Interim Human Resources Director in Glasgow

This role is interim for 12 months. We are seeking an experienced and commercially minded HR Director to lead the delivery of a high‑quality, proactive, and value‑adding HR service across a complex, multi‑site business division. This is a pivotal leadership role, responsible for shaping and delivering the People Plan, providing trusted advice to senior leaders on complex people matters, and leading the HR function to support business performance, growth, and cultural development. You will operate as a key member of the wider HR leadership community, influencing at both divisional and enterprise level.

Strategic People Leadership

• Lead the development, implementation, and delivery of the People Strategy, aligned to business objectives and future growth plans.
• Act as a trusted adviser to Directors and Senior Managers on complex, sensitive, and high‑risk people issues.
• Champion a high‑performance culture focused on engagement, capability, and fair reward.

Business Partnering & Influence

• Build strong, credible relationships with senior leaders through effective coaching, challenge, and influence.
• Develop a deep understanding of operational priorities, challenges, and frontline realities.
• Translate business strategy into clear, actionable people plans.

Workforce, Talent & Capability

• Create and deliver workforce and succession plans to ensure a fit‑for‑the‑future organisation.
• Lead talent management, leadership development, and succession planning activity.
• Drive employee engagement, experience, and performance through insight‑led interventions.

Employee & Industrial Relations

• Lead and maintain a constructive and productive employee and industrial relations environment.
• Take accountability for pay negotiations and reward strategy development.
• Provide expert guidance on ER and IR matters in a unionised environment.

Organisation Design & Change

• Ensure organisational structures are fit for purpose in the short, medium, and long term.
• Lead and oversee organisational change programmes, including consultation processes, TUPE, and harmonisation of terms where required.
• Drive cultural, capability, and change initiatives aligned to business needs.

Governance, Insight & Compliance

• Define and interpret people metrics, translating data into meaningful insight and challenge for leaders.
• Ensure full compliance with employment legislation, policies, and people governance.
• Monitor and advise on legislative changes and case law.

HR Function Leadership

• Lead, develop, and motivate the HR function, ensuring high standards of service delivery.
• Oversee HR financial planning, forecasting, and budget management.
• Work collaboratively with specialist centres of expertise to deliver inclusion, talent, learning, wellbeing, and reward strategies.
• Own and deliver the internal communications strategy to drive engagement and transparency.

Skills, Experience & Attributes

• CIPD qualified (degree level or equivalent) or qualified by experience.
• Proven senior HR leadership experience within a complex, multi‑site or regulated environment.
• Strong commercial acumen and ability to exercise sound, independent judgement.
• Credible influencer with the confidence to challenge and advise at executive level.
• Strong analytical and problem‑solving capability, with experience using HR data to drive decisions.
• Working knowledge of modern HR systems and analytics (e.g. Workday is advantageous).
• Resilient, adaptable, and comfortable operating in highly dynamic environments.
• Willingness to travel across multiple locations as required.
• Extensive experience across: Employee & industrial relations, Reward and pay negotiation, Organisational change and transformation.