HR Director

The role


As a key member of the Senior Leadership Team, you will report directly to the Chief Finance & Operations Officer from an operational and project perspective but will form a close working relationship with the Chief People & Skills Officer, who will provide the long-term vision and roadmap for culture, talent and future skills across the organisation.

This is both a strategic and operational role so you will need to be able to adapt and be prepared to be hands on. Developing key relationships with stakeholders will be critical in this position, particularly the ELT and SLT teams, to identify and deliver key projects and initiatives to meet the organisations ambitions and plans.

The vision for the organisation is ambitious and the strategy and approach is changing to achieve this, the organisation is evolving and as such it needs to ensure that it structures itself to be agile and attract the best talent for the future. This means building and bringing together resources through its permanent employees, as well as utilising the broader network. The role will be pivotal to ensuring that it has the appropriate people infrastructure in place to fulfil requirements, there will be a need to think creatively to find solutions, but this will need to be balanced to negate risk.

The people function is still a relatively new function for the organisation so there will be an element of scoping and building systems and processes for the future. However, there are foundations in place and a fantastic network of HR professionals across the organisation network to work and collaborate with to help build a culture unique to our organisation and to attract and develop talent for the future.

Key Responsibilities

  • Partner and support the executive and senior leadership teams to identify the key priorities and initiatives for the HR function and develop, lead, and deliver the short-medium term people plan for the HQ team.
  • Work closely with the CFOO to understand the future operational strategy for the organisation and ensure that these are woven into the HQ people plan, whilst not losing sight of the overarching culture, talent and future skills roadmap.
  • Build and maintain a collaborative working approach with the centre HR leaders to develop, scope and shape cross-network people initiatives in support of the strategic roadmap, vision and mission for the organisation’s culture, talent and future skills.
  • Work with the Engagement and Communications team to develop and deploy an employee engagement plan – identify initiatives, events and processes that further develop the culture, values and enable team collaboration and connection.
  • Work closely with the Head of Transformation to advise on and develop plans, strategies and tactics to support any changes with an impact to people.
  • Continue to review and make recommendations around the evolution of the organisational design and structure ensuring that it remains agile and fit for the future.
  • Take responsibility for the coordination, development and review of critical people policies and processes ensuring that they are legally compliant and aligned with the business objectives and Inclusivity in Innovation Charter.
  • Review the HQ remuneration pay and benefits structure, recommend proposals to ensure that they are viewed as a competitive employer whilst being considerate of the eco-system that it operates in. 
  • Work in partnership with the CPSO and cross-catapult HR leadership to help to create and embed a framework that identifies and develops a diverse talent pool across the organisation.

Key Experience and Competencies

  • The ability to identify key projects and challenges from high-level organisation strategies and department plans and to work with stakeholders to deliver these.
  • Experience of utilising and maximising HR Systems and management information to drive insights and formulate proposals and recommendations.
  • A highly effective communicator, you will have demonstrable experience of developing and strengthening relationships with a range of key stakeholders, in a complex environment.
  • You will have the ability to bring together multifunctional teams and establish an environment of trust and collaboration.
  • Curious, collaborative, adaptable, empathetic, you should model and support healthy challenge to drive the best outcomes.
  • Comfortable with ambiguity, organisational change and coaching leaders and teams through this, we are in period of transformational change, as such the organisation requires someone with previous experience of developing organisational structures in an evolving organisation.
  • Previous experience of developing and implementing talent strategies and succession plans.
  • You will be pro-active and, through developing good working relationships and an understanding of the organisation, be able to identify key priorities when it comes to the people agenda.
  • You will be politically sensitive and astute; with excellent judgement and diplomacy you will have the ability to positively influence ensuring that actions and decisions taken are complimentary and additive.
  • CIPD Qualified or equivalent.
  • Experience of working and thriving in a matrix environment, or a complex stakeholder environment.
  • Previous experience or exposure to working in a startup environment would be useful but is not essential.

To apply, please send a copy of your CV and supporting statement to Jonathan Swain.

  • CV
  • Supporting statement

Interview dates TBC

McLean Public is committed to inclusive recruitment practices. If there are any adjustments required to enable a more accessible experience, please do not hesitate to let us know.

Share this role


1st January 2024


Sign up for the latest news, insights and to be on our invite list for events