Head of People and Culture
Due to ambitious growth plans, Artemis Human Capital is delighted to be partnering with a highly successful, market-leading organisation within the manufacturing and construction sector to appoint a newly created Head of People & Culture.
Recognised as an employer of choice, the business has built an outstanding reputation for operational excellence, innovation, and delivering exceptional results for its customers. At the heart of its success is a strong values-led culture and a genuine commitment to its people, fostering an environment where employees are empowered to thrive and contribute to the organisation’s continued success.
As the business enters an exciting new phase of growth and evolution, this is a rare opportunity to shape and lead the people agenda at a strategic level. Working closely with the senior leadership team, the successful candidate will play a pivotal role in driving organisational culture, enhancing employee engagement, developing talent, and ensuring the people strategy supports the achievement of ambitious commercial objectives.
What will you receive as Head of People and Culture?
- £ dependent upon the experience of the candidate
- Early finish on a Friday
- Increased holiday entitlement with length of service
29 days annual leave
Holiday loyalty-extra days with length of service
Increased pension contributions
Private Medical Insurance
What will you do as Head of People and Culture?
Talent Strategy & Business Growth
- Develop and deliver a people strategy that supports the organisation’s growth ambitions and long-term business objectives.
- Partner with senior leadership to identify the talent, skills, and organisational capability required to support future expansion.
- Lead strategic workforce planning initiatives to ensure the business has the right people in the right roles at the right time.
- Build talent mapping frameworks across critical operational, technical, and leadership positions.
- Identify future skills requirements, succession risks, and capability gaps, developing proactive solutions to address them.
- Establish long-term talent pipelines that reduce reliance on reactive recruitment and support sustainable growth.
Strategic Hiring & Talent Acquisition
- Design and implement a strategic recruitment approach focused on attracting high-calibre talent across key business functions.
- Develop employer branding initiatives that position the business as an employer of choice within a competitive market.
- Create talent attraction strategies for specialist and hard-to-fill positions.
- Build relationships with industry networks, educational institutions, and professional bodies to strengthen talent pipelines.
- Introduce succession-focused hiring strategies that support both immediate operational requirements and future leadership needs.
Apprenticeship, Early Careers & Future Talent
- Develop and lead apprenticeship, graduate, trainee and early-career programmes aligned to future business requirements.
- Create structured development pathways that support long-term career progression and retention.
- Establish partnerships with schools, colleges, universities, and training providers to attract emerging talent.
- Build a future talent framework that develops the next generation of operational, technical, and leadership professionals.
- Promote internal mobility and career development opportunities across the business.
Leadership Development & Succession Planning
- Design and implement leadership development programmes that strengthen management capability across all levels of the organisation.
- Support leaders in building high-performing, engaged, and accountable teams.
- Establish succession planning frameworks for critical operational and leadership positions.
- Develop coaching, mentoring, and leadership support initiatives to strengthen organisational capability.
- Create clear progression pathways that support internal promotion and leadership continuity.
Culture, Engagement & Organisational Effectiveness
- Champion a positive, values-led culture that supports collaboration, accountability, innovation, and high performance.
- Drive initiatives that enhance employee engagement, wellbeing, retention, and organisational commitment.
- Strengthen communication and connectivity across operational and office-based teams.
- Embed company values and behaviours throughout the employee lifecycle.
- Support organisational change initiatives and cultural transformation programmes as the business evolves.
- Act as a trusted advisor to senior leaders on culture, engagement, organisational effectiveness, and people-related strategy.
People Systems & Organisational Capability
- Introduce scalable people processes and systems that support business growth and operational efficiency.
- Develop workforce reporting, talent analytics, and organisational insight capabilities to support strategic decision-making.
- Utilise people data to identify trends, inform workforce planning, and improve employee experience.
- Ensure people practices, governance, and compliance frameworks support a modern, high-performing organisation.
What will you require as Head of People and Culture?
- Minimum of 3 years experience at HR Manager Level
- Proven track record of building, developing, or transforming HR functions within growing organisations
- Skilled in talent succession planning, developing learning and development programmes and leading on cultural initiatives
- Experienced in utilising HRIS Systems
- Preferable to have CIPD Qualification or HR Degree
How to apply to this Head of People and Culture role?
Send an updated CV to , contact Caitlin on or message Caitlin Scollan on Linkedin to discuss the position in confidence.
Skills:Training & Development Recruitment Culture Apprenticeships HR Systems
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