Role: Inclusion & Wellbeing Manager
Contract Type: Permanent
Location: London Marylebone Station
Salary: Up to 50,000 per annum

Job Purpose
The Inclusion & Wellbeing Manager plays a key role within the Organisational Development function, leading the design and delivery of inclusion, equity and wellbeing strategies that support cultural transformation and organisational performance.

The role focuses on embedding inclusive behaviours, psychologically safe ways of working and sustainable wellbeing practices into the fabric of the organisation. It uses insight, evidence and engagement to shape how people experience work and how leaders lead.

Key Accountabilities

Organisational Development & Culture

• Lead the development and delivery of an Inclusion & Wellbeing strategy aligned to the wider OD and People strategies.
• Shape and influence organisational culture by embedding inclusive values and wellbeing into leadership, systems and everyday behaviours.
• Design and deliver culture and behaviour change interventions that improve engagement, belonging and performance.
• Work closely with colleagues on leadership development, change programmes and employee engagement initiatives.

Inclusion & Equity

• Lead organisational approaches to equity, diversity and inclusion, focusing on long-term cultural and structural change.
• Use workforce and engagement data to identify patterns, barriers and priority areas for action.
• Partner with leaders to embed inclusive decision-making across recruitment, progression, performance and talent processes.
• Build strong relationships with staff networks and employee voice groups, ensuring lived experience informs organisational development activity.
• Act as a subject matter expert on inclusive practice, providing advice, guidance and thought leadership.

Wellbeing & Psychological Safety

• Design and implement a whole-organisation wellbeing framework covering mental, physical, social and financial wellbeing.
• Lead initiatives that support healthy work design, workload management and psychological safety.
• Embed wellbeing into leadership expectations, management capability and organisational design.
• Promote a preventative, strengths-based approach to wellbeing rather than reactive support only.

Learning, Capability & Engagement

• Work with the L&D team to design and deliver learning interventions on inclusive leadership, allyship, managing wellbeing and bias-aware decision-making.
• Build organisational capability through toolkits, guidance and communities of practice.
• Support leaders and managers to role model inclusive and healthy ways of working.

Insight, Evaluation & Governance

• Define outcomes and success measures for inclusion and wellbeing activity within the OD framework.
• Produce insight-led reporting for senior leaders, using qualitative and quantitative data.
• Ensure policies, frameworks and initiatives are aligned to equality legislation and best practice.
• Contribute to external benchmarking, accreditations or standards where appropriate

Person Specification

• Significant experience in Organisational Development, inclusion, wellbeing or culture change roles.
  • Proven experience designing and delivering organisation-wide culture change or development programmes.
  • Strong understanding of inclusion, equity and wellbeing in an organisational context (beyond policy compliance).
  • High levels of emotional intelligence, credibility and integrity.
  • Professional qualification (e.g. CIPD, OD, coaching, EDI or wellbeing).
  • Experience of leadership development or large-scale transformation programmes.
  • Knowledge of psychological safety, systems thinking or organisational culture models.

Skills & Behaviours

• Ability to use data and insight to inform strategy and evaluate impact.
  • Skilled facilitator with experience working with senior leaders and diverse groups.
  • Strong influencing, coaching and partnership working skills.
  • Values-led and inclusive.
  • Curious and evidence-based.
  • Collaborative and relational.
  • Courageous in challenging bias and poor practice.
  • Focused on long-term cultural impact.
  • Resilient and adaptable.