At a Glance
- Tasks: Lead the People function and create a dynamic People Strategy for a growing organisation.
- Company: Rapidly growing organisation in the hospitality sector, focused on becoming an employer of choice.
- Benefits: Competitive salary of £55,000-£70,000 plus a comprehensive package.
- Other info: Join a vibrant team with opportunities for professional growth and development.
- Why this job: Make a real impact on culture, engagement, and leadership across all locations.
- Qualifications: CIPD qualifications and experience in employee relations, organisational development, and talent acquisition.
The predicted salary is between 55000 - 70000 € per year.
Job Location: Glasgow
Job Type: Permanent
Job Remuneration: £55,000- £70,000 + Package
Are you looking for a Head of HR opportunity with a rapidly growing organisation? If so, read on as this is an excellent opportunity for an experienced Head of HR preferably with experience from the hospitality sector.
As the most senior People Leader in the organisation, this role leads the People function and partners with the senior leadership team (with a direct reporting line into a senior executive role) to support the organisation in becoming an employer of choice. The role is responsible for creating and delivering a measurable, ambitious People Strategy aligned to business priorities, while remaining operationally hands-on across the full employee lifecycle. As a visible and trusted leader, this role strengthens culture, wellbeing, engagement and leadership capability across all locations, and ensures people practices are legally compliant, commercially effective and continuously improving as the organisation grows.
Key Responsibilities
- People Strategy, Culture & Leadership: Create and deliver a measurable People Strategy and annual People Plan aligned to organisational priorities and growth. Coach and develop leaders and managers to build consistent people leadership capability across all locations. Lead culture and engagement priorities in partnership with internal stakeholders, ensuring values are embedded in day-to-day behaviours. Champion change management, ensuring people impacts, communications and adoption plans are built into key initiatives.
- Employee Relations & Case Management: Assess risk for cases and ensure appropriate leadership involvement, balancing commercial outcomes with fairness and compliance. Provide timely, pragmatic and compliant HR advice within employment law boundaries and agreed service levels. Lead on complex cases, drafting correspondence and outcomes, and ensuring high-quality documentation and record keeping. Lead preparation for legal activity where required, including consultation and tribunal processes, using external support where appropriate.
- Talent, Performance & Organisational Development: Support talent acquisition for leadership and business-critical roles, including workforce planning and role clarity. Build and evolve the employee value proposition (EVP) to strengthen attraction and retention. Own the performance cycle (reviews, calibration and goal setting), supporting leaders through development and performance improvement processes. Lead talent mapping and succession planning with senior leadership, supporting organisational design as the business scales. Define and deliver learning and development priorities (including manager capability), sourcing external provision where appropriate.
- Employee Experience & Engagement: Own the employee listening strategy (including surveys), coordinating data collection, analysis, insight sharing and action planning. Oversee collection and analysis of key experience data points (e.g. onboarding feedback and exit insights) and translate findings into improvement plans. Continuously review and improve the end-to-end employee lifecycle to strengthen retention, fairness and consistency.
- Reward, Benefits & Workforce Planning: Maintain a market-aware approach to pay and benefits, supporting annual review activity and ensuring competitiveness and internal fairness. Partner with Finance and operational leaders on headcount planning, role design and cost impact. Support wellbeing and total reward initiatives that improve retention and engagement.
- Governance, Compliance, HR Operations & Analytics: Maintain up-to-date knowledge of legislative change, ensuring leaders are informed of expectations, risks and best practice. Own and maintain HR policies, procedures, contracts and handbooks, ensuring compliance and fitness for purpose. Oversee HR systems and people data governance, ensuring high-quality records and efficient processes. Act as primary contact for data protection requests and audits, ensuring a compliant approach to document and data management. Deliver reporting and dashboards for stakeholders, translating data into insight, actions and measurable impact. Line manage the Communications & Culture Partner, setting clear priorities, objectives and development plans.
Key Metrics
- Delivery of People Strategy and annual People Plan milestones.
- Employee retention (overall and in priority roles/locations) and early attrition.
- Engagement scores and action plan completion.
- Leadership capability development and impact on people outcomes.
- Employee relations effectiveness (case volumes, cycle time, outcomes and risk).
- Compliance and governance measures (policy currency, audit outcomes, response timelines, data quality).
Applications are invited from candidates with:
- CIPD Qualifications and relevant Degree
- Demonstrable experience across ER, OD, Reward, and Talent Acquisition, Policy review and creation
- Effective oral, written and in person communication
- Proficient with HR systems and the review of data to aid informed decision making
- Experience of building successful teams
Head of HR in Glasgow employer: Lusona Consultancy
Join a rapidly growing organisation in Glasgow as the Head of HR, where you will play a pivotal role in shaping a vibrant workplace culture and driving employee engagement. With a strong focus on professional development, this company offers a supportive environment that champions leadership capability and prioritises employee wellbeing, making it an employer of choice in the hospitality sector. Enjoy competitive remuneration and a comprehensive benefits package while contributing to a meaningful People Strategy that aligns with the organisation's ambitious growth plans.
StudySmarter Expert Advice🤫
We think this is how you could land Head of HR in Glasgow
✨Tip Number 1
Network like a pro! Reach out to your connections in the HR field, especially those in the hospitality sector. A friendly chat can lead to insider info about job openings that aren't even advertised yet.
✨Tip Number 2
Prepare for interviews by researching the company culture and values. Tailor your responses to show how your experience aligns with their goals. Remember, they want to see you as a cultural fit!
✨Tip Number 3
Don’t just wait for job alerts! Regularly check our website for new opportunities. We often post roles that might not be on other job boards, so keep an eye out!
✨Tip Number 4
Follow up after interviews with a thank-you email. It’s a simple gesture that shows your enthusiasm for the role and keeps you fresh in their minds. Plus, it’s a great chance to reiterate why you’re the perfect fit!
We think you need these skills to ace Head of HR in Glasgow
Some tips for your application 🫡
Tailor Your CV:Make sure your CV is tailored to the Head of HR role. Highlight your experience in the hospitality sector and any relevant achievements that align with our People Strategy. We want to see how you can contribute to making us an employer of choice!
Craft a Compelling Cover Letter:Your cover letter is your chance to shine! Use it to tell us why you're passionate about this role and how your skills match our needs. Be sure to mention specific examples of how you've led culture and engagement initiatives in the past.
Showcase Your Leadership Style:As a senior leader, we want to know about your leadership style. Share experiences where you've coached and developed others, and how you've championed change management. This will help us understand how you can strengthen our culture and wellbeing.
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 shows us you’re keen on joining our team at StudySmarter!
How to prepare for a job interview at Lusona Consultancy
✨Know Your People Strategy
Before the interview, dive deep into the company's current people strategy and think about how your experience aligns with their goals. Be ready to discuss specific examples from your past roles that demonstrate your ability to create and deliver a measurable People Strategy.
✨Showcase Your Leadership Skills
As a Head of HR, you'll be expected to coach and develop leaders. Prepare to share stories that highlight your leadership style and how you've successfully built people leadership capability in previous positions. Use concrete examples to illustrate your impact on culture and engagement.
✨Understand Employee Relations
Brush up on your knowledge of employment law and employee relations best practices. Be prepared to discuss how you've handled complex cases in the past, balancing commercial outcomes with fairness. This will show your potential employer that you can navigate tricky situations effectively.
✨Data-Driven Decision Making
Familiarise yourself with HR analytics and how data can inform decision-making. Be ready to talk about how you've used data to improve employee experience or retention in your previous roles. This will demonstrate your ability to translate insights into actionable strategies.
