Vacancy Information
| Reference ID | 200394 | ||
|---|---|---|---|
| Job title | HR Director | Number Required | 1 |
| Firm | Search and Select Recruitment Agency | Hours | Full Time |
| Address | 1 Upper Church St | Duration | Permanent |
| Contact | Search and Select Recruitment Agency | Salary | To be advised |
| Tel No | End Date | 10 June 2024 | |
| Number Required | 1 | ||
| Hours | Full Time | ||
| Duration | Permanent | ||
| Salary | To be advised | ||
| End Date | 10 June 2024 | ||
| Notes | Our client seeks a HR Director to join their team. Role Profile: As the HR Director you will play a pivotal role in shaping and implementing human resources strategies that align with the company's vision and strong values. Reporting directly to the Chief People Officer (CPO), you will be instrumental in driving the culture to a success-driven environment focused on investment in people and service excellence. This role requires a strategic mindset, a deep understanding of HR best practices, and a passion for fostering a positive and inclusive work environment. Key Responsibilities. Strategy Development: Collaborate with the CPO and other key stakeholders to develop and execute HR strategies that support the company's goals and objectives. This includes initiatives to transition to a success-focused culture with an emphasis on investing in employee development and enhancing service quality. Performance Management: Drive performance management processes to ensure alignment with company goals and values. Develop performance metrics, conduct regular evaluations, and provide coaching and feedback to managers and employees. Accountability and Performance Oversight: Develop and implement systems to monitor and evaluate manager and team performance against key performance indicators (KPIs) and objectives. Establish clear expectations for accountability and provide managers with the tools and resources needed to track progress and identify areas for improvement. Regularly review performance data and provide feedback to managers and teams, recognising achievements and addressing deficiencies promptly. Foster a culture of continuous improvement and innovation, encouraging proactive problem-solving and initiative-taking. Implement measures to address complacency and resistance to change, promoting a mindset of agility and adaptability. Collaborate with senior leadership to set challenging yet achievable goals and cascade accountability throughout the organisation. Change Management: Lead change management efforts to facilitate the cultural shift within the organization. Develop communication plans, training programs, and other resources to ensure successful adoption of new practices and behaviours. Learning and Development: Collaborate with the Learning and Development team to design and deliver training programs that enhance employee skills and capabilities. Identify learning needs and opportunities for professional growth. Employee Engagement: Champion initiatives to enhance employee engagement and satisfaction. This may include designing and implementing programs to recognize and reward employee contributions, fostering a sense of belonging, and promoting work-life balance. Compliance and Risk Management: Ensure compliance with employment laws and regulations. Mitigate HR-related risks through effective policies, procedures, and practices.HR projects such as the roll out of new organisational and/or pay structures, HR systems or performance management tools. Develop and Implement Policies and Procedures: Design and implement comprehensive disciplinary and grievance policies and procedures in alignment with legal requirements and company values. Ensure these policies are clearly communicated to all employees through handbooks, training sessions, and o... If you have the required skills please apply online at searchandselect.com quoting reference number: 14679 | ||
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