Head of HR

Oxford Policy Management, New Delhi, India

Skill Required:, HR and AdminMonitoring and Evaluation
Preferred Experience: 
3 Years
Closing Date for Applications: 
1st October, 2020

Job Description

About the Organization:

Oxford Policy Management is committed to helping low- and middle-income countries achieve growth and reduce poverty and disadvantage through public policy reform. They seek to bring about lasting positive change using analytical and practical policy expertise. Through their global network of offices, they work in partnership with national decision makers to research, design, implement, and evaluate impactful public policy.

Position: Head of HR, Oxford UK, New Delhi


The Head of HR will develop and manage a global HR function and develop global people practices within OPM to drive the required transformation to teams that are integrated, high performing, and working from a common culture. In addition, the Head of HR will support the development of a people strategy to recruit, retain, and develop talent and the development of an employee orientated, high performance culture that emphasises excellence and collaboration.

The Head of HR will lead and manage the entire employee life cycle and the development of people related systems, processes, and metrics that support the achievement of OPM’s business goals and strategic objectives in line with OPM’s values, mission, and philosophy. The Head of HR will ensure full compliance with employment legislation across all OPM’s country offices and that best practice is adhered to across all people practices

Key Responsibilities

Service Delivery and Development

  • Develop, lead, and manage the global HR management team covering all aspects of HR and the full employee life cycle (‘attract’ – ‘engage, support, and develop talent’ – ‘exit’) to continually deliver an effective, efficient, and compliant ‘fit for purpose’ service to the business
  • Support the development of an employee orientated, high performance culture that emphasises excellence and collaboration
  • Development of people related systems, processes, and metrics that support the achievement of OPM’s business goals and strategic objectives, and are in line with OPM’s values, mission, and philosophy
  • Work collaboratively with the Global Executive leadership team, line managers, the HR team, and other stakeholders to develop, support, and implement the People & Culture strategic and operational plan
  • Support the development of a global performance management process and framework to drive a high-performance culture and ensure that people are recognised and rewarded for high performance in a way that motivates them individually and collectively
  • Lead team to manage employee relations issues and ensure compliance with international employment legislation
  • Lead the team to provide tools and guidelines to support and implement HR policies and procedures, terms of reference, and contractual employment documentation, and maintain a high-quality central HR Information system.
  • Support the CPOC with the development and execution of employee engagement and retention strategies and plans, including the design and implementation of a training, mentoring, and professional development programme and regular Employee Engagement Pulse surveys
  • Lead the team to manage employee welfare and wellbeing programmes and provide guidance to all offices on wellbeing
  • Enable the delivery of constructive, professional people advice and guidance on all aspects of employment, performance, and employee development
  • Lead a responsive, supportive recruitment team that works in collaboration with relevant stakeholders and continuously develops their service and processes to be effective for all areas of recruitment across the business
  • Drive the continuous development of core people processes, policies, and procedures in line with global business needs and ensure compliance with statutory requirements across all locations, utilising the HRIS and other technologies in support of – “improve it, don’t work around it” philosophy
  • In line with business objectives, develop the provision across all offices/hubs working closely with Finance, Reward, and Mobility on areas such as tax and payroll to ensure service is efficient, cost effective, and appropriate to the location
  • Work within an agreed HR global budget and accurate reporting of all people costs including the use of external consultants
  • Oversee the management of the external suppliers and vendors, e.g. benefits providers, legal advisors, recruiters, etc., to ensure the best value – qualitative and cost – is realised
  • Continually develop professional knowledge and external networks to stay abreast of best practice developments and thinking in the HR and organisational development (OD) field

Functional team management

  • Maintain a high-quality function that performs and delivers effectively to required standards, including the appropriate optimisation of technology, systems, and tools, and the use of metrics and people data to inform key decisions
  • Proactively role model the Company’s values and drive expectation of the same in others
  • Consistently require the team to be collaborative, creative, and agile in their approach, without losing sight of the need to be consistent in adhering to compliance requirements, standards and enabling fair management of employment matters
  • Address any performance issues early through effective coaching and support.

Organisational Development/Cultural Change

  • Actively contribute to business growth through advising on the people-related implications of the business strategy, planning and decisions, and leading on people management issues
  • Evaluate needs and create training and development interventions and approaches that support and upskill line managers to coach, develop, and manage their teams to deliver effectively and be fully compliant and engaged in the business
  • Support the development of a matrix organisation and de-centralisation to support work globally, with a focus on low and middle-income countries
  • Build highly effective, trusting, and respectful relationships with all key stakeholders internally and externally to influence relevant people related activities positively
  • Proactively support and provide professional expertise and knowledge – directly or through the team- to relevant organisational committees
  • In conjunction with the CPOC, develop a performance culture across the organisation, one that is common to all offices
  • Support the CPOC with the development of an organisational culture that embraces change and allows OPM to be agile and fast in responding to clients
  • Develop the next generation of leaders across all levels of the organisation and manage formal succession planning
  • Work with the CPOC to ensure that there is a standardised development programme across the Company that acts as a cross-cutting team function that is externally and internally focused
  • Support employee communications and engagement using relevant mediums, e.g. committees/groups, forums, Sharepoint, IMO, etc.

Diversity and Inclusion

  • Support the focus and creation of global teams that are diverse and inclusive and reflect OPM’s global footprint and values
  • Design company policies that reinforce diversity in the workplace, address all kinds of harassment, and protect minority groups
  • Ensure there is a common language/tone of voice within OPM that is non-discriminatory
  • Measure and track diversity metrics
  • Address and support resolution of any gender pay gap issues

Professional Skills, Knowledge, & Experience:

  • Educated to degree level is essential
  • CIPD qualified or equivalent, ideally MCIPD equivalent or above
  • Significant senior HR experience, used to working at a strategic level and with senior stakeholders across UK and international, commercial environments
  • Proven ability to operate in a fast paced, complex, decentralised matrix organisation with a geographically diverse organisational structure
  • Track record in developing a strong internal team that is fit for purpose and can deliver high quality HR services to the organisation and meets our client needs
  • Experience in international development is desirable and experience in low and middle income countries is essential
  • Experience of organisational change programmes and organisational development
  • Proven experience of improving upon organisational D&I outcomes
  • Deep and broad knowledge and understanding of UK and international employment law relevant to OPM locations
  • Track record of developing and delivering solutions across a full range of HR disciplines and managing a multi-specialist team: organisation design and development, resourcing and talent planning, learning and development, performance and reward, employee engagement, employee relations, and service delivery including global mobility
  • Experience of formulating and implementing HR strategies and plans in line with business needs and locations
  • Experience of coaching and mentoring senior colleagues
  • Knowledge of sourcing global suppliers and vendors for relevant employment services desirable
  • Good awareness of process improvement and systems to drive improved service delivery
  • Visa and compliance (i.e. safeguarding) experience advantageous
  • Experience of establishing new entities and/or M&A experience also desirable


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