Head of People – London or South West – c90k
We are pleased to introduce an experienced Head of People who is now open to permanent or longer-term interim opportunities across London and the South West. This candidate brings over 20 years of senior HR leadership experience and is seeking roles in the region of £90k.
They offer a rare mix of commercial thinking, delivery focus, and a highly personable leadership style that builds trust quickly with both leaders and teams.
This individual has operated at HR Director, Head of People, and Senior HR Business Partner level across a wide range of environments. Their background includes large, complex organisations, growing businesses, and values-led settings.
As a result, they understand how people strategy must flex to support different operating models, growth stages, and risk profiles. They are particularly effective in roles where clarity, pace, and credibility are essential.
A defining strength is their ability to translate business strategy into practical people plans. They work closely with boards and senior leadership teams to shape workforce priorities, organisation design, and culture initiatives that support commercial outcomes. At the same time, they remain closely connected to delivery, ensuring plans move beyond paper and into day-to-day practice.
Change and transformation feature heavily throughout their career. They have led restructures, TUPE processes, redundancy programmes, and operating model redesigns, often in high-pressure environments.
Their approach is structured and measured, with a strong focus on risk management, communication, and employee experience. This makes them well suited to organisations navigating growth, integration, or significant change.
They are also highly experienced in rebuilding and reshaping HR functions. In one senior role, they restructured and rebuilt a People team in a short period, restoring confidence, improving morale, and aligning capability to business need.
This included establishing specialist teams across learning and development, inclusion, and business partnering, enabling the function to support scale and complexity more effectively.
Their experience spans the full people lifecycle. This includes talent strategy, learning and development, performance management, employee relations, reward, HRIS, and workforce planning.
They are comfortable owning significant people and systems budgets and producing clear, decision-ready reporting for senior stakeholders. Data is used to inform decisions, track progress, and demonstrate impact.
Culture, wellbeing, and inclusion are treated as core business issues rather than standalone initiatives. This individual has a strong track record of embedding psychological safety, improving engagement, and building inclusive practices into everyday ways of working.
They are particularly effective at maintaining focus on people outcomes during periods of uncertainty or transition.
Those who work with this candidate value their judgement and presence. They know when to challenge constructively, when to support, and when to simplify. They are happy to lead from the front when needed, while also building capable teams who can operate with confidence and autonomy.
If you would like to learn more about this candidate or discuss how they could support your organisation, please get in touch.
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