Altrad UK, Ireland & Nordics
Head of HR
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Altrad is currently looking for a Head of HR to join the team based in either Goldthorpe, Middlesbrough, or Selby, with travel across the UK.
The successful candidate will provide strategic and commercially focused HR leadership across a defined portfolio of business sectors, reporting to the HR Director. Acting as the senior HR Partner to sector leadership, the role translates the organisation-wide HR strategy into sector-specific priorities, people plans, and measurable outcomes. The role builds trusted relationships with senior stakeholders and works closely with HR Centres of Expertise / Subject Matter Experts (SMEs) to ensure the right expertise, services, and solutions are effectively deployed.
Key Deliverables
Sector Leadership & HR Strategy
- Own the HR agenda for a defined portfolio of sectors, developing a strong understanding of their strategy, operating model, workforce, and commercial priorities.
- Build trusted relationships with sector leadership and act as their senior HR Partner, providing strategic advice and constructive challenge.
- Translate the organisation-wide HR strategy into tailored sector people plans, priorities, and measurable outcomes.
- Embed HR priorities into business plans and leadership agendas, proactively identifying people opportunities, risks, and challenges.
- Use workforce data, business insight, and external market trends to inform strategic decision-making.
- Partner with the HR Leadership Team to shape and deliver the overall people strategy and continuously improve the HR operating model.
HR SME / Centre of Expertise Partnership
- Act as the key interface between sector leadership and HR SMEs across Reward, Learning & Development, Industrial Relations, Recruitment, Diversity & Inclusion, HR Operations, and other specialist areas.
- Translate sector requirements into clear briefs for HR SMEs and ensure appropriate solutions are developed, coordinated, and effectively implemented.
- Ensure specialist HR services are relevant, joined up, and embedded within the sectors.
- Provide feedback to HR SMEs and the HR Director on service effectiveness, identifying gaps and opportunities for continuous improvement.
- Champion collaboration across HR, ensuring specialist teams operate as one integrated service.
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Organisation, Talent & Change
- Lead the HR agenda for organisational change, transformation, and restructuring, including organisational design, workforce planning, communications, engagement, and change management.
- Partner with sector leaders to identify current and future workforce, skills, and capability requirements.
- Identify critical roles and capabilities and work with relevant SMEs to deliver talent, succession, and development solutions.
- Support leaders to identify and develop high-potential and critical talent.
- Provide strategic advice on performance, leadership effectiveness, culture, and employee engagement, ensuring people initiatives deliver measurable outcomes.
Employee Relations, Risk & Governance
- Provide senior guidance on complex and sensitive employee relations matters, working with relevant HR SMEs to ensure appropriate and consistent resolution.
- Identify and mitigate emerging people risks across the sectors.
- Ensure leaders understand and effectively fulfil their people responsibilities.
- Maintain strong awareness of employment legislation, regulatory requirements, and HR governance.
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HR Leadership
- Contribute as a senior member of the wider HR leadership community, sharing sector insight and business intelligence with the HR Director and HR Leadership Team.
- Contribute to the development of HR strategy, policies, processes, and services.
- Lead, coach, and develop any direct reports, creating a high-performing, commercially focused HR team.
Key Requirements / Qualifications
- Significant experience in a senior HR Business Partnering or HR leadership role, supporting multiple business units, functions, or sectors.
- Proven ability to build trusted relationships with senior stakeholders, influence at leadership level, and provide constructive challenge.
- Experience translating central HR strategy into tailored sector or business-unit people plans.
- Strong commercial and organisational understanding, with the ability to connect people priorities to business outcomes.
- Strong experience across organisational change, workforce planning, talent, performance, engagement, and employee relations.
- Experience working effectively within a matrix HR model and partnering with HR SMEs / Centres of Expertise.
- The ability to operate strategically while maintaining sufficient operational understanding.
- Strong analytical, problem-solving, and decision-making skills, with the ability to use people data and insight effectively.
- Excellent communication, influencing, and stakeholder management skills.
- A collaborative approach, with the ability to bring together HR teams and specialist disciplines around common business requirements.
- The confidence and credibility to challenge senior leaders constructively and provide objective, commercially focused advice.
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