Role Objective
The Director of HR leads the HR function, manages the HR support service, and serves as a member of the Senior Management Team, shaping and delivering the organisation's strategic plan through expert HR leadership, advice and guidance.
Acting as a trusted strategic partner, the Director has a central role in workforce planning, organisational development, sustainable people practices and stakeholder engagement, with responsibility for attracting, developing and retaining the talent needed to meet current and future objectives.
The role combines strategic leadership with operational oversight and requires the postholder to align HR policies, recruitment, employee development, compliance and people operations with organisational goals.
Role Summary
The Director of HR will lead the development and delivery of the People plan 2027 to 2030 and will engage directly with the senior team and organisational stakeholders on workforce priorities and organisational development.
The postholder will shape people agenda, guide workforce decisions and help embed an engaged, high-performing workplace where employees can thrive.
The role requires a leader who understands how work happens across the organisation, builds strong relationships across teams, and balances day-to-day HR administration with future-focused planning and continuous improvement.
Key Working Relationships
As a member of the Senior Management Team, the Director of HR will work closely with the CEO, fellow SMT colleagues, directors and managers to shape workforce strategy, provide expert advice on people matters, and support organisational effectiveness. The role also requires effective engagement with employees, union representatives, employee committees and wider organisational stakeholders.
People Strategy and Senior Management Support
- Lead and implement HR initiatives and people processes that support a modern people agenda and underpin the strategic plan.
- Advocate and embed a positive workplace culture that aligns to organisation mission and values.
- Interpret and advise on employment legislation and best practice guidelines, and implement procedural changes where required.
- Arrange regular engagement with directors and management to provide support, guidance and advice on people matters.
- Support the CEO with the administration of senior management team operations, including coordination of meeting schedules, agenda planning and team-building events.
- Develop programmes and practical improvements that respond to organisational needs and contribute to long-term business objectives.
- Implementing initiatives to create a work environment that supports employees’ physical and mental wellbeing.
- Bring visibility to workforce pressure points by understanding how work is actually carried out across the organisation and by recommending people-focused improvements.
Policy, Governance and Compliance
- Support the ongoing development, implementation and revision of best-practice HR policies, procedures and standard operating systems, ensuring fairness and consistency.
- Deliver and support a robust performance management approach, backed by appropriate systems and management tools, to reinforce a high-performing culture.
- Ensure the organisation remains compliant with applicable employment law and workplace requirements, and support managers in the lawful and consistent application of policies and rules.
- Support workforce decisions and employee matters in a way that helps ensure employees have the tools, guidance and structure they need to perform effectively.
Workforce Planning, Recruitment and Talent Acquisition
- Manage employee resources effectively by anticipating fluctuations in headcount, identifying capability gaps and planning for succession.
- Take full responsibility for coordinating recruitment, screening and selection processes when vacancies arise.
- Implement and oversee an inclusive, best-practice interview process.
- Measure recruitment process performance and help position the organisation as an employer of choice in the market.
- Guide hiring and retention activity so that workforce plans remain aligned with organisational priorities and long-term talent needs.
Learning, Education and Professional Development
- Drive a learning culture through the rollout and championing of the “Learning Forward” framework, creating an environment that encourages continuous learning and professional growth.
- Coordinate and oversee the CPD calendar to address near-term skills and capability gaps while planning for strategic developments aligned with organisational priorities.
- Create group development plans, identify individual learning needs, and plan and manage the CPD budget to optimise return on investment.
- Collate participant feedback, assess the impact of learning activity, and prepare senior management reports with recommendations following evaluation.
- Support employee development in policies, systems and workplace tools as part of a broader capability-building agenda.
HR Operations, Data, Payroll and Benefits
- Ensure efficient and effective HR administration processes across the organisation.
- Coordinate payroll and administer staff benefits, including DB and DC pension schemes, while also managing the HR budget.
- Ensure the timely provision of people data and insights to relevant stakeholders across the organisation.
- Analyse and report on people data and workforce information for management as required.
- Manage the HRIS, including data entry, reporting and the use of digital systems to improve service delivery.
- Prepare the staff budget for salary planning and HR service operations.
- Manage compensation and benefits to maintain competitive advantage in attracting and retaining talent, including annual remuneration surveys and calibration exercises.
Internal Communications and Employee Voice
- Deliver the internal communication strategy and provide effective channels for the voice of Executive Staff, including the portal, the staff e-zine, team briefings and pulse surveys.
- Manage the employee portal and ensure information remains current and accurate.
- Drive internal communication channels such as Team Briefing agenda, Look Ahead updates and SharePoint; evaluate their impact and identify new initiatives to enhance reach and engagement.
- Lead the collation of staff engagement surveys and pulse checks, prepare reports on findings, and support implementation of resulting actions.
- Build communication practices that strengthen engagement, visibility and employee experience across the organisation.
Employee Relations and Industrial Relations
- Manage and coordinate negotiations with unions.
- Maintain positive working relationships with employee and union committee representatives and manage feedback loops to refine employee engagement strategies.
- Partner with the Senior Management Team to implement strategies that promote diversity and inclusion at all levels of the organisation.
- Chair employee committees and participate in working groups as appropriate to support effective employee voice channels.
- Demonstrate a proactive approach to employee relations, conflict resolution and the consistent application of organisational rules and expectations.
HR Technology, Analytics and Trends
- Leverage technology and data analytics to support innovative workforce planning and HR service delivery.
- Use software tools to analyse workforce trends, predict future needs and optimise the employee experience.
- Stay up to date with HR trends, best practice and digital innovation in human resource management.
- Use organisation understanding and workforce insight to recommend programmes that solve organisational problems and support long-term objectives.
Person Specification
Qualifications and Experience
- Degree and/or MA qualification in Human Resource Management.
- At least 10 years’ experience, including at least 3 years in a leadership role, with standalone HR experience viewed as an advantage.
- Expert knowledge of employment legislation and best practice in workplace practices and principles.
- Proven experience in the development and implementation of sustainable HR policies and procedures.
- Hands-on experience of organisational development and change management.
- Chartered CIPD membership is preferred.
- Strong industrial relations expertise and employee relations management experience.
- Experience engaging directly with a CEO as part of a senior management team is highly desirable.
Knowledge, Skills and Personal Attributes
- Proven experience in championing and driving initiatives that support workplace equality and inclusion.
- Ability to work independently and apply initiative in a fast-paced environment.
- Proficiency in HR technology and digital innovation, including the full Microsoft Office suite, applicant tracking systems, AI recruitment technology, SharePoint and HRIS platforms.
- Excellent communication and interpersonal skills.
- Ability to prioritise and manage multiple projects simultaneously.
- Strong business understanding and relationship-building capability across all levels of the organisation.
- Ability to operate as both a strategic partner and a hands-on leader, balancing administration, compliance, workforce planning, employee engagement and organisational development.
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Competitive Salary
- Hybrid working
- Employee Assistance Programme (EAP)
- Education Support
- Defined Contribution Pension (9% Employer contribution)
- Death in Services (DIS)
- Income Protection
- Laya Digital Gym & Wellbeing Studio
Our Talent Management solutions are people-led and expertise-driven. We understand the importance of people within a business and work closely with our clients to ensure that their people solutions bring their business strategies to life.
Our offering is different. The future of work is demanding a flexible and quality-driven model and we have created solutions that not only facilitate flexibility but actually foster agility, innovation and most importantly results.
We have a community of experienced, qualified and skilled professionals who we match to client assignments focussing not only on relevant skills but also on our value-added services.
We are part of the global HR-Path network, with partner companies who specialise in HR, Business & Technology Consulting, bringing in-depth knowledge of regulatory changes, evolving market trends and technology breakthroughs across our international network.
