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LocationGlasgow, United Kingdom# Data Business Analyst at N Consulting LtdLocationGlasgow, United KingdomSalary£300 - £350 /dayJob TypeContractDate PostedMarch 2nd, 2026Apply NowJob Title: Data Business Analyst - Banking Domain Location: Glasgow, UK Employment Type: Contract Work Model: Hybrid - 2-3 Days Onsite in a week Experience 10+ yearsRole Overview A Data Business Analyst bridges the gap between business stakeholders and data/technology teams by translating business needs into data-driven insights and solutions. The role focuses on analysing data, defining requirements, improving processes, and supporting strategic decision-making through analytics. Required Skills Business & Analytical Skills Requirement gathering & stakeholder management Business process analysis Data interpretation and problem-solving KPI definition and reporting Banking domain expTechnical Skills SQL and database querying Advanced Excel Data visualization tools (Power BI / Tableau / Looker) Understanding of data warehousing concepts Basic knowledge of ETL processes Familiarity with Python or R (preferred)

Employment law priorities for in-house counsel The link has been copied to your clipboard Okay Article 15 mins read Updated on 5 September 2024 Our subject expert Simon Gilmour Partner and Head of Employment Law As the General Counsel (GC) or sole in-house lawyer of a fast-growing business, we understand you are likely juggling responsibilities across multiple disciplines, including employment law. If employment law is not an area you've specialised in or had much experience of, knowing how to manage some of the higher stake employment matters you're likely to encounter will help position you as a key strategic partner to your leadership team. This guide is designed to help empower you in these areas by highlighting the main priorities to consider. While many tasks that land on your desk are manageable, there will be moments when the complexity or level of risk require specialised expertise. Our employment law solicitors are here to support you in navigating these high-risk situations and help you in your role as a strategic advisor in the leadership team. Every business has a unique workforce composition, varying in size, location, and staffing models. From traditional employees to contractors and agency workers, understanding your company's workforce structure is essential. In the UK, staff may have different categories of employment status . This is a fast-changing area, but for now the categories of staff are: employee, worker or self-employed (eg contractors/consultant/freelancer). Different legal rights apply depending on a staff member's employment status. For example, employees are entitled to the core legal protections, such as the right not to be unfairly dismissed, the right to a statutory redundancy payment, and notice periods. Workers and the self-employed get very few rights in comparison. Employment status also affects how staff are taxed and the liabilities can be costly if you get it wrong. Strategic priorities: Map out your workforce, from senior management to frontline staff, to gain clarity on the different roles, functions, and employment arrangements within your organisation. Work with your HR and procurement teams to make sure the right contracts are being used when onboarding new staff. Conduct a workforce audit to identify potential employment status misclassification risks, including whether IR35 may apply and implement corrective measures. Recruitment and legal risks As a GC, you may need to partner with your HR and recruitment teams on different legal issues that can arise when hiring new staff. One of the key considerations for any GC is making sure company recruitment processes comply with the Equality Act 2010 (EqA). The EqA prohibits discrimination related to protected characteristics such as age, gender, race, and disability. This means that job advertisements, interview processes, and hiring decisions must be carefully managed to avoid claims of discrimination. Additionally, right-to-work checks are a legal requirement in the UK. Employers must verify that all employees have the legal right to work in the UK, and failing to do so can result in substantial fines and damage to the company's reputation. It's also critical to ensure that any pre-employment background checks comply with data protection laws. Strategic priorities: Together with HR teams, develop inclusive recruitment policies . Train staff involved with recruitment on topics such as compliant job advertisements, carrying out background checks and questions to avoid asking candidates during an interview. Check current processes around right to work checks. Immigration rules change quickly - our immigration and employment experts work closely together and can provide alerts to you and your HR and recruitment colleagues. Employment contracts Hiring talented employees comes with enormous benefits, but potential risk too. Depending on their role, employees might be handling commercially sensitive information or creating significant amounts of valuable IP. In a worst-case scenario, they might leave the business for a competitor. A well-drafted employment contract that protects the business from these risks is worth the investment. Alongside all the basic terms such as start date, job title and remuneration, employment contracts should include certain business protection terms, particularly for senior or key employees. This includes well-drafted notice periods, robust definitions of confidential information, terms and conditions around the vesting of employee-created IP, and post-termination restrictions preventing employees from soliciting or dealing with customers and staff after they leave. Template employment contracts are great for efficiency. However, take care to ensure that templates are appropriate for the role or level the business is recruiting for. A basic "off the shelf" contract will rarelyprovide the business with sufficient protection when hiring senior or key employees. Strategic priorities: Work with HR and recruitment teams to audit your current HR templates and employment contracts. Work on a system for choosing which template to use in different hiring scenarios. Review templates and make sure they include core protections for the business. Review a sample of employment contracts at each level of the business, from senior leadership to early career employees. Identify and remedy potential risks in the contracts (eg lack of post-termination restrictions in senior management contracts). Review and update your templates periodically (we recommend annually) so they stay up to date with legal developments. We expect a significant raft of changes in employment law in the coming year and can advise you on the most efficient way to update your documents. Equality laws and discrimination As stated above, the EqA protects employees and workers against discrimination related to protected characteristic such as race, gender, pregnancy and disability. This includes protection against direct and indirect discrimination, harassment, and victimisation. While GCs may not be involved in every people-related decision, it is crucial for them to ensure that company policies and practices are inclusive and non-discriminatory, particularly in areas such as performance management, disciplinaries and grievance, promotion and reward decisions, and employee terminations. As a GC, we understand that your role isn't just about managing individual cases, but about overseeing the bigger picture. This involves monitoring patterns and trends in complaints, grievances, and claims to identify any systemic issues that might indicate underlying cultural problems within the organisation. By fostering collaboration between legal, HR, and senior management, you can help create a workplace culture that promotes inclusivity and minimises the risk of discrimination claims. Failing to address these broader issues can lead to discrimination claims in an employment tribunal, which carry significant financial risks and can become public, potentially damaging the company's reputation. This means it's essential for GCs to take a proactive approach, ensuring that the organisation not only complies with the law but also strives to build a fair and inclusive work environment. Strategic priorities: Monitor trends in staff grievances, exit interviews and claims to identify any patterns or trends that may indicate systemic issues or areas where the company's policies may not be as inclusive as intended. Partner with HR to ensure that all company policies, particularly those related to performance management, disciplinary actions, grievances, promotions and terminations, comply with the Equality Act 2010 and promote inclusivity. Support HR in a programme of training people managers and all staff on equality and diversity, ensuring that everyone is aware of their responsibilities and the importance of maintaining a non-discriminatory workplace. Engage with senior leadership to discuss the importance of an inclusive culture and the potential risks of discrimination claims. Managing executive terminations Dismissing senior executives and business critical employees can be some of the most sensitive and risky people issues you can be involved in as a GC. Alongside legal risks, senior exits often come with significant financial and operational risk, meaning a strategic approach to implementing these exits is needed from the outset. In the UK, senior executives are often employed by the business under detailed employment contracts known as service agreements. These include key terms around notice periods, garden leave, confidentiality, intellectual property, restrictive covenants and remuneration, sometimes including high value benefits such as bonuses and LTIPs, which will all be relevant when dismissing a senior employee. If the senior executive is also a statutory director of the company, the service agreement will include terms relating to their duties as a director, but you will need to approach directorships from a corporate governance perspective too. Before implementing an exit of a senior executive, it's critical the Board is aware of all termination payments and other benefits to which the executive may be entitled on termination. Some businesses may need shareholder approval before making these payments or have market disclosure requirements. A thorough review of the service agreement and accompanying bonus and share plan rules should inform the contractual entitlements. . click apply for full job details

Global Banking & Markets - Software Engineer - Associate - London Job Description What We Do At Goldman Sachs, our Engineers don't just make things - we make things possible. Change the world by connecting people and capital with ideas. Solve the most challenging and pressing engineering problems for our clients. Join our engineering teams that build massively scalable software and systems, architect low latency infrastructure solutions, proactively guard against cyber threats, and leverage machine learning alongside financial engineering to continuously turn data into action. Create new businesses, transform finance, and explore a world of opportunity at the speed of markets. The Repurchase Agreement (Repo) desk is a key trading desk within the Global Banking & Markets Division, playing a critical role in short term funding markets and securities financing. The Repo business is extremely focused on Technology. As the Repo Market continues its rapid shift to electronic trading, the ability to scale, automate, and innovate is critical to grow the business and extend our competitive edge. From building intelligent automation tools powered by AI, improving sales and trading workflows, and expanding our electronic architecture to new platforms and markets - this role provides many challenging and rewarding opportunities to drive the Repo business forward. It is a fast paced environment where individuals with strong development and interpersonal skills gain a unique insight into how financial markets work. Our team members have the opportunity to work at the forefront of technology innovation. Your Impact We are seeking a dynamic, entrepreneurial, and hands on individual to join the Repo Engineering team. You will support a wide range of applications including trading and inventory management systems, new business development initiatives, and electronic trading platforms - working directly with traders, salespeople, and other engineers. You will directly experience the impact of your work as you see the Repo business use your systems on a daily basis. Key Responsibilities Design and develop software solutions that enable electronic trading, automate workflows, and scale the Repo business Partner closely with traders and salespeople to understand the business and their workflows Participate in the full software development lifecycle - from requirements gathering and design through implementation, testing, and production support Contribute to code quality through design reviews, code reviews, and automated testing Basic Qualifications Bachelor's or Master's degree in Computer Science or a closely related field Minimum 1 year of experience in software development A solid understanding of object oriented programming skills (Java, Python, C#) including data structures and algorithms Proficiency with AI assisted development tools (e.g., GitHub Copilot or similar) Energetic, self directed, and self motivated Experience collaborating in global teams and possesses strong interpersonal skills Preferred Qualifications Knowledge or interest in trading technologies in the front office of a trading organization Prior experience working on high availability, critical systems Familiarity with Git, awareness of CI/CD and other modern SDLC practices Experience in modern message oriented middleware, e.g., Kafka ABOUT GOLDMAN SACHS At Goldman Sachs, we commit our people, capital and ideas to help our clients, shareholders and the communities we serve to grow. Founded in 1869, we are a leading global investment banking, securities and investment management firm. Headquartered in New York, we maintain offices around the world. We believe who you are makes you better at what you do. We're committed to fostering and advancing diversity and inclusion in our own workplace and beyond by ensuring every individual within our firm has a number of opportunities to grow professionally and personally, from our training and development opportunities and firmwide networks to benefits, wellness and personal finance offerings and mindfulness programs. Learn more about our culture, benefits, and people at We're committed to finding reasonable accommodations for candidates with special needs or disabilities during our recruiting process. Learn more: Goldman Sachs is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, national origin, age, veterans status, disability, or any other characteristic protected by applicable law. Job Info Job Identification 163070 Job Category Associate Posting Date 03/31/2026, 09:16 AM Locations London, Greater London, England, United Kingdom Healthcare & Medical Services We believe who you are makes you better at what you do. We're committed to fostering and advancing diversity and inclusion in our own workplace and beyond by ensuring every individual within our firm has a number of opportunities to grow professionally and personally. We offer competitive vacation policies based on employee level and office location. We promote time off from work to recharge by providing generous vacation entitlements and a minimum of three weeks expected vacation usage each year. Financial Wellness & Retirement We assist employees in saving and planning for retirement, offer financial support for higher education, and provide a number of benefits to help employees prepare for the unexpected. We offer live financial education and content on a variety of topics to address the spectrum of employees' priorities. Health We offer a medical advocacy service for employees and family members facing critical health situations, and counseling and referral services through the Employee Assistance Program (EAP). We provide Global Medical, Security and Travel Assistance and a Workplace Ergonomics Program. We also offer state of the art on site health centers in certain offices. Fitness To encourage employees to live a healthy and active lifestyle, some of our offices feature on site fitness centers. For eligible employees we typically reimburse fees paid for a fitness club membership or activity (up to a pre approved amount). Children & Family Care We offer on site child care centers that provide full time and emergency backup care, as well as mother and baby rooms and homework rooms. In every office, we provide advice and counseling services, expectant parent resources and transitional programs for parents returning from parental leave. Adoption, surrogacy, egg donation and egg retrieval stipends are also available. Benefits at Goldman Sachs Read more about the full suite of class leading benefits our firm has to offer. Learn More

Employment law priorities for in-house counsel The link has been copied to your clipboard Okay Article 15 mins read Updated on 5 September 2024 Our subject expert Simon Gilmour Partner and Head of Employment Law As the General Counsel (GC) or sole in-house lawyer of a fast-growing business, we understand you are likely juggling responsibilities across multiple disciplines, including employment law. If employment law is not an area you've specialised in or had much experience of, knowing how to manage some of the higher stake employment matters you're likely to encounter will help position you as a key strategic partner to your leadership team. This guide is designed to help empower you in these areas by highlighting the main priorities to consider. While many tasks that land on your desk are manageable, there will be moments when the complexity or level of risk require specialised expertise. Our employment law solicitors are here to support you in navigating these high-risk situations and help you in your role as a strategic advisor in the leadership team. Every business has a unique workforce composition, varying in size, location, and staffing models. From traditional employees to contractors and agency workers, understanding your company's workforce structure is essential. In the UK, staff may have different categories of employment status . This is a fast-changing area, but for now the categories of staff are: employee, worker or self-employed (eg contractors/consultant/freelancer). Different legal rights apply depending on a staff member's employment status. For example, employees are entitled to the core legal protections, such as the right not to be unfairly dismissed, the right to a statutory redundancy payment, and notice periods. Workers and the self-employed get very few rights in comparison. Employment status also affects how staff are taxed and the liabilities can be costly if you get it wrong. Strategic priorities: Map out your workforce, from senior management to frontline staff, to gain clarity on the different roles, functions, and employment arrangements within your organisation. Work with your HR and procurement teams to make sure the right contracts are being used when onboarding new staff. Conduct a workforce audit to identify potential employment status misclassification risks, including whether IR35 may apply and implement corrective measures. Recruitment and legal risks As a GC, you may need to partner with your HR and recruitment teams on different legal issues that can arise when hiring new staff. One of the key considerations for any GC is making sure company recruitment processes comply with the Equality Act 2010 (EqA). The EqA prohibits discrimination related to protected characteristics such as age, gender, race, and disability. This means that job advertisements, interview processes, and hiring decisions must be carefully managed to avoid claims of discrimination. Additionally, right-to-work checks are a legal requirement in the UK. Employers must verify that all employees have the legal right to work in the UK, and failing to do so can result in substantial fines and damage to the company's reputation. It's also critical to ensure that any pre-employment background checks comply with data protection laws. Strategic priorities: Together with HR teams, develop inclusive recruitment policies . Train staff involved with recruitment on topics such as compliant job advertisements, carrying out background checks and questions to avoid asking candidates during an interview. Check current processes around right to work checks. Immigration rules change quickly - our immigration and employment experts work closely together and can provide alerts to you and your HR and recruitment colleagues. Employment contracts Hiring talented employees comes with enormous benefits, but potential risk too. Depending on their role, employees might be handling commercially sensitive information or creating significant amounts of valuable IP. In a worst-case scenario, they might leave the business for a competitor. A well-drafted employment contract that protects the business from these risks is worth the investment. Alongside all the basic terms such as start date, job title and remuneration, employment contracts should include certain business protection terms, particularly for senior or key employees. This includes well-drafted notice periods, robust definitions of confidential information, terms and conditions around the vesting of employee-created IP, and post-termination restrictions preventing employees from soliciting or dealing with customers and staff after they leave. Template employment contracts are great for efficiency. However, take care to ensure that templates are appropriate for the role or level the business is recruiting for. A basic "off the shelf" contract will rarelyprovide the business with sufficient protection when hiring senior or key employees. Strategic priorities: Work with HR and recruitment teams to audit your current HR templates and employment contracts. Work on a system for choosing which template to use in different hiring scenarios. Review templates and make sure they include core protections for the business. Review a sample of employment contracts at each level of the business, from senior leadership to early career employees. Identify and remedy potential risks in the contracts (eg lack of post-termination restrictions in senior management contracts). Review and update your templates periodically (we recommend annually) so they stay up to date with legal developments. We expect a significant raft of changes in employment law in the coming year and can advise you on the most efficient way to update your documents. Equality laws and discrimination As stated above, the EqA protects employees and workers against discrimination related to protected characteristic such as race, gender, pregnancy and disability. This includes protection against direct and indirect discrimination, harassment, and victimisation. While GCs may not be involved in every people-related decision, it is crucial for them to ensure that company policies and practices are inclusive and non-discriminatory, particularly in areas such as performance management, disciplinaries and grievance, promotion and reward decisions, and employee terminations. As a GC, we understand that your role isn't just about managing individual cases, but about overseeing the bigger picture. This involves monitoring patterns and trends in complaints, grievances, and claims to identify any systemic issues that might indicate underlying cultural problems within the organisation. By fostering collaboration between legal, HR, and senior management, you can help create a workplace culture that promotes inclusivity and minimises the risk of discrimination claims. Failing to address these broader issues can lead to discrimination claims in an employment tribunal, which carry significant financial risks and can become public, potentially damaging the company's reputation. This means it's essential for GCs to take a proactive approach, ensuring that the organisation not only complies with the law but also strives to build a fair and inclusive work environment. Strategic priorities: Monitor trends in staff grievances, exit interviews and claims to identify any patterns or trends that may indicate systemic issues or areas where the company's policies may not be as inclusive as intended. Partner with HR to ensure that all company policies, particularly those related to performance management, disciplinary actions, grievances, promotions and terminations, comply with the Equality Act 2010 and promote inclusivity. Support HR in a programme of training people managers and all staff on equality and diversity, ensuring that everyone is aware of their responsibilities and the importance of maintaining a non-discriminatory workplace. Engage with senior leadership to discuss the importance of an inclusive culture and the potential risks of discrimination claims. Managing executive terminations Dismissing senior executives and business critical employees can be some of the most sensitive and risky people issues you can be involved in as a GC. Alongside legal risks, senior exits often come with significant financial and operational risk, meaning a strategic approach to implementing these exits is needed from the outset. In the UK, senior executives are often employed by the business under detailed employment contracts known as service agreements. These include key terms around notice periods, garden leave, confidentiality, intellectual property, restrictive covenants and remuneration, sometimes including high value benefits such as bonuses and LTIPs, which will all be relevant when dismissing a senior employee. If the senior executive is also a statutory director of the company, the service agreement will include terms relating to their duties as a director, but you will need to approach directorships from a corporate governance perspective too. Before implementing an exit of a senior executive, it's critical the Board is aware of all termination payments and other benefits to which the executive may be entitled on termination. Some businesses may need shareholder approval before making these payments or have market disclosure requirements. A thorough review of the service agreement and accompanying bonus and share plan rules should inform the contractual entitlements. . click apply for full job details

Registering land: How to register land with the Land Registry Article 12 mins read Updated on 15 April 2025 Our subject expert Rachel Jones Partner- Commercial Property If you own or manage property in England and Wales, understanding how to register land with the Land Registry is crucial. Since 1990, registering property has been compulsory, yet even today not all land is properly documented. For developers, property investors, and business owners, registration isn't just about compliance - it's about security, efficiency, and future-proofing your assets. A properly registered title simplifies transactions, protects against ownership disputes, and makes it easier to sell, lease, or develop land. In this guide, our commercial property solicitors break down the key things you need to know about land registration. We'll cover when and why registration is required, the step-by-step process, and how legal expertise can help you avoid costly mistakes. When should you register land with the Land Registry? Compulsory registration For quite some time now in the UK, it has been a legal requirement to register land or property that you've: traded or exchanged with another landowner, also known as 'land swaps' purchased inherited received as a gift mortgaged certain leases - those of more than 7 years rights contained in some leases In other words, if property changes hands or is mortgaged, it must be registered with the Land Registry. Once registered, in general you must continue to inform the Land Registry of any dealings with the land including: changes to the title mortgages leases over seven years any easements affecting the land Failure to do so can have serious consequences on your property ownership and rights. Voluntary registration If you acquired your land or property pre-1990 and have not mortgaged it since, it is likely to be unregistered. In this case, you can choose to register it at any time by making a voluntarily application to the Land Registry. You don't have to wait until you sell or mortgage, and in fact, registering land prior to this makes the process much smoother. Do you need help from a solicitor to register land with the Land Registry? Most conveyancing solicitors will apply to register land that you have purchased as part of their conveyancing service. You may find this referred to as 'post-completion requirements' in your paperwork. This is because we can only make the application on your behalf to the Land Registry once the property purchase has completed. The same applies if you mortgage property - the lender will require the loan to be noted against your property at the Land Registry, also known as a 'charge.' In other situations where a solicitor may not be involved, such as if a family member gifts property to you, or you agree to trade parcels of land with someone you know personally - you must take steps to formally record the transfer of ownership. Asking an experienced commercial property solicitor to handle the Land Registry formalities for you may very well be worth your time. In particular, you will benefit from: Expertise: as conveyancers, we are familiar with the minefield of procedures and processes to register land, which can be difficult to navigate if you haven't done this before. Time-saving: registering land can be a time-consuming process, from gathering all the correct documents to dealing with any questions or concerns raised by the Land Registry. Instructing solicitors to take care of the paperwork means you have the time to focus on your business. Most law firms also have online business accounts with the Land Registry which are quicker than paper applications. ID and certification: as solicitors, we can verify your identity and certify any documents for you. If you handle the process as a private individual, you need to complete additional forms and arrange to certify any documents submitted as part of your application, which are likely to come at a cost. Risk-mitigation: the sheer consequences of getting it wrong may be reason enough to seek the help of a legal professional. If registered incorrectly, there can be all sorts of financial, legal and practical implications, such as: the risk that someone else may claim ownership of the land, also known as 'adverse possession ' errors in the description of the land or ownership of boundaries may result in disputes with neighbours correcting any errors can itself be a lengthy and expensive process, requiring another application to the Land Registry purchasers and lenders are likely to require that you correct any errors on the title before proceeding, which can impact or delay the sale or mortgage Overall, using experienced commercial property solicitors can save you a lot of time, money and effort, and ultimately protect your interest in a valuable asset. Advantages of registering land There are plenty of advantages to registering land, including: registration gives you clear legal title/proof of ownership of the property registration significantly reduces the risk of others claiming they own or have a right to your land (adverse possession claims) you are less likely to be a victim of property fraud ie where your property is fraudulently mortgaged or sold by someone impersonating you registration can help with legal issues that may arise in the future relating to boundary ownership/responsibility the process of selling or financing becomes much simpler and smoother with clear ownership of the land the Land Registry charge a lower fee if you are voluntarily making an application for first registration If you own unregistered property or land and would like peace of mind knowing it has been registered, contact our commercial property solicitors to get started. Registering land for the first time - the process Registering land for the first time at the Land Registry is known as 'first registration'. It is a lengthy and often complex process, so it is wise to get the help of a commercial property solicitor. Below, we summarise the key steps in the process: . 1. Property Information The first step is to provide us with relevant information and paperwork to evidence your property ownership. This includes any change in circumstances since the transfer of the property into your name. The documents to pull together are: any deeds and legal documents you hold relating to the property, whether in your name or the name of previous owners marriage certificate or name deed polls to evidence any change of name death certificates for deceased owners agreements that you have entered into since owning the property such as rights of way or mortgages We will also need to know the approximate value of your property, as this will dictate the Land Registry's fee for dealing with the application. 2. Root of Title We will go through the information supplied by you and pinpoint the 'root of title'. This is a deed, such as a mortgage, transfer or conveyance used as a starting point for a chain of ownership, ending with you as the current owner. If this deed is at least 15 years old (and it was not a gift into your name), then it is considered to be a 'good root of title'. All deeds pre-dating the root of title can be discarded, unless the deed itself refers to any rights or covenants (promises relating to the land) contained in them. If the transfer of the property into your name is less than 15 years old, or it was a gift, then it cannot be used as a good root of title. At this point, we will try to find the deed that transferred the property into the previous owner's name. This process is repeated until a good root of title is located. 3. Land Charges Search We will then carry out a 'land charges search'. This involves searching the Land Registry against all previous owners, to check if any rights may still exist in relation to your property. 4. Application to the Land Registry Once satisfied, we will make an application to the Land Registry for first registration accompanied by: the good root of title any documents referred to in the root of title any relevant marriage or death certificates, mortgage or other legal documents relating to the property land charges search If the deeds do not clearly identify the property, you will also need to commission a Land Registry compliant plan to submit with your application. Registering land without deeds If your land is unregistered and you do not have the deeds, then it may be trickier to establish ownership. Evidence You will need to pull together any information about your land that may support your ownership claim. This could be documents such as: rent receipts letters from your solicitor at the time you acquired the property any general correspondence relating to your acquisition of the land Statutory Declaration Your application needs to be accompanied by a thorough statutory declaration - a written statement of fact confirming that the information within it is true to the best of a person's knowledge. The statement should outline the history of ownership and provide as much detail as possible to evidence that you are the current owner. It needs to be signed in the presence of a solicitor to be valid, which usually costs around £5, plus £2 for every document attached to the declaration. . click apply for full job details

Registering land: How to register land with the Land Registry Article 12 mins read Updated on 15 April 2025 Our subject expert Rachel Jones Partner- Commercial Property If you own or manage property in England and Wales, understanding how to register land with the Land Registry is crucial. Since 1990, registering property has been compulsory, yet even today not all land is properly documented. For developers, property investors, and business owners, registration isn't just about compliance - it's about security, efficiency, and future-proofing your assets. A properly registered title simplifies transactions, protects against ownership disputes, and makes it easier to sell, lease, or develop land. In this guide, our commercial property solicitors break down the key things you need to know about land registration. We'll cover when and why registration is required, the step-by-step process, and how legal expertise can help you avoid costly mistakes. When should you register land with the Land Registry? Compulsory registration For quite some time now in the UK, it has been a legal requirement to register land or property that you've: traded or exchanged with another landowner, also known as 'land swaps' purchased inherited received as a gift mortgaged certain leases - those of more than 7 years rights contained in some leases In other words, if property changes hands or is mortgaged, it must be registered with the Land Registry. Once registered, in general you must continue to inform the Land Registry of any dealings with the land including: changes to the title mortgages leases over seven years any easements affecting the land Failure to do so can have serious consequences on your property ownership and rights. Voluntary registration If you acquired your land or property pre-1990 and have not mortgaged it since, it is likely to be unregistered. In this case, you can choose to register it at any time by making a voluntarily application to the Land Registry. You don't have to wait until you sell or mortgage, and in fact, registering land prior to this makes the process much smoother. Do you need help from a solicitor to register land with the Land Registry? Most conveyancing solicitors will apply to register land that you have purchased as part of their conveyancing service. You may find this referred to as 'post-completion requirements' in your paperwork. This is because we can only make the application on your behalf to the Land Registry once the property purchase has completed. The same applies if you mortgage property - the lender will require the loan to be noted against your property at the Land Registry, also known as a 'charge.' In other situations where a solicitor may not be involved, such as if a family member gifts property to you, or you agree to trade parcels of land with someone you know personally - you must take steps to formally record the transfer of ownership. Asking an experienced commercial property solicitor to handle the Land Registry formalities for you may very well be worth your time. In particular, you will benefit from: Expertise: as conveyancers, we are familiar with the minefield of procedures and processes to register land, which can be difficult to navigate if you haven't done this before. Time-saving: registering land can be a time-consuming process, from gathering all the correct documents to dealing with any questions or concerns raised by the Land Registry. Instructing solicitors to take care of the paperwork means you have the time to focus on your business. Most law firms also have online business accounts with the Land Registry which are quicker than paper applications. ID and certification: as solicitors, we can verify your identity and certify any documents for you. If you handle the process as a private individual, you need to complete additional forms and arrange to certify any documents submitted as part of your application, which are likely to come at a cost. Risk-mitigation: the sheer consequences of getting it wrong may be reason enough to seek the help of a legal professional. If registered incorrectly, there can be all sorts of financial, legal and practical implications, such as: the risk that someone else may claim ownership of the land, also known as 'adverse possession ' errors in the description of the land or ownership of boundaries may result in disputes with neighbours correcting any errors can itself be a lengthy and expensive process, requiring another application to the Land Registry purchasers and lenders are likely to require that you correct any errors on the title before proceeding, which can impact or delay the sale or mortgage Overall, using experienced commercial property solicitors can save you a lot of time, money and effort, and ultimately protect your interest in a valuable asset. Advantages of registering land There are plenty of advantages to registering land, including: registration gives you clear legal title/proof of ownership of the property registration significantly reduces the risk of others claiming they own or have a right to your land (adverse possession claims) you are less likely to be a victim of property fraud ie where your property is fraudulently mortgaged or sold by someone impersonating you registration can help with legal issues that may arise in the future relating to boundary ownership/responsibility the process of selling or financing becomes much simpler and smoother with clear ownership of the land the Land Registry charge a lower fee if you are voluntarily making an application for first registration If you own unregistered property or land and would like peace of mind knowing it has been registered, contact our commercial property solicitors to get started. Registering land for the first time - the process Registering land for the first time at the Land Registry is known as 'first registration'. It is a lengthy and often complex process, so it is wise to get the help of a commercial property solicitor. Below, we summarise the key steps in the process: . 1. Property Information The first step is to provide us with relevant information and paperwork to evidence your property ownership. This includes any change in circumstances since the transfer of the property into your name. The documents to pull together are: any deeds and legal documents you hold relating to the property, whether in your name or the name of previous owners marriage certificate or name deed polls to evidence any change of name death certificates for deceased owners agreements that you have entered into since owning the property such as rights of way or mortgages We will also need to know the approximate value of your property, as this will dictate the Land Registry's fee for dealing with the application. 2. Root of Title We will go through the information supplied by you and pinpoint the 'root of title'. This is a deed, such as a mortgage, transfer or conveyance used as a starting point for a chain of ownership, ending with you as the current owner. If this deed is at least 15 years old (and it was not a gift into your name), then it is considered to be a 'good root of title'. All deeds pre-dating the root of title can be discarded, unless the deed itself refers to any rights or covenants (promises relating to the land) contained in them. If the transfer of the property into your name is less than 15 years old, or it was a gift, then it cannot be used as a good root of title. At this point, we will try to find the deed that transferred the property into the previous owner's name. This process is repeated until a good root of title is located. 3. Land Charges Search We will then carry out a 'land charges search'. This involves searching the Land Registry against all previous owners, to check if any rights may still exist in relation to your property. 4. Application to the Land Registry Once satisfied, we will make an application to the Land Registry for first registration accompanied by: the good root of title any documents referred to in the root of title any relevant marriage or death certificates, mortgage or other legal documents relating to the property land charges search If the deeds do not clearly identify the property, you will also need to commission a Land Registry compliant plan to submit with your application. Registering land without deeds If your land is unregistered and you do not have the deeds, then it may be trickier to establish ownership. Evidence You will need to pull together any information about your land that may support your ownership claim. This could be documents such as: rent receipts letters from your solicitor at the time you acquired the property any general correspondence relating to your acquisition of the land Statutory Declaration Your application needs to be accompanied by a thorough statutory declaration - a written statement of fact confirming that the information within it is true to the best of a person's knowledge. The statement should outline the history of ownership and provide as much detail as possible to evidence that you are the current owner. It needs to be signed in the presence of a solicitor to be valid, which usually costs around £5, plus £2 for every document attached to the declaration. . click apply for full job details

This is a job that Jill, our AI Recruiter, is recruiting for on behalf of one of our customers. She will pick the best candidates from Jack's network. The next step is to speak to Jack. Job Title AI Engineer Company Description Lendable.co.uk - VC-backed fintech SaaS Job Description Join a high-impact team of four engineers and one PM dedicated to supercharging internal operations through AI automation. You will build and ship tools, LLM integrations, and automated workflows that directly reduce friction for Finance, Compliance, and Product teams, seeing the immediate tangible results of your code in a fast-paced environment. Location London, UK or Remote (EU) Why this role is remarkable Direct high-leverage impact where you can build a solution on Monday and see it saving colleagues hours of manual work by Friday. Work at the frontier of AI by implementing agentic workflows, MCP integrations, and AWS Bedrock solutions rather than just maintaining legacy systems. Join a lean, fast-moving team within a successful fintech where you have full ownership from problem discovery through to production deployment. What you will do Build and maintain AI connectors and knowledge base pipelines for platforms like Google Workspace, Slack, Snowflake, and Confluence. Develop an internal automation platform using LLM provider APIs, n8n, and custom-built solutions to enable non-engineers to experiment safely. Collaborate with the PM and Engineering Lead to identify high-leverage opportunities, shipping quickly and iterating based on real-world adoption metrics. The ideal candidate Has 4+ years of software engineering experience with strong full-stack proficiency in Python or TypeScript and shipping to Kubernetes. Possesses proven commercial experience building AI tooling, working with LLMs, embeddings, and modern AI application patterns. Is a self-starter motivated by measurable impact, capable of designing and monitoring API integrations and automated workflows end-to-end. Who are Jack & Jill? Ok, I'll go first. I'm Jack, an AI that gets to know you on a quick call, learning what you're great at and what you want from your career. Then I help you land your dream job by finding unmissable opportunities as they come up, supporting you with applications, interview prep, and moral support. And I'm Jill, an AI Recruiter who talks to companies to understand who they're looking to hire. Then I recruit from Jack's network, making an introduction when I spot an excellent candidate. Next steps Step 1. Visit our website. Step 2. Click 'Talk to Jack'. Step 3. Talk to Jack so he can understand your experience and ambitions. Step 4. Jack will make sure Jill (the AI agent working for the company) considers you for this role. Step 5. If Jill thinks you're a great fit and her client wants to meet you, they will make the introduction. Step 6. If not, Jack will find you excellent alternatives. All for free. We never post fake jobs This isn't a trick. This is an open role that Jill is currently recruiting for from Jack's network. Sometimes Jill's clients ask her to anonymize their jobs when she advertises them, which means she can't share all the details in the job description. We appreciate this can make them look a bit suspect, but there isn't much we can do about it. Give Jack a spin! You could land this role. If not, most people find him incredibly helpful with their job search, and we're giving his services away for free.

Job Title: Graduate Project Engineer Reporting to: Design Delivery Manager Role Purpose The Graduate Project Engineer assists the Design Delivery Manager in monitoring and facilitating assurance activities for the Emmock 400 kV Substation project. This role serves as the main support function, ensuring effective information flow, identifying design risks, and making sure that design outputs comply with Works Information and technical standards. The Graduate Project Engineer collaborates closely with design engineers, planners, document controllers, commercial teams, and project managers. They help manage the program, documentation, meetings, and design interfaces to ensure successful project delivery. Responsibilities & Duties Including but not limited to the following: 1. Data Analysis and D&E Programme Updates Assist the Design Delivery Manager in maintaining the D&E Management Report using the Project Deliverables Tracker. Help the Design Delivery Manager in updating the Project Weekly and Monthly reports based on the D&E Management Report. Gather and analyze data from various sources. Monitor deliverables, including incoming items, internal reviews, and submissions. Assist in developing and updating the D&E Programme. 2. Design Assurance & Documentation Management Prepare meeting minutes. Support compliance checking against standards and governance processes. 3. Change, TQs & RFI Management Maintain registers for Design Changes, Early Warnings (EWNs), Compensation Events (CEs), Project Manager Instructions (PMIs), Technical Queries (TQs) and Request for Information (RFIs). Ensure correct routing of technical queries between teams. Provide early warning of potential issues to the Design Delivery Manager. 4. Interface & Communication Act as a link between Design Engineers and Design Delivery Manager. Support stakeholder communication, document control and coordination. Assist in ensuring design intent is communicated clearly to construction teams. 5. Risk & Safety Support Support the Design Delivery Manager in identifying and documenting design risks. Ensure CDM 2015 Regulations compliance data is captured and stored appropriately. 6. Team & Improvement Contribution Promote collaboration and cross-disciplinary coordination. Support lessons learned collection and dissemination. Key Interfaces Relationships with key stakeholders: Design Delivery Manager. Design Teams (internal and external). Project Managers. Planning Team. Client Representatives. Person Specification Qualifications and Experience The jobholder shall hold a degree in a relevant discipline, preferably in Electrical Engineering. They should also possess; Excellent team ethic, and ability to work on your own initiative. Ability to communicate with people at all levels, both internally and externally, developing positive relationships with customers through good professional conduct. Ability to work accurately and methodically under pressure and strict deadlines, including the ability to juggle multiple tasks. Time and cost management skills to ensure cost-effective and accurate delivery. Effectively manage own time across multiple tasks and prioritise workload. Ability to work well within a team of other professionals in delivering designs to satisfy the Scope of Works. Essential Mandatory Omexom training courses. Full UK Driving Licence. Desirable CIGRE / IEEE / IET Membership. Competencies Required skills, knowledge, and abilities: Computer Programming Skills (Python Language, Visual Basic for Applications, Matlab). Computer-Aided Design Skills (AutoCAD). Prompt Engineering Skills for Large Language Models (LLMs). Detail-oriented mindset. Ability to put the customer at the center of decision making. Commitment to the highest safety and quality-related standards. Safety, Health, Environmental and Quality Omexom employees are required to abide by the Company SHEQ policies at all times. These policies are available on the Company's Integrated Management System (IMS). Employee's shall ensure they review any updates to these policies and behave accordingly. Values In line with Omexom's values, the jobholder must have the following qualities: Team Spirit & Generosity - able to work effectively within and contribute to the Omexom team to deliver results, provide support and drive performance. Trust and Empowerment - enjoy managing their responsibilities and time to ensure work is completed efficiently and professionally. Integrity and Responsibility - enjoy taking responsibility for their duties and managing these effectively to ensure efficient high quality results. Innovation & Entrepreneurship - continually strive to improve processes and introduce new initiatives to improve efficiency.

Job Title: Technical Services Manager Reporting to: MEP Executive Department: Operations Job Profile: The Technical Services Manager is responsible for all services issues of a technical nature and reports with the Project Manager to the Director responsible. Key Deliverables & Responsibilities Key Account Management Look to strengthen existing relationships you have with MEP/AVIT consultants and arrange/attend social events to strengthen those relationships. Actively participate in contacting new MEP/AVIT consultants and arrange meetings to discuss opportunities they may be working on prior to issue of PQQ/Tender. Operational Excellence Actively participate in the Operational Excellence programme and look to innovate where possible. Promote Operational Excellence both internally & externally. Promote our company values externally. Participate in Technical Services Forums to contribute to knowledge sharing. Ensure maximum focus and effort is applied towards winning your next project. The duties listed are not exhaustive and may be varied from time to time as dictated by the changing needs of the business. The post holder will be expected to undertake other duties as appropriate and as requested by his/her manager. As the needs of the business change the above job profile, duties and location of the role within the Department of the business will be adjusted accordingly. All project staff will be expected to manage and report on the business sustainability and project goals. Proposal Stage During the proposal stage, the Technical Services Manager assists the Project Manager in preparing the Contractors' proposals and technical services aspects of the proposal. The Technical Services Manager becomes involved at the proposal stage and is responsible for liaising with the project team regarding individual sections of the document. The Technical Services Manager shall liaise with the client team to establish relationship where possible. In conjunction with the Project Manager and bid team he must prepare the construction methodology, to ensure that the technical services content & strategy merge with the proposed construction sequence. These shall include as a minimum. Reviewing the details including design information, drawings, specifications and any information relating to the building itself scope interrogation. Arranging meetings with key supply chain members, obtain buy in, into the programme, engage with the Directors and secure their own most talented management teams. Arranging meetings with the Professional Team and forming early relationships by engaging and understanding the design briefs and project objectives. Review of all plant physical dimensions for incorporation into the logistics plan. Review & produce methodology to ensure safe installation approach. Review & identify key programme risks & mitigation measures. Review & production of commissioning strategy. Pre Construction Phase The Technical Services Manager is involved in the planning and procurement processes: Carry out handover from the technical services estimator. Produce the scope of works documents for inclusion in the sub contracts. Review the technical services procurement strategy (bundled/unbundled etc.). Liaison with the commercial manager to complete trade contractor document pack & supporting commercial manager to ensure compliant tender returns. Assist with the procurement process, assist with the Trade Contractor selection, attend Trade Contractor selection meetings, assist in start up, progress meetings, agree trade programmes and information, release schedules with Trade Contractors. Lead technical services start up meeting with the Trade Contractor to set expectation & provide operational templates for their completion. Prepare at the pre construction phase the Technical Services Strategy document outlining the key elements & dates of the technical services programme & methodology. Liaison with the Project Manager to produce the construction programme. Liase with Building Control, arrange review of technical delivery and record outcome. Prepare temporary electrical services plan. Review any existing base build services and interfaces with new installation. Arrange validation & commissioning checks and propose condition surveys as appropriate. Evaluate design information, review drawings and specifications. Advise on buildability and product selection. Identify long lead items or trades. Define Trade Contractor & professional team liaison for design team coordination & workshops. Produce the commissioning strategy & agreed witnessing plan with professional team. Construction Stage The Technical Services Manager is responsible for all technical aspects of the technical services installation in the project. The Technical Services Manager is responsible & takes lead in the following activities: Monitors technical services Contractors' performance, holds regular progress meetings with Trade Contractors, reviews progress of design, liaises with the Design Team, identifies and solves problems. Address problems with design and construction, quality and progress and solutions. Ensure benchmarking & quality control process is implemented. Attends weekly team meetings to report on the status of the technical services installation. Attends monthly meetings with the project manager to inform the monthly operations report. Attends the Client project meetings with the Project Manager. Provide technical support to the Construction Manager to implement & manage site installation. Carry out regular site inspections of the installation & issue corrective actions where necessary. Monitor the request, development and issue of Operation and Maintenance Manuals & 'As Built' information from Trade Contractors. Develop specialist and commissioning programmes with Trade Contractors, Planners and Construction Managers. Lead the commissioning process, complete the tracking schedules & agree schedules for witnessing. Coordinate Technical Services design team & Building Control inspections. Monitor the document control system with the design manager on the progress of information flow against the programme, highlighting risk to the Project Manager. Assist with practical completion, technical support coordination of snagging lists, technical support coordination of de snagging process, manage and witness commissioning, confirm completion of work and arrange final inspections, obtain O&M manuals and 'As Built' information, arrange and manage Client training. Proactively monitor project health & safety culture and behaviours, ensuring compliance with the Safety Management System. Post Completion Phase The Technical Services Manager is responsible for resolving any defects reported by the Client during the defects period, relating to technical services. The technical services manager will attend the end of defects period meeting with the Project Manager. Relationship Colleagues Proactive, diligent, able and willing to think ahead. Values Job holder must understand the values of the business and respond positively. Ability to communicate positively and effectively. Structured approach: focused, thorough, high level of attention to detail. Acknowledgement This job description has been designed to indicate the general nature and level of the work performance by employees within this post. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications/experience required by employees assigned to the role. These may be subject to future amendments following appropriate consultation.

LocationNorthampton, Glasgow, United Kingdom# Data / Solution Architect at N Consulting LtdLocationNorthampton, Glasgow, United KingdomSalary£400 - £450 /dayJob TypeContractDate PostedMarch 3rd, 2026Apply Now Job title: Data / Solution Architect Location: Glasgow and Northampton Job type: Contract- 2 days onsite Minimum 8+ years of experience working as Data Architect for AWS Cloud Dataware house Data Architecture & Engineering Deliverables Understand Data Requirements & Authoritative Data Source Assessment : Engage early to capture business and technical data needs. Create and Maintain Architecture Artifacts :o Data Flow Diagrams (DFD) and Logical/Physical Data Models for end-to-end lineage.o Data Dictionary : Define entities, attributes, naming conventions, encryption/tokenization requirements, and traceability for compliance.o Data Mapping Sheets : Document source-to-target mappings, lineage, and transformation logic for all critical flows.o Data Privacy Impact Assessment (DPIA) for sensitive data projects. Update Architecture Vision and Security Components : Ensure alignment with AVD (Architecture Vision Delta) and security design decisions. Cloud & Platform Responsibilities Design and Implement Data Solutions :o Design & Build scalable pipelines (Batch and real-time) using cloud-native tools/frameworks (DIHOP, DIHOC, AWS Glue, DBT, Snowflake, Databricks).o Apply architectural patterns for data lakes, streaming, and batch processing.o Exposure to cloud technologies - Snowflake, Redshift, Apache Flink and Apache Kafka. Technical POCs o Technical assessment of Cloud data technologies to leverage considering Fraud Business and technical requirementso Design, execute and lead POC's involving Cloud technologies to validate/support the assessment. Ensure Compliance with Data Standards :o Apply Barclays Data Architecture Capability Directives and DACM patterns for governance and quality. Integrate Security and Privacy Controls :o Tokenization, masking, and encryption for PII/PCI data across ingestion and storage layers. Governance & Approvals Liaise with Lead Architects Guild and Control Tribes :o Present artifacts for review and sign-off in forums like TAC , EDP ARB , and Fraud Design Authority . Secure Mandatory Approvals :o CAF1 (Non-Prod) and CAF2 (Prod) for environment readiness.o CARA, DPIA and DARB for architecture compliance. Collaboration & Lifecycle Support Work with Solution Architects and Engineering Teams :o Assist in solution design, low-level design, and component build.o Support SIT, OAT, and E2E testing phases for data integrity and performance. Service Transition & RTB Handover :o Ensure smooth deployment and operational readiness for production environments. Continuous Improvement & Standards Define and Enhance Standards : Contribute to Data Dictionary and Data Mapping standards and aide-memoires for consistency. Participate in Architecture Working Groups : Drive adoption of reusable patterns, accelerators, and compliance frameworks.