Group Head of People & Culture

Reporting to the Chief People Officer, the Group Head of People & Culture will lead the design and delivery of our people strategy across the organisation. This senior leadership role combines strategic vision with operational oversight, ensuring our People & Culture function delivers consistently across multiple geographies while staying true to edyn's culture and values.

Key Responsibilities

Strategic Leadership & Culture

• Develop and implement People & Culture strategies, policies, and programs that align with edyn's vision, values, and business objectives.
• Partner with the Chief People Officer and Executive Team to identify People priorities and opportunities, and to shape the organisational culture.
• Act as a change leader, ensuring employees are effectively supported through organisational transformation and growth.
• Champion diversity, equity, and inclusion, ensuring these principles are embedded in all people practices.
• Strengthen edyn's hospitality-led culture by making the office and workplace a destination that reflects the brand experience we create for guests.
• Embed People & Culture practices that align with edyn's sustainability and ESG commitments.

People Operations & Governance

• Lead and manage the People & Culture team to deliver effective HR operations, ensuring consistent, high-quality service across all markets.
• Ensure compliance with UK and European employment laws and regulations, minimising legal risk and maintaining governance standards.
• Oversee the creation and consistent application of people policies, procedures, and frameworks that promote fairness, transparency, and engagement.
• Act as an escalation point for complex employee relations cases, ensuring fair, legally compliant, and values-driven resolution.
• Provide clear reporting and insights on people matters to the Executive Team and Board, ensuring people strategy remains central to business decisions.

Talent, Learning & Development

• Develop and implement talent management strategies, including workforce planning, succession, and leadership development.
• Build strong learning and development frameworks to support employee growth and capability building.
• Foster a culture of feedback, coaching, and continuous improvement across the organisation.
• Partner with business leaders to ensure talent pipelines are robust and future-ready.
• Design career pathways that enable employees to grow with edyn and strengthen retention.

Reward & Recognition

• Lead the design and implementation of competitive, fair, and values-aligned compensation and benefits programs.
• Ensure pay structures and incentive frameworks support employee attraction, retention, and motivation.
• Oversee recognition programs that celebrate contributions and reinforce edyn's values.
• Champion meaningful recognition initiatives that make employees feel celebrated, visible, and connected to edyn's success.

Employee Experience & Engagement

• Drive initiatives to improve employee engagement, wellbeing, and overall experience across all markets.
• Actively listen to employee feedback and use insights to shape People strategy.
• Build strong relationships with internal and external stakeholders, including employees, leaders, vendors, and community partners.
• Ensure edyn's physical workplaces are inspiring, collaborative spaces that reflect our culture and encourage people to thrive on-site.

Data, Insights & Continuous Improvement

• Leverage HR analytics and workforce data to identify trends, measure success, and inform decision-making.
• Regularly review and refine People processes, systems, and tools to ensure scalability, consistency, and efficiency.
• Monitor and report on People KPIs, providing actionable insights to the Chief People Officer and Executive Team.
• Drive the adoption of HR technology and digital tools to improve scalability, employee experience, and data-driven decision-making.
• Ensure people strategies are adaptable across diverse geographies, balancing global consistency with local nuance.

Qualifications & Experience

• At least 10 years of progressive HR leadership experience, ideally within hospitality, travel, or other fast-paced, multi-site organisations.
• Strong track record in developing and executing People strategies that support business growth and cultural transformation.
• In-depth knowledge of UK and European employment law, employee relations, and best practice HR governance.
• Demonstrated success in leading and developing high-performing People & Culture teams.
• Strong analytical, problem-solving, and decision-making skills.
• Excellent interpersonal, communication, and influencing skills with the ability to work effectively with stakeholders at all levels.
• High emotional intelligence with the ability to manage conflict, build trust, and foster collaboration.
• Proven experience in payroll management and oversight.
• Strong HRIS management skills, including records accuracy and a detail-oriented approach to system administration.
• Full knowledge and practical experience of managing working visas and right-to-work requirements across both the UK and European markets.
• CIPD qualification (Level 7 preferred) or a degree in Human Resources (or equivalent).