VISTA RETAIL SERVICES LTD
Cardiff, South Glamorgan
HR Director Location Cardiff We're Hiring: HR Director Location: Cardiff, with travel required across UK and Ireland operations as necessary. Reporting To: Chief Executive Officer Direct Reports: HR and Payroll Officers and other HR team members as required. About Vista Vista is a specialist technology services business supporting customers across the retail and hospitality sectors in the UK and Ireland. The business operates in a fast-paced, operationally complex environment and is continuing to develop its people, governance and organisational capability to support future growth. The Opportunity This is an opportunity for an experienced HR leader to take ownership of the people strategy at a senior level, working directly with the CEO and Executive Team. The successful candidate will have the scope to modernise HR practices, influence business decision-making, strengthen governance, support organisational change and develop scalable people frameworks across the UK and Ireland. Role Purpose The HR Director is responsible for defining, implementing and leading the organisation's people strategy across multiple operations throughout the United Kingdom and Ireland. As a member of the senior leadership team, the role provides strategic direction and governance across all aspects of human resources, ensuring the organisation attracts, develops, retains and engages the talent required to achieve its business objectives. The role is accountable for establishing a robust HR framework that supports organisational growth, operational excellence, legal compliance and a positive, inclusive workplace culture. The HR Director will provide expert leadership on employment law, organisational design, workforce planning, talent management, employee relations, reward, culture and change management, ensuring that people strategies directly support corporate goals. The successful candidate will lead a small HR team and manage relationships with external partners, ensuring the delivery of a professional, commercially focused and high-performing HR function that supports all areas of the business. Key Priorities in the First 12 Months Develop and agree a clear people strategy aligned to business objectives and operational priorities. Review and strengthen HR governance, policies and employment law compliance across UK and Ireland operations. Build an effective HR operating model that supports managers and employees consistently. Improve workforce planning, succession planning and leadership capability. Strengthen HR reporting, people metrics and Board-level insight. Support organisational change, integration activity and business growth priorities. Key Responsibilities HR Strategy and Leadership Develop, own and deliver the organisation's people strategy, ensuring alignment with corporate objectives, growth plans and operational priorities. Collaborate with the senior leadership team to shape and support the company's overall strategy. Translate business strategy into practical people initiatives that drive organisational performance, employee engagement and retention. Provide expert advice and strategic guidance to the Executive Leadership Team and Board on all people-related matters. Lead organisational change programmes, restructures, acquisitions, integrations and transformation initiatives. Create and maintain a culture that promotes accountability, performance, inclusion, wellbeing and continuous improvement. Establish HR objectives, KPIs and reporting frameworks that demonstrate the contribution of people initiatives to business performance. Drive workforce planning strategies that support future growth, capability requirements and succession planning. Governance, Risk and Compliance Develop and maintain a comprehensive HR governance framework across all UK and Ireland operations. Ensure compliance with UK and Irish employment legislation, regulatory requirements and HR best practice. Oversee the development, implementation and regular review of HR policies, procedures, employee handbooks and staff terms and conditions. Ensure appropriate controls are in place for recruitment, onboarding, performance management, disciplinary procedures, grievance handling, employee exits and payroll-related HR processes. Maintain comprehensive HR records to support equal opportunities, data protection, audit requirements and informed decision-making. Support business compliance requirements, audits, due diligence reviews and regulatory assessments. Monitor legislative developments and ensure organisational readiness for changes in employment law. Work with legal advisers where required on employment litigation, tribunal claims and other workforce-related risks. Employment Law and Employee Relations Provide expert guidance on complex employment law matters across multiple jurisdictions within the UK and Ireland. Lead the management of employee relations cases including disciplinary matters, grievances, performance improvement plans, capability procedures, redundancy programmes and TUPE matters. Provide expert and well-balanced employee relations advice, including negotiation with employee representatives where required. Ensure consistent and legally compliant application of employment policies and practices throughout the organisation. Lead consultation processes relating to organisational changes, restructures and workforce transformation programmes. Reduce organisational risk through proactive employee relations management, effective communication and robust governance practices. Organisational Development and Talent Management Develop workforce planning strategies that support current and future business requirements. Lead succession planning and talent management initiatives across the organisation. Deliver leadership development programmes that strengthen management capability. Ensure effective recruitment and onboarding processes that attract and retain high-quality talent within agreed budgets. Develop performance management frameworks that support accountability, capability development and career progression. Identify skills gaps and implement development programmes to build organisational capability. Support the development of a diverse, inclusive and high-performing workforce. Research and develop practices that help the company recruit and retain a pool of well trained and highly motivated employees. Reward, Benefits and Payroll Oversight Lead the organisation's compensation, benefits and reward strategy. Recommend and implement reward policies and structures that support the recruitment and retention of high-quality employees. Ensure reward structures remain competitive, equitable and aligned with business objectives. Provide strategic recommendations to the Executive Team on salary benchmarking, incentive schemes, benefits and recognition programmes. Oversee pension arrangements, employee benefit programmes and wellbeing initiatives across the organisation. Maintain a comprehensive understanding of end-to-end payroll processes and regulations, ensuring effective HR oversight of payroll-related activity. Ensure reward practices are compliant with relevant employment legislation and support the organisation's diversity, equity and inclusion objectives. Leadership and Team Management Lead, coach and develop a high-performing HR team. Responsible for the recruitment, development and succession planning of the HR department. Establish clear objectives, performance measures, regular one-to-ones, appraisals and development plans for team members. Prioritise and delegate HR activity effectively while maintaining positive communication, morale and service quality. Ensure the HR team provides a professional, practical and confidential HR service across the organisation. Oversee HR operations across UK and Ireland operations, including SCT in Ireland, attending sites where necessary and implementing consistent HR practices across teams. Work with department managers to analyse department needs and build business cases for additional resources and changes to structure to the CEO and CFO where required. Manage key external HR partners, including employment law advisers, recruitment providers, training organisations and benefits providers. Stakeholder Management and Reporting Build strong relationships with Directors, senior managers and operational leaders. Influence decision-making through data-driven insights, commercial understanding and strategic recommendations. Represent the HR function at Board and Executive meetings where required. Complete documentation, reporting and monthly HR updates on time and in line with company standards. Liaise with senior management on matters that may affect organisational performance, resourcing or budgetary requirements. . click apply for full job details
HR Director Location Cardiff We're Hiring: HR Director Location: Cardiff, with travel required across UK and Ireland operations as necessary. Reporting To: Chief Executive Officer Direct Reports: HR and Payroll Officers and other HR team members as required. About Vista Vista is a specialist technology services business supporting customers across the retail and hospitality sectors in the UK and Ireland. The business operates in a fast-paced, operationally complex environment and is continuing to develop its people, governance and organisational capability to support future growth. The Opportunity This is an opportunity for an experienced HR leader to take ownership of the people strategy at a senior level, working directly with the CEO and Executive Team. The successful candidate will have the scope to modernise HR practices, influence business decision-making, strengthen governance, support organisational change and develop scalable people frameworks across the UK and Ireland. Role Purpose The HR Director is responsible for defining, implementing and leading the organisation's people strategy across multiple operations throughout the United Kingdom and Ireland. As a member of the senior leadership team, the role provides strategic direction and governance across all aspects of human resources, ensuring the organisation attracts, develops, retains and engages the talent required to achieve its business objectives. The role is accountable for establishing a robust HR framework that supports organisational growth, operational excellence, legal compliance and a positive, inclusive workplace culture. The HR Director will provide expert leadership on employment law, organisational design, workforce planning, talent management, employee relations, reward, culture and change management, ensuring that people strategies directly support corporate goals. The successful candidate will lead a small HR team and manage relationships with external partners, ensuring the delivery of a professional, commercially focused and high-performing HR function that supports all areas of the business. Key Priorities in the First 12 Months Develop and agree a clear people strategy aligned to business objectives and operational priorities. Review and strengthen HR governance, policies and employment law compliance across UK and Ireland operations. Build an effective HR operating model that supports managers and employees consistently. Improve workforce planning, succession planning and leadership capability. Strengthen HR reporting, people metrics and Board-level insight. Support organisational change, integration activity and business growth priorities. Key Responsibilities HR Strategy and Leadership Develop, own and deliver the organisation's people strategy, ensuring alignment with corporate objectives, growth plans and operational priorities. Collaborate with the senior leadership team to shape and support the company's overall strategy. Translate business strategy into practical people initiatives that drive organisational performance, employee engagement and retention. Provide expert advice and strategic guidance to the Executive Leadership Team and Board on all people-related matters. Lead organisational change programmes, restructures, acquisitions, integrations and transformation initiatives. Create and maintain a culture that promotes accountability, performance, inclusion, wellbeing and continuous improvement. Establish HR objectives, KPIs and reporting frameworks that demonstrate the contribution of people initiatives to business performance. Drive workforce planning strategies that support future growth, capability requirements and succession planning. Governance, Risk and Compliance Develop and maintain a comprehensive HR governance framework across all UK and Ireland operations. Ensure compliance with UK and Irish employment legislation, regulatory requirements and HR best practice. Oversee the development, implementation and regular review of HR policies, procedures, employee handbooks and staff terms and conditions. Ensure appropriate controls are in place for recruitment, onboarding, performance management, disciplinary procedures, grievance handling, employee exits and payroll-related HR processes. Maintain comprehensive HR records to support equal opportunities, data protection, audit requirements and informed decision-making. Support business compliance requirements, audits, due diligence reviews and regulatory assessments. Monitor legislative developments and ensure organisational readiness for changes in employment law. Work with legal advisers where required on employment litigation, tribunal claims and other workforce-related risks. Employment Law and Employee Relations Provide expert guidance on complex employment law matters across multiple jurisdictions within the UK and Ireland. Lead the management of employee relations cases including disciplinary matters, grievances, performance improvement plans, capability procedures, redundancy programmes and TUPE matters. Provide expert and well-balanced employee relations advice, including negotiation with employee representatives where required. Ensure consistent and legally compliant application of employment policies and practices throughout the organisation. Lead consultation processes relating to organisational changes, restructures and workforce transformation programmes. Reduce organisational risk through proactive employee relations management, effective communication and robust governance practices. Organisational Development and Talent Management Develop workforce planning strategies that support current and future business requirements. Lead succession planning and talent management initiatives across the organisation. Deliver leadership development programmes that strengthen management capability. Ensure effective recruitment and onboarding processes that attract and retain high-quality talent within agreed budgets. Develop performance management frameworks that support accountability, capability development and career progression. Identify skills gaps and implement development programmes to build organisational capability. Support the development of a diverse, inclusive and high-performing workforce. Research and develop practices that help the company recruit and retain a pool of well trained and highly motivated employees. Reward, Benefits and Payroll Oversight Lead the organisation's compensation, benefits and reward strategy. Recommend and implement reward policies and structures that support the recruitment and retention of high-quality employees. Ensure reward structures remain competitive, equitable and aligned with business objectives. Provide strategic recommendations to the Executive Team on salary benchmarking, incentive schemes, benefits and recognition programmes. Oversee pension arrangements, employee benefit programmes and wellbeing initiatives across the organisation. Maintain a comprehensive understanding of end-to-end payroll processes and regulations, ensuring effective HR oversight of payroll-related activity. Ensure reward practices are compliant with relevant employment legislation and support the organisation's diversity, equity and inclusion objectives. Leadership and Team Management Lead, coach and develop a high-performing HR team. Responsible for the recruitment, development and succession planning of the HR department. Establish clear objectives, performance measures, regular one-to-ones, appraisals and development plans for team members. Prioritise and delegate HR activity effectively while maintaining positive communication, morale and service quality. Ensure the HR team provides a professional, practical and confidential HR service across the organisation. Oversee HR operations across UK and Ireland operations, including SCT in Ireland, attending sites where necessary and implementing consistent HR practices across teams. Work with department managers to analyse department needs and build business cases for additional resources and changes to structure to the CEO and CFO where required. Manage key external HR partners, including employment law advisers, recruitment providers, training organisations and benefits providers. Stakeholder Management and Reporting Build strong relationships with Directors, senior managers and operational leaders. Influence decision-making through data-driven insights, commercial understanding and strategic recommendations. Represent the HR function at Board and Executive meetings where required. Complete documentation, reporting and monthly HR updates on time and in line with company standards. Liaise with senior management on matters that may affect organisational performance, resourcing or budgetary requirements. . click apply for full job details