Chief People Officer i6 are hiring a Chief People Officer to c reate a positive and collaborative work environment that attracts, retains and develops customer centric talent, whilst driving organisational change and development, and a high performance culture, to enable business success and commercial growth. Role Outline: Creating and implementing a 3-5 year Global People and Culture/HR strategy within i6 in alignment with business vision, strategy and brand values. Providing strategic commercial/business advice to both Executive and Board level Member of Executive Team and Remuneration Committee Driving a high performance culture to facilitate business success through the organisation Creating and managing complex organisational change programmes, including taking an active role managing complex employee relations issues Guiding and developing Executive Leadership Team, including the development and implementation of a Leadership development programme Budget development and management Line Management of People & Culture/HR Team Role Responsibilities: Develop the People and Culture Strategy Design, lead and deliver a 3-5 People & Culture strategy that is aligned with i6’s business strategy and brand values. Define and implement a strong Employee Value Proposition to attract and retain top talent. Establish data led people metrics to measure organisational health, people engagement and HR effectiveness. Design and lead a DEI strategy for i6. Ensure best practice policy and analytics in relation to EDI. Oversee compliance with global labour laws and evolving HR regulations Leadership & Talent Development Guide and develop members of the Executive Leadership Team to strengthen organizational leadership. Create and implement a Leadership Development Program to enhance management capabilities across i6. Define clear career paths, succession planning frameworks, and learning & development opportunities. Drive a coaching culture where leaders support and mentor employees for continuous growth. Act as business strategy advisor to Executive team and Board, reporting on key initiatives and recommended changes to drive business success. Act as key member of Remuneration Committee. HR Operations & Compliance Lead and manage the People/HR/Talent team, ensuring alignment with business needs. Develop and maintain best-practice global HR policies, ensuring compliance with legal and ethical standards. Act as the primary point of contact for all complex employee relations matters, including grievance resolution and dispute mediation. Facilitate any senior level disputes. Leverage HR technology and analytics to optimise HR operations, enhance employee experience, and drive data-informed decision-making. Manage the People and Culture budget and ensure ROI. Ensure policies and procedures are developed inline with best practice legal requirements. Develop robust approach to planning headcount and resource. Ensure cross functional teamwork. Organisational Change & High-Performance Culture Drive a high-performance culture through clear goal-setting, performance management, and continuous feedback. Lead large-scale organisational change initiatives, ensuring smooth transitions and adoption across teams. Develop strategies for workforce planning, forecasting talent needs, and addressing future skills gaps. Champion a culture of innovation, collaboration, and adaptability in response to industry trends and evolving workforce expectations. Lead a team of regional global business partners to provide commercially focused advice and guidance to i6 business units. Inspire, empower and coach People/HR team to enhance personal development. Compensation, Benefits & Recognition Develop and oversee a total rewards strategy, ensuring salary and benefits structures remain competitive. Establish clear and transparent pay bandings that support career progression. Ensure pay equity, benchmarking, and market competitiveness for talent retention. Oversee an accurate and efficient payroll process, working in partnership with Finance. Implement employee recognition programs that celebrate contributions and reinforce i6’s core values. Employee Engagement & Employer Branding Partner with the Executive Team to foster a positive, empowering, and collaborative workplace culture. Role model the behaviours and ways of working that will embed growth and change within i6. Further establish channels for employee voice through surveys, focus groups, and town halls. Further enhance initiatives for employee well-being, flexible working, and mental health support. Strengthen employer branding to position i6 as a top employer in the industry. Develop a programme of recognition and celebration, wellbeing and flexible working initiatives and professional development frameworks. Foster a diverse and inclusive culture Talent and High Performance At a strategic level, lead all aspects of talent and performance including: Attracting the best talent to fill key roles using clear employer branding. Ensuring a consistent process for onboarding that takes advantage of digital opportunities whilst integrating new employees into new ways of working and i6 brand. Regular objective setting and career conversations for all against i6’s KPIs and brand values. Defining an approach to talent management which includes clear career paths, learning and development opportunities and succession planning. Ensuring a robust approach to managing any performance and capability issues Learning and Organisation Development Lead a programme of upskilling i6 in areas which have been identified as core skills for example: leadership & management skills, upselling and customer focus. Support i6 to manage knowledge effectively including innovative ways to transfer knowledge and skills. Design and lead a DEI strategy for i6, ensuring best practice policy and analytics Instigate apprenticeships and other workplace responsibility initiatives. Essential Qualifications and Education: Essential - Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field. Qualifications: - Essential - CIPD Level 7 or equivalent HR qualification Preferred - Formal coaching qualification - CMI level 7 or ICF equivalent Essential Experience: 15-20 years of HR leadership experience, including proven success as CPO or Board-level HR Director ideally in B2B Saas, Aviation or oil and gas sector. Must have extensive experience of working as part of Senior Leadership team. Strong global HR experience also required to include North America, Europe and Middle East specifically Proven track record in talent management, employee relations, compensation, performance management, and organisational development. Expertise in managing complex employee relations issues, mediating disputes, and influencing senior leadership. Strong knowledge of employment law, workforce planning, and HR best practices. Experience in HR technology implementation and driving digital transformation in HR processes. Exceptional negotiation, conflict resolution, and stakeholder management skills. Strong Global HR experience with particular knowledge of North American, Europe and Middle Eastern market High ethical standards, particularly regarding confidentiality and integrity. Adaptability and resilience to lead through change and organisational growth. Experience of achieving BCorp Certification in previous business an advantage. If this role looks like a great fit for your skills then please apply now and a member of the TA team will reach out to discuss the opportunity.