Group HR Operations Director

This role has responsibility for:

Holistic Business Unit HR lifecycle ownership for Group Central Functions (headcount c.670 across Head Office, Dudley, RIS & overseas Group colleagues) consisting of group Finance, Marketing & Innovation, HR, IT, Legal, M&A, Supply Chain & Procurement.

Organisational design support for Group leaders with global teams.

Supporting global HR processes in conjunction with Group COEs.

Global HR projects including large scale M&A, Integrations, global and large scale Regional people project rollouts, HR Conferences, upskilling and other ad hoc projects.

Global HRIS needs evaluation, strategy, implementation & execution, audit and planning including HCM systems, payroll systems, candidate attraction and management systems, learning systems, ensuring consistent deployment, adoption and use of the systems in conjunction with subject matter experts.

Making sure our global HR systems implementations are efficient, effective and compliant to drive our Employer of Choice Strategy and ensure we comply with all local, global and company policies and procedures.

Global people data, reporting, analytics and insight which support our Employer of Choice (EOC) Strategy and all HR and people reporting including both internal/ external reporting, including but not limited to CSRD, ESG etc.

Global HR policy setting, direction, management and monitoring.

Global people risk management, mitigation and reporting including compiling risk reports for the Group Risk Committee and evaluation of risks associated with M&A.

Key Tasks:

Partnering with the ELT Functional Leaders and their leadership teams to create and implement the HR plan for the Corporate functions.Focused on key retention risks, critical / hard to find skill sets, priority managers and targeted pay / grading actions.

Improve time to hire and short term retention in Head Office through improved EVP and recruitment marketing and continued development of onboarding plan.

Improve engagement and culture in Head Office functions through engagement survey action planning, targeted coaching and performance of specific managers and focus on effective performance management.

Support the ELT in creating a high performance culture throughout the organisation by delivering people data that allows insight to be created and decisions to be acted upon.

End to end HR services provision and operational delivery for Group Functions based in the UK and globally as required including performance management.

Responsible for coordinating, driving, executing and reporting on global people projects including Employer of Choice Strategy, HRIS and global Workday Strategy, key HR and People projects etc.

Responsible for supporting large scale M&A, due diligence, integration and disposal activity. Supports and mentors Regional HRD’s, Country HRD’s and other HR colleagues on M&A, due diligence and integration tasks. Creates a “playbook” on M&A so that we have a repeatable model for M&A at all sizes. Acts as a sounding board and C of E for M&A for HR colleagues in the Regions.

Responsible for coordinating and project managing large scale people projects and roll out of programmes in conjunction with HR Regional, Country and Functional groups, including;

Global training programmes (e.g. DE&I) in conjunction with Talent, Global systems launches (CSOD/ Workday) in conjunction with HRIS,

Responsible for Group HR and People policies including owning Group Mandatory HR policies and ensuring they are up to date, available, relevant and comply with legislation. Overview and monitor HR Policy globally and ensure relevant resources (internal or external) to monitor new and emerging policy trends.

Responsible for the Global HR and People Reporting and Analytics including defining Employer of Choice Scorecard, establishing group and regional annual targets and maintaining up to date and accurate reporting and definitions of key performance metrics. Driving data accuracy and compliance allowing us to have the best People Data which can deliver business insight resulting in actionable change.

Responsible for understanding key strategic HR/ People trends and how they are likely to impact RI. Working with the Regional HRDs and HR Functional Leaders, to determine approaches to maximise opportunities these trends may present as well as mitigate any risks that are created

Responsible for organising the annual HR Strategy planning sessions and AOP planning sessions so that Regions and Head Office HR functions are aligned and operating effectively.

Responsible for working with the HRD’s to understand Workday, HRIS and other HR systems needs in the Regions and Countries and then working with the IT Business Partner and IT function to create solutions to those needs. In addition, responsible for educating and explaining how solutions will work in everyday language that HR colleagues understand, whilst also explaining requirements necessary for the solutions to work. They bridge the gap between IT and HR and work in very close alignment with the IT Business Partner for HR.

Responsible for Workday Reporting strategy & deliverables and ensuring all Regions are operating to consistent definitions and standards so that key HR and People data can be relied upon.

Delivers reports and updates that create actionable insight that can be used by HR and the business to make decisions and create competitive advantage.

Supports the Group HRD in creating slides, presentations, updates and information to help the Board, Senior Management and the business as a whole understand the HR Strategy, Employer of Choice Scorecard and progress and any other relevant information.

Responsible for Group HR and People Risk, coordinating the quarterly HR Risk Analysis, understanding what new and emerging risks are globally, supporting HRD’s globally to manage and mitigate risk, undertaking an annual HR and People Risk

Responsible for HR and People Risk and Audit, including risk plans and execution, ITGC, Workday and Payroll audits and all other areas of risk.

Requirements:

• Significant experience gained in senior HR leadership roles across multiple business units and countries, preferably in a services business.
• Management, coaching and leadership of cross functional HR teams to deliver cohesive services.
• Extensive knowledge of HR technology, systems, analytics, risk and change and experience working with HR leaders to deliver projects that add tangible business value
• Proven track record of creating best-in-class places to work and supporting significant growth and transformation at scale
• Experience establishing and improving HR operational processes (e.g. HR systems, payroll, data/reporting) in different countries
• Large corporate experience involving developing and launching change initiatives, ideally within a global environment
• Able to evidence strong business acumen at an operational and strategic level
• An excellent appreciation and understanding of a variety of cultural landscapes found within a global business; adept at operating across international borders, diplomatic and sophisticated in approach.
• Experience of SOX controls, CSRD, ESG and other HR regulatory reporting desirable but not essential

Formal Education, Qualifications or Training

Ideally degree holder or equivalent

CIPD or equivalent professional qualification desirable

Project management framework training desirable not essential

Benefits:

• Competitive salary and bonus scheme
• Hybrid working
• Rentokil Initial Reward Scheme
• 23 days holiday, plus 8 bank holidays
• Employee Assistance Programme
• Death in service benefit
• Healthcare
• Free parking

At Rentokil Initial, our customers and colleagues represent diverse backgrounds and experiences. We take pride in being an equal opportunity employer, actively encouraging applications from individuals from all walks of life. Our belief is that everyone irrespective of age, gender, gender identity, gender expression, ethnicity, sexual orientation, disabilities, religion, or beliefs, has the potential to thrive and contribute.

We embrace the differences that make each of our colleagues unique, fostering an inclusive environment where everyone can be their authentic selves and feel a sense of belonging. To ensure that your journey with us is accessible if you have any individual requirements we invite you to communicate any specific needs or preferences you may have during any stage of the recruitment process. Our team is available to support you; feel free to reach out to (joanna.sharpe@rentokil-initial.com) if you need anything

Be Yourself in Your Application! At Rentokil Initial, we value innovation, but we want to see the real you! While AI can help with structure and grammar, make sure your application shows your true passion and understanding of the role. A personal touch will help you stand out.