Job Title: Head of HR
Job Location: Glasgow
Job Type : Permanent
Job Remuneration : £55,000- £70,000 + Package
Are you looking for a Head of HR opportunity with a rapidly growing organisation? If so, read on as this is an excellent opportunity for an experienced Head of HR preferably with experience from the hospitality sector.
As the most senior People Leader in the organisation, this role leads the People function and partners with the senior leadership team (with a direct reporting line into a senior executive role) to support the organisation in becoming an employer of choice.
The role is responsible for creating and delivering a measurable, ambitious People Strategy aligned to business priorities, while remaining operationally hands-on across the full employee lifecycle.
As a visible and trusted leader, this role strengthens culture, wellbeing, engagement and leadership capability across all locations, and ensures people practices are legally compliant, commercially effective and continuously improving as the organisation grows.
Key Responsibilities
People Strategy, Culture & Leadership
- Create and deliver a measurable People Strategy and annual People Plan aligned to organisational priorities and growth.
- Coach and develop leaders and managers to build consistent people leadership capability across all locations.
- Lead culture and engagement priorities in partnership with internal stakeholders, ensuring values are embedded in day-to-day behaviours.
- Champion change management, ensuring people impacts, communications and adoption plans are built into key initiatives.
Employee Relations & Case Management
- Assess risk for cases and ensure appropriate leadership involvement, balancing commercial outcomes with fairness and compliance.
- Provide timely, pragmatic and compliant HR advice within employment law boundaries and agreed service levels.
- Lead on complex cases, drafting correspondence and outcomes, and ensuring high-quality documentation and record keeping.
- Lead preparation for legal activity where required, including consultation and tribunal processes, using external support where appropriate.
Talent, Performance & Organisational Development
- Support talent acquisition for leadership and business-critical roles, including workforce planning and role clarity.
- Build and evolve the employee value proposition (EVP) to strengthen attraction and retention.
- Own the performance cycle (reviews, calibration and goal setting), supporting leaders through development and performance improvement processes.
- Lead talent mapping and succession planning with senior leadership, supporting organisational design as the business scales.
- Define and deliver learning and development priorities (including manager capability), sourcing external provision where appropriate.
Employee Experience & Engagement
- Own the employee listening strategy (including surveys), coordinating data collection, analysis, insight sharing and action planning.
- Oversee collection and analysis of key experience data points (e.g. onboarding feedback and exit insights) and translate findings into improvement plans.
- Continuously review and improve the end-to-end employee lifecycle to strengthen retention, fairness and consistency.
Reward, Benefits & Workforce Planning
- Maintain a market-aware approach to pay and benefits, supporting annual review activity and ensuring competitiveness and internal fairness.
- Partner with Finance and operational leaders on headcount planning, role design and cost impact.
- Support wellbeing and total reward initiatives that improve retention and engagement.
Governance, Compliance, HR Operations & Analytics
- Maintain up-to-date knowledge of legislative change, ensuring leaders are informed of expectations, risks and best practice.
- Own and maintain HR policies, procedures, contracts and handbooks, ensuring compliance and fitness for purpose.
- Oversee HR systems and people data governance, ensuring high-quality records and efficient processes.
- Act as primary contact for data protection requests and audits, ensuring a compliant approach to document and data management.
- Deliver reporting and dashboards for stakeholders, translating data into insight, actions and measurable impact.
- Line manage the Communications & Culture Partner, setting clear priorities, objectives and development plans.
Key Metrics
- Delivery of People Strategy and annual People Plan milestones.
- Employee retention (overall and in priority roles/locations) and early attrition.
- Engagement scores and action plan completion.
- Leadership capability development and impact on people outcomes.
- Employee relations effectiveness (case volumes, cycle time, outcomes and risk).
- Compliance and governance measures (policy currency, audit outcomes, response timelines, data quality).
Applications are invited from candidates with:
- CIPD Qualifications and relevant Degree
- Demonstrable experience across, ER, OD, Reward, and Talent Acquisition, Policy review and creation
- Effective oral, written and in person communication
- Proficient with HR systems and the review of data to aid informed decision making
- Experience of building successful teams