Interim Head Of HR

Job Description

Morson are partnering with a PE backed FTSE 250 client, based just south of Birmingham who are looking to recruit an Interim Head of HR for a period of 6-9 months. This role will report in to the Group HR Director and partner with a Regional MD to providea commercial & strategic business partnering service. Working as part of the leadership team, you will design, create and deliver innovative HR solutions that support Business / People problems.Key Accountabilities:Strategy:

• As a member of the Senior HR team support the development of the Group People Strategy and People Plan to ensure that the current and future needs of the Business Unit(s) are represented. Assist in the formation and delivery of specific HR lead businesscritical projects i.e. large -scale restructures
• As a member of the Business Unit Operational/Business Board contribute to the business unit strategy and delivery of objectives, ensuring that the people perspectives are at the forefront of decision making.
• Taking the lead role with Business Unit MD and BU Board to develop the BU People Strategy and plan aligned to the Group People strategy and plan- present at BU Board and Exec Co /Board if required.

Professional Leadership:

• Act as a coach to the Business Unit MD and their Senior Team, developing and building leadership capability, people management competencies and new ways of working at both an individual and team level.
• Line Management of HR BPs and other individuals as required to ensure collaborative delivery of the People plan (this may be HR professionals/teams from varied disciplines).
• On an ongoing basis review performance, coach and encourage continued learning and development and empowerment of all individuals who report to you.
• Act as a coach and mentor to other colleagues in the HR team and to colleagues in the wider business.

Stakeholder Management:

• Act as a key member of the Business Unit(s) Senior Management Team(s) ensuring that all people aspects and requirements are considered at the forefront of business decision making.
• In addition to the people requirements of the Business Unit (s), develop an in depth understanding of wider commercial aspects and objectives i.e. Financial, Operational and Customers, to ensure your effective contribution and alignment/integration ofthe People strategy / Plans to business strategy/plans.
• Work closely with other members of the Senior HR team, clearly outlining the Business Unit(s) HR requirements and ensuring their delivery within agreed SLAs.
• Build strong relationships with key internal stakeholders, external suppliers (where appropriate) and other members of the HR function who contribute to the overall success of the Business Unit(s).

Sustainability (Responsible Business) Projects

• Lead a small team managing responsible projects which have a strong People dimension key ones being, D&I and Education and Skills. Coach a small team to work with the project groups and third parties to ensure effective delivery.

Cultural/ Change Management:

• Take a lead role in supporting cultural and organisational change initiatives to embed St. Modwens Purpose, Values and Employee Value Proposition, with a key focus on Diversity and Inclusion commitments, the People Pledges and Responsible Business ambitions.
• Have a pivotal role, as a member of the Senior HR Team, in the achievement of IIP Gold status and The National Equality Standard as a critical underpinning to these commitments and ambitions.
• Take a lead role in supporting the Business Unit (s) build engagement and enablement by working in partnership with the communications teams, this will include supporting the Business Unit to understand and act on their Employee Engagement Survey results.

Organisational Design

• Take a lead role in organisation design in the Business Unit(s) enabling alignment of resources to the strategic objectives and effective delivery of business unit objectives.

Building Capability

• Take the lead role in working with the Business Unit(s) senior leadership to establish and build organisational capabilities (Technical; Leadership/management; Behavioural/mindset) to ensure delivery of the Business Unit(s) strategy and Plans. Work withLearning and development partners to ensure the effective development of learning solutions
• Support the MD(s) build the capability of the Business Boards at both an individual and team level.

Talent Management and Succession

• Take a lead role in supporting the Business Unit (s) senior leadership team identify and develop talent ensuring talent and succession is in place for all key roles
• As a member of The Senior HR team take a pivotal role in supporting the planned Early Careers programme.

Reward and Recognition

• Support and coach Senior Managers during the implementation of the annual performance and bonus reviews to ensure a fair and consistent approach is taken across the organisation and in line with the Group People Strategy and People Plan.
• Support reward Benchmarking activity and the development of business cases to support changes in terms and conditions.

This role does require an immediate start, those with a notice period of less than 2 weeks should apply. The role would suit an experienced Senior HRBP or Head of HR and the salary on offer for the role is negotiable depending on experience.Our client would be interested in candidates that have worked in large, commercial businesses. Sectors such as Construction, Manufacturing and Logistics are preferred.