With over 1,000 successful HR candidates placed, we know a thing or two about finding the right personnel.
Often it’s said that an organisation is only as good as the people who work there. Yet if the HR function is less than efficient or thorough, standards may start to slip putting the organisation at risk of a poor reputation and a flailing ROI.
Our exceptional track record and heritage in Human Resources places us at the forefront of the industry for senior roles. Our consultants have personally delivered more than 1000 senior Human Resources roles between them, drawing on their deep understanding and knowledge of the challenges and pressures senior HR practitioners face on a daily basis.
Our network of senior business executives who work in HR spans sectors and geographies, meaning that we are able to swiftly reach out and establish the relative attractiveness of roles and employer brands, helping to inform and guide the strategy for the campaign. Our research department is then swiftly mobilised to support the identification and attraction of top talent, and the candidate appraisal process is backed by our bespoke, trademarked assessments and our rigorous ISO 9001:2008 accredited interview methodology.
We understand that Human Resources roles are very often sensitive and confidential, and we consult with each and every one of our clients with respect, openness and professionalism.
While we have completed senior roles across the full spectrum of the HR function, the bulk of our work tends to include both interim and permanent placements of the following roles and specialities:
- Chief People Officer
- ERP Implementation
- HR Director (HRD)
- Organisational Design & Development (OD)
- Head of HR
- Compensation & Benefits
- HR Lead
- Learning & Development (L&D)
- HR Manager
- Change Management
- HR Business Partner (HRBP)
- Employee Relations
- HR Programme Director
- HR Project Manager
- Talent Management
- Service Design
- Industrial relations
Our client is a major UK charity.
In order to keep making a difference each and every day, our client is undergoing a major transformation focusing on social action and volunteering programmes. The organisation is determined to remain relevant and responsive during these challenging times, which means growing its influence, impact and fundraising capability, while implementing increasingly effective, efficient business systems and sound infrastructure. None of its beneficiaries should be left behind. The Director of Finance & Resources will play an instrumental role in taking them to the next exciting stage of its journey as a highly respected social action charity with strong governance and known for the quality of its voice and action. Leading the finance, HR and property functions, as well as outsourced IT, the Director of Finance & Resources will be essential for future growth and development. With proven ability to operate at strategic level, you will ensure a sound control environment, drive performance, and enable the charity to adapt to current and future challenges through modernised business systems and improved knowledge management.
The Director of Finance & Resources role reports to the Chief Executive and is accountable to trustees. You will need to demonstrate excellent leadership and management skills and an understanding of the charity context. You will be an accomplished communicator, and be able to draw on direct experience of proactively driving organisational impact.
Interested candidates can apply with a CV below or for a confidential discussion about this role, please contact Kai Adams or Jaimi Keemer on firstname.lastname@example.org or on 020 7399 3993.To find out more about the role or selection process, please visit our microsite by clicking the link below: www.green-park-jobs.co.uk/csv
Our client is a leading online business who are looking for a new UK Director. With a global proposition, the business operates in over a dozen countries, with almost 10 million worldwide members. With sales growing every year and a proven and highly profitable business model they are a fast-paced, international and an exciting place to work in a collaborative and challenging team environment.
The UK HR Director will work alongside the Group HR Director to ensure that the HR strategy fully supports the overall global business and L&D strategies. Collaborating with the UK HR Managers and UK MD, you will ensure consistency in the People Plan approach and implementation. Rolling out the plan covering talent, reward, culture compensation and compliance, this role will support all departments with HR guidance.
You will be an energetic, self-confident individual who enjoys a frank, open and honest work place. With experience in retail, hospitality or leisure, you will have solid experience of operating in a fast-paced environment with expertise of hands on HR team leadership.
Our client is an independent, not for profit organisation in the leisure sector.
The Interim Assignment
The interim HR Manager will:
- ensure good practice and legally compliant HR processes and procedures as it continues to grow and develop its HQ operation
- provide ongoing support to all HQ staff on HR matters including recruitment of new staff
- ensure progress and momentum across a number of HR initiatives which have stalled due to lack of capacity or focus on other priorities
- commission or recruit appropriate long term HR support / services, in support of strategic aims
The Interim Manager
The interim HR Manager will be CIPD qualified with a minimum of five years’ HR managerial experience covering recruitment, organisational restructure, change management, review and re-design of best practice HR policies, training and development and Investors in People accreditation. Strong interpersonal, influencing and communications skills will be essential. The role holder will need to be credible, articulate with an ability to command instant respect and authority and to hit the ground running.
This role would not suit someone looking to develop base level HR skills. The role holder will have no administrative support and will be expected to be self sufficient, creating and providing a new HR function from scratch (though recognising that a sound HR platform has been maintained by the CEO). Empathy with the client’s aims as a volunteer, membership and high profile campaigning organisation, are preferred. Applicants are welcome from all industry sectors
Our client, a leading Financial Services organisation, requires an Interim Reward Manager to join them for initially 3 – 6 months. The role will predominately be based in the South West and will potentially include travel to London.
The Interim Assignment
Interim Reward Manager role overview: - Manage Reward team - Pension revue / negotiations - Benchmark the viability of creation of Trust - Manage mid to senior level reward discussions and OD regarding epositioning of mid to senior population(1,200 population) - Review and improve current reward policies and procedures under guidance - Potentially specific project deliver around: - New system evaluations and impact to reward process improvement and facilitating better use of strategic MI - Performance related policy and arising issues - Review and benchmark Flex Bens - OD projects to underpin structural changes to support HRD agenda
The Interim Manager
The ideal Interim Reward Manager will have a proven track record within the Financial Services sector and be able to demonstrate interaction and relationships with senior stakeholders.
Our client is a global leader in the laboratory services, measurement standards, reference materials, genomics and proficiency testing market places. They are one of the world’s largest private provider of forensic science, helping the criminal justice system through expert analysis of biological, chemical and physical samples. They also provide reference materials, proficiency testing, genomic and analytical products and services which underpin the safety, health and security of the public for customers in the pharmaceuticals, agricultural bioscience, food and environment, government and academia, security and sports markets. They operate out of 22 countries, with laboratories and centres across Europe and the US, as well as sites in Brazil, China and India. They are majority-owned by a Private Equity company.
Reporting to the Group HR Director, the Group Head of Talent is a newly created and pivotal role, and the successful applicant will be joining the company at an exciting time of change. As a key member of the HR management team, this individual will have full responsibility for developing and supporting an effective talent management process encompassing performance management and career development planning. They will grow and enhance the learning and development offering across the organisation globally - working with Business Leaders and HR Managers/Business Partners to identify OD and L and D interventions which impact commercially, improve business performance, and are aligned to talent management and performance management activities.
The Group Head of Talent Management will possess excellent communication skills and ability to relate to all levels of the business. You must be fluent in English with familiarity of with working in a global matrix structure. You will possess a degree in an area of business management or HRM and / or professional HR / L&D qualification and have either worked in a talent management role or in an organisation that has talent management embedded across the organisation. With an HR generalist background, you will have some exposure to identifying and managing development providers and be trained and accredited in the use and interpretation of psychometric assessment. You will possess experience of working with management teams in a multi site/multi business environment and be able to demonstrate commercial and financial awareness. For further details please enter the password LGC14404 at the following dedicated client microsite: http://www.green-park-jobs.co.uk/14404
Our client is a leading online business who are looking for a new Group People Development Manager. With a global proposition, the business operates in over a dozen countries, with almost 10 million worldwide members. With sales growing every year and a proven and highly profitable business model they are a fast-paced, international and an exciting place to work in a collaborative and challenging team environment.
Working at Group level, the Group People Development Manager role will gain buy in from the business for the overall L&D strategy. Identifying and development the needs for all global employees, you will design and implement the new training modules, ensuring they fully support and complement the overall global and business HR strategy. Scoping and managing the annual global Employee survey, you will present the results, working with Country Managers on the objectives for change.
With excellent attention to detail, the Group People Development Manager will have the ability to work and think logically; leading and inspiring staff. With proven experience in implementing and leading excellent development programmes and initiatives, you will be a proven direct trainer, ideally with professional training qualifications, having operated in the retail, hospitality or leisure industry.
Our client is a leading online business who are looking for a new Group Compensation & Benefits Manager. With a global proposition, the business operates in over a dozen countries, with almost 10 million worldwide members. With sales growing every year and a proven and highly profitable business model they are a fast-paced, international and an exciting place to work in a collaborative and challenging team environment.
Working at Group level, the Group Compensation & Benefits Manager will scope, gain buy in, set up and launch the worldwide compensation and benefits model for the business. Building a share scheme and managing all ongoing share and options plans in addition to building and reviewing a flexible benefits scheme, you will have oversight and management of all compensation and benefits products.
Energetic, self-confident and open, the Group Compensation & Benefits Manager will have excellent attention to detail and have the ability to think and work logically. You will have developed and built share and pension schemes in addition to a broader compensation and benefits model within a fast paced environment.
Our Client is a central London Local Authority in the midst of implementing a Managed Services Programme (MSP) which has resulted in the decision to outsource a shared service for Finance, HR, Payroll and Procurement. The programme is in the implementation phase following a successful procurement.
The Interim Assignment
Reporting to the MSP Programme Manager, the Interim Transition Manager will be responsible for the successful management of the Transition/Cutover phase of the MSP Programme. The interim Transition Manager shall work with the programme workstream leads to plan in detail and manage the successful transition to the new Managed Service, including the cutover activities for Go-live. This will include, but not be restricted to: • Definition and agreement of the Transition Strategy; • Definition and agreement of cutover rehearsal strategy; • Definition and agreement of contingency strategies; • Identification and agreement of Entry and Exit Criteria for Transition; • Management of Business Readiness activities for Transition within the client departments & directorates; • Management of the Supplier and Customer detailed cut-over and implementation activities for the Managed Service, including escalation and rollback/back-out processes. • Live Proving Testing of the Managed Service; • Agreement of Cutover and Post Implementation Support; • Liaison with Service Delivery Leads wrt Interoperability. The role will involve working closely with Business Leads, Service Leads, Supplier staff and Programme resources. Key Deliverables include the identification and agreement of: • Transition Strategy • Transition Plan Document • Transition Resource Plan • Transition GANTT • Transition Dependencies and Entry Criteria • Transition Run-Book/Implementation Processes • Identification of Transition Risks and Issues, together with recommendations for any required mitigation activities And the production of: • Transition Processes • Transition Entry & Exit Criteria • Transition Weekly Reports • Transition Programme Board Reports • Transition Phase End Report
The Interim Manager
The Interim Transition Manager will possess the following essential skills: • Knowledge and experience of all aspects of the systems delivery lifecycle, with a focus on Transition Management; • Knowledge and experience of the delivery of large-scale systems implementation and transition to managed service programmes; • Excellent Stakeholder Management skills; • Formal management skills (e.g. PRINCE 2); • Degree educated. The following work experience: • Proven track record of Transition Management of large-scale systems implementations; • At least five years Transition Management experience. The following are also desirable: • Experience of working with Local Authorities (preferred) or quasi-government organisations; • Familiarity with Agresso product set, or similar; • Familiarity with ITIL;