Director of Human Resources

Role Objective The Director of HR leads the HR function, manages the HR support service, and serves as a member of the Senior Management Team, shaping and delivering the organisation's strategic plan through expert HR leadership, advice and guidance. Acting as a trusted strategic partner, the Director has a central role in workforce planning, organisational development, sustainable people practices and stakeholder engagement, with responsibility for attracting, developing and retaining the talent needed to meet current and future objectives. The role combines strategic leadership with operational oversight and requires the postholder to align HR policies, recruitment, employee development, compliance and people operations with organisational goals.

Role Summary The Director of HR will lead the development and delivery of the People plan 2027 to 2030 and will engage directly with the senior team and organisational stakeholders on workforce priorities and organisational development. The postholder will shape people agenda, guide workforce decisions and help embed an engaged, high-performing workplace where employees can thrive. The role requires a leader who understands how work happens across the organisation, builds strong relationships across teams, and balances day-to-day HR administration with future-focused planning and continuous improvement.

Key Working Relationships As a member of the Senior Management Team, the Director of HR will work closely with the CEO, fellow SMT colleagues, directors and managers to shape workforce strategy, provide expert advice on people matters, and support organisational effectiveness. The role also requires effective engagement with employees, union representatives, employee committees and wider organisational stakeholders. People Strategy and Senior Management Support Lead and implement HR initiatives and people processes that support a modern people agenda and underpin the strategic plan.

Advocate and embed a positive workplace culture that aligns to organisation mission and values. Interpret and advise on employment legislation and best practice guidelines, and implement procedural changes where required. Arrange regular engagement with directors and management to provide support, guidance and advice on people matters.

Support the CEO with the administration of senior management team operations, including coordination of meeting schedules, agenda planning and team-building events. Develop programmes and practical improvements that respond to organisational needs and contribute to long-term business objectives. Implementing initiatives to create a work environment that supports employees’ physical and mental wellbeing.

Bring visibility to workforce pressure points by understanding how work is actually carried out across the organisation and by recommending people-focused improvements. Policy, Governance and Compliance Support the ongoing development, implementation and revision of best-practice HR policies, procedures and standard operating systems, ensuring fairness and consistency. Deliver and support a robust performance management approach, backed by appropriate systems and management tools, to reinforce a high-performing culture.

Requirements

, and support managers in the lawful and consistent application of policies and rules. Support workforce decisions and employee matters in a way that helps ensure employees have the tools, guidance and structure they need to perform effectively. Workforce Planning, Recruitment and Talent Acquisition Manage employee resources effectively by anticipating fluctuations in headcount, identifying capability gaps and planning for succession.

Take full responsibility for coordinating recruitment, screening and selection processes when vacancies arise. Implement and oversee an inclusive, best-practice interview process.