Head of HR

Founded in 1970, Jigsaw was the first premium fashion brand on the high street. Since then, the company has expanded worldwide to work with the finest mills, cutting edge photographers, up-and-coming models, and renowned architects. But the search for the best in the industry never stops. As our journey continues, we're looking for passionate and talented people to learn about Style & Truth: a set of values that sets us apart from the rest of the high street, a belief that everyone should feel empowered to embrace their own style, be true to themselves, and not slavishly follow the fashion world. This means putting style before trends and truth before hype. Join the Jigsaw journey.

Head of HR

Location Head office, Kew: The role will require travel to Store and Warehouse locations.

REPORTS TO: Consultant Operating Partner (CEO)

JOB PURPOSE:

• Working closely with the CEO & CFO to understand the forward business strategy and support by identifying which current & future skills will be required to enable successful deliver of the business plan.
• Develop and lead the delivery of the HR Strategy for the business, comprising of c650 colleagues across Head Office, Warehouse and Retail.
• Lead and manage a team of 7 colleagues in HR & Payroll.
• Business Partner all members of the senior leadership team to enable the business plans through improved performance of people.
• Build and develop relationships with stakeholders across the business at all levels to provide support, guidance and challenge where appropriate on all people related matters.

 

DUTIES AND RESPONSIBILITIES
 

HR & Payroll Team

• Develop and manage a strong team of HR Business Partner and Payroll & Pension experts
• Support the business through ER knowledge
• Lead timely Policy Updates and communicate timely changes
• The HR team will partner well with colleagues across the organsiation

 

Payroll & Pensions:

• Ensure effective & accurate processing of payroll
• Ensure effective & accurate processing of company / company pension plans
• Implement effective processes which drive pay compliance
• Implement regular audits
• Continually improve SLA’s

Leadership & People Strategy:

• Coach, lead and develop the HR/Payroll Team to deliver the HR Strategy.
• Create clear vision for HR and the role they play in enabling the HR Strategy and helping managers become successful leaders.
• Coach senior managers in the business to drive results and performance.
• Ensure the needs of the business are represented in the HR Strategy and ensure there is effective input/buy-in from the senior leadership team.
• Drive continuous improvements in the service provided by HR by reviewing people metrics and processes and where appropriate putting in place relevant SLA’s.
• Managing and working to HR budgets

Resourcing & Talent:

• Develop recruitment strategy that attracts high calibre candidates and delivers against budget.
• Develop an annual talent and succession strategy throughout the business with clear targets/actions.
• Manage senior management recruitment end to end including effective inductions.
• Ensure strong foundations are in place to attract high calibre candidates – such as JD’s, methods to advertise, tools to select candidates and a great onboarding experience.
• Ensure the department is maximising use of the ATS currently in place.

 

 

Training & Development:

• Design development strategy for the business which enables business and succession goals. 
• Develop a colleague lifecycle which drives engagement and retention.
• Put in place strong training and development foundations to ensure the strategy can be fully implemented from which the business can build and grow.
• Implement annual personal development reviews which drive a culture of feedback and driving performance.
• Implement competency framework which underpins capability and performance in line with the values. 
• Develop and deliver the Apprenticeship programme.

Employee Relations:

• Develop and implement legal compliance strategy for the business.
• Develop audits to ensure day to day operations enable legal compliance –I.e. Right to Work, NMW, employment law updates.
• Oversee trends in ER cases to drive corrective action.
• Put in place interventions that upskill managers on ER issues.

Organisation Design & Change:

• Proactively review and implement organisational changes in line with business goals.
• Take the lead on delivering key HR projects, processes which drive positive improvements in service and/or enable business goals.
• Develop roadmaps and implementation plans on various projects/initiatives that have a people impact.
• Take responsibility and ensure people changes are managed effectively.

Engagement:

• Be the key lead in developing and defining the culture and values of the business.
• Implement an engagement agenda with the objective of retaining great talent.
• Regularly review leaver information and Glassdoor comments to obtain insight on our levels of engagement and put in place corrective action.

Reward:

• Develop the Reward strategy for the business.
• Define and develop pay scales through effective and regular benchmarking.
• Develop incentive schemes which drive performance.
• Review and develop an effective benefits platform which improves attraction and retention.
• Develop pay governance forums to ensure fair and consistent practices across the business.

People Metrics:

• Develop and regularly review key people metrics to develop insight and drive corrective action.

KEY SKILLS FOR SUCESS

• A business focussed, graduate calibre, HR professional with strong verbal and written skills
• Strategic vision coupled with commercial acumen, analytical, problem solving and decision-making skills.
• Ability to drive strategic agenda, however when needed comfortable delving into the operational aspects of the function.
• Customer focussed, proactive and driven to implement a great HR service.
• Proven track record of driving change and implementing new ways of working and processes
• Ability to influence at all levels and build effective relationships
• Deep expertise in HR, talent and employee experience.
• Strong organisational, time management and communication skills.
• Attention to detail and professional conduct in all situations.
• Ability to work under pressure and to deadlines.
• Drive, enthusiasm and tenacity to deliver targets in a fast-paced environment.
• Effective implementer- able to make things happen.
• Able to understand and interpret people metrics and develop action plans to improve performance.
• Ability to manage service challenges, problem solve and implement change.
• A passion for People and the value it can bring to a business with demonstrable commitment to continuously develop and keep abreast of new People developments, legislation and external business trends.

 

 

PERFORMANCE MEASURES

• Delivery of HR Strategy
• Achieve deadlines set for all tasks
• Continuously strive to improve processes/strategy
• Demonstrates a sound knowledge of practices of Human Resources and drives HR best practice 
• across the group
• Proactive approach to issues and tasks
• On-going improvements on People Metrics

REQUIRED KNOWLEDGE, SKILLS AND EXPERIENCE

Essential:

• Degree/postgraduate qualification in HRM
• Business acumen
• Previous proven HR experience in a generalist role
• Competent use of Excel, Word and PowerPoint
• Experience of working in a small and fast paced business
• Experience of influencing senior stakeholders
• CIPD qualified
•  

Desirable:

• Previous experience in a Retail Fashion environment
• Experience of implementing Values
• Experience of Organisational design and development