14 May 2019
Our client is a global technology business with ambitious growth plans ahead. They have grown rapidly over the last 10 years both organically and through acquisition. They have a highly international presence with hubs in the US, UK and Central/Eastern Europe. The HR function has been evolving, mirroring the progression of the business, but there is room to further advance it. We are seeking a global Head of HR for the digital business, to partner with the Chief Digital Officer.
The position will be based in London, UK and responsible for driving a joined-up approach to HR and culture whilst supporting complex growth plans. Talent is a key focus, attracting and retaining the right talent in an industry that is fast-moving. The low-cost locations covered in the role are highly competitive from a talent perspective. The HR director must be adept at shaping future workforce planning and modelling various scenarios. It’s a highly dynamic industry, particularly on the digital side – this requires a lot of agility and a highly pragmatic HR strategy. The key challenges will be around driving synergies across the digital businesses, shaping a holistic and progressive people strategy, leading change management and navigating the cultural change. There will also be future growth likely through additional M&A activity so the culture, values and purpose will become critical anchor points to help drive engagement and future success. The role reports to a visionary CHRO and sits on the HR leadership team – they will therefore be expected to contribute to broader HR strategic planning across the wider business.
We are looking for a dynamic and resilient HR Director, who can handle the intensity of a fast-moving organisation. The cultural fit will be critical – we are looking for individuals to be flexible, agile, and highly adept at dealing with ambiguity. They must be able to find the balance between the strategic thinking and the operational delivery required in the role. Given the size of the organisation, they will have to roll their sleeves up in order to get things done and therefore need a ‘can-do’ attitude. This role has autonomy to tailor HR strategy to the digital division, but they must be able to collaborate, working with the CHRO and colleagues in the global HR leadership team to define, agree and deliver global HR priorities. The individual will need to act with poise and credibility, providing strategic business partnering advice to the digital leadership team. They must be a capable coach, supporting and challenging the digital business leaders to drive individual, team and divisional performance. Commercially astute, they should ensure the HR strategy for digital is always business orientated and practical. The successful profile will come from a technology/software/digitally orientated background. They will likely have experienced a fast growth and change-led environment in a small/medium sized organisation at some point. A variety of experiences in this context will be highly beneficial and they must show the commercial impact achieved. Complementary OD experience will be advantageous, particularly on the M&A and integration side. They will need to drive the necessary organisational effectiveness initiatives and activities to ensure business structure, processes and culture evolve to meet the changing business needs within the digital environment.