About the Organization:
Strategic Wealth UK / Capeon is currently in a high-growth phase, backed by strong capital and operating across multiple business verticals with a long-term investment outlook.
At this stage, we are looking beyond a traditional HR profile. The expectation is for someone who can build and shape the people function from the ground up — putting in place the right structures, frameworks, and processes, while working closely with leadership to support business priorities.
This role will play a key part in bringing clarity and structure across the organisation, establishing governance, strengthening culture, and building leadership capability as the group continues to scale.
About the Role
We are seeking an experienced HR leader who can build and institutionalize the people function from the ground up, establishing robust systems, policies, and people practices aligned with the organization’s vision. The HR leader who can build the people function from the ground up — putting the right systems, policies, and structures in place as we grow.
This role needs someone hands-on and practical, who can set up talent management, performance frameworks, and compensation structures, while ensuring alignment with UK labour laws and regulations. You’ll work closely with management and stakeholders, acting as a partner in shaping the organisation and supporting business growth.
We’re looking for someone with strong experience, ideally across multiple industries (including sectors like renewable energy), who is comfortable in a growing environment — someone who can design, implement, and make things work.
Key Responsibilities
1. Build & Lead Group HR Strategy
Define and deploy a group-wide HR strategy aligned with Capeon’s investment and growth roadmap
Establish core HR governance, policies, and frameworks from first principles
Act as a strategic partner to the Board and Group leadership
2. Organisation Design & Workforce Planning
Design scalable organisational structures across multiple entities and geographies
Lead workforce planning aligned with business expansion and capital deployment
Drive role clarity, reporting structures, and operating models
3. Talent & Leadership Development
Build and execute a group-wide talent acquisition and employer branding strategy
Develop leadership pipelines and succession planning frameworks
Identify and nurture critical roles and high-potential talent
4. Performance & Reward Frameworks
Design and implement:
Performance management systems (KPIs, scorecards, PLI/bonus structures)
Compensation and grading frameworks benchmarked to market
Ensure alignment between performance, reward, and business outcomes
5. HR Infrastructure & Systems
Establish HR operations, policies, and compliance frameworks across geographies
Implement and optimise HRIS and people analytics capabilities
Build internal communication frameworks and employee lifecycle processes
6. Data-Driven HR & Governance
Monitor and analyse key HR metrics:
Talent pipeline strength
Translate insights into actionable business decisions and interventions
7. Change Management & Transformation
Lead organisational change initiatives across new ventures, restructuring, and scaling phases
Act as a trusted advisor on transformation, restructuring, and integration efforts
Candidate Profile
Experience
15+ years in progressive HR leadership roles – 5+ years in Renewable Energy (must)
Proven experience in a multi-entity / group or investment-led environment
Strong exposure to building HR functions from scratch or during scale-up phases
International exposure (UK, or global markets preferred)
Core Capabilities
Strategic HR leadership and organisational design
Change management and transformation
Compensation & performance architecture
Stakeholder management at Board and CXO level
Strong execution capability in ambiguous, evolving environments
What Success Looks Like (First 12–18 Months)
A fully defined and operational HR framework across all entities
Structured organisation design and hiring roadmap in place
Implementation of performance, compensation, and grading systems
A strong leadership pipeline and succession plan established
Measurable improvement in engagement, retention, and organisational clarity
…