People and Culture Lead

Role Purpose

The People & Culture (P&C) Lead delivers an effective responsive and commercially aware P&C service across the UK Ireland and Nordics. Working with local management and the regional P&C team the role supports the employee lifecycle provides practical advice to managers and ensures regional initiatives are implemented consistently with appropriate local adaptation.

The role acts as a trusted P&C partner and change agent balancing employee experience business needs and local legal requirements while improving P&C processes and service delivery.

Key Responsibilities

P&C Operations & Employee Lifecycle

• Deliver accurate and timely employee lifecycle processes and administration.

• Support managers employees new joiners and leavers and improve P&C processes and controls.

Recruitment & Onboarding

• Manage recruitment from role scoping and shortlisting through selection and appointment.

• Partner with hiring managers and Talent Acquisition to deliver consistent inclusive onboarding.

Employee Relations

• Advise managers on disciplinary grievance absence performance capability and other employee matters.

• Manage cases in line with applicable legislation policy and good practice maintaining accurate and confidential records.

• Escalate higher-risk or complex matters to the Regional P&C Manager or specialist advisers.

Policy Compliance & Employment Practice

• Implement and communicate central and regional P&C policies across the countries and entities supported.

• Recognise local legal and employment-practice differences and seek country-specific expertise where required.

• Identify and escalate potential non-compliance with policies regulatory requirements or codes of conduct.

People Data & Insights

• Analyse people data to identify workforce trends risks and opportunities.

• Maintain data quality and use HR systems appropriately protecting confidential employee information.

Stakeholder Partnership

• Build trusted relationships with management employees and regional stakeholders.

• Provide pragmatic advice that balances employee experience legal risk and operational needs constructively challenging where appropriate.

• Collaborate with regional and central P&C colleagues on business and people priorities.

Workforce Talent & Engagement

• Support workforce planning talent and succession activity employee engagement learning and retention.

• Help managers identify capability needs and suitable development actions.

Communication & Change

• Deliver clear P&C communications and support organisational change and regional programmes.

• Ensure change activity is appropriately planned documented and communicated in line with local requirements.

Qualifications & Experience

Essential

• Proven P&C/HR generalist experience providing end-to-end support across the employee lifecycle.

• Experience supporting managers and employees across multiple entities locations or countries ideally in an international or matrix organisation.

• Strong employee relations experience including disciplinary grievance absence performance and capability matters.

• Sound working knowledge of UK employment law and experience supporting or working alongside colleagues supporting Ireland and/or Nordic countries.

• Understanding that legislation collective arrangements and employment practices vary by jurisdiction with the judgement to seek specialist advice when needed.

• Experience in recruitment onboarding policy implementation and organisational change.

• Strong stakeholder management and influencing skills including confidence advising and constructively challenging managers.

• Ability to use people data and HR systems to identify trends and support decisions.

• Excellent written and spoken English strong organisation skills and sound judgement when managing competing priorities and confidential matters.

Qualifications

• A recognised HR People Management Business Management or related qualification or equivalent relevant professional experience.

• CIPD Level 5 or above or an equivalent recognised HR professional qualification is desirable.

• Commitment to continuing professional development and maintaining current employment-law and P&C knowledge.

Desirable Experience

• Direct P&C responsibility across the UK Ireland and/or one or more Nordic countries.

• Experience within a European or international P&C structure.

• Exposure to collective consultation employee representative bodies or collective labour arrangements.

• Experience supporting restructuring consultation or employee relations projects across more than one jurisdiction.

• Experience in workforce planning talent succession engagement and learning and development.

• Experience adapting regional or global P&C programmes to local requirements and supporting geographically dispersed teams.

Regional Role Requirements

• Provide consistent support across the region while recognising differences in legislation employment practice culture and employee representation.

• Build credible relationships across multiple locations and legal entities.

• Exercise sound judgement over local management escalation and specialist support.

• Work effectively across different cultures management styles and business environments.

• Undertake regional business travel as reasonably required.

Benefits

• Competitive pension scheme.

• Private medical healthcare and Medicash

• 25 days holiday plus bank holidays.

• Hybrid and flexible working arrangements appropriate to the role.

• Car allowance

Personal Attributes

• Commercially aware pragmatic and solutions-focused.

• Credible approachable and able to build trust at all levels.

• Culturally aware adaptable and comfortable working across countries.

• Confident handling sensitive issues and working with appropriate independence.

• Resilient organised collaborative and proactive in improving employee experience and P&C delivery.

What Success Looks Like

Success means delivering a credible accessible and solutions-focused regional P&C service. The P&C Lead combines reliable operational delivery with effective stakeholder partnership sound management of employee matters useful people insights and successful implementation of P&C initiatives.