I am working with a fantastic Fortune 500 business in appointing an HR Director for their global procurement division. The business, head quartered out of the US, is going through some exciting transformation both as a business and functionally. This role will lead the HR agenda for a P&L entity and the central procurement function. The role will report into an SVP in the US and will lead a small team in the UK as well as supporting a workforce of circa 300, based in 7 different countries.
Based in their London office, you will be supporting several senior executives including one of the Group CEO direct reports. As the business continues to go through transformation, the Procurement function will continue to grow both in scope and in headcount. This role will sit on several leadership teams both functionally and geographically and as such, you will be extremely strong at networking and relationship building in a highly matrix environment. Due to the continual transformation the role will have a key focus on organisational design and strategic workforce planning. Whilst you will have the support of a small team and wider COEs you will essentially provide these business groups with the full employee lifecycle of HR, therefore a strong generalist background is key. Having recently implanted Workday, HR MI continues to be a key theme so you will be well versed in using data to monitor changes and themes from within the organisation. The role has a fair amount of autonomy and the need to be resilient, influence in a non enforced manner are again key requirements of this role.
To be successful in this role you will have held strategic Business Partnering roles in a highly matrix environment. This role offers a transition into a leadership role with direct team management and autonomy away from a "One HR model". Whilst the client group is not large, there are several senior execs and the populations are globally dispersed, therefore you will need to be able to evidence comparable client group management. Due to the transformation, org design is a key skill set required for this role alongside the need to use data to form and evolve the ongoing people agenda. This role also offers further potential to grow and with a new CHRO being appointed, the function will be moving into a state of change having ran the Ulrich model for last 6/7 years.
The SR Group (UK) Limited is acting as an Employment Agency in relation to this vacancy.