People and Culture Director - Commercial & Outdoor - FTC

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Job description

We are Global

We're proud to be one of the world's leading media and entertainment groups. Whether it be on-air, via global player or through our outdoor advertising, we entertain and reach over 50 million individuals across the UK every week.

Across our entire business, we're committed to making more moments that matter for our audiences, customers and for each other. And every moment matters…the small, the big and everything in between. We couldn't do any of it without our talented, passionate Globallers. Everything we do is driven by our culture and the talented people who make it happen.

Here at Global, we have a saying…it's all about how you make people feel. It's our company ethos, our guiding belief and it's so much more than words. It's the vibe you get when you walk into one of our offices, it's what keeps us honest and true to who we are, and above all, it's the reason we all love to work here.

Job Description

People & Culture Director, Commercial and Outdoor - FTC

Reporting of the Role

This role reports to Chief People Officer

Overview of job

The role of the People and Culture Director is to set a people strategy with the relevant leads for Commercial and Outdoor that maps directly to our strategic objectives and Group target outcomes.

They will ensure that Globallers in Commercial and Outdoor have the optimal organisational structures, processes and policies in place, as well as the capability to attract and retain the best talent. They will be accountable for engaging and motivating Globallers (and senior leaders) as we deliver HR processes efficiently and effectively, for example, performance management, retention and engagement strategies, talent planning and learning & development.

They will oversee the delivery of our D&I agenda, recruitment and the embedding of the Global culture and ways of working as well as being responsible for leading on people risks and continuous improvement. The People and Culture Director for Commercial and Outdoor will have a team of around 4-5 more people partners to support them.

3 best things about the job

• Working with leaders to drive the business and people strategy who really want to make a difference for their teams
• Working on a wide range of projects and initiatives alongside the day job that are either at a department level or company wide
• Collaborating with the People team's specialist functions to drive real change across the business

Measures of success -

In the first few months, you would have

• Worked closely with both the Commercial and Outdoor leadership teams to understand the organisational design, focus areas, and people initiatives that are in play
• Quickly got into the company wide people initiatives that are rolling out to input into the design and roll out, ensuring they land effectively with maximum impact
• Become a trusted business partner and influencer to the people team and business

Responsibilities of the role

• Acting as a strategic and commercial sounding board, partner and advisor to the Chief Commercial Officer and CEO Outdoor and their senior leadership team
• Building positive relationships with leaders and teams within the business to improve overall individual, team & organisational performance
• Delivering strong engagement across all teams and proactively identifying and managing retention risks
• Promoting culture change to deliver our D&I goals
• Strong commercial management of people costs and people risks
• Providing expert input to organisation design and development, including advising on and developing methods to cultivate Global's culture and core values
• Providing MI and data to deliver key insights and timely appropriate action by the senior team
• Leading all aspects of senior level hiring and ensuring delivery of effective end-to-end recruitment processes and onboarding across functions and geographies
• Championing the talent agenda, ensuring that Global is set up to attract, develop and retain the highest-calibre individuals, through talent mapping, incentive packages, crafting clear career paths, and putting in place compelling development opportunities
• Owning delivery of people and culture policies and practices to comply with best practice whilst supporting business goals and maintaining a flexible, innovative performance culture
• Contributing to the Group people strategy and overall development of the people and culture function
• Ensuring effective delivery of employee communications
• Critical thinking. Will have a proven track record of investing in and developing top talent and managing change.
• Eye for business and commerciality: Ability to understand overall strategic objectives and work within a commercial, growth-focused business. Will have a track record of bringing an ROI-led approach to HR strategies. Will have a strong network and points of view on emerging trends and HR practices that will create new value for the business.
• Delivery excellence: A track record for implementing at pace, and measuring success of HR initiatives. Ability to manage change and minimise complexity. Focus on continuous improvement and adept at sophisticated partner management to ensure that the Group HR strategy is delivered in each functional area effectively
• People management and leadership: A natural leader of people as well as a solid team player with a collaborative style; a proven track record of effectively delivering through and developing an HR team. Worked cross-functionally so is able to gain trust and agreement with ease across the company.
• Communication: Solid communicator with a logical, structured, clear, credible and mature style. Capable of quickly engaging audiences of all levels. Not afraid to challenge senior business partners, including senior leaders where necessary.
• Analytical and data-driven approach: Will evidence a metrics-driven approach to analysing the effectiveness of HR. Will have introduced deep analysis of performance, leadership, talent acquisition and retention methods and subsequently optimised methods and processes across an organisation.

What you will need

The ideal candidate will be proactive and willing to create and implement innovative solutions, capable of the following:

Deep strategic HR / people experience: A proven People Director with strength in organisation design, talent acquisition and development, employee relations, culture, succession planning and strategic thinking, both technical knowledge and ability to coach & influence real change.

Business acumen and commerciality: Ability to understand overall strategic objectives and work within a growth-focused business. Will have a track record of bringing an ROI-led approach to HR strategies.

Delivery excellence: A track record for implementing at pace and measuring success of HR initiatives. Ability to handle change and minimise complexity. Focus on continuous improvement and adept at sophisticated partner management to ensure that the people strategy is delivered for across the business

People management and leadership: Have significant HR experience as a senior leader in a fast-paced environment. Have the ability to develop strong, respected and effective working relationships, with the ability to empower others and influence new thinking.

Communication: Solid communicator with a logical, structured, clear, credible and mature style. Capable of quickly engaging audiences of all levels. Not afraid to challenge senior business partners, including senior leaders where necessary

Analytical and data-driven approach: Will have deep problem solving and analytical capability, experience of managing and analysing HR metrics to find root causes and develop short, medium and long term plans

Everyone is welcome at Global

Just like our media and entertainment platforms are for everyone, so are our workplaces. We know that we can't possibly serve our diverse audiences without first nurturing and celebrating it in our people and that's why we work hard to create an inclusive culture for everyone. We believe that different will set us apart, so no matter what you look like, where you come from or what your favourite radio station is, we want to hear from you.

Although we cannot make guarantees, we welcome conversations about flexible working for all roles at Global