Head of People/People Director

Key tasks

• Contribute to the development of our People Strategy and Plan. This will include leading or supporting projects in all areas of HR, including but not limited to: Talent management, Succession planning, Reward, DE&I, Learning and Development, Culture & Engagement and Leadership
• Establish strategic People plans and objectives for a particular division of the business and implement successfully
• Partner with key stakeholders and leaders across the business, providing consultative, People-related solutions to support the development of a high-performance culture and the achievement of business priorities and goals at a time of rapid growth and change
• Influence managers and leaders around the People agenda to maximise performance
• Use extensive HR knowledge and expertise to provide guidance on high-level People practices, including organisational development, structure, and talent management
• Coach, support and provide feedback to managers on complex people matters, driving successful outcomes whilst building management capability and confidence
• Lead and facilitate regular succession and talent review discussions with managers, to enable them to identify and develop future talent
• Create opportunities to listen to and understand our employee voice and use this insight to contribute to and influence the People Plan
• Work as a proactive member of the wider People team to ensure highest levels of service, providing mentorship to more junior members of the team
• Seek opportunities to improve processes and policies in line with best practice and legislation, and to achieve high levels of employee engagement
• Keep up to date with company and industry news and developments within the People and Leadership fields, seeking opportunities to apply best practice to our ways of working
• Ensure budgets meet corporate requirements
• Support the ongoing development and implementation of Pragmatics reward framework and principles, ensuring it supports the organisation to retain and attract the skills and capabilities required to achieve organisational objectives
• Champion a performance culture and continuously review productivity and employee development making recommendations for improvements
• Lead on special projects and communicate and direct on strategy and implementation
• Champion change initiatives getting buy-in from stakeholders
• Ensure legal compliance is met in all HR activities
• Challenge the Executive team where appropriate and suggest alternative paths
• Deputise for the VP People as required