Job Description
The Head of People & Culture will play a key role in delivering the corporate strategy and contributing to a progressive HR agenda aligned with both the Corporate Strategy and the People & Culture Strategy.
Our client is seeking an experienced senior HR professional to join their HR Department. This role will report directly into the Head of People & Culture, requiring a minimum of 7 years' experience in a senior HR role, with at least 5 years of people managerial responsibility.
Key Responsibilities:
1. Recruitment & Induction, Workforce Planning & Organisation Development:
* Devise and embed an appropriate model for resource planning and departmental budgeting.
* Manage the sourcing & selection of employees at all levels, ensuring excellent processes are in place.
* Ensure an active probation process complements the selection process.
* In conjunction with Learning & Organisational Development (L&OD), manage and continue to develop the company-wide induction process.
* In conjunction with L&OD, manage the continued development and implementation of a competency-based framework.
2. Learning & Development:
* Support the Head of L&OD with the Learning and Development planning process and the delivery of any people-related activity generated from this cycle.
3. Employee Engagement and Internal Communications:
* Continue to build on internal communications infrastructure, ensuring regular two-way communication between People & Culture and the business.
* Work with L&OD to improve and consolidate the organisation's approach to engagement activities.
* Work with Communications and Policy and L&OD on outputs from the annual Engagement Survey, turning feedback into strategy action and providing ongoing updates to the business on progress.
4. Supporting & Managing Performance:
* Ensure timely handling of all employee relations matters, adhering to correct grievance/disciplinary procedures.
* Provide expert advice and guidance on legislative/HR policy implications of people management decisions, including coaching line managers on dealing with performance issues.
* Provide interpretation and advice on all HR policies to promote consistent application.
* Ensure the Employee Handbook is up-to-date with the most recent legislation, and line managers are aware of any changes in process.
* Ensure all managers are trained to fulfil people requirements and expectations.
* Encourage behaviours that reinforce values.
5. Recognition & Reward:
* Ensure we continue to deliver a comprehensive remuneration & benefits strategy, including an annual benchmarking assessment and review of the market.
* Ensure compensation & benefit activities are delivered on time, with accurate information.
* Oversee all employee benefits schemes & activities.
* Ensure a value for money approach in employee engagement, expenses, & subsistence claims.
* Create and employ policies that help to reward & recognise staff.
6. Employee Welfare and Wellbeing:
* Promote & support wellbeing activities across the business.
* Through the working group, establish an annual wellbeing calendar of activities.
* Ensure all staff can work in a safe environment.
* Promote all activities which support employee health and wellbeing.
7. People Management:
* Recruitment & Induction - Ensure the best candidate/s are recruited for any vacancy in the People & Culture team, to develop a thorough induction plan, and actively manage the probation process.
* Engagement - Manage staff and team engagement activities.
* Recognition & Reward - Collaborate with team to ensure externally competitive and internally equitable remuneration for roles within your remit.
* Safety & Wellbeing - Ensure your staff work in a safe environment, actively participating in any company-wide or team wellbeing activities.
* Promote a culture which is supportive of excellent service delivery, meeting our vision, mission, and values.
8. Administration and Reporting:
* Support the P&C Operations Supervisor in maintaining the People & Culture database and administration function, including the time management system.
* Ensure all People Policies and Procedures are widely communicated and comply with current Employment Legislation.
* Review and approve contracts/amendments and correspondence to employees before issue.
* Promote consistency of approach and equality in the application of all HR policies.
* Produce people analytics reports of key measures to enable quality conversations and strive to continuously improve processes.
* Prepare and present as required People Reports to various senior management teams and the Board of Directors.
* Facilitate and roll out changes to Company policy.
* Create and maintain and complete the annual People & Culture work-plan, meeting the expectations contained within the Business Plan and Corporate Strategy.
* Any other duties which are consistent with your role.
Education/Qualifications:
* Degree in Human Resources Management (HRM) or related subject.
* A postgraduate/Master's degree will be considered an advantage.
* Professional qualification CIPD, IITD.
Key Skills:
* Technical HR knowledge, e.g. Employment law, L&D strategies, selection methods, remuneration strategies, change management methodologies, and the ability to use that knowledge practically.
* Confident, independent decision maker with an ability to operate effectively in a changing environment.
* A passion for improving the delivery of services with a commitment to continuous improvement.
* The ability to deliver complex messages simply and clearly.
* Excellent communication skills, the ability to relate to people, empathise, and bring people with you.
Experience:
* Minimum of 7 years' experience in a senior HR role, at least 5 years with people managerial responsibility.
* Experience of effectively interchanging between strategic and hands-on Human Resources activities.
* Experience of managing all people processes.
* Proven track record of delivering remuneration strategies.
* Experience of embedding change projects in an organisation.
* Experience of working closely with line managers to deal with a wide variety of people issues.
* Proven financial control and budget management skills.
* Experience of leading and implementing employee engagement initiatives.