• Head of Operations

    Location UK-London, Finchley (Global Headquarters)
    Job ID
    Position Type
    Permanent Full-Time
    Human Resources
    Pentland Brands



    Building a family of brands, for the world to love, generation after generation


    Pentland is the name behind some of the world’s best sports, outdoor and fashion brands.


    We own Berghaus, Canterbury of New Zealand, Speedo, Boxfresh, Ellesse, KangaROOS, Mitre, Prostar and Red or Dead. We are also the global licensee for Karen Millen and Ted Baker footwear, the UK licensee for Kickers, and are shareholders in other companies such as Endura, Hunter, Butterfly Twists, Heidi Klein and Tracksmith.


    We’re a third-generation, family-owned business – and we retain strong family values. We care about people, and that’s what drives our day-to-day work. Last year the Great Place to Work® Institute recognised Pentland Brands the 11th Best Workplace in the UK and the 16th Best Workplace in Europe. Our global headquarters is in the UK and we employ 2,000 people across 20 countries around the world.


    We believe that doing business the right way, with respect for people and the environment, is essential for ensuring our long-term sustainability - generation after generation. The Pentland values are at the heart of what we do and how we interact with the world around us.


    For further information, please visit www.pentland.com


    Key Purpose of Job:

    Leading a small team of UK based HR Administrators, this role is critical to the evolution of our HR model, as we look to streamline, harmonise, standardise and automate the way we work.  The focus of this role will be to build frameworks, policies and new ways of working to create a great people experience and free up our generalist team focus on strategic support. This role leads the operational delivery of all HR transactions and first line support as well as Best Practice, Policy and Governance.



    • To manage the HR Operations team to deliver the provision of a high quality operational HR function
    • To manage and review the delivery of HR process and first line advice across the business in line with HR policies and process within agreed service level
    • To drive continuous improvement, using technology and automation to drive efficiency and simplify the way we work within a global context
    • Create the capability and capacity within the team to handle first line enquiries, advice and support to managers and employee
    • Review the delivery of ER case management across the business in conjunction with the Global HR Director, to gain insight for improvements and learning.
    • To identify, review and manage operational risks
    • In partnership with subject matter experts to introduce, review, enhance and improve policy, procedure and process to ensure best practice and compliance 
    • To digitise HR administration activities and establish metrics, service levels and standards and governance
    • Deliver projects and initiatives, in partnership with other HR specialists, ensures programmes and initiatives have proper plans, structure, process and procedure governing their implementation
    • To be people focussed and service-orientated, to create a great employee experience
    • Partner with legal, internal audit, compliance, IT security teams (eg GDPR, Conflicts of Interest, Anti-Bribery etc) where appropriate
    • Lead, motivate, develop and engage team members to deliver great employee experiences covering the end-to-end lifecycle of employees 
    • Handle the relationship with external third-party providers
    • Plan and respond to audit requests
    • Facilitate a mind-set of continuous improvement to encourage risks to be raised, improvements to made and new ways of working to be established quickly
    • Managing employee data and ensuring adequate controls are in place
    • Lead on ways to leverage the HRIS and evolve online/offline processes (global alignment)
    • Ownership of business continuity plans and be champion for HR
    • Transform HR Operations to realise the HR vision and evolve the model.


    • Line manager responsibilities for the HRIS Implementation Manager
    • Works with the Centres of Expertise/HR Executive Team and Business Partner Team to implement projects as required by the Function/ Brands/ Regions or HR Function
    • Act as D & I champion within the Function/ Brands/ Regions, contributing to initiatives that create an environment that attracts and retains a varied talent pool


    • Working with a broad range of stakeholders across the business to provide a great employee and line manager experience
    • Partner with central HR teams, including People Development, Talent Acquisition, Reward, Payroll and HRIS to provide the best HR solutions to a wide variety of situations



     What you need to have

    • CIPD qualification or equivalent
    • Strong Project Management capabilities
    • Engaging, inspiring leader and manager with track record of team development
    • A passion for HR and employee relations
    • Strong knowledge of HR systems, HR policies and processes, Employment Law and HR administration  
    • Have several years’ experience working in a broad HR generalist position and be confident providing advice on policy
    • Ideally have worked within an HR shared services / HR operations function
    • Experience within a similar role in a matrix environment would be advantageous
    • Strong stakeholder management experience in a complex matrix organisation.
    • A pragmatic approach to problem solving and a track record of continuous improvement
    • Clear understanding of service delivery and using metrics to manage performance to ensure a high quality service
    • A high level of integrity, applying discretion with sensitive/confidential information.
    • Can-do attitude, able to adapt to focus on multiple priorities to provide a great people experience
    • Personal integrity and a commitment to ethical practice, equity and diversity.

    What we need to see in you

    • Confident, professional and articulate.
    • Able to build and maintain effective relationships.
    • Not afraid to challenge, ensuring the right decisions are made for our people and our business.
    • A desire to be ‘better as standard’ every day
    • Excellent team player. Commercial awareness
    • Behaviours that align to Pentland values
    • Strong written and oral communication, stakeholder engagement skills, with strong influencing skills and ability to build credibility and rapport quickly 


     This overview gives you a feel for what you’ll be doing day to day but it’s not an A to Z.


     www.pentland.com                                     https://careers-pentland.icims.com/                                    



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