Head of People, Marlowe Environmental Services in Hardingstone

The Head of People role partners closely with the Business Unit Managing Director and their Senior Leadership Team, providing strategic and operational HR leadership and delivering tailored people plans to meet Mitie Group's strategic objectives. The Head of People will lead on operational cyclical activities, including but not limited to annual pay review, annual bonus review, performance management and other projects, ensuring alignment with Mitie's Centre's of Excellence. Responsible for managing a team of People Business Partners and HR Managers, providing coaching and practical support and guidance. Act as a deputy for the People Director as appropriate.

Main Duties

• The Strategic Advisor: Lead organisational design activities to deliver tailored people change, talent, L&D, and reward solutions in close cooperation with the respective HR Centre of Excellence (COE) leads. Understand the business at depth - its objectives, how it operates, the commercials and to align business objectives and the HR strategy. Drive value by cultivating highly effective working relationships with counterparts in key clients to coordinate people strategies for the mutual advantage of the business unit and the client, enhancing client engagement and retention.
• Data Driven Insights Leader: Monitor and measure insights on the key OGSP metric, including labour costs, employee relations, sickness absence, talent retention, attraction, and resourcing to spot trends, risks, and cost-saving opportunities. Define opportunity and risk mitigation action plans. Monitor and evaluate the progress and success of various People development initiatives, generating regular reports for senior leadership and sharing vital insights with relevant stakeholders.
• The Change Agent: Keep the division aligned by understanding and planning for the change - people change, comms, L&D & talent plans in place. Own the people components of any margin enhancements initiatives to ensure a timely execution of people processes to achieve the committed goals. Foster a culture of continuous improvement and adaptability within the IFM business unit, encouraging employees to embrace change as an opportunity for growth and development.
• The Trusted Coach: Act as an essential part of the divisional HR Team, forging strong connections with wider HR teams to enable the performance of the wider business community. Create an environment of high performance, trust, and openness by establishing strong relationships with the Senior Management Team through regular communication, respect, and genuine interest in their well-being and development. Oversee escalated cases and all HR cyclical activities, including performance, talent management, and reward, while offering professional expertise counsel and guidance to the business.
• The Custodian of Culture: Role Model value-led leadership, acting inclusively with authenticity, integrity, and a growth mindset. Lead, inspire and motivate a team of People Business Partners and HR Managers, developing a highly effective succession pipeline. Be curious and ask the right questions. Be an advocate/allay of EDI agenda.

Professional Conduct: This job description is intended to give the post holder an appreciation of the role envisaged for the range of duties to be undertaken. It does not attempt to detail every activity. Specific tasks and objectives will be agreed with the post holder at regular intervals. A strong track record in managing and driving HR strategy and initiatives in a fast-paced, complex environment. Comprehensive experience as a Senior HR Business Partner, including reward, employee relations, talent, succession planning, leadership development, organisation design, and people change. Demonstrable commercial and pragmatic approach to human capital solutions. Capability to provide accurate and timely people insights to support and verify decision-making and delivery of business objectives. Experience in project management, large-scale mobilisations, and knowledge of TUPE regulations. Ability to influence both internal and external senior stakeholders, establish relationships at all levels, and communicate effectively. Strong presentation skills for both internal and external (client-facing) settings. Robust personal organisation skills – effectively managing projects and time. Knowledge in tools like TNA, psychometrics, and salary surveys to support training, development activities, employee selection and remuneration. Degree and CIPD qualification are desirable. Ability to travel.