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Director HR Block One

The role

Reporting to the Pro Vice-Chancellor (People and Digital), the Director of HR and Organisational Development is a senior role responsible for overseeing all aspects of the University’s human resources function, including recruitment and HR operations, employee relations, learning and organisational development, business partnering, compliance with employment law, and strategic workforce planning, with a focus on aligning people strategies with HR best practice as well as overall University goals and objectives.

The Director of HR and Organisational Development will lead the ongoing development and delivery of appropriate people strategies and policies that value staff and enable their development, performance and collaboration.

The Human Resources department consists of four areas of expertise:

HR Systems and Data
Learning and Organisational Development
HR Partnering
HR Operations.

The team are responsible for the full remit of the processes employees undergo throughout their lifecycle at the University and for supporting managers to ensure employees have a positive working experience from recruitment through to offboarding.

Director HR Block Two

Key areas of responsibility

Develop and implement comprehensive people strategies aligned with the University’s strategic plan (Impact 2028) and People Strategy 2025-2028, including workforce planning, succession planning, and talent acquisition strategies.
Provide direct leadership of certain specific activities where required, such as Trade Union relationship management, representing the University at national level on people matters, for example during pay and pensions negotiations.
Work in collaboration with the Vice Chancellor’s Executive to foster a positive working environment and implement a values-based organisational culture that promotes employee engagement, equality, diversity, belonging and inclusion.

Lead a strategic and operational human resources function including, workforce planning, employee relations, diversity, inclusion and belonging, cultural change and transformation, reward and recognition, wellbeing, learning and organisational development, performance management, talent management and global mobility.
Lead and manage the Deputy Director of HR, role modelling optimal behaviours and engendering a team culture of learning and continuous improvement.
Proactively motivate, coach, and develop the team to achieve organisational and departmental goals and objectives.
Be accountable and act as budget controller for the HR budget.

Lead the development and action of people strategies that reflects the changing needs and positioning of the University and builds on HR best practice.
Make a significant contribution to the University’s business plan and operational framework by working with the Vice Chancellor and the Vice Chancellor’s Executive on people initiatives that support a culture of excellence and professionalism.
Provide leadership to the Deputy Director of HR and the wider HR team to enable them to identify the need for change and improvement, devising creative and innovative solutions, and engaging others to ensure effective delivery of all HR services.

Coach and advise the Vice Chancellor’s Executive and Senior Management Teams to influence University culture and behaviours.
Work with the Pro Vice-Chancellor, People and Digital, to ensure a positive and collaborative working relationship with the Trades’ Unions including negotiating on behalf of the University as required.
Represent the University externally across HR Director (and equivalent) networks.
Coach and advise the Vice Chancellor and the Board of Governors on HR matters relating to the Vice Chancellor’s Executive as necessary.

In addition to the above areas of responsibility the post-holder maybe required to undertake any other reasonable duties relating to the broad scope of the position, commensurate with the post, and in support of the University.

Director HR Block Three

Person specification

The ideal candidate will:

Hold a degree-level qualification in Human Resources Management, Business Management or have equivalent experience
Be CIPD qualified to Chartered Member status (or actively working towards it with relevant equivalent experience)
Have significant knowledge and experience of embedding inclusive employment practices, HR best practice and UK employment law
Have a proactive, problem-solving mindset, with the ability to work strategically and autonomously to lead a high performing team
Have experience of working in a Unionised organisation
Be data-driven with the ability to utilise data and analytics to measure HR effectiveness and inform strategic decisions
Be confident in coaching and influencing senior stakeholders, ensuring HR plays a key role in shaping business success
Demonstrate experience in talent development, employee engagement, and cultural transformation
Have excellent communication, interpersonal and negotiation skills
Have data analysis ability with strong report and policy writing skills
Experience working in higher education or a similar environment.

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Title	Location	Salary	Type
Director of HR and Organisational Development	London	100,000 per annum	Permanent

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