Deputy Director, People and Capability


The Deputy Director People and Capability will be responsible for leading the necessary cultural, organisational and systemic workforce changes in support of the full spectrum of Chief Information Office’s (CIO’s) transformation agenda. In addition, a strong focus is required to build sustaining capability to enable a revised Full Operating Capability (FOC) design, thereby ensuring people impacts of any organisational constructs are fully scoped and assessed, and staff and stakeholders (including TU Side) are kept fully engaged and informed throughout the changes.

Job description

- Provide strategic direction, clear goals and objectives, which are aligned to the CIO business plans, and delivered. Promote a positive, collaborative and engaged working environment with clarity of roles and accountabilities and a rhythm to delivery and communication. 

- Build, engage and retain a specialist team which is 
appropriately staffed and aligned to the HR functional leadership model, with the right skills and capabilities to deliver the CIO People Strategy / Transformation, including. the Strategic Workforce Plan. 

- Accountable for meeting the People and Capability Team’s 
workforce and training budgets. 

- Business oversight and engagement of the CIO HR 
Business Partner team. 

For further information, please refer to the Candidate Information Pack.


Specific experience and achievements should include: 

- Strong track record of effectively developing, implementing and leading an agile HR function to support the outputs of a complex organisation across a range of different workforces. 

- Experience of working at Board/Executive level and contributing to wider organisational strategy. 

- Extensive senior HR experience across a range of HR functions, including strategic workforce planning and demonstrable experience in matters related to employee relations, including complex negotiations, engagement and consultations. Experience of this within a digital environment would be highly desirable. 

- Experience in leading and driving change in a complex environment from a people perspective and managing associated risk. 

- A proven track record of influencing and communicating across a wide range of stakeholders, especially at Board/Executive level. 

- Track record of using data and MI to help shape HR strategy and policy. 

- MCIPD qualified is essential.