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For Companies At a Glance
- Tasks: Lead the People & Culture function, driving a people-focused service.
- Company: Join a valued client in the Education Sector, prioritising people at their core.
- Benefits: Enjoy a supportive work environment with opportunities for growth and development.
- Why this job: Be part of an inspiring team that shapes the future of education and culture.
- Qualifications: Experience in HR leadership and a passion for fostering a positive workplace culture.
- Other info: This role is perfect for those looking to make a real impact in education.
The predicted salary is between 43200 - 72000 £ per year.
Waddington Brown are working with a valued client established in the Education Sector within North Essex where people are at the heart of everything they do. We are looking for an inspiring Director of People & Culture to help drive their ambitious vision forward.
This is an exciting opportunity to lead the People & Culture function, delivering a proactive and people-focused service across the Trust.
Director of People & Culture employer: Waddington Brown
Contact Detail:
Waddington Brown Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Director of People & Culture
✨Tip Number 1
Research the organisation's values and culture thoroughly. Understanding their mission and how they prioritise people will help you align your vision with theirs during discussions.
✨Tip Number 2
Network with current or former employees to gain insights into the company culture and expectations for the Director of People & Culture role. This can provide you with valuable information to tailor your approach.
✨Tip Number 3
Prepare to discuss specific strategies you've implemented in previous roles that have positively impacted employee engagement and culture. Be ready to share measurable outcomes to demonstrate your effectiveness.
✨Tip Number 4
Showcase your leadership style and how it fosters a positive work environment. Be prepared to discuss how you would inspire and motivate teams to achieve the organisation's ambitious vision.
We think you need these skills to ace Director of People & Culture
Some tips for your application 🫡
Understand the Role: Take time to thoroughly read the job description for the Director of People & Culture position. Understand the key responsibilities and the skills required, so you can tailor your application accordingly.
Highlight Relevant Experience: In your CV and cover letter, emphasise your previous experience in people management and culture development. Use specific examples that demonstrate your ability to lead and inspire teams.
Showcase Your Vision: Articulate your vision for the People & Culture function in your application. Explain how you would align this vision with the organisation's goals and how you plan to drive their ambitious vision forward.
Proofread Your Application: Before submitting, carefully proofread your application materials. Ensure there are no spelling or grammatical errors, as these can detract from your professionalism and attention to detail.
How to prepare for a job interview at Waddington Brown
✨Understand the Organisation's Values
Before your interview, take some time to research the organisation's values and mission. As a Director of People & Culture, you'll need to align your vision with theirs, so be prepared to discuss how your approach can enhance their culture.
✨Showcase Your Leadership Style
Be ready to articulate your leadership style and how it fosters a positive workplace culture. Share specific examples of how you've successfully led teams in the past, particularly in the education sector or similar environments.
✨Prepare for Scenario-Based Questions
Expect scenario-based questions that assess your problem-solving skills and ability to handle sensitive situations. Think about challenges you've faced in previous roles and how you resolved them, especially those related to people management.
✨Ask Insightful Questions
Prepare thoughtful questions to ask at the end of your interview. This shows your genuine interest in the role and the organisation. Consider asking about their current initiatives in people and culture, or how they measure success in this area.
