Head of HR
# Head of HR **wmt consulting limited** · Manchester · `On-site` 🕒 **Статус:** *Опубликовано: 6 дней назад* · *Источник: Indeed* --- ### About the Role Location: Manchester Contract: 12-month Fixed-Term Contract Salary: Up to £75,000 depending on experience The Opportunity We are supporting a client with the appointment of a Head of HR on a 12-month fixed-term contract. Our client is a fast-paced, highly commercial and entrepreneurial business entering a significant period of growth and change. They are looking for someone who can ensure their people strategy not only keeps pace with the business, but anticipates where it is going next. This is not a traditional Head of HR role. We need a commercially minded, pragmatic and delivery-focused HR professional who understands that a successful people strategy starts with understanding the business strategy. Working directly with the CEO, owner and Managing Director, you'll be at the heart of the organisation as it moves through its next phase of growth. You'll need to understand the commercial journey of the business, anticipate the people implications and, most importantly, turn strategy into action. A major part of this role will be leading the people and communication aspects of an upcoming office move. You'll need to be confident acting as a visible point of contact throughout the process, bringing people with you, managing expectations and ensuring the transition is well planned and delivered effectively. This is a role for someone equally comfortable around the leadership table and getting into the detail. You'll lead a small HR team, and we're deliberately looking for someone who doesn't need a large infrastructure around them to get things done. What You'll OwnPeople Strategy & Commercial Partnership - Translate the wider business strategy into a clear, commercially aligned people plan. - Act as a trusted and credible partner to the CEO, owner, MD and wider leadership team. - Understand the commercial drivers of the organisation and anticipate the people requirements needed to support future growth. - Provide pragmatic, commercially balanced advice and use people data and insight to support better business decisions. Organisational Growth & Talent - Develop future workforce and talent plans aligned to the growth ambitions of the business. - Identify future capability, leadership and succession requirements. - Partner with Recruitment and business leaders to ensure the organisation has the right people and skills at the right time. - Support organisational design and evolving structures as the business grows. Engagement, Culture & Employer Brand - Own and evolve the employee engagement strategy. - Strengthen culture, communication and engagement across the organisation. - Ensure company values are reflected in how people are recruited, managed, developed and recognised. - Develop the external employer brand and employee proposition to support attraction and retention. - Lead clear, consistent and engaging internal communications, particularly during periods of significant change. Change Management & Office Relocation - Lead the people-related aspects of significant business change, transformation and organisational development. - Take a leading role in the upcoming office move, acting as a visible and confident point of contact for employees, senior stakeholders and relevant external partners. - Own the people and communication plan for the relocation, ensuring employees are informed, engaged and supported throughout the transition. - Coordinate the practical HR and operational requirements associated with the move, anticipating potential challenges and ensuring key milestones are delivered. - Be hands-on with the data behind the move, including employee information, headcount, seating and workspace requirements, reporting, planning and tracking progress. - Use accurate people data and reporting to support decisions, identify risks and ensure the transition is managed effectively. - Work closely with leadership and relevant internal teams to ensure the new working environment supports the needs of the business and its employees. - Ensure change is effectively planned, communicated and embedded, with minimal disruption to business operations. - Provide appropriate oversight of workplace and facilities requirements where they intersect with the wider people agenda. Operational HR Leadership - Lead and develop a small HR team, providing direction while remaining hands-on with day-to-day delivery. - Maintain oversight of core HR operations, employee relations, policies, processes and employment legislation. - Ensure managers receive pragmatic and commercially appropriate HR advice and support. - Take ownership of complex or sensitive people matters when required. - Use HR data, reporting and workforce insights to identify trends, monitor performance and inform business decisions. - Continually look for ways to simplify processes and improve the effectiveness of the HR function. The Person We're Looking For We're less interested in job titles and hierarchy and more interested in what you've done, the environment you've done it in and how you operate. You may already be a Head of HR or Head of People. Equally, you could be a high-performing Senior HR Business Partner, Senior People Partner or People Lead ready to take the next step. What matters is that you've worked in a fast-paced, entrepreneurial and highly commercial environment and understand what it takes to support a business that is growing and changing quickly. Experience within an owner-led, founder-led, privately owned or private equity-backed business would be particularly relevant. You'll be comfortable working with a small team, making decisions, dealing with ambiguity and operating without layers of process or bureaucracy around you. You'll bring: - Strong commercial judgement and a genuine interest in how a business operates and grows. - The credibility to partner with, influence and challenge senior leaders. - Experience across organisational change, talent and workforce planning, engagement and operational HR. - Experience leading or supporting a significant office relocation, workplace change or business transformation project. - Strong communication and stakeholder management skills, with the confidence to act as a visible representative of the business during periods of change. - Confidence working with people data, headcount reporting, workforce planning and operational information to support decision-making. - A pragmatic approach, with the ability to balance good HR practice with commercial reality. - The ability to think strategically while remaining hands-on, organised and delivery focused. - Energy, resilience, common sense and a natural bias for action. Strong knowledge of UK employment law and sound HR fundamentals are essential. A relevant CIPD qualification would be advantageous, although commercial judgement, delivery, credibility and attitude are equally important. Above all, we're looking for someone who combines good HR thinking with commercial common sense and the ability to get things done. Someone who can lead from the front, bring people with them through change and isn't afraid to roll up their sleeves and get into the detail when needed. Pay: £60,000.00-£75,000.00 per year Benefits: - Cycle to work scheme - Financial planning services - Flexitime - On-site parking Work Location: In person
Наблюдалась 2026-10-19, впервые 2026-10-13, источник — Indeed.