Candidate Opportunity Briefing Document
Role: Head of HR
Ford & Stanley Executive Search (Part of the Ford & Stanley Group) are a leading Executive search firm to the UK, North American and European Rail, Defence, Technology & Heavy Manufacturing industries.
Our search directors, search consultants and research teams specialise in all horizontal functions of our clients' organisations with expertise spanning engineering, commercial, procurement, HR, IT, finance, HSQE, sales, projects, operations and c-suite.
We are trusted by over 100 leading organisations when they seek to make a leadership appointment, be that a permanent appointment or interim solutions.
We have been appointed by our client company on a retained search for an HR leader who understands the importance of personal relationships and wants to develop and grow a high-performing HR Team.
Below you will find a ‘candidate opportunity briefing document’ developed from notes taken during the scoping meeting (Situational Discovery) held between the Head of Ford and Stanley Executive Search and the Research Manager of Ford & Stanley Executive Search, and the People Director of the client business.
This brief is designed to give candidates a deeper insight into the opportunity inherent within the role, the challenges the role presents, and provide access to the detail that sits behind the job specification.
Client Opportunity Statements:
“We are at the start of our journey and are now focusing on growing and elevating our HR function with the hire of a people-focused Head of HR to lead a function that will develop the team, employer brand and empower managers across the business.
“We need an individual who can not only ensure the function grows to meet demand, embedding automation of admin, but also develop functions such as the Business Partnering Team to effectively drive the efficiencies across the business.”
“As the primary lead for industrial and employee relations, the successful candidate must be approachable, have a sense of humour and run an ‘open door policy’ with all staff. They need to be able to build on and develop relationships across the business and define the strategy to drive positive outcomes.”
Challenges expected within the first 12 months include:
Leading and managing a team that has gone through a high degree of change. Many processes have been built from scratch, and the team will benefit from a Head of HR who can demonstrate confidence and leadership.
Take over relationships with the Trade Unions from the current interim Head of HR. The individual in an interim capacity is highly thought of, and these relationships will need to be ‘transferred’ carefully.
Important to note that the company, at times, can be ‘caught’ between government departments, and this can present challenges in terms of how key relationships and employer brand are managed
Key deliverables within the first 12 months include:
Develop a new administrative process that puts a strong emphasis on automation and efficiency.
Work with the team to develop a clear employer brand that helps drive attraction and retention.
Agree on a multiyear pay deal with the Trade Unions.
Ensure ‘Business Partnering’ is embedded within the business and is working efficiently.
Start to implement performance management in HQ that will drive succession planning and capability standards.
Essential Hard Skills (Skills & Experience)
§ The incoming Head of HR will have strong experience of working and negotiating with trade unions.
§ In addition to their work with trade unions, it is important that this individual has a strong track record of leading HR capability within ‘Blue Collar’ dominant environments.
§ Have a strong commercial understanding and be able to manage department budgets and keep control of spend.
§ Able to demonstrate a strong track record leading HR functions (As defined below) successfully within businesses that have been through change.
§ Either CIPD Qualified (At least level 5) or able to demonstrate the relevant experience that would enable them to operate at this level.
§ Desirable: Able to articulate a track record in developing new systems and processes.
Essential Soft Skills (Attributes & Behaviours)
§ Social, approachable and works with a strong understanding of the importance of personal relationships between team members.
§ Capable of being resilient when needed and understanding that the rate of change will not always be within their control.
§ A self-starter and able to work with autonomy, whilst overcommunicating to those who need it.
§ Collaborative in their approach and able to bring those on a journey.
§ Desirable: Ambitious and keen to utilise opportunities that may present themselves to develop their career.
Working Arrangements & Location:
Based 3 days per week at HQ in Central London, with 2 days working from home.
Ford & Stanley Interview Process:
1st Stage: Candidate Discovery: An open, conversational and consultative discussion where interested candidates are assessed on their suitability for the role in the context of the above and challenged on how the opportunity lines up with their career aspirations, motivations, financial expectations and personal circumstances.
2nd Stage: The ‘shortlist’: Candidates are asked to reflect on the candidate discovery discussion, take time to reflect on the opportunity and undertake subsequent research on the client business, reporting back on their thoughts, questions and providing additional specific information on their suitability (if applicable). Final checks of role, package and logistical alignments made.
Client Company Interview Process:
1st Stage interview: Competency-based interview with the People Director and interim Head of HR.
2nd Final Stage interview: Face-to-face interview focusing on cultural fit and possible presentation.
Good to know:
Reporting into the People Director and will have management of a team of 12 (some of these positions have not been recruited yet).
The Head of HR’s team is made up of Industrial Relations, Employee Relations, HR Support Services, Occupational Health & Wellbeing, and Business Partnering & Projects.
The People Director views this role as a natural successor to their position.
The company has just launched their first company employee survey and their Corporate Values.
A recent Customer satisfaction survey has come back as 84%.
Main responsibilities:
HR Leadership & Strategy
Develop and implement HR strategies and initiatives aligned with overall business objectives and values to drive a high-performing and safety-first culture.
Oversee all aspects of People and HR operations, including recruitment, onboarding, performance management, employee relations, compensation, benefits and HR administration.
Lead and mentor the HR team to deliver efficient and effective HR services across all functions.
Act as a trusted advisor to the senior leadership team on people-related matters.
Business Partnering
Develop and embed a true business partnering approach within the business.
Partner with operational leaders to understand workforce needs and use insights to deliver effective solutions.
Lead on functional employee engagement and retention efforts through the development and implementation of functional people plans that promote a positive work culture.
Oversee organisational change initiatives, ensuring smooth transitions and employee engagement.
Talent Attraction & Workforce Planning
Oversee recruitment strategies to attract and retain top talent, building a positive employer brand.
Drive workforce planning, performance management and succession planning to ensure future capability.
Employee Relations & Industrial Relations
Serve as the primary IR lead, curating and maintaining collaborative relationships with trade unions and employee representatives.
Lead negotiations, consultations, and collective bargaining processes, ensuring there is a robust strategy providing compliance and positive outcomes.
Ensure the HRBPs and HR Advisors provide robust advice and guidance on investigations, disciplinary hearings and grievance meetings.
Hr Operations & Compliance
Oversee OH, HR administration, payroll interface, and benefits programs to ensure accuracy and compliance.
Lead on pay and benchmarking processes
Maintain HR policies and procedures in line with UK employment law and industry standards that drive inclusivity and align with organisational values.
Monitor HR metrics (e.g., turnover, absence) and provide insights and plans to drive continuous improvement.
Oversee the management of third-party suppliers and contracts, including working to resolve underperformance with the support of the Procurement team. Lead projects to source new suppliers and contractors in order to fulfil business requirements.
Budget:
Low: £100,(Apply online only) / Mid: £110,(Apply online only) / High: £118,(Apply online only)
Supporting benefits
Please note - No Annual Bonus Scheme
Pension Scheme
Private Medical & Private Dental
Travel benefits
Electric car scheme
Cycle to work
Discounts platform
Other general benefits e.g. in-house physio and counselling
Executive Search Delivery Team:
Tom Norton – Head of Executive Search: Client & Search Management & Advisory
Oliver Nunn – Research Manager: Candidate & Research Management & Advisory
Ralitsa Kuzeva – Executive Assistant: Diary Management & Process Adherence
About Ford & Stanley Executive Search:
Ford & Stanley Talent Services Group are in the business of people and performance. Our mission is to create one million better workdays through facilitating great recruitment, leadership and occupational mental fitness. We support our clients in their most challenging business areas - recruiting, developing and retaining the best talent from shop floor to boardroom.
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Ford & Stanley Executive Search – Business specialising in Executive Search & Executive Interim Solutions in the UK, North America, Middle East and Europe.
Ford & Stanley Genius Performance - Performance is always accelerated when good people are coached, inspired, trained and focused in the right way.
Ford & Stanley Talent Services Group Ltd is a Disability Confident employer that is committed to a policy of equal opportunities for all opportunity seekers. We shall adhere to such a policy at all times and will review on an on-going basis all aspects of recruitment to avoid unlawful or undesirable discrimination. We will treat everyone equally irrespective sex, sexual orientation, gender reassignment, marital or civil partnership status, age, disability, colour, race, nationality, ethnic or national origin, religion or belief or political beliefs and we place an obligation upon all staff to respect and act in accordance with the policy.
Services advertised by Ford & Stanley are that of an employment consultancy business