Human Resources Director

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

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