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- Tasks: Lead and shape the People Strategy, driving initiatives across Talent Acquisition and Employee Relations.
- Company: Join a respected, purpose-driven organisation committed to culture and inclusion.
- Benefits: Enjoy 25 days holiday, medical cover, pension scheme, and hybrid working.
- Other info: Dynamic role with opportunities for travel and team development.
- Why this job: Make a real impact by championing wellbeing and driving organisational change.
- Qualifications: Extensive senior HR leadership experience and strong coaching skills required.
The predicted salary is between 60000 - 80000 £ per year.
I am delighted to be partnering exclusively with a respected, purpose‐driven organisation to recruit their new Head of People. Reporting directly to the People Director, this is a pivotal leadership role responsible for shaping, driving and delivering the People Plan, ensuring all people initiatives are aligned with the wider organisational strategy.
You'll lead People Operations, Talent Acquisition and People Partnering teams, while also acting as a dedicated business partner for a key Service area.
- Lead the delivery of the People Strategy across Talent Acquisition, ER, Performance, Engagement, Reward and People Operations.
- Leadership of a team including HR Business Partners, Talent Acquisition and HR Operations.
- Oversee complex Employee Relations casework, providing expert coaching, advice and guidance.
- Drive a forward‐thinking Talent Acquisition strategy, developing effective attraction campaigns and proactive talent pipelines.
- Lead and support people‐focused projects, including pay and reward, talent management and employee engagement initiatives.
- Champion culture, wellbeing, inclusion and belonging across all service areas.
- Provide inspiring leadership to the People team, ensuring effective management of the People budget.
- Extensive senior People leadership experience across generalist HR functions.
- Evidence of leading organisational change and transformation programmes.
- Experience working with people data, analytics, KPIs and metrics.
- Coaching qualification.
- Project management qualification or practical experience.
Location / Travel / Ways of Working: Hybrid working circa 3 days per week in Salisbury and other sites - this includes:
- Circa 2 days on site in Salisbury for team development and, as there is a Business Partnering element to the role, there will be an expectation to travel some days per month.
- Circa 1 trip per month with an overnight stay and other site travel circa 2 weeks in 4 depending on requirements.
Holiday - 25 days - plus 8 bank holidays. Medical Case Back Plan. Pension Scheme. Hours - Full Time Mon-Thu 9:00-17:00, Fri 9:00-16:30.
Director of People in Salisbury employer: Hays
Contact Detail:
Hays Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Director of People in Salisbury
✨Tip Number 1
Network like a pro! Reach out to your connections in the industry and let them know you're on the hunt for a Director of People role. You never know who might have the inside scoop on an opportunity or can put in a good word for you.
✨Tip Number 2
Prepare for those interviews! Research the organisation thoroughly, understand their culture, and be ready to discuss how your experience aligns with their People Strategy. We want you to shine and show them why you're the perfect fit!
✨Tip Number 3
Showcase your leadership skills! During interviews, share specific examples of how you've led teams and driven change in previous roles. This is your chance to demonstrate your ability to inspire and manage a diverse team effectively.
✨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 about their job search. Let's get you that dream role!
We think you need these skills to ace Director of People in Salisbury
Some tips for your application 🫡
Tailor Your CV: Make sure your CV is tailored to the role of Director of People. Highlight your leadership experience and any relevant projects you've led that align with the People Strategy. We want to see how your background fits with our mission!
Craft a Compelling Cover Letter: Your cover letter is your chance to shine! Use it to tell us why you're passionate about people management and how you can drive our People Plan forward. Be genuine and let your personality come through.
Showcase Your Achievements: When detailing your experience, focus on specific achievements that demonstrate your ability to lead teams and manage complex projects. We love numbers, so if you can quantify your successes, even better!
Apply Through Our Website: We encourage you to apply directly through our website. It’s the best way for us to receive your application and ensures you’re considered for this exciting opportunity. Don’t miss out!
How to prepare for a job interview at Hays
✨Know the People Strategy Inside Out
Before your interview, make sure you thoroughly understand the organisation's People Strategy. Familiarise yourself with their current initiatives and think about how your experience aligns with their goals. This will help you demonstrate your commitment to driving their People Plan.
✨Showcase Your Leadership Style
As a Director of People, your leadership style is crucial. Prepare examples that highlight your ability to inspire and lead teams, especially in areas like Talent Acquisition and Employee Relations. Be ready to discuss how you've successfully managed change and transformation in previous roles.
✨Prepare for Scenario-Based Questions
Expect scenario-based questions that assess your problem-solving skills in complex Employee Relations cases or talent management challenges. Think through potential scenarios and how you would approach them, showcasing your coaching and project management skills.
✨Emphasise Culture and Inclusion
Culture, wellbeing, and inclusion are key aspects of this role. Be prepared to discuss how you've championed these values in your past positions. Share specific initiatives you've led that fostered a sense of belonging and engagement within teams.