About the Company
Our client is a fast-growing infrastructure and energy transition business, focused on building and operating a nationwide network of sustainable, future-ready assets across the UK.
Founded in the late 2010s, the company has expanded rapidly from a regional base to a national footprint, with a significant and growing portfolio of operational sites. Backed by substantial long-term investment from leading infrastructure and renewable energy funds, the organisation is well-positioned for continued expansion over the coming years.
The business is driven by a mission to support the transition to cleaner, more sustainable transport and energy systems. Its core focus is on delivering reliable, accessible infrastructure in high-demand locations, including key transport routes, urban centres, and community hubs.
With a strong emphasis on customer experience and community engagement, the company actively involves its growing user base in shaping future developments. It recognises that delivering a high-quality, seamless experience is critical to driving adoption and long-term growth.
Job Profile
We are seeking a People & Culture Lead to take ownership of all HR activities for a growing team within a dynamic, scaling organisation.
Supported by an Executive Business Manager and Office Manager (who will assist with administrative tasks), you will act as the primary contact for all HR matters. You will own the full employee lifecycle, including talent acquisition, onboarding, performance management, engagement, learning & development, and reward.
This is a hands‑on role with strategic influence, offering the opportunity to shape people practices and the overall employee experience within a high‑growth environment.
Key Responsibilities
Day‑to‑Day
* Act as the first point of contact for HR support, delivering an efficient and positive service
* Manage relationships with benefits providers and review offerings to ensure competitiveness within budget
* Support and guide junior HR/admin support resources
HR Systems & Engagement
* Own and optimise the HRIS, ensuring it is central to operations and enables effective self‑service
* Use people data and analytics to generate insights and support a high‑performing culture
Recruitment & Onboarding
* Support end‑to‑end hiring processes, partnering with hiring managers from requirement through to onboarding
* Track recruitment activity and maintain relevant metrics
* Develop and continuously improve onboarding processes to ensure a strong employee experience
Processes & Policies
* Maintain and update HR policies in line with business needs and best practice
Performance Management
* Lead performance management processes, including objective setting and reviews
* Support managers to drive both individual and organisational performance
Learning & Development
* Oversee the learning platform and monitor engagement
* Identify and coordinate development opportunities and external training partners
Culture & Engagement
* Identify opportunities to enhance culture, including diversity, equity and inclusion initiatives
* Implement improvements in collaboration with the leadership team
Wider Contribution
* Actively contribute to broader business initiatives and cross‑functional projects
Team & Leadership Responsibilities
* Align teams around shared goals, values, and priorities
* Motivate and support individuals to achieve their potential
* Foster a collaborative and inclusive working environment
* Engage proactively with the sector and contribute to organisational initiatives
Business Strategy Contribution
* Support the delivery and embedding of company strategy
* Translate strategic goals into actionable people plans
* Contribute to the development of new initiatives
* Evolve the people strategy to support scaling and growth
Key Skills
* Pragmatic and people‑focused approach to HR delivery
* Strong communication skills with the ability to build credibility quickly
* Ownership mindset with a proactive, “hands‑on” approach
* Excellent organisational and planning capability
* Confidence to influence and challenge at all levels
* Solutions‑oriented with a positive and adaptable mindset
* Strong systems and technology capability, including HR platforms and automation tools
* Ability to remain calm under pressure and meet deadlines
* Flexible and agile in a fast‑paced, evolving environment
* A collaborative team player who contributes beyond their core role
* Passion for sustainability and contributing to long‑term positive change
Ideal Candidate
* Proven HR experience within a high‑growth SME or start‑up environment
* Strong experience managing the full employee lifecycle
* Up‑to‑date knowledge of employment legislation and HR best practice
* Experience with HRIS platforms and engagement tools
* Experience managing a range of employment types (employees, contractors, etc.)
* Demonstrated success in improving and modernising HR processes
* Ability to communicate complex HR matters clearly to non‑specialists
* Comfortable working with both qualitative and quantitative data
* Experience in a standalone or lead HR role
* Experience delivering HR‑related projects
* CIPD qualification (Level 5 or above) or equivalent experience
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