Head of Human Resources

The Head of Human Resources is responsible for partnering with the senior leadership team within Cornmarket to develop and implement a people strategy which is aligned to the business strategy. A key focus of the role is collaborating with business leaders to help the Cornmarket Group deliver on its strategic objectives through commercially relevant people solutions. The role holder will be responsible for providing leadership and direction to the HR Team and to oversee the operational running of the Human Resource function including but not limited to Talent Development, Talent Acquisition, Organizational Design, Total Reward, Diversity Equity & Inclusion, Wellbeing and Employee Relations. Accountabilities of the Role To comply with risk control and regulatory requirements that are relevant to this role. Ensure compliance with Company policies, regulatory, professional and legal requirements. Ensure familiarity with the IAF framework, the fitness & probity regime, employment law and data protection considerations. Proactively identify & prepare for regulatory changes that impact our talent. Partner with the senior leadership team to understand their strategic priorities and commercial realities to help identify and inform people solutions that will support business objectives. To develop and build on our people strategy by identifying our key priorities and deliverables for success. Build and execute HR strategies which improve HR processes and progress the people agenda. Influence and champion strategic people initiatives which will help the business to deliver business growth and employee engagement. Collaborate with the Senior Leadership Team across the Group (CGFS, CIS & EIS). Working closely with Heads of Function and People Managers to facilitate effective and proactive decision-making to ensure solutions are realistic, fair, consistent and effective. Build effective relationships with the business to understand people challenges. Advise and support the business on organizational change ensuring its alignment with our business model and strategic objectives. Lead and develop a team of HR professionals to ensure an excellent employee experience with an emphasis on business partnership, coaching and development of the company culture. Motivate the team to achieve and maintain excellent pro-active service to the business. Enhancing a culture of personal responsibility and accountability by leading by example. Creating a positive working environment where the team feel like they can contribute fully and openly. Ensure our Talent Development offering is in line with the business needs, enabling people to grow and develop in their current and future roles. Utilise our digital learning capability and lead a learning strategy that is relevant, meaningful and measurable. Identify and deploy learning interventions designed to build internal capability in the space of technology, data & innovation. Responsible for ensuring a fair, equitable and market competitive total reward strategy across the Company. Develop the required governance frameworks to support our Total Reward offering. Drive our HR technology implementation ensuring our future roadmap develops and enhances our talent capability across the business. Setting out a clear strategy for delivery and success. Lead the talent management process and develop appropriate solutions to drive a high Performance Culture. Working with the business to effectively manage performance and develop effective succession planning. Work with the business on the design, delivery and maintenance of progression plans / career paths across the business. Ensuring that we have clear documented plans for all key functions within the business. Working closely with the business owners to ensure plans are reviewed regularly and remain fit for purpose. Deliver on the talent needs of the business through a targeted Talent Acquisition strategy that includes the development & enhancement of Cornmarket’s employer value proposition externally to help attract top talent to the organization. Design & deliver the company’s DE&I strategy that builds towards our ambition to have a workplace culture where everyone feels comfortable to bring their whole selves to work, incorporating sustainable people practices that drive attraction, retention & business performance. Provide leadership and guidance to leadership and the HR Team in dealing with employee relations issues effectively and compliantly, creating a fair, respectful and high-performance culture. Work closely with the senior management team to ensure regular and effective internal communication. Utilising the most effective communication channels in order to deliver our key messages such as, staff / management forums, email bulletins, the intranet etc. Maintain commercial awareness relevant to this role. Skills & Knowledge Required Strong knowledge of the risk control & regulatory environment within Financial Services preferred including an understanding of the IAF Framework, the Fitness & Probity Regime, data protection considerations etc. An excellent understanding of employment law and how it shapes people policies, practices and decisions is required along with experience of managing legislative changes proactively Strong commercial awareness/acumen. An understanding of the Life, Pensions and General Insurance market preferred Significant experience at HR Manager/Senior HR Business Partner level essential Have substantial stakeholder management skills, with a track record of successfully implementing organisational change and effective HR practices. Experience proactively driving changes to people related practices and initiatives High levels of attention to detail, excellent analytical skills and experience managing and shaping a Total Reward Strategy Have a proven ability to deliver successful coaching interventions Strong leadership skills, self-motivated and enjoy working in a fast-paced, dynamic team environment Strong communicator and excellent relationship building and influencing skills Strong outward focus Third level qualification in the HR field required CIPD membership preferred Behavioural Competencies Required Trusted Adviser: Providing professional and commercial insights across all areas and challenge/negotiate effectively with key stakeholders in the delivery of practice and advice. Building effective relationships with your business areas by always providing sound knowledge of HR disciplines, deliver on what you promise and building personal relationships of trust that can be relied on. Strategic Partner: Act towards a commercial mind-set and sound point of view on the organisation and what can drive continuous improvement. Leads peers in the delivery and attaining of results for own unit and for the wider business. Focuses self and others on the swift resolution of challenges and seeks positive outcomes. Seeks opportunity to add-value and partner with business units. Talent Developer: Ensure that the organisation’s capabilities are aligned with strategy and are integrated and working effectively and efficiently. Innovative Implementer: Develop creative HR practices into unified solutions to business problems. Change Catalyst: Proactively initiates and facilitates changes at organisational, project and individual levels. Technology Savvy: Technology savvy professionals are aware of and leverage the latest technology to more efficiently deliver HR programmes and help people stay connected with each other. Leadership: Take full responsibility and accountability for your area. Always lead by example within the HR team and across the business. Lead with passion, drive and execution. Personal Development: Seek out and act on feedback received from your business areas. Take coaching opportunities to develop as a HR Professional, taking responsibility for own personal development in conjunction with management and CPD. Providing professional and business insight to all stakeholders that your service. Take responsibility for driving your own training needs and drive the training and development of other team members on core processes. Takes responsibility for ongoing learning and development. Equal Opportunities & Data Privacy Notice Cornmarket is committed to building an inclusive workplace environment, We’re proud to be an equal opportunity employer, striving to create a welcoming environment. All qualified applicants will be considered for employment without regard to age, disability, ethnic background, family status, gender identify or expression, marital status, membership of the Traveller Community, national origin, race, religion, sexual orientation. We are also committed to providing reasonable accommodations to qualified individuals with disabilities in the employment application process. To request an accommodation, please contact our Talent Acquisition Team. To review our data use practices, visit our Recruitment Data Privacy Notice . #J-18808-Ljbffr