Staffscanner is at an important stage in its growth. The business has grown quickly and now needs a more modern, consistent and commercially aligned people approach to support its next phase.
We are looking for a Director of People & Culture to lead that work. This is a senior leadership role for someone who can shape the people agenda at a strategic level while also making sure the fundamentals are strong, practical and embedded across the business.
This role is about more than traditional HR leadership. It is about helping Staffscanner become a stronger, better organised and more capable business through its people practices. That includes improving onboarding, induction, training, talent development, career pathways, performance management and employee experience, while also supporting organisational change, TUPE activity and merger or acquisition-related people work.
The Director of People & Culture will lead the development of a modern people function that supports business performance, strengthens culture and gives employees a clearer and more consistent experience across the full employee lifecycle.
The postholder will work closely with the senior leadership team to ensure the people agenda supports growth, improves capability, reduces risk and gives the business stronger foundations for the future.
Key responsibilities
- Develop and lead the People & Culture strategy in line with Staffscanner’s business objectives and growth plans.
- Act as a trusted adviser to the Group Managing Director and wider leadership team on all people matters.
- Build and lead a small people team, ensuring the function is credible, responsive and fit for purpose.
- Redesign onboarding and induction so new starters are brought into the business in a more structured and effective way.
- Improve early‑stage employee experience, including probation support and role clarity.
- Develop a clearer learning and development approach across the organisation.
- Introduce practical development frameworks that support capability building and progression.
- Build career pathways where appropriate so employees can better understand development opportunities.
- Review and improve the current performance management approach, including clearer standards and manager expectations.
- Lead work to strengthen culture, engagement and employee communication.
- Support TUPE processes and ensure good practice around consultation, communication and transition.
- Play a key role in merger or acquisition‑related people activity, including integration planning and cultural alignment.
- Oversee HR policies, contracts and employment practices, ensuring legal compliance and sound governance.
- Provide senior oversight of employee relations issues, audit readiness and people‑related risk.
What success looks like in the first 12 months.
- A clear people plan is in place and understood across the business.
- Onboarding and induction are more consistent and effective.
- A more structured approach to training, development and progression has been introduced.
- Performance management has improved and managers are clearer on expectations.
- The people function is more credible, organised and commercially useful.
- TUPE, integration and change activity are handled with greater confidence and structure.
What we are looking for
- Significant senior‑level experience in people leadership, HR or people and culture roles.
- A strong track record of building or modernising people practices in a growing organisation.
- Experience improving onboarding, development, performance and employee experience.
- Good understanding of organisational change, TUPE and integration work.
- Strong working knowledge of employment law and people risk.
- Confidence operating in a founder‑led or fast‑moving environment.
- Ability to balance strategic thinking with practical delivery.
- Strong relationship‑building skills and sound judgement.
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