and regularly engaging with senior management. You'd have mastered the operational intricacies of due diligence and remediation, and started to develop a strategic perspective.

    You're ready to move on when

    • Successfully delivered a major human rights programme (e.g., a new worker voice initiative or a complex remediation project).
    • Consistently presented compelling business cases for ethical investments to senior leadership.
    • Mentored and developed at least 2-3 direct reports into more senior roles.
    • Represented the company effectively in external forums or with key NGOs.
  2. 2

    Director of Sustainability (with a human rights focus)

    2-4 years at that level

    Skills to master

    • You'd have already been operating at a Director level, but perhaps with a broader remit across all ESG pillars. To transition, you'd need to deepen your specialisation in human rights and demonstrate the ability to drive change specifically in this complex area.

    You're ready to move on when

    • Owned and delivered significant sections of a corporate sustainability strategy.
    • Successfully integrated human rights considerations into broader ESG reporting and investor engagement.
    • Demonstrated strong leadership across diverse ESG teams and initiatives.
    • Proven ability to influence C-suite decisions on sustainability matters.
  3. 3

    Senior Legal Counsel (ESG/Compliance)

    4-6 years at that level

    Skills to master

    • Coming from a legal background, you'd have deep expertise in regulatory compliance and risk. To move into this Director role, you'd need to demonstrate a more operational and strategic understanding of supply chain management, stakeholder engagement, and programme leadership, beyond just legal interpretation.

    You're ready to move on when

    • Successfully advised on complex international human rights legislation and its practical implications.
    • Led internal investigations related to ethical or human rights breaches.
    • Developed and implemented robust compliance frameworks for new regulations.
    • Demonstrated an ability to translate legal requirements into actionable business strategies.

15Where this role leads

The long view: This work can lead to a Chief Sustainability Officer role, a board or advisory position on ESG and human rights, or a global human rights role in a larger organisation.

The ten Future Fluencies

Zavmo analysis

The credential is what you can do today. These are what keep you valuable.

A qualification proves you can do the job as it's defined today. These ten are what decide whether you're still the obvious person for it in five years. They're the capabilities employers are now writing into senior roles faster than people are learning them. Zavmo weaves them through whatever you study, so you come out with both: the credential and the fluency.

The highlighted ones are the Fluencies your role leans on hardest, from how Director of Responsible Sourcing & Human Rights is actually changing.

Where it leads

Roles this leads to

The record names a next step, but the catalogue has no page for it yet:

  • VP, Global Responsible Sourcing & Human Rights
  • Chief Sustainability Officer (CSO) / Chief Compliance Officer (CCO)

How you would learn this

One to one, on the work you already do

A tutor sets the task against your own job and marks the reasoning, at your pace. There is no cohort to fall behind.

A lesson from Manage Ethical, Legal and Professional Requirements, worked against Director of Responsible Sourcing & Human Rights.

Manage Ethical, Legal and Professional Requirements Level 5

Applied to your work in Director of Responsible Sourcing & Human Rights

This unit aims to provide learners with an understanding of ethical, legal, and professional requirements within the sales function. Learners will understand relevant legislation, codes of conduct, and best practices. Furthermore, they will be able to implement policies and procedures to ensure compliance and respond appropriately to non-compliance.

How the thinking builds
  1. 1 Remember
  2. 2 Understand
  3. 3 Apply
  4. 4 Analyse
  5. 5 Evaluate
  6. 6 Create
An illustration of a Zavmo lesson, built from this role’s own route. The unit, its objective and every criterion above are the awarding body’s own words, not an example.

It is £70 a month, billed monthly. Your free first module is Future Fluency, and you can cancel any time.

See Your Progress Grow Illustration
Director of Responsible Sourcing & Human Rights
  • Supply Chain Due Diligence & Tier Mapping (Strategic)
  • Human Rights Impact Assessment (HRIA) Leadership
  • Worker Voice & Grievance Mechanism Design (Enterprise)
  • Root Cause Analysis (RCA) & CAP Management (Systemic)
  • Geopolitical & Commodity Risk Analysis
This is your Mind Palace on learn.zavmo.ai. Every skill above comes from this role's own record, not an example borrowed from another job. A node lights up when you evidence it, and what you build stays yours between jobs. That is the part a course cannot do.

16The detail, folded away

Everything else the record holds

The career branches in full, how AI is already showing up in the day-to-day, and the questions people ask about this job. Here when you want them, out of the way while you decide.

Where it leads next, rung by rung

Where it leads

The career path, and where it branches

Director of Responsible Sourcing & Human Rights is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. VP, Global Responsible Sourcing & Human Rights

    3-5 years

    From Director to VP, this means an even broader global remit, potentially spanning multiple business units or product lines, with increased P&L responsibility and direct accountability for enterprise-wide human rights performance.

    • Architecting global human rights technology platforms (e.g., enterprise-wide GRC, advanced traceability).
    • Leading multi-stakeholder initiatives at an international level.
    • Driving industry-wide change through collaborative platforms.
    • Managing complex human rights litigation risks.

  2. Chief Sustainability Officer (CSO) / Chief Compliance Officer (CCO)

    5-8 years

    This is a C-suite role, owning the entire ESG or compliance agenda for the company, reporting directly to the CEO and Board. Your remit would expand significantly beyond human rights to cover environmental, social, and governance issues, or all aspects of regulatory compliance.

    • Developing and executing a holistic enterprise sustainability strategy.
    • Managing diverse compliance domains (e.g., anti-bribery, data privacy, environmental).
    • Driving innovation in green technologies or sustainable business models.
    • Leading crisis communications for company-wide ESG/compliance issues.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, as a Director, your time is precious. You're juggling strategic planning, board presentations, team leadership, and crisis management. The last thing you need is to get bogged down in manual data analysis or drafting lengthy reports. That's where AI comes in.

We're building an AI Productivity Hub specifically for Compliance_Quality_Health_Safety leaders like you. Imagine offloading the grunt work to intelligent assistants, freeing you up to focus on what truly matters: defining strategy, influencing stakeholders, and driving real human rights impact. Here's a glimpse of how AI can transform your day-to-day:

Automated Global Risk Triage

AI continuously scans thousands of global news sources, NGO reports, government watchlists, and academic papers in real-time. It flags emerging human rights risks by country, commodity, or supplier, automatically escalating critical intelligence directly to your dashboard. This means you're always ahead of the curve, anticipating problems before they hit the headlines, rather than reacting to them.

Strategic Insight Accelerator

Imagine AI analysing hundreds of internal audit reports, supplier assessments, and grievance data across your entire supply chain. It identifies systemic issues, cross-supplier trends (e.g., 'passport retention is endemic in this region's textile sector'), and root causes, moving you from reactive case management to proactive, evidence-based strategic intervention. This gives you the data-backed arguments you need for board-level discussions.

Intelligent Board & Policy Drafting

Use a GenAI assistant to create the first robust draft of your annual Modern Slavery Statement, summarising the year's activities, key metrics, and remediation efforts. It can also draft new enterprise-level human rights policies or complex supplier contract clauses based on emerging legislation (like the EU CSDDD), saving you hours of legal and policy review time. You'll refine, not create from scratch.

Smart Stakeholder Communication

AI can generate customised, nuanced communications for diverse audiences – from a concise executive summary of a complex human rights report for the CEO, to a multi-lingual explanation of a new policy for factory workers. It ensures clarity, consistency, and cultural appropriateness, freeing your team from manual drafting and translation, and increasing engagement.

Common questions

Common questions

How do you become a Director of Responsible Sourcing & Human Rights?

Common routes in include Head of Ethical Sourcing / Senior Manager, Human Rights (3-5 years at that level), Director of Sustainability (with a human rights focus) (2-4 years at that level) and Senior Legal Counsel (ESG/Compliance) (4-6 years at that level). Times vary with prior experience.

Where can a Director of Responsible Sourcing & Human Rights progress to?

This role can lead on to VP, Global Responsible Sourcing & Human Rights (3-5 years) and Chief Sustainability Officer (CSO) / Chief Compliance Officer (CCO) (5-8 years), depending on the skills you build.

What new skills matter most for a Director of Responsible Sourcing & Human Rights?

Increasingly, Advanced Geopolitical Risk Integration and Climate-Human Rights Nexus Strategy. These are the skills our record of this role lists as growing.

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17Where to go from here

Other roles at Level 7

Same depth of qualification, different job. Useful if the work appeals but this particular role does not.

 More jobs in compliance, quality and safety

Stay in the field you know and move sideways rather than up.
If you leave this industry

Skills in human rights, ethical supply chains and ESG carry across sectors. This can lead to consulting work advising companies across industries, or roles in international organisations such as the UN or ILO, or in NGOs working on policy and advocacy.

This role profile is © 2026 Growth Engineering Technologies Ltd. Built from UK occupational standards and regulated qualification data, and written for Zavmo.

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