Director Of People

Location: North East England (Hybrid / Newcastle upon Tyne area)

Client: Branta

Position Type: Full-Time, Permanent

Reporting To: Managing Director

About the Role

We are looking for an experienced, forward-thinking, fully qualified Head of HR / Director of People to join our Senior Leadership Team. This pivotal role requires a visionary people leader who can apply strong, inspirational leadership skills to promote and embed a diverse, inclusive, and high-performance culture across the organisation.

The Head of HR reports directly to the Managing Director and leads the company’s future through its most important asset—its people. You will bring a strategic, data‑driven mindset and a proven record of implementing innovative people solutions, aligning HR initiatives with the company’s long‑term business goals while mentoring a small, dedicated HR team.

Key Responsibilities

Strategic HR Leadership & Governance

• Formulate and implement a comprehensive 5‑year HR strategy and operational plan designed to support the achievement of the broader macro business plan.
• Serve as an active member of the Senior Leadership Team, providing expert professional advice to executives and senior management on employment law, HR policy, best practice, and workforce development.
• Hold full accountability for corporate compliance with current employment legislation, professional industry standards, and regulatory policies.
• Budget and manage the annual HR department finances efficiently to maximise ROI on people initiatives.

Performance, Talent & Culture Development

• Champion a high‑performance culture focused on successful outcomes, continuous development, and the devolution of day‑to‑day HR responsibilities to line managers.
• Design, launch, and lead a modernised performance review programme that actively supports continuous professional development for all employees.
• Oversee the creation, monitoring, and execution of robust training, learning and development (L&D) and succession plans across the business.
• Act as an internal executive coach, mentoring senior colleagues to identify leadership strengths and organisational development needs.
• Promote inspirational leadership by visibly demonstrating company values and championing the leadership behaviour framework.

Operational Excellence & Employee Experience

• Lead, support, and develop a small internal HR team, increasing their capability, sharing industry best practices, and ensuring elite professional standards.
• Conduct ongoing strategic reviews of the company’s occupational health provision, employee welfare programmes, and staff benefits/reward packages to maximise retention.
• Design and implement standardised, high‑quality onboarding processes to ensure a seamless candidate‑to‑employee transition.
• Create and oversee a progressive Diversity, Equality, and Inclusion (DE&I) roadmap that aligns with company values, business commitments, and commercial strategy.
• Determine and track relevant Key Performance Indicators (KPIs) tied directly to corporate incentive and reward schemes.

Data‑Driven Insight & Change Management

• Apply extensive analytical knowledge to translate people metrics, HRIS data, and statistical reports into actionable boardroom insights and trend‑adjustments.
• Lead the continuous improvement agenda, focusing on engagement activities, workplace welfare, and maximising organisational productivity.
• Drive smooth change management initiatives across the business, guiding teams through structural transformations with minimal operational disruption.

Ideal Candidate Profile

Experience & Qualifications

• Proven track record in a Senior HR Business Partner, HR Manager, or similar strategic HR leadership role.
• Strong commercial acumen with a verified history of translating complex business needs into effective people strategies.
• Relevant professional HR qualification (e.g., CIPD Level 7 or equivalent experience) with an ongoing commitment to continuous professional development.
• Tech‑savvy with a data‑driven approach, possessing practical experience working with modern HRIS platforms and advanced people analytics tools.

Essential Behavioural Competencies

• Exceptional HR Knowledge: Advanced understanding of talent acquisition, employee engagement, cultural change frameworks, pay/reward structures, and L&D structures.
• Strategic & Analytical Thinking: Ability to confidently interpret HR data, spot macro‑trends, and convert findings into clear resourcing adjustments.
• Emotional Intelligence: A high level of empathy, self‑awareness, and active listening, with the natural ability to navigate complex interpersonal dynamics.
• Relationship Management: Outstanding people skills with a history of building trust and nurturing highly collaborative relationships at all levels of the business.
• Resilience & Adaptability: The confidence to give expert advice under pressure and thrive within a fast‑paced, evolving environment.

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