Full-Time HR Director

We have a great role for a dynamic HR Director to join the Divisional Interconnect HR team on a 6 month fixed term contract. This position will have responsibility for one of our three business units as a member of their senior leadership team, as well as playing a key role in the forthcoming separation project team as the HR workstream lead.

We are looking for deep SME knowledge and practical experience across the full employee lifecycle, strong and proven experience within the manufacturing and engineering industry, a commercial and pragmatic mindset, and strong project in an M&A context experience. The role reports to the Divisional HR VP based in London but is to be based in a commutable distance to our Irving site.

Global experience is required – particularly in Asia – and there may well be international travel associated with the role, especially initially as you get out into the business and understand the products, sites, teams and populations. This is an exciting and visible position, with the chance to shape the agenda, and the ideal candidate would have highly developed influencing and relationship building skills. We are in period of exciting change as we enter our next business phase and would love to hear from individuals who are ready to get stuck in and join us on this path!

We believe the individual would thrive with the following responsibilities:

• M&A and transformation: this division is currently in a divestiture process so a critical part of the role will be to continue to support the employees and leaders to keep them informed and engaged as the process proceeds, as well as prepare for new and potential operating models and ways of working
• HR change projects and mindset: lead and drive the delivery of the projects to ensure compliance, alignment and in support of the business’s strategic agenda. Lead initiatives and engage employees during the transitions to help the change stick
• Workforce and strategic capability planning: support the implementation of optimal workforce plans focused on key strategic capabilities required to drive the business in a growth phase
• Succession planning and talent management: define and execute talent strategies focused on attracting, developing and retaining a strong, diverse talent pipeline at all levels and across all functions, especially within the innovation and technology space – including early careers and through a period of change
• Organisational design and development: identify and improve how an organization channels resources, defines structure, jobs and work processes, motivates performance and shapes the patterns of informal interactions and relationships as a key enabler of business strategy
• Talent acquisition: in close coordination with the partner recruitment team and business, develop and implement against demand, filling key roles and developing attraction and talent pool strategies. Oversee the recruitment process for key positions ensuring we onboard top talent and promote internal mobility
• Performance management: drive the performance management culture and process in each local country ensuring goals are set, monitored and achieved in line with expectations. Promote an approach to continuous improvement and mindset
• Reward and retention strategy: ensure compensation strategies support the attraction and retention of a high performing, diverse workforce that enables the business’ broader workforce plan.
• Employee relations and engagement: foster a transparent and consistent approach which align to our values which adhering to local legislation. Provide guidance on complex employee relation issues. Apply knowledge of operating principles and policies to HR activity to ensure risks are mitigated.
• People data and analytics: use relevant data to diagnose and take decisions relevant to your workforce and population based on the insights and patterns and trends
• Lead cultural development: coach and influence leaders to execute engagement strategies tied to business and cultural priorities. Develop leaders’ capability to understand how they impact and shift the culture
• Lead and inspire the functional HR team: act as a trusted colleague and an inspiring leader. Focus on care, coaching and development for the HR team, and create a psychologically safe space within the HR team

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