Head of HR
| Company: | Private Public Ltd (PPL) |
|---|---|
| Salary: | £70,000 to £80,000 a year |
| Hours: | Full-time |
| Location: | London, SE1 2BE |
| Working pattern: | Hybrid - 2 days remote |
| Job type: | Permanent |
| Posting date: | 5 Oct 2026 |
| Closing date: | 16 Oct 2026 |
Summary
PPL is a management consultancy with a difference.
As a social enterprise and certified B Corp, we work with the NHS, local government and civil society to improve services and outcomes for people and communities across the UK.
Our social purpose is central to our operating model. We donate over 50% of our profits to support charities and wider social impact and provide every member of the team with 10 days of paid volunteer leave each year. It also shapes how we work: with care, integrity, high standards and a strong sense of responsibility for one another.
We are in the middle of an ambitious period of growth. Our Shared Services functions are central to that journey. They provide our leadership team with clear insight and assurance, make it easy for the wider team to do great work, and build the systems and disciplines that will allow PPL to grow without losing what makes it special.
The opportunity
Working closely with our joint CEOs, Directors, Practice Leads and People Managers, you will translate our people and organisational priorities into a clear HR plan and ensure that the HR function is responsive, trusted and legally sound.
Your role will involve leading in-house colleagues and outsourced providers covering employee relations, workforce planning, recruitment, performance and appraisal, professional development, HR systems and data, policy, risk and reward. You will be responsible for the HR team and manage specialist support, whilst helping managers take confident and consistent ownership of their people responsibilities.
This is a newly created role, joining PPL at an important point in our growth. We currently have around 70 people and plan to grow significantly over the next few years. You will lead a small in-house HR team, supported by specialist external providers, with the opportunity to shape how the function develops as PPL grows.
As PPL grows, you will shape the function's operating model, strengthen its data and systems, improve management practice and put in place clear, proportionate processes that support performance without creating unnecessary bureaucracy. You will help PPL retain its culture while becoming a larger and more complex organisation.
What you will lead
Lead a trusted HR service
Set and deliver a clear HR plan aligned to PPL's organisational priorities, with useful measures and visible accountability for delivery.
Lead and develop the HR team, setting clear standards, delegating appropriately and ensuring that administrative work is properly quality assured.
Provide practical, credible and legally sound advice to senior leaders and People Managers, with clear recommendations where decisions are required.
Lead complex employee relations matters and ensure cases are handled fairly, consistently, promptly and with appropriate confidentiality.
Strengthen employee experience and management practice
Turn workforce priorities into practical recruitment, retention and succession plans, identifying emerging capacity and capability risks.
Oversee recruitment and the full employment lifecycle, including onboarding, employment changes, contracts, checks, benefits, pensions, leave and offboarding.
Own the operational design and delivery of performance and appraisal processes, and help managers set expectations, give feedback, manage probation and address underperformance.
Use team feedback, casework and workforce data to recommend practical improvements to the employment experience, culture, inclusion and wellbeing.
Build systems controls and insight for growth
Own PPL's HR systems and data, ensuring records are accurate, secure and accessible to the right people.
Improve and integrate HR processes and systems, reducing duplication and manual work while maintaining appropriate controls.
Provide useful workforce information and insight to the Directors, senior leadership team and Board.
Maintain a proportionate policy, risk and control framework and lead the response to relevant changes in employment law and HR practice.
Own the HR elements of payroll, with accurate inputs, documented checks and clear responsibilities between HR, Finance and external providers.
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