HR Director-Need people who have experience managing a population of 2,000+ employees in Telford

We are a Global Recruitment specialist that provides support to clients across EMEA, APAC, US and Canada. We have an excellent job opportunity for you.

Duration: 6 months

Location: Telford - The expectation is that the HRD will be on-site 3 days/week but, given the nature of the role, flexibility will be required.

Rate: 492 GBP/Day (Inside IR35)

Client UK's HMC Market Unit is seeking a highly experienced HR Director to support one of its most strategically significant business areas. Reporting directly to the UK HR Director and with a dotted line into the Head of the Market Unit, this is a pivotal leadership role within the UK HR function.

The successful candidate will shape and lead the Market Unit's people agenda, delivering a workforce strategy that aligns with business goals, supports client engagement, and ensures long-term organisational capability. This is a hands-on and strategic role requiring depth in transformation, workforce planning, talent management, employee relations, and stakeholder influence.

Hybrid working

The places that you work from day to day will vary according to your needs, and those of the business; it will be a blend of Company offices, client sites, and your home; noting that you will be unable to work at home 100% of the time, with an expectation to be onsite 3 days per week.

Responsibilities

• Future Workforce Planning: Lead the strategic workforce planning process for the MU, assessing how client demand, digital disruption, AI/automation, and market changes will impact workforce composition, skills, location strategy, and operating models. Define and implement flexible workforce models that support delivery excellence while enabling agility, cost-effectiveness, and innovation.
• Talent Attraction & Retention: Develop and execute talent strategies that differentiate Capgemini in a competitive IT services market with a strong focus on critical skills, employer brand, EVP, and retention. Establish and manage a robust succession planning framework for business-critical and client-facing roles, ensuring leadership continuity and future readiness.
• Culture, Morale & Engagement: Take ownership of employee experience, with a focus on improving morale, participation, and retention particularly within a hybrid workforce. Partner with leaders to drive cultural alignment, inclusivity, and a sense of belonging across geographically distributed and functionally diverse teams.
• Client Engagement: Act as a strategic HR partner on major client engagements, supporting bid activity, due diligence, and delivery mobilisation where workforce strategy and stability are key differentiators. Work with business leaders to ensure people-related risks and opportunities are managed proactively during transitions, restructures, or new contract awards.
• HR Function Capability & Leadership Partnership: Define the skills, capabilities, structure, and operating model of the HR team supporting the client MU to ensure efficient delivery and strategic value. Act as a trusted advisor to the MU Leadership Team, contributing to business planning, growth strategies, and performance improvement with a people lens.
• Leadership Coaching & Influence: Provide expert coaching and challenge to senior leaders, supporting them to lead through complexity, ambiguity, and change. Foster a strong leadership culture by embedding consistent talent standards, feedback practices, and development frameworks.
• Employee Relations & Industrial Landscape: Navigate a complex ER and industrial relations environment, including experience with trade unions, works councils, and employee forums. Manage ER strategies that align with Capgemini values while supporting business change, transformation, and sustained employee trust.
• Diversity, Equity & Inclusion (DEI): Champion DEI across the MU, embedding it into talent, leadership, recruitment, and engagement strategies. Position DEI as a lever for innovation, client perception, and employee loyalty, with clear metrics and accountability.
• Data-Driven HR: Leverage people analytics and dashboards to inform decisions, track progress, and demonstrate business value. Use data to anticipate risks, identify opportunities, and enable evidence-based decision-making across the HR and leadership community.

Skills and Experience

• A strategic mindset with a hands-on approach to execution.
• Significant experience in a senior HR leadership role within complex, matrixed organisations ideally in IT services or consulting.
• Strong business acumen and a proven ability to influence and coach senior leaders.
• Demonstrated success in driving change, building high-performing teams, and navigating complex employee relations landscapes.
• Deep expertise in talent management, workforce transformation, engagement, and culture-building.
• Strong understanding of the public sector or regulated environments is advantageous.
• Experience managing a population of 2,000+ employees, with a focus on agility, scalability, and business impact.
• High level of integrity, discretion, and commercial judgment.
• Strong commercial acumen with the ability to connect people strategies to business performance, cost drivers, and client outcomes.
• Proven ability to lead HR transformation initiatives, including operating model redesign, digital enablement, and capability uplift.
• Skilled in leveraging people analytics and workforce data to drive strategic decisions and demonstrate HR value.
• Experience in managing HR governance, compliance, and risk frameworks across diverse business units.

If you are interested in this position and would like to learn more, please send through your CV and we will get in touch with you as soon as possible. Please note, candidates are often shortlisted within 48 hours.