HR Head

ABOUT THE ROLE

• We are seeking an experienced, strategic Head of Human Resources to lead our people agenda as we
• scale. Reporting directly to the CEO, you will be a trusted advisor to the leadership team, shaping the
• organisation, talent, performance culture, and people systems that will power our next phase of growth.
• You will own the full spectrum of HR strategy, including organisation design, talent, performance,
• succession, compensation, employee experience, and HR governance. A capable HR team manages day-
• to-day execution under your leadership.

KEY RESPONSIBILITIES

• HR Strategy and Business Partnership
• Define and drive an HR strategy that directly supports the organisation's business goals and growth

ambitions.

• Serve as a trusted advisor and thought partner to the CEO and leadership team on all people

matters.

• Translate business priorities into clear workforce, capability, and talent plans.
• Anticipate people and organisational risks and address them proactively.
• Organisation Design and Workforce Planning
• Own the organisation structure, reporting lines, roles, grading, and job architecture.
• Lead workforce and headcount planning in close partnership with business leaders and Finance.
• Advise leadership on organisational effectiveness, restructuring, and future capability needs.
• Ensure the organisation has the right structure and talent in place to sustain growth.
• Talent Acquisition and Talent Management
• Set the talent acquisition strategy and establish consistent hiring standards across the organisation.
• Partner with leadership on critical and senior-level hiring.
• Build robust talent pipelines for key roles and emerging capability needs.
• Own succession planning for leadership and business-critical positions.
• Identify high-potential talent and drive targeted, meaningful development plans.
• Performance and Career Management
• Own the Performance Management System (PMS) and the organisation's performance philosophy.
• Establish clear principles for goal setting, assessment, calibration, and performance conversations.
• Link performance outcomes directly to development, promotion, compensation, and recognition.
• Design transparent career progression and promotion frameworks.
• Foster a culture of accountability, high performance, and continuous growth.
• Compensation and Recognition
• Own the compensation philosophy, salary structures, grading, and pay governance.
• Lead periodic market benchmarking and annual merit review cycles.
• Ensure pay is internally equitable and competitively aligned with the market.
• Define principles for promotions, rewards, and recognition.
• Partner with Finance and leadership on compensation decisions and budgets.
• Leadership, Culture and Employee Experience
• Partner with leaders on leadership effectiveness, performance, and employee matters.
• Shape and strengthen the desired organisational culture and a positive employee experience.
• Act as the senior escalation point for sensitive employee relations issues.
• Build leadership capability and reinforce accountability across the organisation.
• HR Governance, Technology and Transformation
• Own the HR policy framework, governance standards, and overall HR operating model.
• Continuously improve HR systems and processes so they are efficient and scalable.
• Deliver HR analytics and people insights that inform management decisions.
• Evaluate and drive the adoption of HR technology, automation, and AI solutions.
• HR Team Leadership
• Lead, develop, and grow a high-performing HR team.
• Set clear accountabilities and operating standards within the function.
• Build strong in-house HR capability across all core areas.
• Ensure the HR function consistently delivers against business priorities.

MEASURES OF SUCCESS

• An organisation structure and workforce aligned with business strategy
• High-quality, effective hiring for critical roles
• A robust PMS and a strong performance culture
• A healthy succession and leadership pipeline
• A clear, well-understood career and promotion framework
• Competitive and internally equitable compensation
• A strong organisational culture and employee experience
• Effective HR governance and scalable processes
• People decisions grounded in data and insight
• A strong, capable HR team

CORE ACCOUNTABILITY

• The Head of HR owns the people agenda and its outcomes: setting direction, building the
• frameworks, advising leadership, making key people decisions, and ensuring the HR team
• executes with excellence.

Requirements

ABOUT YOU

• 12–18+ years of progressive HR experience, including significant time leading a broad, multi-

disciplinary HR function.

• A proven track record of partnering directly with a CEO, MD, or senior leadership team.
• Deep expertise across organisation design, talent management, PMS, succession, compensation,

and employee relations.

• Experience building or transforming HR systems within a growing organisation.
• Strong people leadership and stakeholder management skills.
• A strategic thinker with a strong bias for execution.
• Commercially minded, data-driven, and mature, with the confidence to make and influence

important people decisions.

• Uncompromising integrity, discretion, sound judgement, and a strong sense of ownership.