Head of HR

The Head of HR will devise and implement HR strategies that support the company’s key objectives through the engagement, performance and development of its people and the successful management of change within the right cultural context.


This requires the effective combination of resourcing, performance, reward, development and communication arrangements to build effectiveness at organisational, team and individual levels.


The Head of HR is seen as playing a key role as a strategic business partner to senior managers throughout the business.  This demands the ability to link HR directly to the company’s commercial imperatives, to challenge convention, influence all stakeholders and operate simultaneously at both strategic and operational levels.

 

Responsible for:

Organisational Development Business Partner

HRBP

Recruitment Officer

HR Officer 


Key Responsbilities

Act as a Business Partner 

Develop HR plans that are strongly focused on the needs of the business: both driven by and influencing what the management team wants to achieve.

Act resourcefully in guiding and coaching people at all levels in the company to achieve both strategic goals and operational objectives.

Participate in meetings with fellow senior managers and contribute to the formulation of strategy and, particularly, the dynamic part that Human Resources can play.

Work with senior management colleagues to continually develop the culture supported  in which the desired results can be achieved in an optimal manner.  Pay attention to company culture and the overall employee experience of Nelsons and take action to ensure that it serves to attract, motivate and retain great people.

 

Maintain Effective HR Practice

  • Ensure the company is well equipped to recruit excellent candidates with the right mix of skills and attitudes.
  • Continue to review and monitor our GDPR compliance across HR and Recruitment.
  • Work specifically with managers at all levels to motivate, develop and keep the best talent - be they potential future senior managers, technical specialists or the highest performers.
  • Maintain an effective performance management system that links company and individual objectives and development needs and provides clear and objective measurement of success.  Ensure that all performance levers (training, reward, communication, policy and procedures etc) work in harmony to enable a high performance culture.
  • Meet strategic training and development requirements through the provision of programmes at either a corporate or local level, depending upon the most cost effective method of delivery.  Continuously develop the provision in line with changing business priorities.  Respond to local need and facilitate specific local training where required.
  • Develop and maintain a complete compensation and benefits system (pay, bonuses, pension and benefits) that meets the needs of the business to attract and retain talented people, incentivise and reward high performance at business, team and individual level. 
  • Ensure the provision of a pragmatic, professional, business oriented operational HR service, utilising policies and procedures that are in line with legal, regulatory and best practice requirements whilst remaining appropriate to the needs of the business.
  • Work closely with senior managers to review the organisation in light of future objectives and manage required changes.  Ensure that all aspects of organisational change are successfully managed to ensure results are quickly realised whilst maintaining the positive engagement of people and a healthy culture.
  • Act as a facilitator in team meetings and workshops, helping managers to work together effectively in identifying and meeting opportunities for business improvement.
  • Work with senior management teams on ad hoc projects as and when required.

 

Skills & Experience

  • Extensive experience in HR Senior Management 
  • Demonstrable experience managing change across an organization.
  • Ideally experience working in an SME (or ability to relate to small business).
  • Pragmatic, results focused and commercially minded with strong analytical skills and ability to assess commercial and financial risk.
  • Experience leading a small HR team.
  • Strategic approach alongside a roll-up-your sleeves attitude with a delivery focus.
  • International experience desired, specifically Europe and / or America.
  • Proactive in identifying opportunities to improve business performance.
  • Knowledge of trends in retention strategies, employee performance management and employee engagement.
  • Healthcare or FMCG background, ideally manufacturing experience.
  • Self motivated and results orientated.
  • Excellent communication – both written and oral, negotiation and influencing skills, with the ability to relate to all employees and management at all levels. 
  • Will need to have the gravitas to lead a small team and influence others.
  • Strong stakeholder management skills and ability to influence thinking within ELT.
  • Have the ability to work flexibly, calmly and efficiently whilst responding to a multiple and ever-changing business priorities.