HR Director - OperationsLondon Support Office, London Fulham SW62PY Rushden Support Office, Northamptonshire Rushden NN10 6BS
Location: Ability to travel within the UK; flexibility to work at home or from a regional office as required, with overnight stays as necessary’
Purpose of Role:
The HR Operations Director is a key leadership role in the senior management team of Bright Horizons UK operating with a high degree of autonomy, embedding the strategic approach and significantly contributing to the effective delivery of the business’ strategic objectives.
You will work closely with the MD and UK Leadership team with reference to the US HR Director to develop HR and Employee Relations best practice, enabling Bright Horizons to be employer of choice for local and workplace nurseries and Work and Family services including back-up care, through ensuring appropriate and creative compensation and benefits structures and employee engagement initiatives.
Bright Horizons UK are embarking on an exciting journey to consolidate and reshape the business to deliver service excellence for our current and prospective customers. You will be leading change and developing capability within the HR team working closely with the Head of Professional Development, operational and early childhood development teams to develop a culture of performance excellence across the company.
This role requires a Senior HR Operations leader with experience in managing change and transformation to shape our future structures and underlying process infrastructure to drive operational excellence which will deliver required profitability and growth.
Key Tasks and Responsibilities:
Leadership of the HR function – embed culture, values, behaviours and key performance indicators to drive commercial and quality focus across all HR Operations workstreams and provide value-adding service excellence across the business
Develop and drive the implementation of HR action plans across Bright Horizons and all nursery settings to ensure alignment with company strategic objectives and delivery of commercial and operational business plans
In liaison with MD and FD ensure appropriate organisation design to deliver business objectives
Develop Business Partner model to support operational directors, nursery managers and early childhood development practitioners to drive improved quality ratings within budget
Manage and deliver proposals and projects for organisational change as agreed with senior leadership team
Develop required capability of HR team to enable delivery of HR objectives and action plans and best-practice advice and guidance to colleagues
Ensure high quality recruitment operation and brand management enabling attraction of the best talent to Bright Horizons
Develop selection methodologies including psychometric profiling to ensure right balance between competencies and behaviours to assure the quality of incoming talent
Ensure remuneration policies attract, incentivise and retain high calibre talent and benchmark to create and maintain competitive edge
Participate in company remuneration committee to ensure changes to Compensation & Benefits structures align to strategic and commercial plans and protect precedent
Promote performance excellence and drive development of performance management processes to ensure probation and appraisal processes enable high quality data to inform effective succession planning
In liaison with Head of Professional Development and Operations Directors, directors of Early Childhood Development and senior managers, ensure proactive succession planning across business operations to enable business growth, acquisition and retention of top talent.
Development and maintenance of talent engagement, wellness and retention strategies including Great Place to Work
Ensure legal compliance and best-practice policy in all aspects of Employee Relations and provide development to upskill leaders and managers to create effective and cohesive teams
Ensure high quality statistical reporting capability from HR systems to enable value-adding business analysis and focus on HR key performance indicators to drive upgraded performance
Provide insight re leading edge organisation development and current practice to maintain and enhance BH’s competitive positioning in the market, referring to the wider environment for opportunities and supporting continuous improvement and evolution of existing business portfolio
Act as advisor and sounding board for MD and senior leaders on all HR related issues
Liaison with key internal and external stakeholders to support development and delivery of HR action plans
Key heads of respective HR functions (i.e. Employee Relations and Business Partnering, Recruitment, Reward, Engagement, HR Transactional service)
Plan, manage and oversee the HR annual budget, including cost control and ROI analysis
Oversee and lead HR workstreams and projects, overseeing roadmap of process improvements leading to greater efficiency and improved inspection ratings
Liaison with key internal stakeholders to support development of companywide HR strategies
Senior HR generalist with relevant strategic experience in medium/large education or similar sector companies in terms of multi-site workforce and skillbase
Demonstrable expertise in operating and adding value through Business Partner HR model in close partnership with operations and quality teams
Commercial leader and decision-maker; understanding of business/commercial strategy and ability to develop operational HR strategy whilst thriving in a hands-on role
Recruitment up to and including executive level
Compensation and benefits: strong experience of flexible pay structures and associated benefits including well-being and mental health
Robust experience of advising on resolution of complex Employee Relations cases
Hands on experience of recent Coronavirus Job Retention scheme, re-opening plans and impact on deployment
Engagement and retention – successful strategies and initiatives proven by staff retention data
Influencing and developing high performing teams and track record of supporting business growth and acquisition
Experience of service industries, with clear understanding of evolving customer expectations
Clear understanding of and ability to optimise HR systems and analytics through digital technology
Externally referenced and able to draw on wide network of professional and business associates to enrich knowledge, experience & business opportunity
Targeting HR initiatives and projects including people and processes through clear insight, informed by data driven approach
Scoping and managing sizeable department budgets
Experience of nursery and childcare sector
Understanding of current government legislation in relation to Early Childhood Development
Knowledge and experience of partnering with Early Childhood Development leads to ensure HR agenda is aligned to driving up inspection ratings
Implementation of proactive succession planning and talent development programmes to executive level
Accredited practitioner in psychometric testing
Broad academic education
First degree, second degree or professional qualification – Member of the Chartered Institute of Personnel Development (MCIPD) or above
Evidence of continuous professional development ideally business school level
Credibility at all levels of business
Excellent influencer and communicator
Drive for impact and results
Ability to build trust and cohesive teams – strong empathy
High energy and enjoys fast-paced dynamic environment
Balances strategic vision with operational delivery
Encourages colleagues to realise potential and aim high
Proficient with analysis of data and numerical detail
As part of your application please include a short cover letter highlighting areas of your experience that match our requirements. The cover letter should be attached to your downloaded CV.
We look forward to receiving your application!
If you experience any problems, please email and we will be happy to help.
Because of the nature of this job, it will be necessary for the appropriate level of criminal record disclosure to be undertaken. Therefore, it is essential in making your application that you disclose any information requested in respect of applicable convictions and cautions (including, as applicable any reprimands or final warnings). This post may be exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act 1974, in which case applicants are not entitled to withhold information about convictions which for other purposes are ‘spent’ under the provision of the Act unless the conviction or caution is “protected” as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013). Any such ‘protected’ conviction or caution is not subject to disclosure to employers, and cannot be taken into account. All guidance and criteria on the filtering of these cautions and convictions can be found in the DBS filtering collection, available :// The fact that a pending charge, conviction, caution, reprimand or final warning has been recorded against you will not necessarily debar you from consideration for this role but any failure to disclose any such information will result in dismissal or disciplinary action.
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