Job Purpose: The Head of People is a critical role in supporting the business in delivering our strategic plan, and leads all aspects of talent acquisition, employee development, performance management, and culture building, while establishing scalable HR infrastructure and processes. As a key member of the leadership team, the Head of People partners closely with all levels of the organisation to ensure our people practices enable business objectives and create an environment where talent thrives. The Head of People is responsible for developing and delivering an effective People strategy, encompassing the full employee journey, and ensuring consistency and continuous improvement of the People function delivery to the business. Key Responsibilities: HR and People Operations and Leadership Develop and successfully establish scalable HR policies, processes, and systems across the organisation Enhance use of People data to support effective and efficient decision-making capability Design and implement competitive remuneration structures, and ensure appropriate reward management across teams Lead organisational change initiatives, supporting the wider Leadership Team through periods of growth, and deliver successful change Make continuous improvements to People operations, including through use of new and emergent technology. Performance and Development In partnership with other leaders, develop the overall performance strategy for the business, aligning to overall goals, and be a key champion of high-performance culture which manages performance effectively and decisively through use of organisationally consistent frameworks and principles Establish and maintain relevant career and performance pathways, including graduate and apprenticeship routes where relevant Continuously develop and improve people management and leadership capabilities across the organisation, to ensure sustainable growth and performance Ensure appropriate and relevant learning and training is delivered to the business Talent and Retention Develop the employer brand and be a leading ambassador of culture within and outside of the company Provide expert input to resource planning activities, and develop growth plans with the Senior Leadership Team Support with development of the recruitment strategy, and ensure its delivery through the People team and hiring managers Develop overall capability across the company, including via external partners where appropriate, building talent pipeline and succession plans, and fostering management best practice Champion diversity, equity, and inclusion, and ensure organisational awareness of inclusive and ethical ways of working Employee Relations and Compliance Act as a subject matter expert in employment law within the business, ensuring compliance and updating the Senior Leadership Team in line with developing practice and legislation Ensure HR processes and procedures are maintained and improved, and that people managers are skilled and informed Ensure overall compliance with all applicable employment legislation and practices Act as owner of all People data, ensuring its accuracy and security in line with relevant legislation Requirements Skills Confident and effective communication Ability to influence engagement and change, at all levels of seniority and skill Skilled in providing sound and pragmatic advice to managers at all levels of the organisation Ability to manage information and interpret and present high quality written, oral and numerical information Ability to use data to shape insights and direction for the business, and to add value to all levels of people management and practice Proven ability to influence performance and change Knowledge CIPD Level 7, Chartered Membership of the CIPD, or equivalent experience Experience of working in a leadership role, ideally within a technology or services consultancy business Current and maintained knowledge of the relevant legislative and compliance landscape in the UK and other territories applicable to the company Understanding and demonstrable experience in using effective talent strategies to achieve growth and improvement Knowledge of key change frameworks and principles Demonstrable and developed knowledge of employee relations processes and best practice Behaviours A role model of the values and culture of the organisation A pro-active and considered approach to approach to problem solving Excellent commercial awareness, and understanding of value-driven work Demonstrable understanding of diverse perspectives and the importance of psychological safety A hands-on attitude, with a background in People and HR practice, who can work as a player-manager while continuously developing team capabilities An experienced leader, with the ability to develop and manage a disparately located team to high performance Proven ability to challenge and influence with a solution focused mindset with people at the forefront of your approach