Johnson Controls
HR and People Manager
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What Will You Do?
As we transition from being part of a larger parent organisation to becoming an independent UK business, our people strategy will be fundamental to our future success.
Reporting directly to the Managing Director, you will lead the development and execution of our People and HR strategy during a period of significant transformation, growth, and organisational change. You will play a critical role in establishing the foundations of our standalone business, ensuring the successful transition of HR policies, processes, systems, benefits, and employee programmes, while creating a people agenda that supports our long-term commercial objectives.
Working closely with leaders across Sales, Marketing, Operations, Customer Service, Finance, and Support Services, you will act as a trusted partner and advisor on all people-related matters. You will help shape an engaged, high-performing, and inclusive culture, ensuring the business remains compliant, commercially focused, and positioned for sustainable growth.
This is a unique opportunity to build and influence the future employee experience, strengthen leadership capability, drive organisational effectiveness, and leave a lasting impact on a newly independent business.
How Will You Do It?
People Strategy & Business Partnership
- Develop and deliver a People and HR strategy aligned with the organisation's standalone operating model and future growth plans.
- Partner with the Managing Director and leadership team to shape organisational design, workforce planning, and talent strategies.
- Provide expert coaching and guidance to senior leaders on people, leadership, and organisational challenges.
- Support leaders in creating a culture of accountability, engagement, high performance, and continuous development.
Business Separation & Transformation
- Lead all people-related activities associated with the business separation and transition to a standalone organisation.
- Oversee the implementation and integration of HR policies, systems, processes, benefits, and people frameworks.
- Ensure a positive and seamless employee transition experience while maintaining engagement, communication, and operational continuity.
- Drive organisational change initiatives and support leaders through periods of transformation and growth.
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Employee Relations & Compliance
- Lead complex employee relations matters including investigations, disciplinary and grievance procedures, performance management, absence management, and organisational change consultations.
- Ensure compliance with UK employment legislation, regulatory requirements, and HR best practice.
- Develop and maintain HR policies, governance frameworks, and procedures appropriate for an independent business.
- Proactively identify, manage, and mitigate people-related risks across the organisation.
Talent, Culture & Engagement
- Design and implement talent management, succession planning, and leadership development initiatives.
- Lead employee engagement programmes that strengthen culture, retention, wellbeing, and performance.
- Partner with leaders to attract, develop, and retain high-performing talent across the organisation.
- Champion a positive, inclusive, and values-driven culture that supports both employee and business success.
Reward, Performance & HR Operations
- Oversee performance management frameworks that encourage accountability, growth, and development.
- Provide strategic guidance on compensation, benefits, recognition, and reward programmes.
- Ensure efficient HR operations across the employee lifecycle, from recruitment and onboarding through to development, retention, and offboarding.
- Develop meaningful people metrics, workforce insights, and reporting to support informed business decision-making.
What We're Looking For
Experience
- Significant experience in a senior HR leadership, Head of HR, HR Director, or Senior HR Business Partner capacity within a fast-paced and evolving business environment.
- Proven success in partnering with senior stakeholders and influencing strategic business decisions.
- Strong employee relations expertise with a comprehensive understanding of UK employment law.
- Experience leading organisational change, transformation, business separations, acquisitions, integrations, or restructuring programmes.
- Demonstrated success in developing and implementing people strategies that drive organisational performance and growth.
- Experience supporting multiple business functions and diverse employee populations.
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Skills & Capabilities
- Strong commercial awareness and understanding of how people strategies enable business performance.
- Exceptional stakeholder management, influencing, and relationship-building skills.
- Ability to balance strategic thinking with hands-on operational delivery.
- Deep knowledge of employee relations, employment law, and HR best practice.
- Excellent coaching, communication, and leadership capabilities.
- Strong analytical, problem-solving, and decision-making skills.
- Ability to lead through ambiguity, complexity, and change.
- Highly organised with the ability to manage competing priorities effectively.
Personal Attributes
- Passionate about creating exceptional employee experiences and building positive workplace cultures.
- Collaborative, approachable, and credible with stakeholders at all levels.
- Resilient, adaptable, and comfortable operating in a changing environment.
- Commercially minded, pragmatic, and solutions-focused.
- Comfortable challenging constructively and influencing senior leaders.
- Self-motivated with a strong drive to build, improve, and deliver results.
- Positive, energetic, and committed to supporting both people and business success.
Qualifications
- CIPD Level 5 or Level 7 qualified, or equivalent professional experience.
- Degree in Human Resources, Business, or a related discipline desirable but not essential.
Why Join Us?
As a direct report to the Managing Director and a key member of the leadership team, you will have significant influence over both business and people strategy. You will play a central role in building the culture, leadership capability, organisational structure, and employee experience that will define the next chapter of our success.
This role offers the opportunity to create a lasting legacy, drive meaningful change, and help build a thriving standalone organisation from the ground up.
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