Line of Service Internal Firm Services Industry/Sector Specialism IFS - Human Capital (HC) Management Level Director Job Description & Summary At PwC, our people in people strategy focus on developing and implementing long-term strategies to align the organisation's human capital with its overall business objectives. This involves analysing workforce trends, applying the latest HR strategy, long-term workforce planning and improving overall employee experience. In business partnering at PwC, you will focus on strategic consulting with business stakeholders, advising on people strategies, policies and programmes to achieve current and future business objectives and overcome people related challenges. You will work collaboratively with the wider HR team to shape the Firm’s people strategy and priorities based on their understanding of the business as well as influence the business alignment with and adoption of firmwide direction. About us PwC is a leading professional services firm committed to delivering high-quality solutions to our clients. With a diverse portfolio and a talented workforce, we prioritise innovation and exceptional service delivery. We believe that our people are our greatest asset, and we are dedicated to fostering a culture that promotes growth, collaboration, and excellence. Role summary As Managing Director, the Head of the People Function & HR Transformation will report directly to the Chief People Officer (CPO), operating as a senior interface between the Management Board, the Line of Service (LoS) CPOs and the People Function. They are a trusted strategic advisor who develops tailored people-related plans that drive business performance and work with other senior leaders to deliver people strategies to future proof our business. They are the day-to-day leader of the People Function, which consists of c800 people and a multimillion-pound budget. The function is responsible for and drives all people related activities for the firm including; Talent Acquisition, Learning & Development, Human Capital, Resourcing, Reward, Performance, Employee Relations, Workforce Planning, Inclusion, Culture and Wellbeing. The role is dynamic, fast paced and essential to delivering an effective and cohesive people strategy that not only meets current business needs but also anticipates future challenges, ensuring the firm’s workforce is agile, engaged, and aligned with its strategic objectives. Key responsibilities People function leadership and HR transformation. Accountable for the operational running of the People Function, managing the overall budget, headcount and controls. A point of escalation for complex and/or high-risk complaints and investigations. Maintaining a high-quality control environment and addressing any issues / concerns arising from Internal Audit, quality and external reviews. As Head of the People Function, have overall responsibility for the engagement, wellbeing, upskilling and knowledge building across the People Function. Assist the Head of Workforce Strategy and Head of People Experience to deliver the people priorities within the functional resource budget. Own and continuously develop the People Function operating model and transformation priorities, including the strategy for offshoring, outsourcing and automation. Ensure these strategies are within the budget envelope as well as preserving quality and driving value. Sponsor or support key people change initiatives, including technology implementations or policy development. A member of the Business Solutions Executive with collective leadership responsibility for the Business Solutions LoS. Business Partnering: Lead the LoS People Directors to ensure alignment in our people approach across the firm. Drive the adoption of our people priorities and the consistent application of our people policies across the LoS. This will involve building trusted relationships with senior business stakeholders such as the CPO’s for each business as well as the Chief Financial & Admin Officers (CFAO’s) and other senior partners across the firm. Act as an escalation point for LoS CPOs for all people related matters. Create forums in which the LoS voice can be represented in helping to shape these strategies. Be alert to competing firmwide and LoS agendas and enable the smooth transitioning of plans across the firm. Accountable for the successful resourcing of our employees across the firm. Working closely with the People Directors and their Resource Manager Team Leaders (RMTLs) to deliver high performing teams who meet the needs of our clients. Stakeholder Collaboration: Strategic council for the firm’s CPO, providing advice and operational guidance against all people related work as required. Attendance at meetings where the CPO is unable to attend, for example, at Global HC leader meetings. Serve as a leading member of the People Function leadership team, collaborating closely with other members to align people strategies with business goals. Act as a trusted advisor to senior leadership on all people-related matters, championing people initiatives and fostering a culture of accountability and ownership within the People Function. Essential skills & experience Senior HR leadership role and/or Head of HR in a large corporate environment. Experience in running large HR teams and functions across the full spectrum of HR activities. Expectation that these would be within the top tier or mid-market sectors. Ultimate accountability and decision maker for an organisation’s people strategy. Comprehensive understanding of HR & people strategy practices and programmes. Extensive high performing team leadership with delegation and coaching skills. Strong commercial acumen and proven experience in driving value and creating efficiencies. Strong people management and relationship building skills to influence key stakeholders and leadership. Strong written and verbal communicator with the ability to adapt working style to influence, negotiate and find resolutions. Ability to work at pace and evaluate risk. Digitally adept and highly proficient in using data to develop insights. Preferably experience in leading large transformation programmes and embedding change initiatives Education (if blank, degree and/or field of study not specified) Degrees/Field of Study required: Degrees/Field of Study preferred: Certifications (if blank, certifications not specified) Required Skills Optional Skills Accepting Feedback, Accepting Feedback, Active Listening, Analytical Thinking, Business Partnering, Business Transformation, Career Development, Change Management, Coaching and Feedback, Co-Creation, Communication, Creativity, Data Analytics, Data-Driven Decision Making (DIDM), Data-Driven Insights, Embracing Change, Emotional Regulation, Empathy, Employee Experience, Employee Life Cycle, Executive Negotiation, Human Capital Initiatives, Human Resources (HR) Coaching, Human Resources (HR) Metrics, Human Resources (HR) Policies { 39 more} Desired Languages (If blank, desired languages not specified) Travel Requirements Not Specified Available for Work Visa Sponsorship? Yes Government Clearance Required? No Job Posting End Date