Head of HR

The Head of HR will be joining an international Digital Marketing Agency who provide a range of services to a spectrum of international clients. Reporting into the HR Director, the Head of HR will be responsible for the performance of the HR function for a technology-focused client group. The candidate will be a key member of the HR team and be highly visible. They will lead a mixed team of HRBPs, HR Managers and in some instances, office management teams too.

Key responsibilities:

• Implementing and developing policies and programs across a diverse set of technology clients
• Ensuring that all policies comply with legal regulations
• Overseeing all HR functions and staff; mentoring and coaching the HR and office management teams
• Developing, monitoring and implementing the people strategy, shaping to clients’ requirements
• Ensuring employee data is reconciled and entirely accurate
• Ensuring key annual cyclical programs are delivered and developed – examples include goal setting and objective planning, performance management cycles, talent management cycles, compensation planning and execution cycles.
• Directing change management, organisational development and effective harmonisation post any M&A activity
• Ensuring all operational elements of HR are seamlessly delivered, examples include payroll, benefit enrolment and recruitment operations.
• Strategy planning, alignment and execution: Aligning HR strategies with the overall business goals and ensuring they support the company’s objectives.
• Inputting to and developing the yearly HR agenda across a mix of established and scale-up companies
• Support the development, implementation and management of HR strategies, policies, and practices
• Partner with subject matter expert teams (Compensation, L&D, Recruitment) to ensure competitive programs that attract and retain top talent while aligning with the company’s financial objectives
• Developing strategies to improve employee engagement and satisfaction, fostering a positive and inclusive workplace culture
• Keeping a pulse on recruitment needs and facilitating requirements and able to plan ahead.
• Stakeholder engagement: Support leaders with HR strategies
• Drive collaborative communication across our network of clients and with our partners
• Maintains employee relations and keeps a pulse on team dynamics
• Improving relations between employees and management
• Advisory: Global Workforce Planning: Managing talent acquisition, retention, and development on a global scale, ensuring the right people are in the right roles at the right times.
• Lead on a range of projects that clients may need from the HR team
• Change Management: Leading and supporting organisational change initiatives, ensuring smooth transitions and effective communication across regions.
• Ensuring adherence to local and international labour laws and regulations, and maintaining HR policies that comply with legal standards.
• Using data to inform strategy and problem solving
• Managing Employee Relations workload to successful conclusion
• Management: Managing, coaching, motivating and mentoring members of the HR team
• Risk Mitigation: Identifying and managing HR-related risks, including those related to employment practices, workplace safety, and data privacy.
• Manage and coordinate the HR staff development plans and performance management
• Ensures compliance with employment laws and regulations in multiple countries
• Stays up-to-date with best practices in managing human resources
• Stay informed of trends and innovative techniques to be competitive and creative with HR practices
• Create and support training and development programs and initiatives
• Create and support initiatives towards Corporate Social Responsibility
• Streamlining HR processes and leveraging technology to improve efficiency and data management

Key Competencies:

• Knowledge and Expertise: Serves as the HR expert, with in-depth knowledge of HR best practices and legal compliance. Demonstrates a broad understanding of business goals
• Outcome: Leads specific HR initiatives by applying expert-level knowledge and aligning HR strategies with both local needs and broader objectives.
• Problem Solving: Addresses and resolves complex, specific HR challenges with innovative and practical solutions. Interprets organizational goals and operational challenges to develop best-in-class HR practices.
• Outcome: Proactively anticipates HR-related challenges, offering data-driven and tailored solutions that support both immediate site needs and long-term business objectives.
• Stakeholder Management: Builds strong relationships with leadership and employees while providing strategic HR guidance to the local management team. Coaches, advises, and collaborates with key stakeholders to ensure effective HR decision-making.
• Outcome: Fosters effective communication and collaboration, ensuring alignment with organizational HR strategies and driving engagement at all levels.
• Scope & Accountability: Oversees all HR operations, with broad accountability for the performance and success of HR initiatives. Manages HR functions such as recruitment, performance management, employee relations, and legal compliance.
• Outcome: Ensures smooth HR operations at the company level, delivering HR services that meet site needs and contribute to the overall success of the business.
• Planning and Organising: Develops and implements specific HR plans that align strategic priorities. Manages resources, policies, and HR-related activities such as workforce planning and employee development.
• Outcome: Ensures the HR strategy is effectively executed, meeting short- and long-term operational and organizational goals.
• Leadership: Leads the local HR team (if applicable) or provides leadership within the HR function. Directly or indirectly manages staffing decisions, including hiring, training, and development of the HR team.
• Outcome: Creates a strong HR presence, driving performance and development through effective people management and leadership initiatives.
• Strategic Thinking: Thinks strategically about the company’s HR needs, aligning HR functions. Anticipates future challenges and opportunities within the workforce and broader business environment.
• Outcome: Contributes to the long-term HR strategy, ensuring the HR function is forward-thinking and able to adapt to evolving business needs.
• Innovation & Continuous Improvement: Drives innovation and fosters a culture of continuous improvement in HR processes and services. Promotes adaptability and manages change initiatives effectively.
• Outcome: Implements new HR processes and technologies, leading improvements that result in better operational efficiency and higher employee satisfaction.
• Project Management & Data-Driven Solutions: Leads HR projects related to recruitment, employee engagement, compliance, and other site-specific initiatives. Utilises data and analytics to make informed HR decisions and solve operational challenges.
• Outcome: Successfully manages HR projects from inception to execution, ensuring projects are completed on time, within budget, and deliver meaningful business outcomes.

This is an active requirement with a view to get the right person in place as soon as they are available. If you feel this sounds like the ideal next step in your career then apply with an up-to-date CV.