HR Director

at  British Academy of Jewellery

Job Title: HR Director – Shared HR Services
Reports to: Chief Executive Officer/Principals/Vice Principals/Director of Operations
Line Management Responsibility: HR Business Partner/Administrator
Location: London

REQUIRED SKILLS & QUALIFICATIONS:

• Proven experience as an HR Director or senior HR leader, ideally within a multi-company or shared services environment.
• Strong understanding of HR functions, including talent management, employee relations, compensation, and HR operations.
• Experience with HRIS systems and leveraging technology to improve HR service delivery.
• Strong interpersonal and communication skills, with the ability to influence and build relationships with senior stakeholders.
• Demonstrated ability to manage change, lead large-scale projects, and drive cultural alignment across multiple companies.
• Knowledge of employment laws and HR best practices across different sectors or jurisdictions.

QUALIFICATIONS:

• Degree in Human Resources, Business Administration, or a related field (Master’s preferred).
• CIPD Level 7 or equivalent HR qualification.

JOB PURPOSE:

The HR Director for Shared HR Services will be responsible for leading and managing the delivery of a comprehensive and efficient HR service across a group of companies. The role requires a strategic leader who can align HR practices, processes, and systems across these businesses, ensuring that HR supports the operational and strategic needs of each company while driving efficiency and a unified culture. The HR Director will also have direct line management responsibility for the HR Business Partner/Administrator, ensuring the effective handling of HR employee relations, recruitment and administrative duties.

KEY RESPONSIBILITIES:

• Develop and implement a shared HR services strategy that aligns with the business goals of all three companies, ensuring consistency in HR practices and policies.
• Serve as the primary HR advisor to senior leadership teams across the businesses, providing guidance on talent management, employee engagement, and organisational development.
• Lead initiatives that promote a cohesive, collaborative, and high-performance culture across all companies.
• Oversee the delivery of core HR functions: recruitment, employee relations, talent management, compensation and payroll, appraisals, and learning and development.
• Ensure the efficient and effective administration of payroll, pensions, and employee services across all entities.
• Implement appraisal processes and measurable performance objectives that align with business goals and promote a culture of regular feedback, ensuring performance discussions happen throughout the year, not just during formal appraisals.
• Use appraisals to identify growth opportunities, create personalised development plans, and provide tailored coaching, ensuring employees are actively involved in the process and have a clear path for career progression.
• Establish transparent and consistent feedback on performance by providing managers with the tools and training to deliver constructive feedback.
• Design and implement strategies for talent acquisition, retention, and development that align with the needs of each company.
• Drive the development of leadership and talent programs to build capabilities and support succession planning.
• Lead initiatives to enhance diversity, equity, and inclusion (DE&I) across all companies.
• Act as a trusted advisor on complex employee relations issues, ensuring consistent and fair resolution of cases across all companies.
• Develop and implement employee engagement initiatives that promote a positive, collaborative, and inclusive work environment.
• Ensure compliance with employment laws and regulations in each company’s jurisdiction.
• Oversee the implementation and optimisation of HR information systems (HRIS) across the companies, ensuring alignment with business needs.
• Use data and analytics to inform decision-making, monitor HR performance metrics, and report on HR effectiveness across all companies.
• Line manage the HR Administrator, ensuring accurate and timely delivery of HR administrative tasks such as maintaining employee records, onboarding and offboarding, and payroll and recruitment processes.
• Monitor the HR Administrator performance to ensure high-quality service.
• Provide direction, support, and performance management for the HR Administrator.
• Ensure the HR Administrator is effectively managing day-to-day HR administration, including employee records, contracts, and HR systems management.
• Encourage the professional development of the HR Administrator, providing opportunities for skill enhancement and growth.
• Lead organisational change initiatives, ensuring effective communication and minimal disruption to business operations.
• Support leadership teams in managing the impact of change on employees, fostering resilience and adaptability.