Director of People & Culture
Reporting directly to the CEO, this role is a key member of the Senior Leadership Team and acts as a strategic partner across the organisation. Combining strategic insight with hands-on involvement, this role is instrumental in shaping and embedding a high-performance culture that promotes effective behaviours and working practices.
Strategic Leadership
* Serve as a trusted partner to the CEO and other Senior Leadership Team (SLT) members
* Refine, align, and communicate a set of behavioural values that support the organisation’s goals—leading by example
* Support the CEO in building a high-performance culture across the organisation
* Collaborate with the CEO to shape the Target Operating Model, ensuring alignment with future business structures, skills, and capabilities
* Assist in developing and maintaining a regular internal communications plan that responds to employee feedback, questions, and suggestions
Role and Responsibilities
* Partner with the HR team to evolve the function into a proactive, strategic business partner supporting leadership decisions with best-in-class HR initiatives
* Lead the annual budgeting process in collaboration with SLT members to accurately capture current and future structural needs
* Provide expert guidance on complex employee relations matters, ensuring swift and effective resolution and a responsive HR business partner service
* Oversee and streamline foundational HR processes (e.g., recruitment, onboarding, and compliance checks) in line with the implementation of the new HR system
* Provide oversight and assurance around payroll processes, ensuring accuracy and compliance
* Regularly review benefits offerings in collaboration with external brokers to ensure value and relevance to the organisation
* Implement a robust pay and grading structure, underpinned by effective job evaluation systems appropriate for the organisation’s size and scale
* Review and enhance the overall Employee Value Proposition (EVP), particularly in relation to financial and non-financial benefits
* Define and lead the organisation’s learning and development strategy, including initiatives for apprenticeships, graduates, and early-career talent
* Develop and oversee the implementation of the Diversity, Equity, and Inclusion (DEI) strategy, ensuring alignment with broader ESG objectives
* Manage HR budgets and resources efficiently to maximise impact and return on investment