Interim Head of HR, Central Operations

Primary Purpose of the Role:

To identify, articulate and implement an HR strategy and plan that delivers successful business results.

This role is essential to the development and delivery of the business strategy with the role holder playing an active role in the Domain of the Country Business Unit (CBU)/Function management team to which they are aligned, and the wider UK HR function. The Interim Head of HR is directly accountable for the interpretation of business strategy and development, articulation and execution of people related strategies and HR interventions that support the delivery of the Country Business Unit objectives and future growth and profitability for their Domain/Function and of Thales in the UK

Principal Relationships:
CBU Domain/Function Management team
CBU Domain/Function management population
HRD for CBU/Function
Rest of HR organisation eg HR PMO, HR Operations Partners, CoE, HRSS
Group and other UK or GBU HR teams or functions where HR strategy demands collaboration

Key Responsibilities & Measures:

BUSINESS

Accountable for the interpretation of the Domain/Function business strategy and the implementation of HR activity that contributes to future profitability in their segment.
Measurably contribute to the leadership, growth and profitability of the Domain/Function through effective development and delivery of the Domain/Function people strategy.
Identify the strategic business activities that require HR support and develop a supporting HR strategy to deliver successful outcomes against the long and short-term objectives of the business.
Actively contribute to the performance of Thales in the UK and globally by supporting the global HR strategy and role modelling one Thales behaviour.
Deliver collectively the financial and non-financial objectives for the Domain/Function.
Ensure that HR issues and consequences are considered at the earliest possible point of business decision-making
Evaluate the external environment, business & people related trends to identify and act on opportunities & threats.

a. Deliver collectively the financial and non-financial objectives for the Domain/Function as agreed in MYB and Balanced Scorecards.
b. Design and implementation of a people strategy and plan aligned to SBP and MYB that translates in to upper quartile performance against agreed benchmarks.
c. Linking external best practice and market influence to the business objectives.
d. Meet agreed milestones in Domain/Function People Strategy.
e. Produce annual SWOT and Key People Plan priorities with an effective plan to deliver them.

HR FUNCTION

Direct accountability for the engagement of the HR function to ensure HR services are designed and delivered that support business strategy
Coach, challenge and advise the management team to ensure business objectives are delivered.
Demonstrate specific contribution to the business performance through agreed metrics.

Act as the Key Account Manager and key interface for the Domain/Function with other parts of the HR function, drawing on specialist HR support & resources to deliver the HR strategy.
Deliver Group and UK HR projects, policies and strategies in the Domain/Function, agreeing any local differences in advance

Implement the agreed talent processes to develop and acquire talent and capability to support the delivery of the business strategy.
Understand and apply organisation effectiveness and development tools in the Domain/Function.
Demonstrate and apply a structured and measurable approach to managing change within the Domain/Function

Ensure compliance with all legal, regulatory and Company HR requirements, providing advice and monitoring success, including acting as Ethics Officer

a. Ensure that all elements of the HR function deliver to agreed SLAs and work with them to ensure continuous improvement.
b. Meet agreed UK and Domain/Function OD metrics including retention of key talent, succession planning, talent pipeline and employee engagement.
c. Meet agreed milestones and targets in Group and UK HR strategy and projects.
d. Produce and deliver effective change plans of major change projects.
e. No non-compliances with legal and regulatory requirements.

LEADERSHIP

Act as an advocate for Company values at all times and ensure others act as role models within the function and management team to which they are aligned
Develop the capability of the HR function and improve line management capability within the overall Thales UK business
Work as part of an integrated and collaborative HR function that is focussed on driving business success
Articulate the organisation's value proposition to give Thales an advantage over the competitors in the market
a. Improved EE index on leadership and line management issues.
b. Active participation in wider HR & business projects beyond area of responsibility.

Experience:

Essential

Experience in an influential HR role, operating as part of a management team in a medium Matrix organisation or part of a senior management team in a small Matrix organisation.
HR experience in businesses at various stages of the business life cycle.
Experience of all of the key elements of an HR Generalist's role.
Demonstrable experience of implementing solutions to developing talent in an organisation.
Demonstrable experience of managing change in an organisation.

Desirable
HR experience in a variety of business sectors/markets
HR experience in a number of different companies/business cultures
Experience in developing export or international markets.

Qualifications:

Essential
Degree level qualification
MCIPD or equivalent, with evidence of Continuing Professional Development (CPD)

Desirable
A further business qualification such as MBA or finance related qualification

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