Our Head of HR will be responsible for ensuring that we are attracting, developing and retaining highly talented people to meet our business needs through the development, implementation and ongoing delivery of our People Strategy.
Reporting to the COO / CEO the Head of HR, as part of Sagacity’s Senior Leadership Team, will work closely with other senior team members, our investors and the Board to ensure Sagacity is structured, right sized, and skilled to support the delivery of our Business Plan.
Ownership of Sagacity’s HR function:
*Managing and working closely with the HR Manager you will be accountable for the ownership and ongoing management of Sagacity’s HR function as part of the Senior Leadership Team
Ownership of the People Strategy:
*Accountable for developing, agreeing and implementing Sagacity’s People Strategy ensuring it is embedded across the organisation
Ownership of our HR policies and the Employee Handbook:
*Accountable for developing, maintaining and managing Sagacity’s HR policies and Employee Handbook:
*Ensuring they are kept up to date and aligned with all applicable regulations including UK Employment Legislation, ISO 27001 Requirements and UK Data Protection Legislation
*In addition to ensuring that the policies are compliant with regulatory standard and legislation you will also be ensure internal compliance across all business areas
Ownership of all recruitment activities:
*Accountable for all recruitment activities including:
*Resource planning and quarterly refresh of the Recruitment Plans in alignment with the annual and quarterly budgeting and forecasting processes
*Recruitment strategy, benefits planning and package benchmarking
*Provision of Business Partnering support with recruiting managers
*Role profiles, advertising, CV and candidate screening, interview co-ordination / administration and offer
*Managing and delivering on-boarding activities for new employees and associates including contracts, compliance with UK legislation relating to rights to work, employment checks, first day arrangements, equipment and induction activities
Ownership of Sagacity’s health and wellbeing agenda:
*Accountable for ensuring robust processes and plans are in place for the ongoing management and wellbeing of our staff including promotion of the importance of ongoing health and wellbeing management leveraging existing benefits and key resources
Ownership of Sagacity’s HR Support activities:
*Accountable for ensuring appropriate processes and frameworks are in place to support line managers with people related management and queries including:
*Provision of specialist support for complex and sensitive people issues e.g. health, performance, grievance etc.
*Evaluation and administration of flexible working requests
*Maintenance of HR Records and the administration of Sagacity’s HR System
*Liaison with Finance, pensions provider and benefits providers for payroll, pensions and benefits administration
Ownership of individual performance and development plans:
*Accountable for ensuring compliance and ongoing management of performance management and staff development including:
* *Management and co-ordination of the Annual Review Process and Quarterly Check-Ins (for all employees), in accordance with Sagacity’s regular cadence
*Ensuring individual’s development plans are in place and are actively being managed
*Ensuring career development pathways for key role types are created and actively managed with people being assessed regularly against their expected level of attainment via Performance Calibrations
*Ensuring specialist courses are sourced to address learning needs including engagement with third party providers and delivery of internal knowledge transfer, product upskilling and ’how to’ courses

Ownership of Sagacity’s culture:
*Accountable for ensuring Sagacity’s culture is embedded across the organisation including interactions with each other and our clients:
*Clarity, ownership and positive re-enforcement of our values, through the people we recruit, the way we work, the way we interact with each other and the processes we adopt
*Accountable for ensuring regular employee engagement followed up by the delivery of realistic improvement plans
*Ownership of Sagacity’s recognition schemes, ad-hoc rewards and service awards
Ownership of HR Integrations and Operating Model:
*Accountable for ensuring a cohesive Operating Model is in place at all times including:
*Ensuring Sagacity’s Organisation Chart and Operating Model is defined and maintained with clear Roles and Responsibilities for all teams
*Integration of acquired companies, to support Sagacity’s M&A Strategy, including management of consultations for TUPE of staff, redundancy programmes etc. in accordance with UK Employment Legislation and agreed M&A plans
Ownership of Sagacity’s ESG agenda:
*Accountable for the definition, delivery and ongoing management of ESG including:
*Completion of the annual B Corp Assessment
*Establishing, regularly evaluating and pro-actively managing Sagacity’s environmental policies and footprint
*Responsible for mobilising and managing Sagacity’s social responsibility plans including active participation and management of social responsibilities ie.g. fund raising, awareness and charity support
*Ongoing compliance monitoring of adherence to Sagacity’s social responsibility policies and guidelines
Continuous Improvement:
*Accountable for ensuring Sagacity’s HR processes and procedures are defined, implemented and reviewed on an ongoing basis to maximise operational efficiencies across the organisation for all people related matters
Corporate Governance and Performance:
As part of the senior leadership team you will be required to input into the leadership of Sagacity, leading the Corporate Governance Agenda for HR. You will also be accountable for ensuring KPI reporting and Board Papers are produced in accordance with the corporate governance timetable