The Appointments Panel of Greenwich Council was scheduled to convene on Thursday, 23 April 2026, to consider the appointment of a Director of Human Resources and Organisational Development. The meeting's agenda indicated that the panel would interview candidates for this senior role.

Director of Human Resources & Organisational Development Interviews

The primary focus of the meeting was scheduled to be the interview process for the position of Director of Human Resources & Organisational Development. This role, graded as Chief Officer C, reports to the Director of Resources and is responsible for leading the Human Resources & Organisational Development (HR & OD) division. The job purpose outlines that the post holder will provide strategic leadership on all aspects of people and organisational change, aiming to attract, recruit, and retain the necessary workforce for the council to deliver effective outcomes. This includes leading the development and implementation of the Workforce Strategy, providing strategic HR & OD insight, and acting as the council's ambassador for HR & OD services.

The duties and responsibilities detailed for the role are extensive, encompassing visible and supportive leadership of the HR & OD service, effective management of staff and resources, and robust financial management. The Director will be accountable for employee relations, including negotiations with trade unions, and will lead on the equalities agenda to ensure a diverse workforce. A key aspect of the role involves championing cultural and organisational change programmes, driving innovation, and modernising working practices, particularly in collaboration with digital and access teams. The position also requires strategic business and service planning, including the development of new ways of working and maximising income generation and 'invest to save' opportunities. Furthermore, the Director will provide professional, objective, and balanced HR advice to the Chief Executive, Cabinet Members, and Directors, ensuring the effective implementation of policy decisions. The role also involves developing and reviewing innovative HR policies and procedures, ensuring compliance with employment legislation and best practices, and maintaining accurate management information. Collaboration with Legal Services to disseminate learning from employment matters and working with the HR & OD Senior Management Team to provide sound HR & OD solutions are also key duties.

The person specification for the role highlights essential requirements including being a Graduate Member of the Chartered Institute of Personnel and Development or holding an equivalent degree. Significant experience in leading HR and Organisational Development within a large, complex, and unionised environment is essential, as is experience in leading cultural change and developing strategies for a skilled and motivated workforce. The candidate must demonstrate successful leadership of professional teams, bringing about service improvements through change management and influencing behaviour. Experience in key HR areas such as resourcing, change management, policy development, employee relations, and organisational development is also required. Essential knowledge, skills, and abilities include up-to-date knowledge of employment legislation, in-depth understanding of the Public Sector environment, excellent written and oral communication, presentation, and analytical skills. The ability to manage staff and resources effectively, manage projects involving stakeholders, and possess strong interpersonal, influencing, and negotiation skills are also crucial. A commitment to equal opportunities and the ability to implement them in practice are also essential.

The meeting was scheduled to include standard procedural items such as receiving apologies for absence, announcing any urgent business, and members declaring any personal or financial interests. A significant procedural item was the agreement to hold the remainder of the meeting in closed session, which would exclude the press and public.