UK

United Kingdom · Compliance, quality and safety · 20+ years

Director of Organisational Health & Wellbeing

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  • Experience band20+ years
  • Direct reports25-100+ reports
  • Reports toChief Health & Safety Officer
  • UK framework levelUsually a director, accountable for a division and its numbers

Also advertised as VP, Wellbeing & Mental Health · Head of Psychosocial Risk Management · Global Director, Employee Health & Safety (Wellbeing Focus)

Built on 43,079 real UK job descriptions we analysed · grounded in qualifications employers recognise

Two short quizzes about you

1From this job to a course

The qualifications matched to this job

CIPD Level 7 Advanced Diploma in Strategic People Management Chartered Institute of Personnel and Development · Level 7 · covers 1 of 10 standards
CIPD Level 7 Advanced Diploma in Strategic Learning and Development Chartered Institute of Personnel and Development · Level 7 · covers 1 of 10 standards
SEG Awards Level 5 Diploma in Leading and Managing an Adult Care Service Skills and Education Group Awards · Level 5 · covers 3 of 10 standards
NOCN Level 5 Diploma in Leadership and Management for Adult Care NOCN · Level 5 · covers 2 of 10 standards

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

The units you would start with

Wellbeing at work CIPD Level 7 Advanced Diploma in Strategic People Management
Health and Wellbeing SEG Awards Level 5 Diploma in Leading and Managing an Adult Care Service
Lead and manage a team within a health and social care or children and young people’s setting IAO Level 5 Diploma In Leadership for Health and Social Care and Children and Young People's Services (England)
Maintain Systems and Processes for Health, Safety, Welfare and Environmental Protection in an Engineering Environment NOCN Level 5 Diploma in Computer Engineering (Information Technology and Data Science)

The future skills this job leans on

AI Fluency working with AI as a thinking partner
Data Fluency turning numbers into a decision
AI Governance Fluency using AI responsibly
Foresight Fluency seeing round the corner
Systems Fluency seeing the whole picture
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Your Plan Illustration

Built for Director of Organisational Health & Wellbeing

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

  1. Wellbeing at work Chartered Institute of Personnel and Development · covers 1 of 10 standards Level 7
  2. Health and Wellbeing Skills and Education Group Awards · covers 3 of 10 standards Level 5
  3. Lead and manage a team within a health and social care or children and young people’s setting Innovate Awarding · covers 2 of 10 standards Level 5
  4. Maintain Systems and Processes for Health, Safety, Welfare and Environmental Protection in an Engineering Environment NOCN · covers 1 of 10 standards Level 5
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 Organisational Health & Wellbeing?

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

  • Ethical AI for Wellbeing Data & Intervention
  • Global Regulatory Harmonisation & Advocacy
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 Organisational Health & Wellbeing plan as you set up, starting with a Future Fluency module on using AI in your job. No card.

Your first Future Fluency module is free. After that, your AI tutor is £70 a month.

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3What this role really is

This job leads the strategy for employee wellbeing and mental health across a business. It covers long-term planning and influence across the whole organisation, going beyond meeting minimum standards.

4What you'd actually use

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

EHS/GRC Platforms (Intelex, Enablon, Cority, SAI360) Strategic

Leading platform selection/procurement, defining data governance for wellbeing data, overseeing integration with HRIS, and ensuring the platform meets strategic reporting needs for the Board.

Survey & Feedback Platforms (Qualtrics, Glint, Culture Amp, Peakon) Strategic

Owning the enterprise-wide listening strategy, linking survey data to business outcomes, presenting high-level insights to the C-suite and Board, and driving strategic action based on trends.

Data Visualization Tools (Power BI, Tableau) Strategic

Defining the key organisational wellbeing metrics and ensuring dashboards are embedded in executive-level business reviews. You'll interpret complex data to tell a strategic story, not just build the dashboards yourself.

LMS & Training Platforms (Cornerstone OnDemand, Docebo) Strategic

Developing the multi-year mental health training strategy and budget, selecting vendors, and measuring training effectiveness at an enterprise level. You're shaping the learning journey for thousands.

HRIS (Workday HCM, SAP SuccessFactors) Strategic

Influencing HRIS configuration to better capture data relevant to psychosocial risk management (e.g., reasons for leave, engagement data). You'll work with HR to ensure data integrity and strategic reporting capabilities.

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
Enterprise Wellbeing Strategy No involvement, follows defined strategy. Contributes data and feedback to inform strategy. Designs and proposes elements of the strategy, provides expert input.
Budget Allocation (Wellbeing Programmes) No budget authority, follows spending guidelines. Manages small project budgets (up to £5K) within defined parameters. Recommends budget allocation for specific workstreams (up to £50K), consults on larger spends.
Policy Development & Implementation Follows existing policies, reports non-compliance. Provides feedback on policy effectiveness, helps implement policy changes. Drafts and proposes new policies or significant amendments within their domain, consults Legal.

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.

Psychosocial Risk Index Reduction
Overall reduction in identified psychosocial risk scores across the organisation, typically measured through regular enterprise-wide assessments.
Target · Achieve a 15% year-over-year reduction in average psychosocial risk scores for the entire organisation.

After implementing new workload management standards, the organisation's average 'demands' score in our annual survey dropped from 3.8 to 3.2 (on a 5-point scale), showing a significant positive trend.

Mental-Health-Related Absenteeism
Reduction in lost workdays directly attributed to mental health conditions, often tracked through HRIS and occupational health data.
Target · Reduce mental-health-related absenteeism by 10% year-over-year.

In Q2, mental-health-related sick days decreased by 12% compared to the previous year, saving an estimated £250,000 in productivity losses.

ISO 45003 Certification & Compliance
Successful achievement and ongoing maintenance of ISO 45003 certification, demonstrating adherence to international psychosocial safety standards.
Target · Achieve ISO 45003 certification within 24 months and maintain 100% compliance with audit requirements thereafter.

Successfully passed the external ISO 45003 audit with zero major non-conformities, validating our robust psychosocial risk management system.

Employee Retention in High-Stress Roles
Improvement in retention rates for roles historically identified as having high psychosocial risk or turnover.
Target · Increase retention by 5% in the top 3 identified 'high-stress' job families within 18 months.

After targeted interventions in our customer service department, voluntary turnover dropped from 25% to 19% in 12 months, saving significant recruitment and training costs.

Wellbeing Programme ROI
Demonstrable return on investment for key wellbeing programmes, linking spend to business outcomes (e.g., productivity, insurance premiums).
Target · Achieve a positive ROI (e.g., 1.5:1) for at least two major wellbeing programmes annually.

Our new resilience training programme showed a 1.8:1 ROI, with reduced EAP usage and a 3% increase in self-reported productivity among participants, equating to £1M in value.

Board & Executive Confidence
The degree to which the Board and C-Suite trust your strategic direction and feel confident in the organisation's psychosocial risk management.
  • You're proactively consulted on strategic decisions with wellbeing implications. Your reports are seen as essential, not just a formality. The Board actively champions wellbeing initiatives, rather than just approving budgets. You're invited to contribute to broader ESG and talent strategy discussions.
Organisational Culture Shift
Evidence of a genuine, positive shift in how the organisation perceives and prioritises mental health and wellbeing.
  • Leaders at all levels openly discuss mental health. Employees feel safe to report concerns without fear of reprisal. Wellbeing is integrated into performance reviews and leadership development. We see fewer instances of 'wellbeing washing' and more genuine, systemic change.
Strategic Influence & Collaboration
Your ability to influence and collaborate with other senior leaders to embed wellbeing considerations into their respective functions.
  • HR, Legal, and Operations proactively seek your input on new policies or projects. You're a core member of strategic committees (e.g., ESG, D&I). Other departments allocate budget and resources to support wellbeing initiatives that you've championed.
External Reputation as a Responsible Employer
Our standing in the market as an employer that genuinely cares for its employees' wellbeing.
  • Positive mentions in employer review sites (e.g., Glassdoor) regarding mental health support. Industry awards or recognition for wellbeing initiatives. Increased candidate attraction due to our reputation. Positive media coverage of our wellbeing programmes.

7Would you like it

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

What people enjoy
Driving Cultural Transformation

You're energised by seeing shifts in leadership behaviour, open conversations about mental health, and genuine care embedded in daily operations. You'll spend time crafting communications that resonate, coaching senior leaders, and celebrating small wins that signal bigger changes.

Successfully launching a new 'Speak Up' campaign that genuinely increases reporting of psychosocial hazards, rather than just being a token gesture.

Protecting People at Scale

You're driven by the knowledge that your work directly contributes to thousands of employees feeling safer, more supported, and less stressed. This means obsessing over data, refining policies, and ensuring our preventative measures are robust.

Implementing a new global standard for workload management that demonstrably reduces overtime hours and self-reported stress levels across multiple regions.

Solving Complex Systemic Issues

You thrive on dissecting complex organisational problems, identifying hidden patterns, and designing multi-faceted solutions that address root causes. This involves deep dives into data, collaborating with diverse functions, and presenting compelling arguments for change.

Uncovering a link between specific project management methodologies and increased burnout, then working with Operations to redesign processes.

What frustrates people
  • The constant battle to prove ROI for preventative wellbeing, when the benefits are often long-term and intangible.
  • Dealing with senior leaders who pay lip service to wellbeing but don't commit the necessary resources or model the right behaviours.
  • Walking the tightrope between needing data to identify risk hotspots and maintaining strict confidentiality for individuals.
  • Navigating legal departments who water down policies to avoid liability, making them less effective in practice.
  • The sheer scale of change required in a large organisation, meaning progress often feels slow and incremental.
  • Managing a large team with diverse needs and skill sets, while also maintaining your own strategic focus.
What this role does not give you
  • A quiet, predictable environment with minimal political navigation.
  • The ability to provide direct clinical support or therapy to employees.
  • Immediate, easily quantifiable wins for every initiative you launch.
  • A role where you can avoid difficult conversations with senior leaders or challenge established norms.
  • Complete autonomy without needing to build consensus or justify decisions to a diverse set of stakeholders.

8Who you work with

You'll shape the entire organisation's approach to employee wellbeing and mental health. Your decisions will directly influence our culture, our reputation as an employer, our operational resilience, and ultimately, our bottom line through reduced costs associated with absenteeism, presenteeism, and turnover. This role is about protecting our most valuable asset: our people.

Inside the business
  • C-Suite (CEO, CHRO, CFO, COO)
  • Board of Directors (especially Audit & ESG Committees)
  • HR Leadership Team (Talent, Rewards, HRBPs)
  • Legal & Risk Management
  • Operations & Business Unit Leaders
  • Internal Communications & Marketing
Outside the business
  • Regulatory bodies (e.g., HSE, CQC)
  • External auditors & consultants
  • Industry associations & thought leaders
  • Mental health charities & support providers
  • Insurance providers & brokers

9What you need before you start

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

  • Proven experience (12-16+ years) in a senior leadership role within Compliance_Quality_Health_Safety, HR, or a related field, with a significant focus on wellbeing and mental health.
  • Demonstrated success in developing and implementing enterprise-wide wellbeing strategies in a large, complex organisation.
  • Extensive experience managing significant budgets (multi-million £) and leading large, multi-disciplinary teams (20+ people, including managers).
  • A track record of successfully influencing C-suite executives and Board members on strategic initiatives.
  • Deep expertise in psychosocial risk management, including practical application of standards like ISO 45003.
  • Experience navigating complex regulatory environments and ensuring compliance across multiple jurisdictions.

10What to practise next

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

Digital Mental Health Platform Integration & Oversight

The market for digital mental health solutions (apps, telehealth, AI coaches) is exploding. You'll need to strategically evaluate, procure, and integrate these platforms into our existing wellbeing ecosystem, ensuring they're effective, secure, and compliant. This means understanding their technical capabilities and limitations.

Platform Interoperability · Data Security & Governance for Digital Health · User Experience (UX) & Engagement Metrics · Vendor Management & Due Diligence

  • This quarter: Catalogue our existing digital wellbeing tools and identify any gaps or redundancies.
  • Next 6 months: Research leading digital mental health platforms and their integration capabilities, attending vendor demos.
  • Next 12 months: Develop a strategic roadmap for integrating digital mental health solutions into our overall wellbeing strategy, including a pilot programme.
  • Ongoing: Establish clear KPIs for digital platform usage and effectiveness, reporting on these to the executive team.

Quick win: Review our current EAP provider's digital offerings. Are we maximising their existing platform? Could we integrate it better with our internal communications?

Advanced Predictive Analytics for Psychosocial Risk

Moving beyond reactive reporting, we need to use advanced analytics to predict where psychosocial risks are likely to emerge. This means understanding the power of machine learning and statistical modelling to identify leading indicators and inform proactive interventions.

Machine Learning Fundamentals · Feature Engineering for Wellbeing Data · Model Interpretation & Explainability (XAI) · Ethical Considerations in Predictive Analytics

  • This quarter: Work with our Data Science or Analytics team to understand their current capabilities and how they might apply to wellbeing data.
  • Next 6 months: Complete an online course on 'Introduction to Machine Learning for Business Leaders' (e.g., Coursera, edX).
  • Next 12 months: Partner with a data scientist to develop a pilot predictive model for a specific psychosocial risk (e.g., burnout in a high-stress department).
  • Ongoing: Regularly review academic literature and industry reports on predictive analytics in occupational health and wellbeing.

Quick win: Identify one key business problem (e.g., high turnover in a specific role) where predictive analytics could offer a significant advantage, and begin gathering relevant data points.

11Staying current once you are in

What people here do to keep up
  • Regularly attend and speak at industry conferences (e.g., IOSH, CIPD, World Congress on Safety & Health) to stay abreast of emerging trends and best practices.
  • Participate in executive leadership programmes focused on strategic influence, change management, and corporate governance.
  • Engage with academic research and thought leaders in organisational psychology, public health, and occupational health.
  • Mentor junior professionals in the wellbeing and H&S space, contributing to the development of future talent.
  • Actively participate in professional networks and peer groups for senior wellbeing and H&S leaders to share insights and challenges.

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.

Ethical AI for Wellbeing Data & Intervention

AI is becoming increasingly sophisticated in analysing behavioural data and even suggesting interventions. The ethical implications of using AI to monitor, predict, and influence employee wellbeing are profound. We need to ensure we're using these tools responsibly, transparently, and with full respect for privacy and agency.

  • AI Ethics & Governance
  • Data Privacy & Anonymisation
  • Algorithmic Bias Detection
  • Human-in-the-Loop AI

Global Regulatory Harmonisation & Advocacy

As a global organisation, we face a patchwork of evolving psychosocial health and safety regulations. The trend is towards greater harmonisation, but navigating this complexity and advocating for sensible, effective standards will be crucial. You'll need to anticipate changes and influence policy where possible.

  • International Labour Organisation (ILO) Standards
  • OECD Guidelines for Responsible Business Conduct
  • EU Directives on Psychosocial Risk
  • Multi-Jurisdictional Compliance

13What you’ll use

What you’ll use

Skills this role draws on

Technical

  • ISO 45003 Implementation & Certification
  • Enterprise Psychosocial Risk Assessment (PRA)
  • Systemic Root Cause Analysis (RCA)
  • Tiered Intervention Frameworks (Enterprise Design)
  • Audit & Assurance Program Design & Oversight
  • Enterprise Change Management (ADKAR/Kotter)

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

    Wellbeing & Mental Health Standards Manager (L5)

    3-5 years

    Skills to master

    • Leading a large team, managing significant budgets, setting functional strategy, presenting to senior leadership, and overseeing complex programme implementations.

    You're ready to move on when

    • Consistently exceeds targets for functional wellbeing metrics and programme delivery.
    • Demonstrates strong leadership and development of their direct reports and wider team.
    • Successfully influences senior stakeholders outside their direct reporting line.
    • Has led a major enterprise-wide initiative (e.g., ISO 45003 implementation) from start to finish.
    • Is regularly sought out by executives for expert advice and strategic input.
  2. 2

    Senior HR Leader (e.g., Head of Total Rewards, Senior HRBP)

    5-7 years

    Skills to master

    • Deep understanding of HR strategy, compensation & benefits, talent management, and employee relations, with a strong focus on how these impact wellbeing. Requires developing expertise in health & safety regulations and psychosocial risk.

    You're ready to move on when

    • Has successfully integrated wellbeing into broader HR strategies and policies.
    • Demonstrates a strong understanding of the legal and regulatory landscape for employee health and safety.
    • Has managed complex employee relations cases with a mental health component.
    • Is seen as a strategic partner to business units, driving people-centric outcomes.
    • Has actively engaged in cross-functional projects with the H&S or Compliance teams.
  3. 3

    Head of Health & Safety (with Wellbeing Focus)

    4-6 years

    Skills to master

    • Expertise in traditional occupational health and safety, with a growing specialisation in psychosocial risk management. Requires developing strong strategic influence and programme management skills for wellbeing initiatives.

    You're ready to move on when

    • Has successfully implemented H&S management systems across a large organisation, including psychosocial elements.
    • Demonstrates a proactive approach to risk management, moving beyond physical safety to psychological safety.
    • Is comfortable presenting H&S strategies and performance to executive leadership.
    • Has led a team of H&S professionals and developed their capabilities.
    • Is recognised as a thought leader in the evolving landscape of H&S, particularly regarding mental health.

15Where this role leads

The long view: This role can lead to chief health and safety officer, chief people officer or chief risk officer, or a non-executive director post advising on wellbeing and governance.

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 Organisational Health & Wellbeing is actually changing.

Where it leads

Roles this leads to

Also named as a next step, with no page in the catalogue yet:

  • Chief People Officer (CPO) / Chief Human Resources Officer (CHRO)

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 Wellbeing at work, worked against Director of Organisational Health & Wellbeing.

Wellbeing at work Level 7

Applied to your work in Director of Organisational Health & Wellbeing

This unit aims to provide learners with a comprehensive understanding of wellbeing in the workplace, including its relevance, links to work and health, and alignment with organisational strategy. Learners will be able to analyse the impact of people management practices on wellbeing and understand the importance of a wellbeing strategy for sustaining organisational performance.

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.

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See Your Progress Grow Illustration
Director of Organisational Health & Wellbeing
  • ISO 45003 Implementation & Certification
  • Enterprise Psychosocial Risk Assessment (PRA)
  • Systemic Root Cause Analysis (RCA)
  • Tiered Intervention Frameworks (Enterprise Design)
  • Audit & Assurance Program Design & Oversight
  • Enterprise Change Management (ADKAR/Kotter)
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 Organisational Health & Wellbeing is a start, not a ceiling. Each step below asks for new skills and hands back more autonomy.

  1. Chief Health & Safety Officer (L7)

    3-5 years

    1 level

    • M&A due diligence and integration for H&S aspects.
    • Crisis management for major H&S incidents (physical and psychological).
    • Global H&S regulatory strategy and advocacy.
    • Leading a comprehensive H&S audit and assurance programme across the entire enterprise.

  2. Chief People Officer (CPO) / Chief Human Resources Officer (CHRO)

    5-7 years

    1 level (lateral move to broader C-suite role)

    • Global HR operations and shared services management.
    • Workforce planning and analytics for the entire organisation.
    • Industrial relations and collective bargaining (if applicable).
    • HR technology strategy and implementation (HRIS, talent platforms).
    • Diversity, Equity, and Inclusion (DE&I) strategy and execution.
Working with AI on the job

Working with AI

Where AI is starting to help

Let's be real, at Director level, your time is gold. You're drowning in data, reports, and strategic planning. What if you could offload the heavy lifting of analysis, research, and even some communication to AI? Our AI Productivity Hub isn't about replacing you; it's about giving you superpowers to focus on what truly matters: strategic leadership and cultural transformation.

For a Director of Organisational Health & Wellbeing, AI isn't just a 'nice-to-have'; it's a game-changer. Imagine cutting weeks off your annual survey analysis, predicting psychosocial risk hotspots before they erupt, and drafting board-ready reports in a fraction of the time. This isn't science fiction; it's what our top leaders are already doing.

Enterprise Survey Theme Automation

Use advanced Natural Language Processing (NLP) to instantly analyse thousands of free-text comments from our global engagement and wellbeing surveys. AI automatically identifies key themes (e.g., workload, recognition, manager support), sentiment, and emerging issues across different demographics and business units. This means you get strategic insights in days, not months, helping you pinpoint where to focus your resources for maximum impact.

Predictive Risk Hotspot Identification

Correlate anonymised, aggregated wellbeing data with a vast array of operational metrics—think overtime hours, absenteeism rates, project loads, and even safety incidents. AI models can identify non-obvious patterns and predict which teams, roles, or locations are at highest risk of burnout or psychosocial harm before it becomes a crisis. This allows for proactive, preventative interventions, rather than reactive damage control.

Rapid Global Research Synthesis

Use AI assistants to scan, summarise, and synthesise the latest academic studies, global regulatory updates (like new HSE guidance or international psychosocial standards), and best practices related to any specific psychosocial hazard. Need to understand the latest on hybrid work mental health or AI's impact on wellbeing? Get a concise, actionable summary in minutes, freeing you up for strategic thinking instead of endless reading.

Board-Ready Communication Drafting

Generate first drafts of strategic communication plans, board reports, policy documents, and training materials tailored to different executive audiences. For example, create a business-case focused summary for the CFO, an empathetic, practical guide for frontline managers, and a comprehensive regulatory update for the Legal team, all from the same core content. This ensures consistency and saves countless hours of writing and editing.

Common questions

Common questions

How do you become a Director of Organisational Health & Wellbeing?

Common routes in include Wellbeing & Mental Health Standards Manager (3-5 years), Senior HR Leader (e.g., Head of Total Rewards, Senior HRBP) (5-7 years) and Head of Health & Safety (with Wellbeing Focus) (4-6 years). Times vary with prior experience.

Where can a Director of Organisational Health & Wellbeing progress to?

This role can lead on to Chief Health & Safety Officer (3-5 years) and Chief People Officer (CPO) / Chief Human Resources Officer (CHRO) (5-7 years), depending on the skills you build.

What new skills matter most for a Director of Organisational Health & Wellbeing?

Increasingly, Ethical AI for Wellbeing Data & Intervention and Global Regulatory Harmonisation & Advocacy. 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 organisational health, psychosocial risk management and strategic change leadership carry across industries such as healthcare, finance and technology. They also apply to consulting work, advising several organisations on wellbeing strategy.

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

You're not behind. You're right on time. The shift is only just beginning. Your role won't look the same in two years. Be the one who leads the change, not the one it happens to. Start my plan, free What happens next: a free account, then we build your plan as you set up. No card. Build your plan, see your roadmap and meet the twelve tutors matched to you. All free. When you're ready to start learning, it's £70 a month, billed monthly. Cancel any time and billing stops.