• FredaJ

Human Resources Director Job Description

Job Summary Human Resources Director

Delivers HR strategy and provides professional HR guidance and support, as part of a business division leadership team or by leading Centres of Excellence.

Supports the Executive/divisional leadership team and business managers in making decisions through the provision of HR data, advice and general information.

Ensures that HR policies and processes are fully ommunicated, understood and complied with and that all HR-related activity in the business unit is legally compliant.

Manages a team of Senior HRBP’s and HRBP’s

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Main responsibilities-Human Resources Director Job Description


Work closely with the Director HR to shape and develop HR initiatives, policies and processes.

Actively participate in the overall leadership and strategy of the Division/Company as a member of the Leadership Team, using expertise to introduce mechanisms, policies and practices relating to HR issues.

Act as a thought-partner to the Director HR and work closely with the Executive/Divisional Management Team to develop and deliver strategic/operational goals

Responsible for the relationship between HR & the business; owns the client relationship

Responsible for leading the professional area; bringing evidence-based practice into the organisation and addressing the people challenges for their area of expertise.

Support organisation effectiveness by developing and implementing solutions aligned to strategy.

Lead the HR vision, including role modelling great personal and team leadership and taking an active role in ensuring the HR Operating Model is embedded successfully

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Employee Relations/Market

Remain aware of changes to policy and best practice within the industry

Develop/manage relationships with recognised Trade Unions and Employee Representation Groups and other external partners/professional organisations and networks


  • Lead cross functional groups both within the division and the company

  • Liaise with cross-divisional HR teams, where appropriate.

  • Support, reflect and demonstrate the company values

  • Drive efficiency, effectiveness and best practice within HR.

Main responsibilities-Human Resources Director Job Description (cont)


Contribute to, and where accountable define policies and processes that support the company and Divisional/People strategy and objectives.

Use and understand People tools and policies, engaging with Divisional clients effectively to ensure their use across the organisation.

Create, develop and implement Company/Divisional HR plans/budgets based on Company/Divisional business objectives and plans (feeding into Company budgeting process).

Organisational design/talent management: accountable for the organisational design integrity of the company/divisional area according to OD principles, monitoring trends and providing guidance to divisions to identify changes to structure and roles.

Continually ensure strong succession plans are in

place and authorise additional headcount in divisions

Accountable for management of recruitment and selection (for permanent staff)

Accountable for effective internal communication and high employee engagement levels across the division

Provide advice and guidance to line managers relating to Training and Development, involving Centres of Excellence, as appropriate, monitoring training requirements across the division

Championing effective Performance Management within the division, provide guidance and advice to the Executive team

Act as a point of escalation for issues that cannot be resolved by the wider HR team, including disciplinary, grievance and dismissal processes alongside operational management

MI/reporting: responsible for producing or using data and MI to monitor trends and initiate action to address issues

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Salary and benefits:

Oversee annual pay awards and collective bargaining and ensure equitable reward versus performance

Knowledge, Skills and Experience-Human Resources Director Job Description

Knowledge & Skills

  • Solid technical skills relating to online systems

  • Project management

  • Communication skills

  • Strong coordination skills

  • Strong organisational skills

  • Ability to prioritse effectively

  • Ability to problem solve including strong use of initiatve

  • Ability to work to deadlines

  • Influencing and networking


  • No specific requirements

  • Good Standard of general education - essential

  • Degree educated - desirable

  • CIPD (or equivalent) qualified - desirable

Professional Experience

  • Experience of working as a HR generalist in an international organisation is essential.

  • Experience in a consumer-facing business is essential.

  • Experience of providing commercially focussed solutions essential.

  • Experience of influencing and coaching managers essential.

  • Relevant HR experience (generalist or specialist) gained in large complex organisation(s) with multiple stakeholders (including matrix relationships)’.

  • Knowledge of current Human Resources Development thinking and evidence of Continuing Professional Development.

  • Relevant experience gained of participating on business boards which govern strategy and decision making

  • Is personally credible, can provide examples and referees at senior levels /multiple disciplines across the organisation that validate HR expertise and how strategic aims have been met

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Skills and Competencies:

  • Highly developed influencing skills at all levels

  • Strong negotiation skills

  • Ability to deliver tangible, bottom line results showing strong business / commercial acumen within a significant business unit. Able to contribute as a full member of the divisional leadership team

  • Ability to take and be accountable for decisions, balancing risk against value as appropriate

  • Ability to own and solve business problems bringing in support from other areas as appropriate

  • Ability to implement and support a customer-centric approach

  • Proven ability to lead, develop and inspire a significant team within a business

  • Can maintain personal effectiveness by managing own emotions in the face of pressure, set-backs or when dealing with provocative situations. Can demonstrate an approach to work that is characterised by commitment and motivation.

  • Communicates, challenges and influences a variety of stakeholders effectively. Ability to present sound and well-reasoned arguments to convince others. Can draw from a range of strategies to persuade people in a way that results in agreement or behaviour change. Where necessary resolves highlycharged, high-profile conflicts.

  • Adapts and works effectively with a variety of situations, individuals or groups. Is able to understand and appreciate different and opposing perspectives on an issue, to adapt an approach as the requirements of a situation change, and to change or easily accept changes in one’s own organisation or job requirements. Builds strategic partnerships both within and outside of the company.

  • Able to simplify complex problems, processes or projects into component parts, explore and evaluate them systematically. Able to identify causal relationships, and construct frameworks, for decision making and problem-solving. Takes decisions at times when there are many unknowns, but procrastinating is not an option. Transforms proposals/ideas into practical reality.

  • Personally resilient. Is able to dig deep and deal with disputed issues and ethical dilemmas.

  • Represents and promotes the reputation of HR and takes accountability for the actions of the HR team

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