Head of HR

Morson are exclusively partnering with Urenco who are looking for a new Head of People & Culture at their Capenhurst site.

Urenco is an international supplier of enrichment services and fuel cycle products for the civil nuclear industry, serving utility customers worldwide who provide low carbon electricity through nuclear generation.

The Head of People and Culture is a full-time, permanent position based out of the Capenhurst site. Salary for this role is between £100,000 - £135,000 DOE, alongside added benefits and bonus. There is flexibility for some home-working, however the Head of People and Culture will be required to be on site 3-4 days per week.

The purpose of the role is to partner at all levels of the organisation to develop, implement, and execute an organisation-wide HR strategy that delivers competitive advantage and progress on the organisation’s strategic objectives through the optimal use of employees’ capabilities. You will lead the HR function which consists of 15 HR professionals across all levels.

Key Responsibilities:

• Corporate Strategy Shaping: Participate in the development of corporate strategy for a small local organisation, applying functional expertise to test the viability of the strategy and contributing creative ideas and insights to support the strategy formation process.
• Functional Strategy Formation: Lead the development and implementation of strategy for a significant area of responsibility, anticipating complex issues, challenges, and opportunities and ensuring integration with wider corporate strategy.
• Strategic Workforce Planning: Lead the creation of a strategic workforce plan for a national organization or international business segment to provide a framework for the sourcing and development of talent and to enable the delivery of the business strategy.
• Board Relationship: Develop and improve relationships with board members, identifying priorities, issues, and strategic challenges and preparing them for discussion. Work is focused on a significant function or equivalent area of the business.
• Employee Representatives Relationship Management: Manage relationships with senior trade union representatives and/or members of the works council; act as a lead spokesperson in key consultations and negotiations; collaborate with senior colleagues to clarify the organization's business objectives and negotiating positions; deliver outcomes that meet these objectives and are consistent with the organization's values.
• HR Frameworks and Tools: Lead the development of HR frameworks and tools for recruitment, performance management, development, career and succession planning, compensation and benefits, diversity, employee onboarding and offboarding, and retention of talent for a significant area of responsibility, ensuring compliance with external requirements and integration with the broader corporate policy framework. Enable the attraction, development, and retention of talent at a sustainable cost.
• Leadership and Direction: Communicate the function's strategy and its relationship to the organization's mission, vision, and values; clarify the actions needed to implement this strategy within the area of responsibility; motivate people to commit to the mission, vision, and values and do extraordinary things to achieve the organization's business goals.
• Information and Business Advice: Provide authoritative specialist advice to the leadership team of a small or nationally based organization or subsidiary to guide the implementation of policy and the design and implementation of projects and change initiatives.
• Stakeholder Engagement: Identify and manage stakeholders up to and including top management level, finding out their needs, issues, and concerns and reacting to them by leading and coordinating the development of stakeholder engagement plans to support the communication of business information and decisions.
• Corporate Representation: Represent the organization or institution in a variety of industry, institutional, and/or professional forums, boards, and committees, in order to promote the company or institution brand or efforts. Represent the organization in external relations with investors, clients, industry, partners, the public, and others. Focus is on a specific area of the organization, such as a function or department. May involve preparation of presentations and materials for professional partnering meetings, seminars, and conferences.
• Performance Management: Manage and report on the performance of the function/business area; set appropriate performance objectives for direct reports and hold individuals accountable for achieving them; take appropriate corrective action where necessary to ensure the achievement of annual business objectives.
• Organization Structure: Define the detailed organization structure for a business area to align with corporate principles, define the relationship between elements of the organization, and define the responsibilities of senior managers, to enable the organization to achieve its business objectives.
• Organizational Capability Building: Identify the capabilities needed to meet the current and emerging business needs of a significant business area. Evaluate current capabilities, identify gaps, and prioritize development activities. Motivate others to develop their capabilities and fulfil their personal potential. Build capabilities elsewhere in the organization through mentoring and other informal methods.
• Internal Client Relationship Management: Lead the development of partnering relationships with senior executives throughout the organization, building high levels of professional credibility and mutual trust, and ensuring that internal clients have access to high-quality advice and guidance to support in delivering business strategy and plans.

Key Behavioural Competencies:

• Business Insight: Applies knowledge of business and the marketplace to advance the organization's goals. For example, ensures that the team understands and discusses relevant industry changes. Gives strong messages about how people's efforts make a difference to the broader organization.
• Strategic Mindset: Sees ahead to future possibilities and translates them into breakthrough strategies. For example, is a strong big-picture thinker; makes frequent, clear references to the organization's vision and strategy and the efforts required to drive them forward. Effectively integrates long-term opportunities and challenges with day-to-day activities.
• Manages Complexity: Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. For example, asks questions to encourage others to think differently and enrich their analyses of complex situations. Accurately defines the key elements of complex, ambiguous situations.
• Balances Stakeholders: Anticipates and balances the needs of multiple stakeholders. For example, shares stakeholder feedback while inspiring others to consistently seek input and learn from their internal and external stakeholders. Promotes an environment of high ethical standards and cross-cultural sensitivity in working with all stakeholders.
• Collaborates: Builds partnerships and works collaboratively with others to meet shared objectives. For example, encourages coworkers and external partners to work together as a team, and makes sure they get credit for doing so. Encourages people to share their honest views, responds in a non-defensive way when they do.
• Ensures Accountability: Holds self and others accountable to meet commitments. For example, measures and tracks team's and own performance, and helps the team learn from success, failure, and feedback. Adheres to, and enforces, goals, policies, and procedures.
• Plans and Aligns: Plans and prioritizes work to meet commitments aligned with organizational goals. For example, stays focused on plans and improvises in response to changes, including risks and contingencies. Aligns own team's work with other workgroups'. Looks ahead to determine and obtain needed resources to complete plans.
• Communicates Effectively: Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. For example, engages diverse groups by communicating in a way that matches each group's preferences. Listens carefully and probes beneath the surface to gain richer insight on others' views.
• Instils Trust: Gains the confidence and trust of others through honesty, integrity, and authenticity. For example, builds a team with an exemplary reputation for reliability and for meeting even difficult commitments. Builds trust among people and groups by ensuring honest and up-front communication; maintains transparency.
• Drives Vision and Purpose: Paints a compelling picture of the vision and strategy that motivates others to action. For example, makes the vision real for others and encourages people to buy in; paints an engaging and illuminating picture of future possibilities for the team. Gives people an understanding of how their efforts and contributions make a positive difference.
• Builds Effective Teams:B Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals. For example, mentors others on how to build effective teams; takes actions to correct dysfunctional teams. Ensures that the team has the right mix of skills; leverages individual strengths effectively.
• Persuades: Uses compelling arguments to gain the support and commitment of others. For example, states position with conviction and persuasive rationale. Negotiates skilfully; wins concessions without the other party feeling harmed or frustrated. Achieves a good balance between defending own position and adapting to others' needs.

Key Skills Within the Role:

• Planning and Organizing: Uses expertise to act as organizational authority on planning, organizing, prioritizing and overseeing activities to efficiently meet business objectives.
• Verbal Communication: Acts with expertise as the organization's authority on using clear and effective verbal communications skills to express ideas, request actions and formulate plans or policies.
• Adaptive Mindset: Operates as a recognized expert to shift into and out of a mental mindsets associated with assessing the facts and circumstances of the current situation and/or environment and making the appropriate/innovative adjustments to thinking and work habits to thrive in any scenario. Typically known as a subject matter authority. Adapts existing tools and techniques to existing situation, Adapts to changing goals / objectives, Entrepreneurial spirit, Focuses on simplicity when addressing the customer Action Planning Applies expertise to act as the organizational authority on developing appropriate plans or performing necessary actions based on recommendations and requirements.
• Data Collection and Analysis: Acts as the organizational authority and established expert on analysing data trends for use in reports to help guide decision making.
• Negotiation: Negotiates as the organizational authority and established expert to help the organization by obtaining consensus between two or more internal or external parties who may have different interests.
• Policy and Procedures: Uses expertise to act as the organizational authority on developing, monitoring, interpreting and understanding policies and procedures, while making sure they match organizational strategies and objectives.
• Strategic Planning: Uses expertise to act as organizational authority on strategic planning.
• Business Requirements Analysis: Applies expertise to act as the organizational authority on analysing the business requirements that IT solutions must meet. Determine acceptance and evaluation criteria, Prioritization, Observation, groups, Analysis Skills Organization Design and Development Applies expertise to act as the organizational authority on making sure the organization develops and maintains the culture, values and design it needs to reach its objectives while managing structural change.
• Policy Development and Implementation: Uses expertise to act as organizational authority on developing and implementing policies.
• Reporting: Uses expertise to acts as the organizational authority on creating relevant, lucid and effective reports. Assessment Applies expertise to act as the organizational authority on analysing data from multiple sources to draw appropriate conclusions and make suitable recommendations.
• Compliance Management: Applies expertise to serve as the organizational authority on achieving full compliance with applicable rules and regulations in management and/or operations.
• Customer and Market Analysis: Applies expertise to serve as the organizational authority on conducting research and analysing data in order to develop a comprehensive understanding of customer and market conditions that enables maximum return on investments.
• Employee Relations: Applies expertise to act as the organizational authority on making sure that the organization manages its employee relations within a clear framework that embodies corporate values and policies, while also complying with all legal requirements.
• Presentation Skills: Uses expertise to act as the organizational authority on communicating with other people by speaking in a clear, concise and compelling manner.
• Project Management: Uses expertise to act as the organizational authority on managing projects and/ or programs within desired cost, time and quality parameters.
• Project Change Management: Plan, Project Charter, Project Management Plan, Project Requirements Management Plan, Project Requirements Verification Plan, Project Resource Management Plan, Project Schedule, Project Schedule Baseline, Project Scope Statement, Project Change Log/Register
• Resourcing and Workforce Planning: Applies expertise to act as the organizational authority on ensuring the organization can recruit people with the skills it needs to achieve competitive advantage, while also balancing its resources in order to meet short-term and long-term strategic goals.
• Workflow Management: Operates as a recognized expert to orient work in a workflow to plan, organize, and execute the steps it takes to achieve a goal to achieve higher efficiencies. Typically known as a subject matter authority

Required Experience:

• Must have been working at Head of HR/HR Director level for a medium-large sized organisation within the industrial/technical sector such as high hazard, chemical, manufacturing, FMCG, etc
• Significant experience of leading in a regulated environment with union presence
• Experience of interpreting strategy and policy in order to set and deliver objectives within medium to long time frames
• Fantastic experience of providing leadership to others regarding work related systems, processes and challenges

Overall Package:

• Full-time and Permanent
• Capenhurst site - CH1 6EH
• Salary between £100,000 - £135,000 DOE
• Competitive bonus scheme
• Pension contribution
• Life assurance
• Private medical
• EAP
• And more