At a Glance
- Tasks: Lead HR strategy and talent management for a dynamic, fast-paced company.
- Company: Join GlobalData, a leading information services business with a collaborative culture.
- Benefits: Enjoy competitive salary, health perks, and opportunities for professional growth.
- Other info: Be part of a diverse team committed to innovation and excellence.
- Why this job: Make a real impact by shaping the future of our workforce and culture.
- Qualifications: Senior HR experience with a focus on talent management and organisational change.
The predicted salary is between 51750 - 63250 £ per year.
GlobalData is a specialist information services business on a mission to help our clients decode the future, make better decisions and reach more customers. Using our unique data, expert analysis and innovative solutions we deliver intelligence on the world’s largest industries for companies, government organisations and industry professionals.
We are seeking an experienced, commercially minded HR Director to lead the people agenda for GlobalData's non-healthcare divisions. Reporting directly to the COO, you will be a trusted adviser to the leadership team, lead a team of HR Business Partners and HR Administrators, and own performance management and the core talent agenda – including talent reviews, succession planning, leadership development and the retention of key talent.
The ideal candidate would be a senior HR Business Partner, ideally with a specialist talent background, and who has helped to support the growth and talent agenda of a fast-paced, innovative and entrepreneurial business.
What you’ll be doing…
- Strategic HR leadership and business partnering
- Partner with the COO and leadership team to shape and deliver a people strategy aligned with business priorities, performance and growth.
- Advise and coach senior leaders on people matters, providing pragmatic, commercially grounded challenge and guidance.
- Lead workforce planning and organisation design, use people analytics to inform decisions, and partner with the CPO and wider HR function to deliver consistent people initiatives.
- Leadership of the HR team
- Lead, develop and inspire a team of HR Business Partners and HR Administrators, setting clear objectives and building a high-performing, commercially focused HR team.
- Build capability within the team so that HR Business Partners operate as credible, proactive partners to their client groups.
- Ensure HR administration and operations are efficient, accurate and compliant, continuously improving processes, systems and the employee experience across the employee lifecycle.
- Talent
- Lead talent reviews, succession planning and high-potential development to address capability gaps and support retention.
- Partner with Talent Acquisition and Learning and Development to attract critical skills and build leadership capability.
- Promote career pathways, internal mobility and targeted engagement to retain key talent.
- Performance management
- Own the performance management framework and annual cycle for the business, ensuring it is simple, effective and drives a high-performance culture.
- Equip leaders and managers to set effective goals, provide regular feedback, and address underperformance fairly and promptly.
- Ensure underperformance is addressed fairly, consistently and promptly, and that strong performance is recognised and rewarded.
- Organisation, culture and change
- Lead the people aspects of organisational change, restructures and M&A, ensuring compliant delivery and effective talent and cultural integration.
- Use engagement insights to improve the employee experience and employer value proposition, while fostering ambition, curiosity, courage and collaboration.
- Governance and compliance
- Ensure HR policies, practices and employee relations casework comply with employment legislation in the countries where the business operates, managing complex employee relations matters and associated risk.
- Manage the HR budget for the business and ensure cost-effective delivery of people initiatives.
What we’re looking for…
- Significant senior HR experience partnering with commercial leaders and delivering innovative people solutions at strategic, tactical and operational levels.
- Experience supporting growth and organisational change in a fast-paced, entrepreneurial business, including workforce planning and organisation development.
- Proven ability to lead and develop an HR team, including HR Business Partners and HR operations or administration colleagues.
- Strong expertise in talent management, succession planning, leadership development, retention and performance management, with a track record of building a high-performance culture.
- Skilled in coaching leaders, using people data to inform decisions, and influencing leadership teams on people strategy.
- Sound knowledge of UK employment law and experience managing complex employee relations matters.
Personal attributes
- A confident communicator who listens well, builds trust and can influence and constructively challenge senior leaders.
- Commercially minded, with the financial acumen to connect people priorities to business performance and manage budgets effectively.
- A strategic thinker who thrives on turning ideas into action and delivering at pace in a changing environment.
- Resilient, adaptable and committed to bringing GlobalData’s values of courage, curiosity and collaboration to life.
In addition to a rewarding career, we support our GlobalData colleagues with a range of benefits across health, finances, fitness, travel, tech and more. GlobalData believes strongly in the value of diversity and creating supportive, inclusive environments where our colleagues can succeed. As such, we are proud to be an Equal Opportunity Employer.
HR Director employer: GlobalData
As a leading player in the digital optimisation space, our company offers a dynamic work environment where innovation and creativity thrive. Employees benefit from a culture that prioritises professional growth, with ample opportunities for training and development, alongside competitive salaries and a comprehensive benefits package. Located in a vibrant city, we foster a collaborative atmosphere that encourages teamwork and celebrates success, making it an ideal place for those looking to make a meaningful impact in their careers.
StudySmarter Expert Advice🤫
We think this is how you could land HR Director
✨Join HR Networks
Get involved in HR-specific communities, like the Chartered Institute of Personnel and Development (CIPD) and local HR meetups. This is a fantastic way to connect with industry professionals and learn about job openings before they even hit job boards!
✨Make Your Presence Known
Attend HR conferences and workshops in your area to network with potential employers. Don't be shy—introduce yourself, exchange business cards, and let them know you're keen on a full-time role in HR. Who knows, you might just land a friendly face at GlobalData!
✨Leverage Your University Connections
If you’re a recent grad or still in uni, tap into your career services and alumni network. Many universities have connections with companies looking for HR talent, so get those leads and apply through our website for a smoother application process.
✨Showcase Your HR Passion
Create content around HR topics you’re passionate about, like employee engagement or diversity initiatives. Share articles or insights on LinkedIn to demonstrate your knowledge and get noticed by recruiters. It’s a subtle yet effective way to show you’re the right fit for a full-time role at GlobalData.
We think you need these skills to ace HR Director
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at GlobalData. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to GlobalData and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at GlobalData. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to GlobalData's values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at GlobalData
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with GlobalData.
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
✨Highlight Your People Skills
A full-time HR role at GlobalData will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact GlobalData and how you would contribute to adapting HR strategies.
