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- Tasks: Lead HR strategy and development for a not-for-profit social care provider.
- Company: Established social care organisation focused on values and community impact.
- Benefits: Competitive salary, immediate start, and opportunity to shape organisational culture.
- Why this job: Make a real difference in HR leadership within a meaningful sector.
- Qualifications: MCIPD qualified with significant HR Director experience, preferably in health and social care.
- Other info: Dynamic role with potential for impactful change and professional growth.
The predicted salary is between 48000 - 72000 £ per year.
An excellent opportunity has arisen for an experienced and values-driven Interim HR leader to join a well-established, not-for-profit social care provider as Director of Human Resources on an initial 6-month contract with an immediate start. Reporting to the Chief Executive and Board, this pivotal executive role leads the strategic direction of HR and Learning & Development across a multi-site organisation, overseeing the HR Manager and Head of Learning and Development to ensure workforce capability, strong leadership and an inclusive culture aligned to organisational objectives.
Candidates must be MCIPD qualified (or equivalent), educated to graduate level, and have significant experience operating at HR Director level. Experience within the health and social care sector is highly desirable.
Requirements:- Expert knowledge of modern HR practice and employment legislation
- A strong track record of strategic HR leadership and organisational development
- Experience working in partnership with Trade Unions and managing collective bargaining arrangements
- Political awareness and the ability to influence at Board level
- Experience of leading complex employee relations casework and managing organisational risk
- Strong commercial awareness, including payroll cost control and reward benchmarking
- Leading strategic workforce planning, recruitment, retention and reward strategies
- Overseeing learning and development strategy to ensure a highly skilled and competent workforce
- Providing expert advice on complex employee relations matters, employment legislation and organisational risk
- Ensuring HR policies and practices reflect legislative requirements, organisational values and best practice
- Developing management capability through structured development programmes
- Building strong relationships with Trade Unions and leading consultation processes
- Overseeing well-being and occupational health initiatives
- Managing HR and L&D budgets and monitoring return on investment
For a confidential discussion, please get in touch.
Interim Director of HR employer: Bright Selection Ltd
Contact Detail:
Bright Selection Ltd Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Interim Director of HR
✨Tip Number 1
Network like a pro! Reach out to your connections in the HR field, especially those who have experience in the health and social care sector. They might know about opportunities that aren't advertised yet or can give you a heads-up on what to expect in interviews.
✨Tip Number 2
Prepare for those tricky interview questions! Brush up on your knowledge of modern HR practices and employment legislation. We recommend having examples ready that showcase your strategic leadership and how you've influenced at Board level.
✨Tip Number 3
Showcase your values-driven approach! During interviews, emphasise how your personal values align with the not-for-profit sector. This will help you stand out as a candidate who truly understands the mission and culture of the organisation.
✨Tip Number 4
Don't forget to apply through our website! It’s the best way to ensure your application gets noticed. Plus, we love seeing candidates who are proactive and engaged with our platform.
We think you need these skills to ace Interim Director of HR
Some tips for your application 🫡
Tailor Your CV: Make sure your CV is tailored to the Interim Director of HR role. Highlight your MCIPD qualification, strategic HR leadership experience, and any relevant work in the health and social care sector. We want to see how your background aligns with our values and objectives!
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to explain why you're the perfect fit for this role. Share specific examples of your experience with employee relations, managing Trade Unions, and leading organisational development. Let us know what makes you tick!
Showcase Your Leadership Style: As a pivotal leader, we’re keen to understand your leadership style. In your application, mention how you've built strong teams and fostered an inclusive culture. We love candidates who can demonstrate their ability to influence at Board level and drive strategic initiatives.
Apply Through Our Website: Don’t forget to apply through our website! It’s the best way for us to receive your application and ensures you’re considered for the role. Plus, it gives you a chance to explore more about our organisation and what we stand for!
How to prepare for a job interview at Bright Selection Ltd
✨Know Your HR Stuff
Make sure you brush up on modern HR practices and employment legislation. Given the role's focus on strategic HR leadership, be ready to discuss your experience with complex employee relations and how you've navigated organisational risk in the past.
✨Showcase Your Leadership Skills
Prepare examples that highlight your leadership capabilities, especially in a multi-site organisation. Think about times when you've successfully led teams or initiatives that align with organisational objectives, and be ready to share these stories.
✨Understand the Sector
Since experience in the health and social care sector is highly desirable, do your homework! Familiarise yourself with current trends and challenges in this field, and be prepared to discuss how your background can contribute to the organisation's mission.
✨Build Rapport with Trade Unions
Given the importance of working in partnership with Trade Unions, think about your approach to managing collective bargaining arrangements. Be ready to discuss how you've built strong relationships in the past and how you would continue to foster collaboration in this role.
