Head of People and Culture

Job Title - Head of People and Culture
Location - Hertfordshire
Salary - Competitive, based on experience
Job Type - Full-Time, Permanent

About Our Client

Our client is a leading provider of care and support services for the elderly and vulnerable adults. Our clients mission is to deliver high-quality, person-centered care that improves the quality of life for our residents. We are seeking a compassionate and experienced Head of People and Culture to drive our people strategy and support our dedicated workforce in achieving exceptional care standards.

Job Purpose

As the Head of People and Culture, you will lead the HR function and develop strategies that align with the company s growth and care objectives. You will be responsible for managing all aspects of the employee lifecycle, from recruitment and retention to employee engagement, development, and compliance with regulations within the care sector. Your role will be crucial in fostering a supportive, high-performance culture that prioritizes employee well-being and development while ensuring the highest standard of care for residents.

Key Responsibilities

HR Strategy and Leadership

• Develop and implement the overall HR strategy to support the company's goals and values.
• Provide expert guidance to the senior leadership team on HR best practices, employment law, and organizational development.
• Lead initiatives to enhance employee engagement, retention, and well-being across all care home locations.
• Champion the company s values and ensure that they are embedded within the organizational culture.

Recruitment and Talent Management

• Oversee the recruitment process to ensure the hiring of qualified and compassionate care professionals.
• Develop talent acquisition strategies to address staffing needs, reducing vacancy rates, and improving time-to-hire.
• Collaborate with managers to identify staffing gaps and succession planning needs.
• Implement innovative sourcing and retention strategies in response to industry challenges, such as high turnover and care-specific recruitment needs.

Learning and Development

• Create and oversee employee training and development programs that enhance the skills and capabilities of staff, particularly in relation to care standards and regulatory requirements.
• Promote continuous professional development and career progression for care and support staff.
• Ensure mandatory training programs are up-to-date and delivered effectively.

Employee Relations and Compliance

• Act as the main point of contact for employee relations, addressing concerns in a timely and professional manner.
• Ensure the company adheres to all employment laws, care industry regulations, and best practices, including the Care Quality Commission (CQC) standards.
• Oversee disciplinary procedures, grievances, and conflict resolution with fairness and consistency.
• Monitor compliance with all HR policies and procedures, making updates as needed to reflect legislative or regulatory changes.

Compensation and Benefits

• Develop and manage competitive compensation, benefits, and reward programs to attract and retain talent.
• Conduct salary benchmarking and ensure the company s pay structure remains fair and competitive within the care industry.
• Monitor employee benefits programs, ensuring they align with employee needs and company goals.

HR Data, Reporting, and Systems

• Utilize HR metrics and data to inform decision-making and report on key HR indicators such as turnover, absenteeism, and employee satisfaction.
• Oversee the implementation and maintenance of HR systems and software to streamline HR processes.
• Regularly report to the senior management team on the status of HR initiatives and workforce trends.

Qualifications and Experience

• Essential:
• Proven experience as an HR leader, ideally within a care home, healthcare, or service-driven environment.
• Strong knowledge of employment law and HR best practices, particularly within a highly regulated environment.
• Experience in managing the recruitment, retention, and development of a large workforce.
• Excellent interpersonal and communication skills, with the ability to build strong relationships across all levels of the organization.
• Knowledge of sponsorship and workforce.
• Desirable:
• CIPD Level 5 or above qualification or equivalent.
• Experience in strategic HR leadership within the health or social care sector.
• Demonstrated success in implementing employee engagement and culture development initiatives.
• Experience in change management and organizational development.

Personal Attributes

• Compassionate: Demonstrates a genuine care for staff and residents.
• Leadership: Able to inspire and lead the HR team and collaborate with senior management.
• Proactive: Takes initiative to solve problems and drive positive change.
• Ethical: Upholds strong integrity and confidentiality in all HR matters.
• Resilient: Able to manage multiple priorities in a fast-paced environment with a calm and steady approach