Human Resources Director

If you have been working in a senior HR managerial role for at least 3 years, and are looking to take the next step in your HR leadership journey,or you are a seasoned HR Director seeking a new, permanent challenge, then this could be the ideal role for you

My client is looking for an experienced HR professional with the ability to apply strong, inspirational leadership skills to promote and embed a diverse, inclusive culture. You will need to have vast knowledge and experience in: 

• Advisory, Conciliation and Arbitration Service (ACAS) 
• Employee Relations (ER). 
• Employee experience. 
• Diversity and inclusion. 
• Learning and development. 
• Organisation development and design. 
• People analytics. 
• Resourcing and Recruitment. 
• Reward. 
• Talent management. 

You will ideally have an accreditation from the Chartered Institute of Personnel and Development (CIPD), at Associate or Chartered Member Level.

Your duties as HR Director will include: 

• Plan and create strategies to ensure achievement of the HR objectives. 
• Provide expert professional advice to senior management in all areas of HR, including payroll, learning and development, employment law, HR policy, best practice and workforce development. 
• Develop effective employment policies in consultation with senior managers, executives, trade unions, staff and partners. 
• Provide professional leadership, support and development to HR staff, in order to increase knowledge, share best practice and ensure professional standards are met. 
• Ongoing review and improvement of the company’s occupational health, employee programmes, staff benefits and packages. 
• Set internal professional standards for creating job descriptions and handbooks. 
• Be accountable for company compliance with current regulations, professional standards, policies and procedures and legislation.  
• Oversee the development and implementation of succession planning. 
• Implement a continuous improvement agenda with focus on engagement and welfare activities, maximising productivity, devolving HR responsibilities to line managers and building leadership capability.  
• Ensure the organisational structure uses development principles most appropriate to support future growth. 
• Analyse and review HR statistical reports to identify trends, so that key issues and resources are adjusted accordingly. 
• Design and implement standardised onboarding processes. 
• Determine relevant key performance indicators (KPIs) for incentive schemes. 
• Form a strong organisational culture, so that the company values are displayed. 
• Promote inspirational leadership by demonstrating the company’s values and championing the leadership behaviour framework. 
• Effectively communicate any initiatives and programmes that encourage delivery of the company’s values. 
• Champion a high-performance culture with a focus on successful outcomes. 
• Create and oversee the plan for diversity, equality, and inclusion that aligns with company values, business strategy and commitments. 
• Oversee the creation of training and development plans for all employees and ensure they operate at a consistently high standard. 
• Design and lead the performance review programme that supports continuous development for all employees. 
• Ensure employee training requirements are well managed and monitored. 
• Coach, mentor and support senior colleagues to identify strengths and development needs. 
• Ensure the efficient management of annual HR budgets. 
• Form strong relationships with Senior Managers, Executives and Trade Union representatives to ensure that the team perspective is fully represented in decision making. 
• Provide management and strong leadership of the HR business unit functions and staff, including advice and direction on work priorities, budget and staff resources, strategic and policy issues, organisation and staff management issues. 

Are you a good fit for a HR Director job?  

To succeed as HR Director, you will need to draw upon the vast range of skills and abilities gained throughout your HR career so far: 

• Excellent knowledge of HR strategy and commercial insight, recruitment, engagement, cultural change, pay, reward and recognition, welfare, learning and development, HR systems and budgets. 
• Experience in developing and executing people strategy. 
• Excellent knowledge of employment legislation. 
• Practice of embedding HR practices that drive people and performance excellence. 
• Proven experience in leading departments and teams.  
• Exceptional leadership and role model qualities. 
• The ability to develop and nurture relationships across the business. 
• The confidence to provide expert professional advice. 
• The ability to lead or oversee the development of effective employment policies. 
• Excellent knowledge and understanding of regulations, accepted professional standards, policies and procedures and legislation (including legislation on data protection, the Equality Act and health and safety.) 
• The ability to analyse and review HR data to identify trends. 

Experience in determining, measuring and analysing relevant KPIs for incentive schemes. 

Qualifications, Licences and Certifications 

HR Director requirements include:  

• An accreditation from the Chartered Institute of Personnel and Development (CIPD), or a bachelor's degree in Human Resources Management, Psychology, or Business-related subject.
• Minimum 5 years’ experience in an HR role.
• Minimum 3 years’ experience in an HR management role.
• Fluent level of English, both spoken and written. 

In addition to the essential qualifications, employers will be looking for those who show strategic thinking abilities, strong organisational skills and superior interpersonal skills. 

You will need to be proactive, with an agile work ethic and experienced in managing a skilled team. In-depth knowledge of Employment Law, coupled with experience of using metrics for driving performance, along with thorough and methodical attention to detail.  

This is a permanent, full time role based in offices in South East London with the requirement to travel to satellite offices twice a month. The role is likely to offer a more flexible hybrid model post integration with the business.