Head of People and Talent

Position Overview We are looking for an experienced and commercially minded Head of People and Talent to take full ownership of the HR function and people agenda, ensuring our people strategy supports the continued growth and success of the business.This is a standalone and highly hands-on role, with no other dedicated HR positions within the organisation. The successful candidate will therefore be equally comfortable operating strategically with the leadership team and personally delivering the day-to-day activities required to run an effective HR function. The successful candidate will enjoy building as well as leading: identifying what needs to improve, developing the solution and then personally driving it through to implementation. Working closely with the leadership team, the Head of People and Talent will help build organisational capability, develop high-performing teams and support a positive, accountable and engaging culture. They will act as a trusted adviser to leaders and managers, providing pragmatic advice, constructive challenge and practical people solutions that balance employee needs with commercial objectives. Key Responsibilities 1.              HR Leadership & Management:

• Own and continuously develop the HR function, ensuring it supports the strategic and operational needs of the business.
• Develop and deliver people initiatives aligned with the company's objectives, values and growth plans.
• Manage all aspects of the employee lifecycle, including onboarding, HRIS management, performance management, compensation, benefits and offboarding.
• Act as a trusted adviser to the leadership team and managers, providing pragmatic HR advice, support and constructive challenge.
• Develop, maintain and continuously improve HR policies, processes and practices.
• Ensure compliance with UK employment legislation and appropriate HR best practice. 2.            Talent Acquisition & Workforce Planning:
• Lead recruitment across the organisation, from identifying requirements through to successful appointment and onboarding.
•  Work with managers to understand current and future capability and resource requirements and develop appropriate recruitment and workforce plans.
• Manage the ATS and ensure an effective, consistent and positive candidate experience.
• Manage relationships with recruitment agencies and other external talent partners.
• Support and challenge hiring managers throughout the selection and decision-making process.
• Develop approaches to attract and retain high-quality talent in a competitive technical market. 3.          Learning, Development & Training Management:
• Develop and implement learning and development programmes that improve employee capability, technical competence and leadership effectiveness.
•  Identify organisational and individual capability gaps and translate these into practical development plans.
• Establish clear approaches to career development and progression across the organisation.
• Coach and advise leaders on people management and leadership effectiveness ensuring managers have the skills and confidence to lead their teams effectively.
•  Support succession planning and the identification and development of key talent.
• Own and continuously improve the organisation's performance management approach. 4.            Culture & Employee Engagement: 
• Play a leading role in developing and embedding a positive, inclusive, collaborative and high-performing workplace culture.
• Work with the leadership team to ensure company values and expected behaviours are understood and consistently demonstrated.
• Develop meaningful approaches to employee engagement, communication, recognition and feedback.
• Monitor employee engagement and sentiment, identifying themes and recommending appropriate actions to leadership.
• Develop initiatives that strengthen collaboration, connection and engagement across office-based, hybrid and remote teams. 5.            Employee Relations, Wellbeing & Retention:
• Provide confident, balanced and commercially pragmatic advice on employee relations matters.
• Manage complex or sensitive employee relations issues, including grievances, disciplinaries, performance concerns and absence management.
• Coach managers to address people issues effectively and at the appropriate stage.
• Identify trends and underlying causes of employee turnover and develop appropriate retention strategies.
• Support employee wellbeing while maintaining appropriate expectations around individual and organisational performance. 6.            HR Analytics, Governance & Reporting:
• Establish and monitor meaningful people metrics to understand organisational health and the effectiveness of HR initiatives.
• Provide regular reporting and insight to the leadership team.
• Use data and employee insight to identify trends, risks and opportunities and recommend appropriate actions.
• Maintain accurate and compliant employee records and HR systems. Personal Profile
• Bachelor's degree in relevant field.
• CIPD Level 5 minimum is required; Level 7 would be advantageous.
• 5+ years of experience in an HR generalist role, preferably in an engineering, consulting, or technical environment.
• Strong stakeholder management skills, with the confidence and credibility to build trusted relationships, influence senior leaders and constructively challenge where appropriate.
• High level of personal resilience and emotional intelligence, with the ability to navigate challenging situations, manage competing priorities and remain calm, pragmatic and constructive under pressure.
• Ability to operate autonomously, take ownership and drive meaningful change and measurable results in a standalone HR role.
• Strong understanding of UK employment law, HR policies and contemporary HR best practice.
• Proven experience in learning and development, with a track record of designing and implementing impactful programmes.
• Demonstrated ability to lead cultural and organisational initiatives and engage employees at all levels.
• Proven ability and willingness to operate successfully in a standalone HR role, taking personal ownership of both strategic priorities and day-to-day HR delivery.
• A genuinely hands-on approach, with no task considered “too junior”; comfortable moving from senior leadership discussions and complex employee matters to recruitment coordination, HR administration, systems updates and documentation as required.
• Excellent interpersonal, communication, influencing and conflict-resolution skills.
• Strong judgement and problem-solving ability, with a proactive, pragmatic and solution-oriented mindset.
•  Excellent written and verbal communication skills.
• Highly motivated and energised by the opportunity to exceed expectations and make a tangible impact on the organisation.