Hr Director

Description:

The HR Director works across the Life business to co-create and deliver a people strategy and plan for this area of the business which enables effective delivery of the business agenda through people. Key executive stakeholders are the CEO M&G Life and the PAC Board.

The HR Director works with those senior leadership teams to define the people strategy and plan required by those areas, to ensure the models and ways of working align effectively so the organisation can deliver the required outcomes for customers and works with HRLT peers to ensure the wider HR operating model is set up to enable delivery of the people plan. The role is accountable for ensuring that the HR team enables delivery of the transformation agenda through people and capability as well as overseeing day-to-day delivery of HR services.

The role is a member of the M&G plc HR Leadership Team (HRLT) and will work with HRLT peers as part of a collective effort in transforming the HR model and providing leadership to the HR function.

Key Accountabilities For Strategic Leader Level Roles

Accountable for the strategy and performance of a significant business area, or a significant area of expertise. 
Accountable for ensuring alignment to M&G plc's strategic direction, set by the CEO and Executive Leaders. 
Sets direction to reconcile competing drivers (i.e. cost and quality, control and outsourcing etc.). 
Addresses complex problems with significant impacts or where reputation or relationships are at risk. 
Identifies potential for innovation by understanding current gaps in provision, industry trends and anticipating future customer/client needs. 
Draws on expert knowledge or analysis to generate new solutions, systems or products. 
Initiates and drives radical change. 
Allocates resources optimally across business area in line with strategy, taking a long term view; creates or disbands teams to address market changes. 

Key accountabilities for this role:

Set the strategy and direction for their HR team, driving capability to meet the needs of the business strategy, improving the talent bench strength and minimising people related risks within the business. 
Develop and implement people strategies, plans and processes that ensure the business can make optimum use of its people for today’s business agenda and transformation. 
Review of the HR operating model, working with HRLT peers to transform the function and upgrade capability. 
Influence, coach and develop executive leaders and leadership teams to lead more effectively and take accountability for their behaviours and impact. 
Accountable for acting as the HR Director contact point for the Life business including PAC, keeping the Boards briefed on relevant matters and ensuring an effective two-way flow of information between the subsidiary Boards (and all relevant subsidiary entities) and the Chief People Officer. 
Build capability across the function and promote a culture of curiosity, collaboration and continuous improvement. 
Anticipate major market changes and their consequences for the focus and work of the function, adjusting priorities and re-aligning work where necessary. 
To work collaboratively with colleagues and take personal accountability to maintain and enhance controls you are responsible for to support improvement of the overall control environment, customer outcomes and a reduction in M&G plc’s operational risk. 
Provide relevant people data at the HRLT in relation to the Life business, including insight, data trends and emerging risks. 

Key Knowledge, Skills And Experience

An awareness and understanding of the wider business, economic, regulatory and market environment in which M&G plc operates. 
Commercially focused with experience of building business cases and ensuring that people related activities deliver an appropriate return on investment. 
Strong external orientation and network to understand what external HR (business and academic) thought leaders and benchmark organisation and doing and how this could develop to internal practices. 
Significant experience of managing HR provision under a number of different models. 
Significant experience of working at executive level in HR; rounded HR generalist and strategic business partner background with some specialist knowledge of compensation and benefits, talent management and organisation development. 
Significant experience of handling sensitive and complex employment law related and industrial relations issues, driving these towards appropriate outcomes for all stakeholders involved. 
Significant experience of shaping and leading people strategy and HR activity with the ability to plan future developments and innovations. 
Experience of designing and implementing best practice HR solutions and reshaping HR operating models connected to the strategic demands of the business. 
Some experience of working in a unionised environment (desirable). 
Track record of building close partnerships with senior stakeholders and being able to influence effectively, have challenging conversations and navigate associated organisation politics. 
Experience of leading large and geographically dispersed teams, coaching and developing capability. 
Ability to build a deep understanding of the organisation, commercial and value drivers and the impact on people and organisation strategies. 
An ability to identify opportunities to leverage technology to drive operational efficiencies across HR. 
An ability to assess the effectiveness of governance, oversight and controls of HR activity. 
Ability to communicate effectively and influence both technical and non-technical people all levels. 
Ability to manage tensions and conflicts to achieve outcomes that work for all parties. 
Strong personal presence and resilience. 
Ability to assess, react quickly and decisively to problems, taking tough decisions where needed. 
Confidence and gravitas to operate effectively at Board level. 
Strategic and innovative thinker, with an ability to think both broadly and deeply. 
Inspirational leader capable of effecting and maintaining strong cultures. 

Qualifications:

Relevant degree or professional qualification (e.g. CIPD, MBA).