Head of People and Culture

HR Operations - Manage the day-to-day HR operations of the business. Participate in setting business objectives and translating into HR priorities.Strategic Leadership - Develop and implement an integrated People Strategy across all areas of the organisation. Provide strategic leadership across the organisation on all People-related issuesEmployee Relations - Lead and manage all ER issues acting as the primary contact.Performance Management - Implement and drive the performance appraisal process, providing guidance to managers and employees. A regular, consistent approach to employee performance reviews needs to be implemented. Maximise the leadership and coaching abilities of the current management team, including the senior team. A key area is the development of future business leaders.Talent Management - Support the business in the recruitment, onboarding and retention of employees. Retention development is key to the business.Policy development - ensure current policies comply with employment law, are regularly reviewed and are consistently applied.Culture - Is an ambassador for positive culture change, will champion EDI initiatives.KPI's - Develop and report relevant HR KPI's providing data-based insights and recommendations.

• Advise and strategise on the development of effective employment policies across the company.
• Provide professional leadership, support and development to HR staff, to increase knowledge, share best practice and to ensure that relevant professional standards are met.
• Ensure that the company complies with current regulations, accepted professional standards, policies and procedures and legislation (including legislation on data protection, the Equality Act).
• Manage the execution of the HR Strategy and core areas of the HR department including Recruitment, Employee Relations, Workforce Administration, Employee Engagement, Payroll, Reward and Recognition, as well as maintaining and improving HR systems and management of the HR budget.
• Drive the continuous improvement agenda with focus on engagement & welfare activities, maximising productivity, devolving HR responsibilities to line managers and building leadership capability.
• Take a lead role in transforming and strengthening the organisational culture, ensuring that the company values and approach are displayed.
• Execute a plan for diversity, equality, and inclusion that aligns with company values, business strategy and commitments.
• Regularly coach, mentor and support senior and high potential colleagues to identify individual strengths and development needs, develop and maintain effective relationships and encourage retention.
• Ensure managers are sufficiently skilled and enabled to access appropriate guidance and information to manage workforce issues.