Location
Wakefield, West Yorkshire | United Kingdom
Job description
Position Information
Job Summary:
The Director, People contributes to company performance by providing strategic consulting and delivering valued results in the areas of people and organization development strategies in support of the business objectives.
Strategizes, partners with Center of Excellence (COE) leaders and executes solutions in the following functional areas: talent acquisition; leadership relations and consultation; policy interpretation and application; performance management; compensation management; regulatory & legal compliance; diversity & inclusion; employee relations; leadership and culture principles and traits.
Grows, drives, and supports organizational design, culture, employee development initiatives and training. Guides, challenges, and supports site leadership and engages them on the transformation of the sites and region(s) through HR intervention and expertise.
This is a consultative role focused on enabling internal clients to achieve business results with a solution focused mindset. The incumbent is seen as an operational expert and a strategic resource for the organization with focus on results and strategies for employee engagement. Key for the People Director (PD) is a viewpoint in sharing responsibility for the outcomes that the business achieves. While compliance and ensuring consistent processes are a critical part of this role, a successful PD will equip key clients with appropriate tools, knowledge, and mindsets to effectively manage their people in line with their people plans. Generally, the PD will have primary responsibility for multiple sites across assigned region(s). Together with business leaders, they will develop and drive forward a people strategy across the company aligned with the purpose and beliefs and will be expected to demonstrate and model leadership aligned with the TAIT Traits.
Essential Duties and Responsibilities:
- Collaboratively create and execute the people strategy in region of responsibility and corporate-wide to be an employer of choice, and in line with Global People Strategy
- Pro-actively and accurately diagnose organizational issues across regions - develop solutions and implement action plans
- Act as a credible and trusted partner, contributing to substantive business discussions and providing business insight to the People Experience Team (HR) and insight to the business
- Work closely and effectively with People team members to identify best practices
- Lead a small team of People Business Partners (HR) professionals and support them on the journey of growth and development
- Internal organization consultant and change management partner, often working closely with the Leadership, Culture and Inclusion team
- Drives the talent agenda by identifying critical talent gaps and partners with Talent Acquisition Team on recruiting strategies and needs; develops and executes best practices for hiring and talent management
- Advise on all complex policy, process and employee relations related queries that have been escalated from the People Business Partners or site leaders
- Build structure and support on post-acquisition integration
- Lead investigator into complex HR matters
- Review HR policy & procedures across assigned regions, making change and implementing forward thinking initiatives
- Drive and influence a culture of excellence across sites in assigned region(s)
- Support and guide the Leadership team with all compliance, risk, and guidance within assigned region(s)
- Responsible for driving talent management processes to support the organization in building and developing leaders and building succession depth
- Guide and coach leaders across the organization to identify, grow and develop talent, define, and execute talent retention strategies, including alignment with and practicing the TAIT Traits
- Collaboratively support and mature the People Experience (HR) Model and continued transformation efforts
- Designs, introduces, supports, delivers infrastructure development projects and policies, processes, practices to support continuous improvement
- Acts as change agent to business through process design and approaches that support change and transformation – striving to lead mutual processes to best practice status
- Analyses HR trends and metrics to develop solutions, programs, and policies
- Conducts ongoing supply and demand analysis for business partners on current and future state staffing and skill needs and designs talent acquisition strategies to meet those needs
- Actively leads in annual budget and workforce planning/labor forecasting process with People Business Partners.
- Communicates and coaches effectively to all areas of the business, understands the business operations, the talent employed and the strategic focus of the business
- A business advisor and coach to the leadership teams across all regions
- Monitors and ensures the organizations compliance with country/federal, state, and local employment laws and regulations, and recommended best practices; reviews and modifies policies and practices to maintain compliance
- Lead and manage People Experience process projects to increase efficiency and effectiveness
- Takes responsibility as the expert in the people management area and facilitates key people discussions with the management team
- Builds a strong business relationship with the internal clients
- Actively identifies gaps, proposes and implements changes necessary to cover risks
- Acts as the performance improvement driver and provokes positive changes in people management
- Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management
- 20% - 30% travel required
Qualification Requirements
Educational/Training Requirement:
- Bachelor’s degree in Human Resources administration, business administration, or a related field.
- Master’s degree preferred
Experience:
- Seven or more years of employee relations and/or labor relations experience; or strategic leadership role
- Demonstrated knowledge of local, state, and federal labor laws
Licenses/Certifications:
Region specific human resource certification preferred
Knowledge, Skills, and Abilities:
- Deep listening
- Coaching for Performance
- Systems Thinking
- Emotional Agility
- Accountability
- Develop trust
- Consultative and influencing
- Strong written and verbal communication skills
- Negotiation Skills
- Project Management
- Culture and change champion
- Strong business acumen
- Strong time management and priorities management skills
- Analytical and problem-solving skills
- Conflict manager
- Metrics driven
Other Requirements:
On-site leadership role
Mental Requirements:
The work environment is representative and typical of similar jobs in comparable organizations.
Physical Requirements:
The physical demands are minimal and typical of similar jobs in comparable organizations.
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