Head of Human Resources

The Opportunity

Strategic HR Leadership

• Develop and execute a global HR strategy aligned to business objectives.
• Act as a trusted advisor and challenger to senior leadership.
• Translate business priorities into practical people strategies and interventions.
• Establish a strategic HR business partnering model as the organisation scales.
• Partner with leaders on organisational design, workforce planning, and organisational effectiveness.

Organisation and Change

• Shape organisational structures and capabilities to support rapid growth.
• Support significant organisational change and transformation.
• Build the leadership capability required for a rapidly scaling global organisation.
• Provide insight and challenge on organisational performance, leadership, and people risks.

Reward and Career

• Develop global compensation and benefits frameworks, salary structures, incentives, and reward philosophy.
• Establish performance management frameworks, career architecture, progression, and internal mobility.
• Establish succession planning and talent review processes.
• Develop approaches to retain critical and high-performing talent.

Learning and Culture

• Develop global learning and development and leadership development strategies.
• Build management and leadership capability and establish high-potential programmes.
• Shape culture and establish employee engagement, listening, and recognition initiatives.
• Strengthen leadership accountability, employee experience, and consistency of people practices across markets.

International Growth

• Support expansion into new markets and the establishment of new teams.
• Develop scalable global people frameworks.
• Advise leadership on the people implications of international growth and organisational change.
• Support integration of new teams, businesses, or organisational structures where required.

Ideal Candidate

• The ideal candidate is a resilient and credible HR leader comfortable operating in a complex, fast-moving environment.
• Experience in a high-growth organisation where HR evolved quickly alongside the business is required.
• Experience building or transforming an HR function is particularly important.
• Relevant backgrounds may include technology, infrastructure, telecommunications, engineering, energy, financial services, or other complex international organisations.

Success Factors

• Comfort operating with senior and demanding stakeholders.
• Resilience and maturity when operating through ambiguity and pressure.
• Ability to challenge, influence, and adapt with sound judgement.
• Commercial focus on business impact rather than HR process alone.
• Ability to move quickly between strategy and execution and personally solve problems.
• Capability to build trust and credibility in a challenging organisational environment.
• Energy and ambition to build a new function rather than simply manage an established one.