VACANCY | HEAD OF PEOPLE & CULTURE

VACANCY | HEAD OF PEOPLE & CULTURE

Job Title: Head of People and Culture

Reports to: COO

Location: Hybrid (3 days working from the office, this may change during the season)

Contract Term: Permanent

Salary: £60,000 - £70,000 (dependant on experience)

Purpose of the Job:

The Head of People and Culture will oversee all people and culture strategy for Middlesex Cricket and Middlesex in the Community. As part of the senior leadership team the Head of People and Culture will be responsible for designing, implementing and managing the HR practices, processes and strategy for the employees and business. You will be responsible for aligning people strategy with the Club’s ‘Winning Together’ philosophy, including but not limited to workforce planning, staff retention and organisational development. We are looking for a candidate who understands and values the importance of diversity, inclusion and employee wellbeing.

The ideal candidate will have a strong operational, strategic and result driven background, with excellent knowledge of employment law, DE&I, implementing culture and managing HR operations. Experience building a high-performing, inclusive and collaborative culture, while having previous success in influencing business decisions. In this role you will oversee all talent acquisitions, managing the attraction, retention and development of current and future Middlesex Cricket staff.

Key Responsibilities

People Strategy & Organisational Culture

• Define and implement a people strategy that aligns with the company’s mission, values, and business goals.
• Act as a strategic advisor to senior leaders, ensuring alignment on people strategies and business priorities.
• Foster a strong company culture that promotes equity, diversity, inclusion (EDI), and employee well-being.
• Be a member of the People Committee and lead in developing, maintaining, and implementing appropriate cultural practices across the organisation.
• Drive initiatives that enhance the employee experience from onboarding to exit.

HR Compliance & Policies

• Ensure the company complies with all employment laws and HR best practices across all business functions.
• Design and implement HR policies and procedures that support business growth, employee engagement, and development.
• Strive to improve the efficiency and effectiveness of HR processes using HR systems and tools.
• Manage and oversee all employment law matters, ensuring compliance and addressing any legal issues that arise.
• Be responsible for all employee contracts and HR documentation, ensuring they are accurate, up-to-date, and legally compliant.

Talent Acquisition & Workforce Planning

• Own the talent acquisition strategy, ensuring effective recruitment and retention of top talent.
• Manage and continuously improve the recruitment process, ensuring an exceptional candidate experience.
• Monitor and assess the effectiveness of hiring practices, implementing improvements where necessary.

Performance, Learning & Development

• Work with line managers to provide support and advice on all HR relations, career development, and performance management.
• Review and implement a learning and development strategy that focuses on continuous growth and development across all levels of the organisation.
• Implement personal development plans for each employee to ensure tailored career growth and skills enhancement.
• Refine and update the appraisal template to ensure effective performance evaluations.
• Support organisational change initiatives, ensuring employees are engaged and aligned with company objectives.

Employee Relations & Well-Being

• Oversee and facilitate employee relations, conflict resolution, and organisational change initiatives, ensuring alignment with company values.
• Ensure a culture of respect, collaboration, and accountability is maintained throughout the organisation.
• Develop and champion EDI strategies to foster an inclusive workplace.
• Lead well-being initiatives to support employee mental health and work-life balance.

Compensation & Benefits

• Review and manage company compensation and benefits, ensuring they are competitive, attractive, and support the company as an employer of choice.
• Develop and implement reward and recognition programs to drive employee engagement and retention.
• Create and implement structured bonus schemes that align with company performance and employee contributions.

HR Data & Reporting

• Provide reports to senior management on people-related data, covering performance, talent acquisition, and employee engagement.
• Use data analysis to drive HR decisions and measure the impact of people strategies.

Payroll Administration

• Assist the Finance Team with monthly payroll administration, ensuring accuracy and compliance with relevant regulations.

Player Contracts & Compliance

• Manage all player contracts, including domestic and overseas players, ensuring compliance with relevant employment regulations.
• Oversee the contract negotiation process and ensure all agreements align with company policies and strategic goals.
• Handle the necessary processes related to player contracts, including liaising with the England and Wales Cricket Board (ECB) and the Professional Cricketers’ Association (PCA).
• Ensure all contractual documentation is completed accurately and submitted on time to governing bodies.
• Work closely with legal advisors and senior management to address any contractual issues or disputes.
  
  

Skills, Knowledge and Experience:

• 3 years + experience in a senior/ managerial HR Role
• CIPD Qualification (preferred)
• Experience leading the people strategy in a dynamic environment, balancing strategic vision with business needs
• Strong knowledge of HR and employment law, with up to date knowledge of recent changes and policies
• Excellent leadership, stakeholder management, and influencing skills.
• Experience building strong relationships with senior management, key stakeholders and drive organisational change.
• Business acumen and data-driven mindset, using analytics to drive decision-making and improve business outcomes.
• Passionate about building and maintaining an inclusive and diverse workplace culture that promotes employee engagement and development.
• Strong knowledge of Microsoft, Sharepoint and HR Systems

The person:

• Highly motivated, proactive and adaptable, with the desire to inspire and lead by example.
• Excellent communication skills, with the ability to present clear, actionable insights to stakeholders at all levels, while navigating complex issues.
• Confident working alone and as part of a team
• An understanding that the role will involve working outside normal office hours, including evenings and potentially limited weekends

To Apply

Please forward your CV and an accompanying Cover Letter, stating your suitability for the role, to [email protected]. Please note that you will be required to complete and return a Safer Recruitment Application Form if you are shortlisted and invited to interview.

The closing date for applications is Friday 11^th of April 2025. Interviews are currently planned to be held in the week commencing 21^st of April 2025, but this is subject to change.

Please note that due to the volume of applications the Club received, we are unable to provide specific feedback on unsuccessful applications. All applicants must have Right to Work in the UK, sponsorship for overseas employees cannot be provided for this role.

Middlesex Cricket is committed to safeguarding and protecting the children, young people and adults at risk that we work with. As such, all posts are subject to a safer recruitment process, including the disclosure of criminal records, vetting checks and the seeking of references. We ensure we have a range of policies and procedures in place which promote safeguarding and safer working practice across our services.

Middlesex Cricket are equal opportunity employers and prohibit discrimination and harassment of any kind. We are committed to the principle of equal employment opportunity for all employees and to providing employees with a work environment free of discrimination and harassment.

Middlesex Cricket will ensure that all existing and potential employees receive equal consideration, and is committed to the elimination of unlawful or unfair discrimination on the grounds of the Equality Act 2010.

As users of the disability confident scheme, we guarantee to interview all disabled applicants who meet the minimum criteria for the vacancy.

Middlesex Cricket aim for its work force, at all levels, to reflect the composition of the City’s population. To achieve this MCCC will take active and positive steps to eliminate discrimination, reduce the effects of past discrimination and to promote equality in employment.

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