The Appointments Panel of Greenwich Council met on Thursday 23 April 2026. The primary item scheduled for discussion was the interview process for the Director of Human Resources and Organisational Development.

Director of Human Resources and Organisational Development Interviews

The meeting was scheduled to include interviews for the position of Director of Human Resources and Organisational Development. The report pack provided a detailed job description and person specification for this role. The Director of Human Resources and Organisational Development is a Chief Officer C grade position within the Resources Directorate, reporting to the Director of Resources.

The job purpose outlined for the role includes providing leadership on all aspects of people and organisational change practice to ensure the Council can attract, recruit, and retain the necessary workforce to deliver effective outcomes. This involves leading the development and implementation of a Workforce Strategy to support a skilled, motivated, and well-led workforce, aligning with the Council's Corporate Plan. The role also requires providing strategic leadership and insight on organisational development, transformational change, employee engagement, well-being, HR policies, employee relations, culture, and effective management practices. The post holder would act as the Council's ambassador for HR & OD services and work with the Human Resources Senior Management Team to deliver the HR vision, including transforming and developing the team.

Key duties and responsibilities listed in the job description include:

• Demonstrating supportive leadership for the HR & OD service and staff, ensuring effective management, development, and motivation, and optimising resource deployment for value for money.
• Acting as an expert HR adviser to the Chief Executive, accountable to Cabinet, Directors, and the Greenwich Management Team (GMT), and delivering corporate, directorate, and strategic requirements.
• Leading the strategic direction of operational delivery and performance of the service with a focus on financial management, people development, project management, and service performance.
• Having overall responsibility for employee relations, including negotiations with trade unions on workforce matters, HR policies, and terms and conditions of service.
• Providing leadership on the equalities agenda to ensure a diverse workforce and embed equality, diversity, and inclusion across workforce policies and practices.
• Leading and supporting wider-council financial planning and management, developing and overseeing efficiency and cost-saving programmes in line with the Council's Medium Term Financial Strategy.
• Bringing innovation and entrepreneurship to support continuous improvement, drawing on best practice and emerging techniques.
• Developing and maintaining external strategic partnerships with local authorities, the Greater London Authority, London Councils, government agencies, and professional bodies.
• Fostering exemplary internal cross-council collaboration and working relationships with senior officers, peers, and specialist advisers, while also developing exemplary commercial contract partnerships.
• Ensuring all HR & OD management activities comply with Council policies and relevant employment legislation.
• Championing and providing leadership for cultural and organisational change programmes through innovation, reform, and modernisation.
• Maximising the use of the Apprenticeship Levy to develop the existing workforce and build career pathways.
• Ensuring exceptional customer service and collaboration with other senior leaders to drive customer and resident satisfaction.
• Leading the facilitation and collaboration of services to manage demand for HR and OD services by engaging managers and stakeholders.
• Leading long-term strategic business and service planning, including policy and strategy development and strategic project delivery.
• Leading the development and implementation of new ways of working, modernising practices, and maximising opportunities from the Future of Work and RBG's digital strategy.
• Ensuring business and service development through 'invest to save' opportunities, income generation, commissioning, and collaboration.
• Supporting Members and Cabinet Members by providing professional, objective, and balanced HR advice and guidance.
• Contributing to and supporting the Council's wider corporate and political priorities and driving continuous improvement and efficiency.
• Developing, reviewing, and implementing innovative HR policies and procedures that are flexible, enabling, compliant with legislation, and contribute to organisational effectiveness.
• Ensuring the maintenance and provision of quality management information in line with the Data Protection Act and the accessibility of HR & OD services.
• Establishing and maintaining effective working relations between HR & OD Service and Legal Services to disseminate learning from legal consultations and litigation.
• Leading and working collaboratively with the HR & OD Senior Management Team to provide oversight and management of HR & OD services and resources.
• Undertaking duties in line with RBG Human Resources values, health and safety regulations, Equal Opportunities and Customer Care policies, and the New Technology agreement.
• Deputising for the Director of Resources and undertaking additional duties as allocated.

The person specification outlined essential requirements including being a Graduate Member of the Chartered Institute of Personnel and Development or equivalent, experience of leading HR and Organisational Development in a large, complex, and unionised environment, and experience of leading cultural change and developing strategies for a skilled workforce. It also specified a need for experience in key HR areas such as resourcing, change management, policy development, employee relations, and organisational development, as well as evidence of developing effective networks and maintaining up-to-date knowledge of employment legislation and the public sector environment. Essential skills included excellent written and oral communication, the ability to manage staff and resources effectively, strong project management, organisational, analytical, influencing, and negotiation skills, and a strong customer focus. A commitment to equal opportunities was also essential.