Job Summary

This role leads a department that provides a comprehensive People function across IWM, bringing a strategic view towards expert advice and organisational focus on people and workforce functions. IWM’s emphasis for this role is on performance excellence, communication, and diversity.

The Director, People and Culture is a leader, with strategic responsibility for all aspects of IWM’s People Service, which underpins the culture. You will be responsible for fostering a positive work environment and supporting the Director General and Executive Leadership with developing a strong organisational culture that aligns with IWM’s corporate objectives.

Key duties

You will be expected to work independently as well as across different teams in order to contribute to and deliver the priorities of IWM - using your knowledge, skills, talent and potential to the best of your ability. 

You will focus at all times on delivering excellent customer service, ensure value for money at all times while being professional, courteous and demonstrating the behaviours and attributes expected of all IWM employees. You will also adhere to all corporate standards, and use corporate systems as directed to ensure consistency of service, brand and operational standards.

You will be expected to work across departments effectively, working with individuals, partners and where appropriate volunteers.

To identify and implement learning and development needs for both yourself and your team, including volunteers, if appropriate.

In addition, your duties will include:

General responsibilities

• Working collaboratively with your senior management colleagues to devise and implement strategies for culture change in line with the workplace culture as defined by the Director General.
• Developing, planning, and delivering the Human Resources strategy.
• Delivering IWM’s Employer of Choice objective.
• Lead responsibility for organisational design, working collaboratively with senior management and supporting the HRBPs to work with the managers in implementing these.
• Designing a recruitment strategy that ensures that IWM is attracting and retaining the best talent.
• Lead on the development of a talent management programme to retain high quality employees.
• Championing open and effective communication between staff and management, maintaining constructive relationships with the Unions.
• Devise and support an effective HR Business Partnering Model to support the organisation’s goals.

Strategy and planning

• Lead the review and delivery of our People Strategy in line with IWM’s overall strategic direction Ensure effective monitoring and measurement across the People agenda to drive performance improvements
• Ensure timely, high-quality information to the Executive Leadership Team (ELT), senior management, and the Board/Committee of Trustees.
• Ensuring that the people element is woven into all planning discussions at Senior Leadership level.
• Shape and lead the People function to meet the requirements of the Corporate Plan.
• Collaborate with key stakeholders to develop a high-performing People department.

Organisational and system capability

• Lead aspects of and contribute to the overall success of IWM’s training and development agenda, with a focus on leadership development, education and training, improvement, innovation and inclusion.
• Foster a culture of continuous improvement within IWM, ensuring staff have the skills and capability to achieve IWM’s aspirations and corporate plans.
• Support the technological development of the People function to ensure IWM management and people have a stress-free informative experience.

Organisational culture

• Operate as a strategic partner for Executive Directors on matters of culture, behaviour, and leadership.
• Act as a role model for IWM values and support senior colleagues in doing the same.
• Co-lead the development and delivery of the diversity and inclusion agenda, championing these values in collaboration with the Chief of Staff.
• Lead in the design of an employee engagement programme delivered through internal communications.
• Build a culture of accountability and transparency, empowering staff to understand and follow decisions.
• Supporting decisive direction and support in order to support management in achieving IWM objectives Prioritise staff health and wellbeing in decision-making, ensuring access to comprehensive support.
• Working with the Senior Leadership teams to develop and implement people strategies to achieve the objectives of the Corporate Plan.

Talent Management

• Devise a talent management strategy which delivers a proactive approach to talent management across IWM to ensure we attract and retain the best talent including succession planning.
• Lead and support developing a specialist expertise career pathway along with management expertise career pathway
• To continue to develop and maintain an innovative approach to reward and recognition at IWM

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