Head of People and Culture - Permanent - Galway
The Head of People and Culture will report to the Chief Financial Officer, and is responsible for leading our client's human resources strategy, aligning it closely with business objectives, and fostering a positive workplace culture. This role requires significant experience and demonstrable expertise in HR, typically with prior experience as a senior HR manager, HR director, or in a comparable leadership position. This role support both Ireland and UK teams.
The Head of People and Culture will function as both a leader and a strategist, setting the direction for talent management across the employee lifecycle, including acquisition, retention, progression, and ongoing development.
Key Responsibilities
1. Strategic HR Leadership: Develop and implement human resources strategies that align with the organisation's overarching business goals.
2. Workforce Planning: Create and execute workforce plans that address the organisation's priorities and drive overall performance.
3. Collaboration with Senior Leadership: Work closely with the senior leadership team and management teams in the UK and Ireland to understand their key organisational priorities and translate them into actionable HR initiatives.
4. Talent Management: Oversee talent management initiatives, including performance management systems, leadership development programs, and succession planning to maintain a strong talent pipeline. This also includes ongoing professional development to ensure the organisation possesses all required skills and competencies.
5. Skills Assessment: Initiate and interpret skills gap analyses and audits to identify organisational strengths and areas for development.
6. Leadership Development: Ensure talent pipelines are established so that employees can advance within the organisation and develop into future leaders.
7. Stakeholder Management: Work closely with other leadership team members and external vendors to ensure that HR initiatives align with business needs and deliver value. Serve as the primary HR liaison with internal and external stakeholders, such as the ER team in CIF, etc.
8. Culture & Employee Engagement: Champion a workplace environment that promotes growth, innovation, employee engagement, and inclusivity. Develop strategies and maintain relationships that support employee satisfaction and well-being. Lead efforts to build a diverse and inclusive workforce, ensuring that all employees feel welcomed, respected, and empowered.
9. Change Management: Lead or support organisational change initiatives, ensuring HR plans are communicated and executed effectively.
10. Rewards: Review, amend reward strategies for the business, including pay ranges, incentive programs and benefits programs to align with the business strategy.
11. Monitoring & Reporting: Track the effectiveness of HR strategies and initiatives, reporting progress and outcomes to the senior leadership team.
12. Legal Compliance: Ensure that all HR practices comply with applicable laws and regulations, mitigating legal risks for the organisation.
13. HR Operations: Oversee the daily operations of the HR department, ensuring that all functions are managed effectively and aligned with the organisation's policies and business goals.
Required Competencies
14. Strategic Vision: Ability to develop HR strategies that align with and advance business objectives.
15. Leadership & Influence: Inspire, motivate, and influence leaders and teams across the organisation.
16. Stakeholder Management: Build and sustain productive relationships with diverse stakeholders, both internal and external.
17. Analytical Acumen: Conduct and interpret workforce analyses to inform decision-making.
18. Communication: Possess strong written and verbal communication skills, with an ability to articulate complex ideas clearly.
19. Conflict Resolution: Navigate disagreements or disputes diplomatically to achieve positive outcomes.
20. Change Leadership: Manage and lead through periods of change, ensuring alignment and engagement across the workforce.
21. Employee Development: Advocate for continual learning and development opportunities.
22. Problem Solving: Identify issues proactively and implement solutions that balance organisational and employee needs.
23. Cultural Sensitivity: Foster a diverse and inclusive workplace, respectful of varying backgrounds and perspectives.
Experience
24. Education: Degree or Master's in HR or a related business discipline.
25. Experience: Extensive experience in HR leadership roles, with a strong track record of developing and executing successful HR strategies. Minimum of 10+ years in a growing business across Ireland, UK, and other locations in a senior HR role. CIPD qualification is desirable but not essential. Experience of working in different sectors is advantageous.
26. Proven experience in fostering a positive organisational culture.
27. Talent Management: Experience in developing and aligning talent management programmes with organisational objectives, positively impacting talent retention. Experience in developing and implementing performance management tools is highly desirable.