Head of People

**Reports to**: _Director_

**Department**: _HR_

**Location**: _Support Office_

A senior generalist HR expert who has an innovative and creative approach, a leader and hands on manager. Working closely with the rest of the senior team to focus organisational development, recruitment and L&D, bringing together strategies and people related processes. You will need to aim to be inspirational, continually strive to challenge, influence, listen, develop and recognise the need of the individual whilst balancing the demands of the organisation for skilled, competent motivated, focused employees.

**Key Responsibilities**
- Implement HR strategy within the organisation, working alongside the rest of the senior team._
- _Ensure the HR function is aligned with the business objectives._
- _To manage HR projects and initiatives and implemented across the business._
- _Compilation and analysing of all HR metrics including staff turnover, retention and leavers and provide recommendations to the business._
- _To regularly review all HR and recruitment policies and materials, producing and delivering and implementing communication around existing and new policies and procedures._
- _Ensure that best practice and relevant employment law is followed in all employment policies and practices._
- _Keep all employees informed of key organisational issues and company communication._
- _Work in conjunction with the senior team to develop a people focused employee engagement strategy._
- _Work in conjunction with the senior team integrate our organisations culture and values as part of a business strategy._
- _Drive culture change, closely aligning the employee experience with the guest experience._
- _Implement talent and retention strategy within the organisation working alongside senior team_

**Recruitment**
- _To develop engaging and attraction strategies to directly attract and strengthen our employer brand._
- _Take overall responsibility for recruitment activity and campaigns._
- _Coach and train management teams on recruitment and selection procedures_
- _Conducts regular total compensation market analysis to update or confirm total compensation structure and market competitiveness for each position and function_

**Succession Planning**
- _Drive succession planning and proactively understand staffing needs._
- _Carrying out regular assessments, including team mapping to asses both recruitment and development needs, building engagement and retention plans to retain and develop our teams_
- _To lead the Performance and career review process to ensure powerful conversations are held focusing on career development and performance enhancement_

**Development and Training**
- _Develop and own the strategy for L&D across the business_
- _Develop appropriate tools and key talent advancement through conducting employees one to one with all key contributors and key positions_
- _To support and facilitate the development of learning through running the following training activities:_
- _Partnering with the Operations director, you’ll work together to identify development opportunities across the business, ensuring a robust talent pipeline._
- _To monitor, evaluate and assess training activities and identify learning needs, including:_
- _E-learning and compliance training;_
- _Coffee chats between management and teams;_
- _To collate and report on employee feedback_
- _Drive active talent management throughout the business_
- _Maintain development plans for all levels_
- _To build relationships with General Managers, Head Chefs, ensure training is taking place in the restaurants, and the appropriate training is being requested and delivered._

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