HR Director - 6 month contract

HR Director - 6 month contract
Location: Liverpool, Merseyside
Salary:�70k+ DOE
6 month Hybrid Contract Role
Are you a strategic HR professional looking to drive impactful HR initiatives and enhance employee and business performance? Join our team as a Director Human Resources (HR) Business Partner and work collaboratively with business leaders to understand challenges and opportunities, delivering value-adding solutions across a range of HR areas.
Key Responsibilities of the HR Director:

• Develop an operational HR Plan and priorities aligned with the HR Strategy.
• Focus on driving effective outcomes and supporting business objectives.
• Partner with HR specialists to deliver integrated solutions and drive the organisation towards the desired culture.
• Demonstrate awareness of emerging issues in the marketplace and key business issues.
• Ensure long-term people needs are identified and accommodated within business plans and management decisions.
• Establish clear deliverables and measures of success for people programs and initiatives.
• Align and deliver on global and local objectives by managing conflicting priorities.
• Partner with HR COEs, ER, and HRBP teams to drive successful outcomes.
• Influence and build relationships with executive teams and people managers to position HR as a trusted advisor.
• Drive the talent agenda to build a sustainable pipeline of world-class talent.
• Provide coaching and support to senior leaders to drive high performance.
• Use available people and business metrics to inform and manage people decisions.
• Facilitate innovative business and people practices to enhance business outcomes.
• Develop and deliver actions to address complex people-related issues.
• Create and maintain a world-class HR function and an engaging work environment.
• Foster collaboration and a "ONE HR" mindset and approach.
• Provide feedback and regular performance coaching to indirect reports.
• Manage appropriate delegation to meet required timelines.

Talent & Succession Management:

• Use the talent process to identify critical roles, talent, and assess talent and pipeline risks.
• Strengthen the talent pipeline through retention, acquisition, appropriate talent moves, and development.
• Lead and influence strategic talent and succession discussions.
• Ensure talent strategies and actions are owned and championed by the business.
• Capability Development:
• Identify key capability gaps in the client group; technical and leadership.
• Develop and deliver actions to address key capability gaps.
• Coach leaders and provide tools to build effective individual development plans.
• Performance Management:
• Deliver the cyclical end-to-end Performance Review and Development process.
• Coach leaders on performance planning and review processes.
• Ensure leaders differentiate individual performance.
• Drive the focus of performance management towards continual feedback and coaching.

Lead Change:

• Engage with leaders to develop people's capacity and readiness for change.
• Develop and implement effective change processes to support the people strategy.
• Build the capability of leaders to drive and manage sustainable change.

Strategic Workforce Planning:

• Manage workforce supply and demand requirements by identifying future organisational requirements.
• Deliver actions to meet demand through various strategies, including resourcing, learning and development, retention, talent, and succession management.
• Requirements of the Role:
• Business Acumen: Understands how the business works, knowledge of current and possible future policies, practices, trends, and information affecting the business and organisations. Knows the competition and understands how strategies and tactics work in the marketplace. Understands how people and business practices support business growth and profitability.
• Communication: Provides effective communication and influencing skills to ensure compliance with company policies and practices. Skilled at supporting change management initiatives.
• Interpersonal Skills: Excellent interpersonal skills and ability to establish effective working relationships and credibility with all levels of the internal organisation and external client organisations (vendors, federal agencies, etc.).
• Project Management: Manages projects in support of business objectives, including developing project plans, effective utilisation of resources, and developing metrics to measure and report on results. Provides project leadership while working with employees whose levels of authority and responsibility are higher than the project leader.
• Problem Solving/Decision Making: Utilises root cause analysis to understand underlying problems and develops effective solutions/decisions to resolve the problem and prevent further occurrences.
• Strategy Creation
• Team Leadership and Development
• Teamwork: Works in collaboration with others while having a point of view that may be different from other team members.

The Key Requirements for the HR Director:

• Bachelor's degree in human resource management, organisational psychology, business, or related field is essential.
• Relevant Master's degree strongly preferred.
• Minimum Experience Requirements:
• Significant experience in progressive HR Business Partner roles.
• Demonstrated experience in HR leadership roles.
• Deep and broad knowledge of HR processes gained in a dynamic global organisation.

If you are interested in the role, and want to know more, please apply or contact us for more information.

Search is an equal opportunities recruiter and we welcome applications from all suitably skilled or qualified applicants, regardless of their race, sex, disability, religion/beliefs, sexual orientation or age