Head of People / Senior HR Manager
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Head of People / Senior HR Manager
Recruiting a Head of People or Senior HR Manager is a vital step for any growing business. These HR leaders are essential in developing talent strategies, fostering a positive company culture, and ensuring that people operations are aligned with business goals.
At Peeq, we specialise in sourcing experienced HR professionals who have a strong track record in driving employee engagement, leading key HR functions, and managing complex people-related initiatives. Our deep knowledge of the HR market, including trends in leadership, compensation, and the latest in HR technology, ensures that we find candidates who will not only manage but enhance your company’s HR capabilities.
We are here to support you in making this critical hire, ensuring that you bring on board a Head of People or Senior HR Manager who can take your organisation to the next level and make a meaningful, lasting contribution.
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UK Talent Market Insights
Male = 23%
Tech/Fintech: £80k-£110k
North and Scotland: £55k-£75k
Wales: £50-£70k
Manchester Area - 795 ppl
Greater Leeds Area - 593 ppl
Greater Glasgow Area - 329 ppl
Greater Bristol Area - 314 ppl
Candidate Profiles
We have relationships with a diverse range of Heads of People and Senior HR Managers to suit the needs of your business.
Strategic Leader
- Experience: 12+ years in HR roles, specialising in transforming HR operations within established organisations
- Industry Background: Professional Services, Manufacturing, FMCG
- Education: Master's Degree in Human Resource Management, CIPD Level 7 Diploma
Core Skills:
Skilled in optimising HR processes to boost efficiency and streamline compliance across multiple sites.
Expert in talent retention strategies, focusing on leadership development and succession planning.
Strong background in driving HR digital transformation initiatives to enhance employee experience and data-driven decision-making.
Achievements:
Led an HR transformation project in a manufacturing firm, reducing operational costs by 20% while increasing employee engagement by 35%.
Implemented a leadership development program that resulted in a 50% increase in internal promotions over two years.
Operational Specialist
- Experience: 10+ years in HR roles with a strong emphasis on enhancing operational efficiency
- Industry Background: Retail, Logistics, Healthcare
- Education: Bachelor's Degree in Business Administration, CIPD Level 5 Diploma
Core Skills:
Specialist in process improvement and HR analytics, driving cost-effective HR solutions.
Experienced in handling complex employee relations cases and ensuring regulatory compliance.
Proven ability to implement scalable HR systems that enhance performance management and reporting.
Achievements:
Overhauled the HR operations in a logistics company, leading to a 30% reduction in recruitment costs and a 25% decrease in turnover.
Introduced an employee relations framework that cut the number of grievances by 40% within the first year.
Culture Champion
- Experience: 8+ years in HR, focusing on building inclusive cultures and driving employee engagement
- Industry Background: Hospitality, Creative Industries, Non-Profit
- Education: Bachelor's Degree in Psychology, CIPD Level 7 Diploma
Core Skills:
Strong advocate for diversity and inclusion, with a track record of creating high-impact engagement strategies.
Experienced in developing learning and development programs that foster continuous growth and leadership skills.
Skilled in building collaborative workplace cultures that inspire innovation and teamwork.
Achievements:
Led a cultural change initiative at a creative agency, boosting employee engagement scores by 50% and reducing attrition rates by 35%.
Designed and implemented a mentoring program that supported career progression for over 100 employees in the non-profit sector.
Want More Information?
Call or message us today to discuss the candidate profiles above and your specific needs.
Role Overview and Responsibilities
The Head of People / Senior HR Manager is a senior-level role responsible for leading and executing the HR strategy within an organisation. This hire plays a crucial part in shaping the company’s culture, driving employee engagement, and aligning the HR function with business objectives to support growth and performance.
Below is an overview of the typical roles and responsibilities associated with this position:
- Develop and implement a comprehensive HR strategy that aligns with the company’s long-term business goals.
- Partner with senior leadership to provide guidance on people-related matters, such as workforce planning and organisational design.
- Oversee the end-to-end recruitment process to attract and secure top talent for the organisation.
- Create talent development and succession planning frameworks to build a strong pipeline for future leadership roles.
- Design and implement learning and development initiatives to support employee growth and leadership skills.
- Facilitate training programs that enhance both technical and soft skills across the organisation.
- Establish and manage performance management systems to drive individual and team productivity.
- Develop KPIs and feedback mechanisms to promote continuous improvement and high performance.
- Lead initiatives to foster a positive and inclusive company culture that enhances employee satisfaction.
- Implement strategies to boost engagement, reduce turnover, and create a collaborative work environment.
- Ensure HR policies and procedures comply with employment laws and regulatory requirements.
- Oversee payroll, benefits administration, and HR systems to optimise operational efficiency.
- Lead and manage organisational change processes, including restructures, mergers, or business transformation projects.
- Develop communication plans to support change initiatives and align employees with the company’s vision.
- Develop DE&I strategies to build a diverse workforce and promote an inclusive work culture.
- Implement initiatives that encourage equal opportunities, reduce biases, and enhance a sense of belonging for all employees.
- This role typically reports to the CEO, Managing Director, or COO in small to medium-sized enterprises, emphasising HR’s strategic role in driving business growth and operational efficiency.
- In larger companies, the role often reports to the Chief People Officer (CPO) or Chief Human Resources Officer (CHRO), supporting the broader HR strategy within a structured HR leadership team.
- This role will often sit on the senior leadership team or executive committee, contributing to high-level decision-making and collaborating with department heads to align people strategies with overall business objectives.
Hiring Process Guidance
Recruiting a Head of People or Senior HR Manager is a critical decision that can significantly impact the success and culture of a business.
Here’s some advice you might want to consider when hiring for this HR leadership role:
Clarify the Role’s Strategic Impact: Define the specific goals you expect the role to achieve, such as improving employee engagement, reducing turnover, or supporting growth. This will help you attract candidates with the right strategic mindset.
Prioritise Cultural Fit: Look for candidates who align with your company’s values and can foster the desired workplace culture. A great Head of People should be able to champion your organisation’s vision and create an environment where employees thrive.
Evaluate Leadership Skills: Assess the candidate’s ability to lead and influence both HR teams and senior leadership. Strong leadership skills are critical to drive organisational change and gain buy-in for new initiatives.
Seek Experience with Scaling Organisations: If your company is in a high-growth phase, prioritise candidates with experience in scaling HR functions within fast-growing businesses. Their insight into handling rapid expansion will be invaluable.
Test Analytical Abilities: The ability to use data to drive HR decisions is essential. Look for candidates who can analyse metrics, predict trends, and use insights to inform people strategies that align with business objectives.
Assess Change Management Skills: A great Head of People should be adept at navigating change, from mergers to restructures. Evaluate their track record in leading and managing organisational change with minimal disruption.
Focus on DE&I Commitment: Diversity, equity, and inclusion are crucial components of modern HR. Look for candidates with a proven history of implementing successful DE&I initiatives to create a more inclusive work environment.
Consider Long-term Potential: Hire someone with the potential to grow with your company. This person should be capable of evolving their strategies as your business scales and ready to take on greater responsibilities as the organisation expands.
Similar Roles Recruited By Peeq
Here’s a selection of some of the successful Head of People and Senior HR Manger hires we’ve made at Peeq.
Head of
People
- Company: Equal Experts
- Industry: IT Services and IT Consulting
- Headcount: 1,000+ Employees
- Headquarters: London
Head of HR
Shared Services
- Company: Roald Dahl Story Company
- Industry: Entertainment Providers
- Headcount: 50+ Employees
- Headquarters: London
Head of HR
Operations
- Company: Vitrifi
- Industry: Software Development
- Headcount: 90+ employees
- Headquarters: London
Business Owner
Learning and Development Specialist
Head of Talent and Performance
Managing Director
Group Head of Talent
Leadership Coach
Leadership Coach
Chief People Officer
Learning and OD Professional
Global Director of Inclusion and Diversity
CEO
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