Head of People & Strategy (HR) Location: Greater London Area (Remote-First, UK Based) Reports To: CEO / COO Are you a highly commercial, data-obsessed HR leader ready to move beyond traditional HR administration and into the engine room of a high-growth, mission-driven organisation? We are a rapidly expanding, operationally intensive firm at the forefront of the clean energy and high-tech sector. We’re seeking an exceptional Head of People & Strategy to own the entire people agenda, transforming our ambitious growth plans into organizational reality. This is not a maintenance role—it's a build-and-scale mandate for someone who lives and breathes data-driven HR excellence. If you thrive in a fast-paced environment where your strategy directly impacts commercial success, and you have a proven ability to future-proof a workforce, we want to hear from you. The Strategic Mandate This role is responsible for designing, implementing, and leading the full employee lifecycle and talent strategy, ensuring our people function is legally robust, commercially aligned, and perfectly scaled for hyper-growth. 1. Architect of Growth & Culture * Strategy & Vision: Develop and execute an HR strategy that directly fuels the company’s expansion and commercial objectives. * Influence: Act as the trusted advisor to the Senior Leadership Team on key organizational design, workforce planning, and change management initiatives. * Team Builder: Build, mentor, and lead a high-performing HR function from the ground up, establishing best-in-class operations across Recruitment, L&D, and HR Operations. 2. The Data Powerhouse (KPI & Analytics) * Metric Mastery: Design and manage a world-class HR KPI framework (e.g., time-to-hire, retention, performance distribution, engagement). * Insight Generation: Produce executive-level HR dashboards, translating complex data into clear trends, commercial insights, and actionable recommendations for the board. * Process Optimisation: Use analytics to continuously refine and elevate all people processes—from hiring and onboarding to performance management and retention. 3. Compliance & Governance * Risk Management: Ensure complete adherence to UK employment law and regulatory compliance, proactively mitigating people-related risk across the organisation. * Policy Ownership: Oversee and update all core HR documentation (contracts, handbooks, policies) to reflect legal requirements and market-leading best practice. * Complex Relations: Provide expert, pragmatic, and legally sound oversight for all complex employee relations cases (grievances, disciplinaries, capability). 4. Talent Acquisition & Development * Talent Strategy: Direct the end-to-end recruitment strategy, ensuring the attraction and retention of high-calibre talent in a competitive market. * Performance Engine: Implement a robust performance management framework that drives accountability, continuous feedback, and tangible business results. * Future Leaders: Define and roll out L&D programs, identify high-potential employees, and establish clear succession planning for critical roles. Your Profile: The Essential Ingredients * Senior Experience: A minimum of 5 years in a senior, strategic HR generalist role (e.g., Senior HRBP or Head of HR equivalent) with demonstrable ownership of the entire employee lifecycle. * Data Driven: A proven track record of designing, managing, and presenting HR KPIs and using data to successfully influence executive-level decision-making. * Legal Acumen: Strong, hands-on expertise in UK employment law and compliance, with experience managing complex employee relations cases (redundancy, disciplinary). * Sector Exposure (Preferred): Experience within a fast-growing, operationally intensive environment (e.g., EV, clean energy, engineering, field services, or similar high-tech sectors) is a significant advantage. * Commercial Mindset: Exceptional commercial awareness and the ability to clearly articulate the link between people strategy and bottom-line business performance. * Skills: Excellent analytical ability, executive-level communication, pragmatic problem-solving, and a collaborative, coaching leadership style. * Qualifications: Relevant degree in HR, Business, or Law (or equivalent experience). CIPD Level 7 or equivalent professional certification is highly desirable. If you're ready to define the future workforce of a company leading the charge in clean technology, apply now