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Job Title:Regional HR Manager

Reporting to: Head of HR

Purpose of the Position:

The Regional HR Manager is responsible for leading and delivering the people agenda across their allocated region, ensuring the effective implementation of the organisation’s People & Development strategy while providing high‑quality operational HR support to the business.

Working as a key member of the regional leadership team, the role partners closely with Business Unit General Managers (BUGMs), Regional Managers and Regional Directors to support business performance, workforce capability and employee engagement. The postholder will also lead and develop the regional HR team, ensuring consistent, compliant and people‑centred HR delivery.

Responsibilities & Duties:

Including but not limited to the following:

Strategic People Partnership

• Act as the senior HR partner for the allocated region, translating the People & Development strategy into practical, region‑specific plans that support business objectives.

• Provide trusted, commercially‑focused HR advice to BUGMs, Regional Managers and Regional Directors on workforce planning, organisational design, talent, performance and employee relations.

• Contribute to regional leadership forums, influencing decision‑making through insight on people, culture, capability and risk.

• Support the delivery of change initiatives, ensuring people impacts are effectively managed and communicated.

Operational HR Leadership

• Lead the delivery of all operational HR activity within the region, ensuring consistency with organisational policies, legal compliance and best practice.

• Oversee and manage complex employee relations matters, including disciplinaries, grievances, absence management and restructures, providing guidance to managers and mitigating risk.

• Ensure effective application of employment legislation and internal frameworks across the region.

• Act as the escalation point for sensitive or high‑risk HR cases within the region.

People Management & Capability

• Line manage and develop regional HR team members, setting clear objectives, building capability and ensuring high standards of service delivery.

• Create a strong, collaborative regional HR team culture aligned with organisational values.

• Identify skills gaps within the regional HR team and support development through coaching, training and performance management.

Recruitment, Resourcing & Workforce Planning

• Partner with regional leaders to deliver effective workforce planning aligned to current and future business needs.

• Oversee recruitment activity within the region, ensuring a consistent, inclusive and values‑led approach in collaboration with the central recruitment function.

• Support initiatives aimed at improving diversity, attraction and retention within the regional workforce.

Performance, Talent & Development

• Support managers in driving effective performance management practices, including objective setting, reviews and development planning.

• Contribute to regional talent identification and succession planning, working with the People & Development Director and central teams to build sustainable pipelines.

• Support the implementation of learning and development initiatives, including leadership and management capability.

Employee Engagement, Culture & Wellbeing

• Champion Omexom values and promote a positive, inclusive and high‑performance culture across the region.

• Support the delivery of employee engagement and wellbeing initiatives, responding to regional needs while aligning to national frameworks.

• Use people data and insight to identify trends, risks and improvement opportunities within the region.

Governance, Reporting & Continuous Improvement

• Ensure accurate and timely HR reporting for the region, providing insight on key people metrics.

• Contribute to organisational reporting requirements, including workforce data, pay, absence and employee relations trends.

• Identify opportunities to improve HR processes and ways of working, supporting continuous improvement across regional and central HR functions.

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Governance:

Interfaces and relationships with key stakeholders:

• Head of HR

• BUGMs

• Regional Managers and Directors

• HR team

• Institute team

Person Specification

Qualifications and experience

• Chartered Member or Fellow of CIPD (Level 7 or equivalent).

• Significant experience in a senior HR generalist role within a complex, multi‑site or operational environment.

• Strong working knowledge of UK employment law and HR best practice.

• Proven experience of partnering with senior operational leaders in a commercially focused environment.

• Demonstrated experience of leading and developing HR teams.

• Strong influencing, coaching and relationship‑building skills.

• Pragmatic, solutions‑focused approach with the confidence to operate at both strategic and operational levels.

Skills & Competencies

• Strategic thinker with strong execution capability.

• Credible Board‑level influencer and trusted advisor.

• Excellent leadership, communication and stakeholder management skills.

• Strong commercial and analytical capability.

• Ability to balance strategic vision with operational delivery.

• High personal integrity, resilience and judgement.

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Values

In line with Omexom’s values, the jobholder must possess the following qualities:

Team Spirit & Generosity – able to work effectively within and contribute to the Omexom team to deliver results, provide support, and drive performance.

Trust and Empowerment – enjoy managing their responsibilities and time to ensure work is completed efficiently and professionally.

Integrity and Responsibility – enjoy taking responsibility for their duties and managing these effectively to ensure efficient high-quality results.

Innovation & Entrepreneurship – continually strive to improve processes and introduce new initiatives to improve efficiency.