Human Resources jobs

Location: Cardiff, with travel required across UK and Ireland operations as necessary.

Reporting To: Chief Executive Officer

Direct Reports: HR and Payroll Officers and other HR team members as required.

About Vista

Vista is a specialist technology services business supporting customers across the retail and hospitality sectors in the UK and Ireland. The business operates in a fast-paced, operationally complex environment and is continuing to develop its people, governance and organisational capability to support future growth.

The Opportunity

This is an opportunity for an experienced HR leader to take ownership of the people strategy at a senior level, working directly with the CEO and Executive Team. The successful candidate will have the scope to modernise HR practices, influence business decision-making, strengthen governance, support organisational change and develop scalable people frameworks across the UK and Ireland.

Role Purpose

The HR Director is responsible for defining, implementing and leading the organisation’s people strategy across multiple operations throughout the United Kingdom and Ireland. As a member of the senior leadership team, the role provides strategic direction and governance across all aspects of human resources, ensuring the organisation attracts, develops, retains and engages the talent required to achieve its business objectives.

The role is accountable for establishing a robust HR framework that supports organisational growth, operational excellence, legal compliance and a positive, inclusive workplace culture. The HR Director will provide expert leadership on employment law, organisational design, workforce planning, talent management, employee relations, reward, culture and change management, ensuring that people strategies directly support corporate goals.

The successful candidate will lead a small HR team and manage relationships with external partners, ensuring the delivery of a professional, commercially focused and high-performing HR function that supports all areas of the business.

Key Priorities in the First 12 Months

· Develop and agree a clear people strategy aligned to business objectives and operational priorities.

· Review and strengthen HR governance, policies and employment law compliance across UK and Ireland operations.

· Build an effective HR operating model that supports managers and employees consistently.

· Improve workforce planning, succession planning and leadership capability.

· Strengthen HR reporting, people metrics and Board-level insight.

· Support organisational change, integration activity and business growth priorities.

Key ResponsibilitiesHR Strategy and Leadership· Develop, own and deliver the organisation’s people strategy, ensuring alignment with corporate objectives, growth plans and operational priorities.· Collaborate with the senior leadership team to shape and support the company’s overall strategy.· Translate business strategy into practical people initiatives that drive organisational performance, employee engagement and retention.· Provide expert advice and strategic guidance to the Executive Leadership Team and Board on all people-related matters.· Lead organisational change programmes, restructures, acquisitions, integrations and transformation initiatives.· Create and maintain a culture that promotes accountability, performance, inclusion, wellbeing and continuous improvement.· Establish HR objectives, KPIs and reporting frameworks that demonstrate the contribution of people initiatives to business performance.· Drive workforce planning strategies that support future growth, capability requirements and succession planning.Governance, Risk and Compliance· Develop and maintain a comprehensive HR governance framework across all UK and Ireland operations.· Ensure compliance with UK and Irish employment legislation, regulatory requirements and HR best practice.· Oversee the development, implementation and regular review of HR policies, procedures, employee handbooks and staff terms and conditions.· Ensure appropriate controls are in place for recruitment, onboarding, performance management, disciplinary procedures, grievance handling, employee exits and payroll-related HR processes.· Maintain comprehensive HR records to support equal opportunities, data protection, audit requirements and informed decision-making.· Support business compliance requirements, audits, due diligence reviews and regulatory assessments.· Monitor legislative developments and ensure organisational readiness for changes in employment law.· Work with legal advisers where required on employment litigation, tribunal claims and other workforce-related risks.Employment Law and Employee Relations· Provide expert guidance on complex employment law matters across multiple jurisdictions within the UK and Ireland.· Lead the management of employee relations cases including disciplinary matters, grievances, performance improvement plans, capability procedures, redundancy programmes and TUPE matters.· Provide expert and well-balanced employee relations advice, including negotiation with employee representatives where required.· Ensure consistent and legally compliant application of employment policies and practices throughout the organisation.· Lead consultation processes relating to organisational changes, restructures and workforce transformation programmes.· Reduce organisational risk through proactive employee relations management, effective communication and robust governance practices.Organisational Development and Talent Management· Develop workforce planning strategies that support current and future business requirements.· Lead succession planning and talent management initiatives across the organisation.· Deliver leadership development programmes that strengthen management capability.· Ensure effective recruitment and onboarding processes that attract and retain high-quality talent within agreed budgets.· Develop performance management frameworks that support accountability, capability development and career progression.· Identify skills gaps and implement development programmes to build organisational capability.· Support the development of a diverse, inclusive and high-performing workforce.· Research and develop practices that help the company recruit and retain a pool of well-trained and highly motivated employees.Reward, Benefits and Payroll Oversight· Lead the organisation’s compensation, benefits and reward strategy.· Recommend and implement reward policies and structures that support the recruitment and retention of high-quality employees.· Ensure reward structures remain competitive, equitable and aligned with business objectives.· Provide strategic recommendations to the Executive Team on salary benchmarking, incentive schemes, benefits and recognition programmes.· Oversee pension arrangements, employee benefit programmes and wellbeing initiatives across the organisation.· Maintain a comprehensive understanding of end-to-end payroll processes and regulations, ensuring effective HR oversight of payroll-related activity.· Ensure reward practices are compliant with relevant employment legislation and support the organisation’s diversity, equity and inclusion objectives.Leadership and Team Management· Lead, coach and develop a high-performing HR team.· Responsible for the recruitment, development and succession planning of the HR department.· Establish clear objectives, performance measures, regular one-to-ones, appraisals and development plans for team members.· Prioritise and delegate HR activity effectively while maintaining positive communication, morale and service quality.· Ensure the HR team provides a professional, practical and confidential HR service across the organisation.· Oversee HR operations across UK and Ireland operations, including SCT in Ireland, attending sites where necessary and implementing consistent HR practices across teams.· Work with department managers to analyse department needs and build business cases for additional resources and changes to structure to the CEO and CFO where required.· Manage key external HR partners, including employment law advisers, recruitment providers, training organisations and benefits providers.Stakeholder Management and Reporting· Build strong relationships with Directors, senior managers and operational leaders.· Influence decision-making through data-driven insights, commercial understanding and strategic recommendations.· Represent the HR function at Board and Executive meetings where required.· Complete documentation, reporting and monthly HR updates on time and in line with company standards.· Liaise with senior management on matters that may affect organisational performance, resourcing or budgetary requirements.· Collaborate effectively with Finance, Operations, Commercial and Compliance teams to support organisational objectives.· Ensure people considerations are embedded into key business decisions and strategic planning activities.· Be flexible and prepared to undertake any other appropriate duties designated from time to time by the management team to meet business needs.Key Challenges and Complexities

The HR Director will operate in a complex, multi-site environment across the United Kingdom and Ireland, requiring the ability to navigate differing employment legislation, regulatory environments and workforce practices while maintaining consistency of approach and high-quality HR service delivery.

· Ensuring compliance with UK and Irish employment legislation and evolving case law.

· Managing organisational growth, acquisitions, integrations and business transformation programmes.

· Balancing commercial objectives with employee wellbeing, legal obligations and organisational culture.

· Leading sensitive employee relations matters with significant legal, financial and reputational implications.

· Supporting a diverse workforce operating across multiple locations, customer environments and jurisdictions.

· Influencing senior stakeholders and driving strategic change throughout the organisation.

· Developing scalable people frameworks capable of supporting future organisational growth.

Knowledge, Skills and ExperienceEssential Experience· Significant senior HR leadership experience, ideally as an HR Director, Head of HR or equivalent.· Proven experience developing and implementing organisation-wide people strategies.· Experience supporting multi-site operations across the UK and Ireland.· Extensive experience managing complex employee relations matters and employment law issues.· Experience supporting organisational growth, transformation, acquisitions or integration programmes.· Experience leading, developing and mentoring HR professionals.· Experience advising Executive Teams and Boards on strategic people matters.· Strong experience working within commercially focused and operationally complex organisations.· Experience of working within a unionised environment is desirable.· IT or technology sector experience is desirable.Essential Knowledge and Skills· Expert knowledge of UK employment law and HR best practice.· Strong understanding of Irish employment legislation and associated compliance requirements.· Working knowledge of relevant European employment law principles and emerging legislative developments.· Knowledge of organisational development, change management, workforce planning, governance, risk and compliance processes.· Knowledge of compensation, reward, benefits, payroll processes, HR systems, workforce analytics and HR technology platforms.· Strategic thinking and long-term planning capability.· Ability to create, articulate and execute business-aligned people strategies.· Exceptional communication, presentation, negotiation, conflict resolution and influencing skills.· Strong commercial awareness, business acumen and analytical capability.· Ability to build credibility and influence at Executive and Board level.· Ability to manage multiple priorities within a dynamic environment.· High levels of judgement, resilience and professional integrity.QualificationsEssential· Degree level qualification or equivalent professional experience.· CIPD Level 7 qualification or Chartered Member/Chartered Fellow of the Chartered Institute of Personnel and Development.· Evidence of continuous professional development in HR leadership, employment law and organisational development.· Significant HR experience, including substantial experience in a senior HR leadership role.Desirable· Master’s degree in human resources, Business Management, Organisational Psychology or a related discipline.· Additional qualifications in employment law, organisational development, executive coaching or business leadership.· Project management, change management or transformation-related qualifications.Personal Profile

The ideal candidate will be a commercially minded and credible HR leader with the ability to create a compelling vision for the people agenda and translate that vision into measurable business outcomes. They will combine deep technical HR expertise with pragmatic judgement, strong stakeholder management and the ability to influence, challenge and support Executive and Board-level decision-making.

· Proven ability to develop and execute organisation-wide HR strategies.

· Strong commercial acumen with the ability to align people initiatives to business objectives.

· Experience operating across multiple locations and jurisdictions.

· Strong leadership capability with experience managing and developing small teams.

· Exceptional communication, presentation and stakeholder management skills.

· Experience leading organisational change, transformation and cultural development programmes.

· High levels of integrity, professionalism and sound judgement.

· A proactive and pragmatic approach to problem solving within complex operational environments.

What Success Looks Like

· A clear, business-aligned people strategy is agreed and delivered.

· HR governance, employment law compliance and people-related risk are strengthened across UK and Ireland operations.

· Employee engagement, retention, succession planning and talent development improve over time.

· Managers receive practical, consistent and commercially focused HR support.

· Board and Executive reporting provides meaningful insight into workforce trends, risks and opportunities.

· The HR function operates as a professional, trusted and high-performing partner to the business.

Benefits and Candidate Proposition

· Competitive salary and annual leave entitlement.

· Private healthcare.

· Group Income Protection plan.

· Life assurance plan.

· Executive Team exposure and the opportunity to shape the people strategy across UK and Ireland operations.

· The ability to build a modern HR function with direct impact on culture, governance and business performance.

Equal Opportunities

Vista is committed to creating an inclusive working environment where everyone is treated with dignity and respect. We welcome applications from candidates with diverse backgrounds, experiences and perspectives.

This role is ideally suited to an experienced HR leader who can shape and deliver a modern people strategy, provide robust governance across multiple jurisdictions, and build a high-performing workforce that supports Vista’s long-term growth ambitions.

Benefits:

• Casual dress
• Company pension
• Free flu jabs
• Free parking
• On-site parking
• Private medical insurance
• Referral programme

Work Location: In person