6 Research Fellow jobs in London

• Lead independent research projects focused on human genomics, including study design, experimental execution, and data analysis.
• Utilise advanced bioinformatics tools and computational methods to analyse next-generation sequencing (NGS) data (e.g., WGS, WES, RNA-seq).
• Develop and implement novel analytical pipelines for genomic data.
• Interpret complex genomic findings in the context of human disease and biological mechanisms.
• Collaborate with clinicians and other researchers to translate genomic discoveries into clinical applications.
• Author high-impact publications in peer-reviewed journals.
• Present research findings at international conferences and seminars.
• Supervise and mentor junior postdoctoral researchers, PhD students, and research assistants.
• Contribute to the writing of grant proposals to secure funding for future research.
• Maintain detailed laboratory notebooks and ensure data integrity and reproducibility.
• Stay current with the latest advancements in genomics, bioinformatics, and relevant biological fields.

• PhD in Genomics, Genetics, Bioinformatics, Molecular Biology, or a closely related field.
• A strong publication record in reputable peer-reviewed journals.
• Demonstrated expertise in human genomics, including experience with NGS data analysis.
• Proficiency in programming languages commonly used in bioinformatics (e.g., Python, R).
• Experience with statistical genetics and population genetics principles.
• Familiarity with human genetic variation databases and annotation tools.
• Excellent analytical, problem-solving, and critical thinking skills.
• Strong written and verbal communication skills, with the ability to present complex scientific information clearly.
• Proven ability to work independently and as part of a collaborative research team.
• Experience in supervising or mentoring junior researchers is highly desirable.
• Experience with specific disease areas (e.g., cancer, neurological disorders, cardiovascular disease) is a plus.

King’s College London is one of the top research universities in the UK, with a strong tradition of interdisciplinary biomedical research. This role sits within a leading research group focused on integrating synthetic biology, AI, and multi-omics technologies to decode and design gene expression regulation for human cell engineering.

This role is based in  Randall Centre for Cell & Molecular Biophysics , home to a diverse array of structural and cellular biology research, which is part of the  School of Basic & Biomedical Sciences . We sit in the  Faculty of Life Sciences & Medicine , which has a broad spectrum of research interests spanning fundamental biology, disease, and physiology. We are based at the Guy’s Campus of King’s College London situated in the heart of London. King’s is a founding member of the prestigious Russell Group of world-class, research-intensive universities.

We are looking for an ambitious and talented postdoctoral researcher to join the Zelezniak Lab at King’s College London. Our lab sits at the forefront of synthetic biology and AI, creating next-generation tools for DNA, protein, and genome engineering. We aim to unravel the logic of genome organisation and metabolic control - with the bold vision of building synthetic life.

In this role, you will develop and apply deep learning methods to analyse single-cell modalities, focusing on gene regulation and the engineering of microbial and human cells. You will work with cutting-edge AI approaches to design cellular phenotypes and optimise biochemical reactions.

We welcome applicants from backgrounds, including computational chemistry, bioinformatics, systems biology, physics and machine learning. The project offers a unique opportunity to collaborate closely with experimental scientists and contribute to translational advances in synthetic biology and AI.

This is a full time role (35 hours per week), and you will be offered  a fixed term contract until 1st September 2028 starting no sooner than 1st November 2025.

Following training period, this post is available as a hybrid working post in agreement with the line manager.

Research staff at King’s are entitled to at least 10 days per year (pro-rata) for professional development. This entitlement, from the  Concordat to Support the Career Development of Researchers , applies to Postdocs, Research Assistants, Research and Teaching Technicians, Teaching Fellows and AEP equivalent up to and including grade 7. Visit the  Centre for Research Staff Development for more information.

Inclusion as a Norm at King's - Leadership, Understanding the issues, Developing individuals, Enacting change (INKLUDE) is a Wellcome funded 2 year project which seeks to implement and evaluate innovative approaches to the inclusion of individuals from under-represented groups in research careers, initially focusing on women and those from minoritised ethnic groups.

The project is funded through the Wellcome Trust Institutional Funding for Research Culture grant scheme. The project is currently half way through its delivery, with an end date anticipated in October 2026.

The project is led by Vice-Chancellor & President of King’s College London, Professor Shitij Kapur, with co-applicants drawn from across the university on the basis of their knowledge, experience and skills in the area.

The INKLUDE project is underpinned by three core values:

Cultural Humility : The process of self-reflection and understanding one’s own implicit and explicit biases and how these biases may influence service provision and delivery.

Cultural Safety : Creating a safe environment where there is no assault, challenge or denial of their identity, of who they are and what they need. Establishing shared respect, meaning, knowledge, living and working together with dignity and truly listening.

Cultural Competency/Culturally Adapted: Taking account of people’s cultural beliefs, needs and behaviours in service provision and in staff interactions.

The programme of work comprises 5 Work Packages (WP):

WP1:  Exploring the current systemic barriers to this goal. This work package involves working with the team to explore ways in which the findings from an independent review of KCL promotion and retention processes can contribute to the development of a Five Year Strategy for KCL, as well as the wider dissemination of findings and recommendations to the HE sector.

WP2: This work package seeks to provide leaders of research at all levels with the skills to create a positive and supportive research culture through optimising inclusive practices, supported by appropriate toolkits and resources. The resources have been developed and the next stage of this work package will involve the roll out of the training across KCL and evaluating its impact.

WP3: While we await systemic change, the INKLUDE team recognises the need to develop individuals in order to mitigate current barriers to inclusion. We seek to achieve this through the delivery of both a course of individual development and sponsorship to women and people from minoritised ethnic groups (INKLUDE to THRIVE), and a course for those who will act as allies for to women and people from minoritised ethnic groups (ALLIANCE THRIVE). Continued work will ensure programmes are delivered and evaluated.

WP4: This work package seeks to enact change through a range of institutional commitments including improved data capture on the characteristics of staff, a Five Year Strategy to continue work towards our goal, and the allocation of academic and professional services staff in support of the mission.

WP5: This work focuses on the following; Co-production of resources and interventions; Evaluation of the programme; Dissemination of learning from the programme.

Each Work Package is overseen by one of the Co-Investigators for the project together with a Co-Lead drawn from the KCL community. The overall project management is undertaken by Jasdeep Singh,

All our programmes, findings and recommendations are shared with our Partnership and Advisory Group who work with us to ensure that our understanding is optimal and our dissemination approaches effective, as well as informing any new initiatives.

Our external review of policies regarding staff promotion and retention identified key priorities for development. These will feed into the development of a five-year strategy. Feedback from our Co-Leads identified a need to understand and develop action plans to support the implementation of the recommendations. 

Therefore, this postholder will undertake research informed by Implementation Science (under the supervision of Dr Shalini Ahuja) to develop resources to aid in the implementation of the recommendations.

This is a full time post (35 hours per week), and you will be offered on a fixed term contract for one year.

Research staff at King’s are entitled to at least 10 days per year (pro-rata) for professional development. This entitlement, from the  Concordat to Support the Career Development of Researchers , applies to Postdocs, Research Assistants, Research and Teaching Technicians, Teaching Fellows and AEP equivalent up to and including grade 7. Visit the  Centre for Research Staff Development for more information.

Inclusion as a Norm at King's - Leadership, Understanding the issues, Developing individuals, Enacting change (INKLUDE) is a Wellcome funded 2 year project which seeks to implement and evaluate innovative approaches to the inclusion of individuals from under-represented groups in research careers, initially focusing on women and those from minoritised ethnic groups. 

The project is funded through the Wellcome Trust Institutional Funding for Research Culture grant scheme. The project is currently half way through its delivery, with an end date anticipated in October 2026.  

The project is led by Vice-Chancellor & President of King’s College London, Professor Shitij Kapur, with co-applicants drawn from across the university on the basis of their knowledge, experience and skills in the area.

The INKLUDE project is underpinned by three core values:

Cultural Humility : The process of self-reflection and understanding one’s own implicit and explicit biases and how these biases may influence service provision and delivery.

Cultural Safety : Creating a safe environment where there is no assault, challenge or denial of their identity, of who they are and what they need. Establishing shared respect, meaning, knowledge, living and working together with dignity and truly listening.

Cultural Competency/Culturally Adapted: Taking account of people’s cultural beliefs, needs and behaviours in service provision and in staff interactions.

The programme of work comprises 5 Work Packages (WP):

WP1:  Exploring the current systemic barriers to this goal. This work package involves working with the team to explore ways in which the findings from an independent review of KCL promotion and retention processes can contribute to the development of a Five Year Strategy for KCL, as well as the wider dissemination of findings and recommendations to the HE sector.

WP2: This work package seeks to provide leaders of research at all levels with the skills to create a positive and supportive research culture through optimising inclusive practices, supported by appropriate toolkits and resources. The resources have been developed and the next stage of this work package will involve the roll out of the training across KCL and evaluating its impact.

WP3: While we await systemic change, the INKLUDE team recognises the need to develop individuals in order to mitigate current barriers to inclusion. We seek to achieve this through the delivery of both a course of individual development and sponsorship to women and people from minoritised ethnic groups (INKLUDE to THRIVE), and a course for those who will act as allies for to women and people from minoritised ethnic groups (ALLIANCE THRIVE). Continued work will ensure programmes are delivered and evaluated.

WP4: This work package seeks to enact change through a range of institutional commitments including improved data capture on the characteristics of staff, a Five Year Strategy to continue work towards our goal, and the allocation of academic and professional services staff in support of the mission.

WP5: This work focuses on the following; Co-production of resources and interventions; Evaluation of the programme; Dissemination of learning from the programme.

Each Work Package is overseen by one of the Co-Investigators for the project together with a Co-Lead drawn from the KCL community. The overall project management is undertaken by Jasdeep Singh,

All our programmes, findings and recommendations are shared with our Partnership and Advisory Group who work with us to ensure that our understanding is optimal and our dissemination approaches effective, as well as informing any new initiatives.

The postholder will have primary responsibility for working together with WP3, and WP5. The role will involve supporting the delivery of the INLUDE to THRIVE programme and ALLIANCE THRIVE packages as well as coordinating data collection and analysis as agreed in the evaluation plan for WP3, preparing reports on progress and outcomes for the Partnership and Advisory Group, and working closely with the Project Manager to disseminate learning from the project.

The postholder will also be involved in the co-development, piloting and dissemination of Equality Impact Assessments for the INKLUDE project and its components, in conjunction with the WP5 co-Leads. 

This is a full time post (35 hours per week), and you will be offered a fixed term contract for one year.

Research staff at King’s are entitled to at least 10 days per year (pro-rata) for professional development. This entitlement, from the  Concordat to Support the Career Development of Researchers , applies to Postdocs, Research Assistants, Research and Teaching Technicians, Teaching Fellows and AEP equivalent up to and including grade 7. Visit the  Centre for Research Staff Development for more information.

Inclusion as a Norm at King's - Leadership, Understanding the issues, Developing individuals, Enacting change (INKLUDE) is a Wellcome funded 2 year project which seeks to implement and evaluate innovative approaches to the inclusion of individuals from under-represented groups in research careers, initially focusing on women and those from minoritised ethnic groups. 

The project is funded through the Wellcome Trust Institutional Funding for Research Culture grant scheme. The project is currently half way through its delivery, with an end date anticipated in October 2026.  

The project is led by Vice-Chancellor & President of King’s College London, Professor Shitij Kapur, with co-applicants drawn from across the university on the basis of their knowledge, experience and skills in the area.

The INKLUDE project is underpinned by three core values:

Cultural Humility : The process of self-reflection and understanding one’s own implicit and explicit biases and how these biases may influence service provision and delivery.

Cultural Safety : Creating a safe environment where there is no assault, challenge or denial of their identity, of who they are and what they need. Establishing shared respect, meaning, knowledge, living and working together with dignity and truly listening.

Cultural Competency/Culturally Adapted: Taking account of people’s cultural beliefs, needs and behaviours in service provision and in staff interactions.

The programme of work comprises 5 Work Packages (WP):

WP1:  Exploring the current systemic barriers to this goal. This work package involves working with the team to explore ways in which the findings from an independent review of KCL promotion and retention processes can contribute to the development of a Five Year Strategy for KCL, as well as the wider dissemination of findings and recommendations to the HE sector.

WP2: This work package seeks to provide leaders of research at all levels with the skills to create a positive and supportive research culture through optimising inclusive practices, supported by appropriate toolkits and resources. The resources have been developed and the next stage of this work package will involve the roll out of the training across KCL and evaluating its impact.

WP3: While we await systemic change, the INKLUDE team recognises the need to develop individuals in order to mitigate current barriers to inclusion. We seek to achieve this through the delivery of both a course of individual development and sponsorship to women and people from minoritised ethnic groups (INKLUDE to THRIVE), and a course for those who will act as allies for to women and people from minoritised ethnic groups (ALLIANCE THRIVE). Continued work will ensure programmes are delivered and evaluated.

WP4: This work package seeks to enact change through a range of institutional commitments including improved data capture on the characteristics of staff, a Five Year Strategy to continue work towards our goal, and the allocation of academic and professional services staff in support of the mission.

WP5: This work focuses on the following; Co-production of resources and interventions; Evaluation of the programme; Dissemination of learning from the programme.

Each Work Package is overseen by one of the Co-Investigators for the project together with a Co-Lead drawn from the KCL community. The overall project management is undertaken by Jasdeep Singh,

All our programmes, findings and recommendations are shared with our Partnership and Advisory Group who work with us to ensure that our understanding is optimal and our dissemination approaches effective, as well as informing any new initiatives.