Head of HR

Job Title

Head of HR

Salary

Our salaries are competitive and reviewed regularly to ensure they remain fair and in line with the wider industry.

Location

Tipton

Our Company

Doocey Group is a long\-established, family\-run utility and civil engineering contractor with over 40 years of industry experience. Built on strong Black Country values, we pride ourselves on integrity, reliability, responsiveness and a commitment to delivering high standards in everything we do.

Over the past 10 years, Doocey Group has experienced significant growth, achieved through consistently deliver high\-quality work for our clients, including National Grid and South Staffordshire Water. Our success is built to deliver safely and reliably in a fast\-paced and often challenging environment.

As we approach a turnover of £100m, this marks an important milestone in our journey and reflects the hard work, ambition and dedication of our teams across the business. If you are looking to join a growing organisation that values hard work, loyalty and ambition, you will feel right at home at Doocey Group.

The Role

The Head of Human Resources is responsible for developing and delivering the Group’s People Strategy, ensuring the organisation has the capability, culture, leadership and resources required to support sustained business growth.

Supporting approximately 300 PAYE employees across six operational locations, the role provides strategic leadership for Human Resources, Talent Acquisition, Learning \& Development, Reception and Administrative Support functions. The Head of HR will lead and develop a multi\-disciplinary people team, ensuring consistently high standards of service delivery, compliance, employee experience and organisational effectiveness.

Operating within a rapidly growing and fast\-paced environment, the Head of HR will ensure that policies, procedures, systems and management capability evolve in line with business demands. Particular focus will be placed on building manager capability, strengthening accountability, improving organisational performance and embedding a high\-performance culture throughout the Group.

The Head of HR will act as a trusted advisor to Directors and senior leaders, providing commercially focused people solutions that support operational objectives whilst ensuring legal compliance and best practice.

The role is accountable for ensuring the People Function delivers measurable value to the business through effective recruitment, talent development, organisational design, employee engagement, workforce planning and performance management.

Responsibilities

• Provide strategic and operational HR leadership across all Group businesses.


• Support Directors and Senior Managers with complex people decisions and organisational challenges.


• Review departmental priorities and ensure effective allocation of resource across HR, Recruitment and Learning \& Development functions.


• Monitor ongoing employee relations activity and intervene where matters present significant business risk.


• Ensure a high\-quality HR service is consistently delivered across the business.


• Coach managers and leaders to strengthen decision\-making and people management capability.


• Promote a culture of accountability, continuous improvement and high performance.


• Lead People Team meetings to review departmental performance, priorities and workload planning.


• Hold one\-to\-one meetings with direct reports to review objectives, performance and development.


• Review recruitment pipelines, succession plans and workforce requirements.


• Monitor employee relations, absence management, attrition and performance management activity.


• Review Learning \& Development delivery, compliance training and management development programmes.


• Ensure recruitment, onboarding and internal development activity supports current and future business requirements.


• Review policy compliance and identify emerging organisational risks.


• Produce and present comprehensive people metrics (PRIME/SLT SLIDE DATA), trends and recommendations to senior leadership.


• Review HR departmental performance against agreed objectives, KPIs and service standards.


• Review departmental KPI performance across HR, Talent Acquisition and Learning \& Development.


• Present workforce trends, risks, opportunities and recommendations.


• Review succession planning and talent development activity.


• Monitor organisational capability and identify future workforce requirements.


• Lead monthly people strategy reviews and continuous improvement initiatives.


• Review employee engagement and retention data and implement improvement plans where required.

• Develop and deliver the Group People Strategy.


• Lead organisational design, restructuring and change management initiatives.


• Develop long\-term workforce planning strategies.


• Lead cultural transformation and employee engagement initiatives.


• Act as executive sponsor for diversity, inclusion and wellbeing initiatives.


• Support acquisitions, business integrations and growth projects where required.

• Own and maintain the Group HR Policy Framework.


• Ensure policies, procedures and employment practices remain compliant and commercially effective.


• Lead employment law reviews and implement legislative changes.


• Ensure robust governance structures exist across all people processes.


• Oversee audits, compliance reviews and risk mitigation activities.

• Develop and oversee the Group Recruitment Strategy.


• Support the Talent Acquisition Manager in building talent pipelines for critical and future roles.


• Review recruitment effectiveness, time\-to\-hire and quality\-of\-hire metrics.


• Build employer branding initiatives that strengthen the Group’s ability to attract talent.


• Oversee succession planning for key leadership and specialist positions.

• Develop and implement the Group Learning \& Development Strategy.


• Ensure management development programmes are delivered across all levels of the business.


• Create leadership development pathways for future managers and senior leaders.


• Build apprenticeship, graduate and internal development frameworks.


• Measure learning effectiveness and return on investment.


• Ensure competency frameworks are established and maintained across all functions.

• Act as final escalation point for high\-risk, complex and sensitive employee relations matters.


• Personally lead significant disciplinaries, grievances, capability processes and appeals.


• Drive consistent performance management standards across the Group.


• Implement initiatives that improve productivity, retention and employee engagement.


• Support leaders in managing organisational change and workforce challenges.

• Directly manage, coach and develop the HR Officer, HR Administrator, Learning \& Development Manager, Talent Acquisition Manager, Reception Team and Cleaning resource.


• Conduct formal performance reviews and succession planning for all direct reports.


• Ensure effective succession and contingency planning exists across the People Function.


• Provide senior operational support during periods of absence, vacancies or peak workload.


• Maintain oversight of all HR operations to ensure continuity of service.


• Act as departmental lead for tenders, award submissions and social value initiatives where relevant.

• Proven experience operating in a senior HR leadership role within a fast\-paced, commercially focused and rapidly growing organisation.


• Demonstrable experience developing and implementing People Strategies that support business growth, operational objectives and organisational change.


• Strong leadership capability with experience managing and developing multi\-disciplinary teams, including Human Resources, Talent Acquisition, Learning \& Development, Reception and Administrative Support functions.


• Extensive knowledge of UK Employment Law, HR best practice and employee relations, with the ability to balance legal compliance with practical commercial decision\-making.


• Proven ability to act as a trusted advisor, coach and business partner to Directors, Senior Leaders and Managers.


• Experience leading organisational change, cultural transformation, restructures, business integration and continuous improvement initiatives.


• Significant experience managing complex employee relations matters, including disciplinaries, grievances, appeals, capability, performance management, absence management and workplace investigations.


• Demonstrable experience designing, implementing and embedding performance management frameworks that improve accountability, management effectiveness and organisational performance.


• Proven ability to train, educate, mentor and challenge managers to confidently manage people matters in line with company policies, procedures and employment legislation.


• Experience developing, reviewing and implementing HR policies, procedures, governance frameworks and management toolkits to support a growing organisation.


• Proven experience establishing and maintaining HR systems, controls and processes that ensure consistency, compliance and operational excellence across multiple sites.


• Strong workforce planning and organisational design experience, ensuring the business has the structure, talent and capability required to support current and future growth.


• Experience leading recruitment and talent acquisition functions, including succession planning, employer branding, talent pipelining and workforce forecasting.


• Proven experience developing and implementing Learning \& Development strategies, management development

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