Two locations. Two distinct communities. One extraordinary brief. This is a genuine chance to step into a people leadership role at the heart of one of the UK’s most compelling luxury businesses – shaping culture, building engagement and helping define what exceptional looks and feels like for the people who bring it to life every day.
This is a dedicated people leadership role spanning two central London locations, each with its own distinct culture and community, and each at a different point in its journey. Together they represent an extraordinary brief: to own the people function across two exceptional and evolving environments.
This is not an inherited, settled role. It is a genuinely formative one. A baseline engagement survey has just been completed and the results provide a clear platform to build from. The Group People Director has a strong strategic vision and is looking for someone who will both deliver on that vision and contribute meaningfully to its continued design.
You will lead the people function across both locations with a combined headcount of approximately 230 employees. You will execute the group people strategy on the ground, ensuring both locations experience it as a lived reality rather than a document, and develop two direct reports, shifting both from reactive case management into proactive, commercially minded business partnering. Building engagement and culture from a clear starting point will be central to the role, using the survey data already gathered to design and deliver meaningful work. The right candidate will also contribute to the design of the people strategy itself, bringing insight from the London environment back into the group. There is a potential role too in packaging the culture of both locations as the organisation expands internationally into new markets.
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Some organisations are good. A select few are extraordinary. This is an opportunity to join one of the most exciting and ambitious luxury businesses in the UK at a pivotal moment – where the foundations are firmly in place and the real work of building something truly exceptional is just beginning.
This is a rare opportunity to step into a people leadership role where the foundations are solid, the leadership is aligned and the real work of culture transformation is just beginning. The organisation is performing well and is now ready to build the habits, disciplines and environment that turn a good workplace into a genuinely exceptional one.
After a period of leadership change, the team now has settled and committed direction at the top, with an operational leader who understands the value of people work and will be a genuine partner to the right candidate. This is an opportunity to shape the next chapter from a position of stability and ambition.
You will lead a people team of circa 10, spanning people partnering, organisational development, talent acquisition, communications and engagement, and payroll and benefits. You will drive a multi-year culture transformation programme, embedding the right routines, disciplines and performance frameworks at every level of the organisation, not just at leadership. Above all, you will shift the people team from a reactive, compliance-led function to a proactive, commercially minded and culture-shaping force.
Read onSearch under NDA. Contact Debbie Flowers d.flowers@vanahrresourcing.co.uk
Interim CPO required for leadership and direction of OD transformation ahead. April-December 2026.
The CEO is currently holding the CPO seat alongside his own remit and is eager to hand this over to the right person quickly. He leads with a light touch, giving genuine freedom to operate, and is looking for a self-starter who can take ownership and push ahead without needing to be directed.
This is a high-visibility, high-impact role for a people leader with FS or similarly regulated sector experience. The business is open to either a daily rate or fixed-term contract arrangement, with hybrid working pattern.
Our client is a global organisation entering a genuinely meaningful new chapter — new board, new strategy, new operating model. The People function is central to that journey, and this role sits at its heart.
The incoming Director will hold accountability across the full breadth of the People agenda: Talent Acquisition and Management, OD, Performance Management, Engagement, and Learning and Development — including Leadership Development and Coaching Philosophy. Alongside leading a high-performing team, there is a clear brief to evaluate the current People structure and help shape how the function evolves to support the organisation’s next phase.
Read onThere’s a special kind of energy that comes from leading people in a business that never stands still – one that blends deep-rooted values with innovation, ambition, and a genuine commitment to its people. Our client’s leading division, home to around 4,000 colleagues across multiple sites, is at the forefront of this momentum. As Head of People, this is your opportunity to shape how that energy is channelled – how leaders engage, inspire, and develop their teams in an environment defined by pace, transformation, and purpose.
This division sits at the heart of a respected and growing group, and the Head of People will play a central role on the Senior Leadership Team, working alongside an experienced Managing Director and a high-performing executive team. It’s a role that demands both strategic vision and hands-on leadership – someone who can bring clarity through complexity, guide others through change, and ensure that people remain at the centre of every decision. With ongoing commercial restructuring and transformation initiatives underway, the ability to align people strategy with evolving business priorities will be essential.
Read onHybrid – 3 days field-based, 2 days home working
Our client is a rapidly growing international organisation operating across multiple countries and markets, currently in an exciting phase of transformation and growth with significant investment in their people infrastructure and capability. This is a high-impact, senior business partnering role supporting both multi-site operational teams and corporate functions across the UK and Ireland.
As a trusted senior partner to executive leadership, you’ll play a pivotal role in leading complex organisational change and transformation initiatives while managing TUPE transfers and post-acquisition integration. The role involves building robust people processes and governance frameworks, driving succession planning and talent strategy, and preparing for upcoming Employment Rights legislation. You’ll also contribute to reward strategy development and the longer-term evolution of the people function.
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This is a role that sits right at the heart of a business on an ambitious journey. Backed by private equity and already operating across the UK and internationally, the organisation employs around 900 colleagues and has set its sights on doubling in size over the next three to five years. Growth will come through expanding partnerships, opening in new territories, and investing in new technology products that will shape its market.
As Chief People Officer, you’ll be part of the executive team and a trusted thought partner to the board. You’ll bring data-led insights and bold ideas to the table, helping to shape a global people strategy that enables sustainable growth and long-term value creation. This is not a role for someone who wants to simply maintain the status quo; it’s about leading transformation with clarity, energy, and credibility.
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We are currently hiring for a number of Senior HR Business Partner roles for clients with global operations, headquartered in London.
If you are a Senior HRBP with experience of partnering Exec or Exec -1 stakeholders within a large scale matrixed organisation and ready for a move, we would welcome the opportunity to talk and to understand your aspirations for your next career move.
To date, you will have built up solid expertise in organisational design and development and have partnered leaders through transformational business change. Thoughtful strategic workforce planning and talent pipelining will have delivered robust succession plans, and you’ll be able to demonstrate key successes here.
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Our client is a large-scale, critical organisation is seeking a senior leader to head its Learning & Development function. With a workforce of approximately 8,500 employees—ranging from early career entrants to long-tenured professionals—this organisation operates in a highly complex and regulated environment, with a long-standing operational legacy.
The People function is led by a Chief People Officer who oversees a broad and strategically important portfolio. This role will be accountable for the full learning agenda, including: technical training, regulatory and compliance education, soft skills development, and leadership and capability building.
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The longevity of our success within the UK HR market has enabled us to build an exceptionally strong network, and together with our commitment to forming new partnerships, it means our candidates benefit from a diverse range of opportunities across the commercial sector.
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I’ve worked with Debbie for a number of years. She is incredibly well connected and knowledgable, a trusted partner who gives sound advice and constructive feedback. She also provides great people!
Anna Tomkins, HR Leader
