people in an office

Head of People

Knowledge

Knowledge of transition and leading successful integrations

To maintain an excellent understanding of the Group, its strategy, and customers

Ensure full understanding and adherence to the Groups Risk Management framework and People related Business Policies and Standards

Grasp of insurance, broking and how it is regulated

Knowledge and experience of creating a company culture of ownership and accountability

Organisational design

UK/Irish Employment legislation

SMCR Regime

Leaderships skills and behaviours

TUPE/M&A

Talent and succession management

Strategic people planning

Skills

Working through the People Partners and People Advisors implement the agreed succession planning process within their aligned business area, ensuring achievable talent plans are in place to create a pipeline of talent and sustainable organisational capability

Provide expertise and support to shape organisational design and change management programmes and principles – with the People Business Partners, coaching the business on its effective implementation and strategies for successful change

Ensure that the People team are providing support to the business by coaching them into thinking innovatively about their work processes and organisational design with a view of improving the business’s overall efficiencies

Provide guidance and input to the Executive Committee on strategic workforce planning, encouraging the business to think about future needs, thus enabling the creation of proactive recruitment strategies

Partner with Executive committee members to influence and steer strategy

Own and lead the development and implementation of strategic people plans

Conduct evaluation and ROI following the implementation of agree initiatives to demonstrate value add to the business

Working through the People Team drive the implementation of required bespoke strategic People HR initiatives to enable the business to deliver their plans

Challenge accepted practices and champion change

Ensure the HR Team are creating and using MI to identify areas for development or continuous improvement, ensuring that any initiatives are successfully embedded into the business. Also, that insightful analysis of MI is used to enable effective people, cost and risk management

Lead and develop and people partnering and advice teams driving capability of value add culture and demonstrable ROI.

Coach and influence senior leaders in order to enhance or change culture helping Atlanta to achieve its People commitments

Behaviours

Proven track record of delivering stretching targets with drive and resilience

Ability to work in a culture and environment which is lean and results driven

Self-starter with a motivated spirit, able to handle parallel work streams resourcefully and at pace

Role model expected behaviours, demonstrating a positive, ‘can do’ mindset

Reflects the group commercial direction and approach to diversity, inclusion, environmental, social and governance

Ability to create an extensive and relevant external reward network that supports the needs of the business, including awareness and insight into emerging trends

Ability to work freely as well as using a consultative, influencing and proactive approach

Be comfortable negotiating, contracting and challenging senior stakeholders

Integrity and assertiveness when dealing with complex/business critical issues

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