Vice President Human Resources

Overview

Responsibilities

• Contribute to, and where accountable define policies and processes strategy and objectives.
• Use and understand People tools and policies, engaging with Divisional clients effectively to ensure their use across the organization.
• Drive consistency of approach across the organization in attracting, managing and developing talent to support current and future organizational needs.
• Work closely with all colleagues to ensure that tools and policies are aligned, enhance employee engagement and ultimately improve performance.
• Use data and analytics to measure the effectiveness of tools and policies and understand the landscape for further improvement.
• Provide expert input across a range of HR issues (generalist / specific expertise); Design and deliver high impact solutions that meet the needs of the business.
• Coach and build the capability of senior managers to anticipate and pre-empt organizational issues.
• Participate in relevant projects, leading and championing as appropriate company's reputation as a world class organization and employer of choice.
• Keep up to date with external trends and best practice in the areas of expertise and HR more broadly.
• Continuously drive improvements in tools and policies through external market trends, insight and internal best practice.
• Build relationships and form alliances with external counterparts, communities of practice and stakeholders to scan for innovations and opportunities to form partnerships.
• Understand and anticipate the need for change, diagnose the underlying issues and build the case for change with stakeholders. Build frameworks to plan and manage the continuous process of change including dependencies, risk, potential scenarios ad options to mitigate.

Qualifications

• Extensive relevant HR experience (generalist or specialist) gained in large complex organization(s) with multiple stakeholders (including matrix relationships)
• Extensive experience of operating in a business partner model, working with local managers to create positive business outcomes;
• Knowledge of current thinking in Human Resources issues and trends and evidence of Continuing Professional Development;
• Relevant experience gained of participating on business boards which govern strategy and decision making;
• Is personally credible, can provide examples and referees at senior levels /multiple disciplines across the organization that validate HR expertise and how strategic aims have been met. - Desirable - MCIPD, or equivalent educational achievement (Level 7) plus experience.