Job Description: Head of People
Location: North Manchester (Hybrid, 1-day wfh) 
Reports To: Commercial Director
Salary: c. £70,000 plus excellent benefits and bonus
Job Type: Full-Time

Role Overview:
Our client is seeking an experienced and strategic Head of People will lead the people function, driving the success of our company’s people strategy. Reporting to the Commercial Director, the Head of People is a critical leadership role that will focus on building a strong talent pipeline, developing employees at all levels, embedding sustainability initiatives into HR practices, and fostering a culture of continuous development. The Head of People will shape the company culture, influence strategic decision-making at the highest levels, and ensure business continuity through robust succession planning.

Key Responsibilities:
Build Strong Foundations in People Management: 

• Regularly create, review, and update job descriptions and role profiles to ensure clarity around expectations, responsibilities, and growth opportunities.
• Equip managers with essential people management skills such as conflict resolution, performance management, absence management, and supporting employee well-being.
• Lead strategic approaches to reduce absenteeism through proactive attendance
• management, well-being initiatives, and early intervention strategies.
• Ensure legal compliance and operational excellence in all HR practices, including audits, documentation, and employee data protection.

Change Management and Organisational Development: 

• Lead people-focused change initiatives, ensuring clear communication, training, and support for impacted employees.
• Act as a strategic partner to the leadership team during periods of change, ensuring that transformation initiatives are people-centred and align with the company’s values and goals.
• Sustainability Initiatives and Social Responsibility: 
• Champion sustainability within the workplace, ensuring that sustainable practices are embedded into the people function, including recruitment, onboarding, and day-to-day operations.
• Lead sustainability-focused employee engagement initiatives, ensuring that employees understand the company’s environmental goals and feel motivated to contribute.
• Develop and execute strategies that promote inclusivity and social responsibility within the organisation, driving positive cultural change.
• Drive employee engagement through tailored communication strategies, considering the unique needs of different business areas, including construction sites, factories, and office environments.
• Integrate sustainability into the employee benefits package, offering programs that support sustainable practice.

Development at All Levels: 

• Design and lead a comprehensive apprenticeship-style program, creating pathways for individuals to develop the skills necessary to succeed in operational roles and grow within the company.
• Develop and implement internal trainee and apprenticeship frameworks that allow employees to gain real-world experience while enhancing their capabilities.
• Foster a culture of continuous development, ensuring that employees at all levels have access to learning opportunities that support their career progression, from operational through to senior management.
• Identify skill gaps across all levels of the organisation and implement training programs designed to address these gaps.
• Oversee the design and implementation of leadership development programs to ensure future leaders are identified and equipped with the skills and competencies necessary for leadership roles.
• Develop and implement a robust succession planning process across all departments to ensure business continuity and leadership readiness.
• Coach and build capability in line managers to empower them as effective people leaders, particularly those without formal HR training.

Performance Management and Employee Development: 

• Develop and implement performance reviews that incorporate SMART objectives, ensuring alignment with company goals and performance expectations.
• Support managers in creating tailored career development plans for employees, ensuring clear pathways for growth and advancement at all levels of the organisation.
• Develop and track people metrics (e.g., turnover, engagement, training ROI) to inform strategy and report to senior leadership

Building a Strong Talent Pipeline: 

• Oversee the recruitment process to ensure it aligns with both the company’s long-term objectives and its sustainability goals.
• Develop and manage apprenticeship and trainee programs in collaboration with local colleges and external partners, creating a pipeline of skilled candidates for various roles.
• Build and maintain relationships with local educational institutions to support sustainable recruitment, ensuring the company attracts talent with a shared commitment to social responsibility and sustainability.

Employee Engagement, Retention, and Relations: 

• Lead initiatives to improve employee engagement through career development opportunities, apprenticeships, and leadership programs.
• Conduct regular employee satisfaction surveys and take proactive steps to address concerns, improve engagement, and foster a positive work environment.
• Oversee employee relations including disciplinary, grievance, and conflict resolution processes to ensure fairness and consistency.

Technology and HR Systems: 

• Lead the implementation and effective use of HR systems and digital tools to streamline people processes, improve efficiency, and enable data-driven decision-making across the organisation.

Adopt a Values-Led Culture: 

• Integrate values-based assessments into the recruitment process to ensure candidates align with the company culture.
• Develop an onboarding program that introduces new hires to the company’s culture early, emphasising values, expectations, and organisational fit.

Required Qualifications and Experience: 

• A capable and CIPD qualified HR leader who creates the right environment for colleagues to thrive.
• Proven strategic HR leadership experience with the ability to influence at board level and drive organisational change.
• Experience in multi-site operations manufacturing and construction or related environments.
• Demonstrated success in leading change management, succession planning, and strategic workforce planning initiatives.
• Proven track record in managing HR compliance, operational audits, and data protection.
• Strong background in developing and using people metrics to guide strategy and report outcomes.
• Demonstrated success in coaching and upskilling operational line managers.
• Expertise in implementing and managing HR systems and digital tools.
• Proven ability to align sustainability and social responsibility with business objectives, engaging employees to support shared goals.

Lily Shippen is a leading business and executive support recruitment agency in the UK. We recruit top-tier talent across HR, executive support, and business operations roles, ensuring organisations can access the expertise needed to thrive.

We recruit for a broad range of positions, including Executive Assistants, Personal Assistants, Office Managers, Chief of Staff, and HR roles. Our services span across Leeds, Newcastle, Manchester, London, and the wider UK, including remote and international roles. Whether you’re hiring for permanent, temporary, or fixed-term contracts, we offer tailored recruitment solutions to meet your needs.