HR Consultancy Acquisition - 931169

Acquisition or Joint Venture (JV) of an HR Consultancy Business


  • Overall control of the HR function.
  • Formulating personnel systems and strategies appropriate to the company’s corporate mission and goals.
  • Recruiting and selecting staff.
  • Developing remuneration and reward procedures.
  • Keeping the board informed on personnel and employee-relations policies, as needed, to preserve and facilitate company strategy.
  • Planning and directing employee training and development programmes.
  • Improving management/employee communications, including mediating in disputes and advising line managers on how to implement personnel policies.
  • Ensuring compliance with employment law.
  • Ensuring that health and safety procedures are adequate.


  • Developing and implementing HR initiatives in line with organisational objectives
  • Leading the organisation’s HR departments, including talent acquisition, learning and development, employee engagement, compensation and benefits, talent management HR information systems (HRIS) and financial planning of the department
  • Liaising directly with the executive board and being accountable for the performance of the HR function and the departments within it, as well as providing strategic counsel on all people matters
  • Contributing to long-term goals around business and people development, including succession planning and c-suite talent acquisition
  • Developing company wellbeing, health and counselling policies
  • Leading the analysis of employee feedback and data, with the aim of creating a better working environment and engaged culture
  • Creating and managing the HR department’s annual budget
  • Taking oversight of the company’s culture
  • Global responsibility for the organisations talent functions and culture


  • Organisational skills – personal efficiency, time management skills and the ability to prioritise competing demands are key
  • Communication skills – HR directors are expected to lead the HR team, managing diverse personalities and viewpoints. Consequently, emotional intelligence, the ability to build relationships and collaborate with others is vital
  • Commercial acumen – HR directors are increasingly involved in strategic decision-making within the business as an influencer. Being able to understand company finances, resourcing and the ultimate aims of the business is important
  • Role modelling – As a senior member of the executive team, an HR director is expected to demonstrate and lead on the values, initiatives and culture of the organisation
  • Professional expertise – A strong working knowledge of employment law issues, best practice processes for disciplinaries, redundancies and payroll is required, as well as experience of employee relations
  • Coaching and mentoring – Whether senior executives, junior colleagues or middle management, you will be proficient in developing skills in your talent
  • Trust – As a member of the executive team, you will interface with the CEO, CFO and COO on a regular basis. You will become a trusted confidante on talent issues, unafraid of giving your opinions and expertise