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Shape the people vision and strategy through engagement with the businesses and the senior management team.

Embed the people agenda and strategy at the very heart of the group strategy. These are inextricably linked.

Partner with the CEO as a close advisor/business partner and the senior management team to define the NuChem’s culture ambition.

Building a robust People strategy that both works in the here and now but can be scaled for future planned growth. This strategy must be data driven, commercial and display forward-thinking people principles.

Talent. Design and implement career frameworks, pathways and retention strategies. Especially focussed on PhD graduates. Create a compelling Employee Value Proposition that resonates with the market. Shape and execute an appropriate and pragmatic approach to talent management to include, talent acquisition, performance management, identification of high potentials and critical roles.

Recruitment and EVP. Ideally, this role would build a recruitment and retention engine at scale that is also innovative and has a long-term focus. This cannot be isolated and will require new thinking on the operating model, EVP and recruitment strategy. NuChem’s talent agenda won’t be solved by simple headcount filling. They want to look deeper:

– Recruit a sizable number of very good scientists on time.

– How can NuChem continue to build a talent brand worldwide?

– Are there aspects of our EVP that will specifically speak to scientists? Are there different ways these scientists can be incentivized e.g., initiatives like sponsorship for private study?

– How do roles evolve over time? What will help NuChem become an employer of choice for 15 years not 5.

Learning and Development. Understanding the gaps in key individual’s skill sets and either delivering solutions or outsourcing learning needs. This includes technical learning, professional / soft skills development and management development.

Employee Engagement. As the business grows develop a plan of engagement to enable the culture to develop through well-defined leadership behaviours.

Organizational Design / Workforce Planning. Planned growth needs to be mapped against organizational needs and future recruitment requirements. This role would take a view on staffing and utilization model and how NuChem can get even more efficient in the way they deploy people and build flexibility and extensibility.

Encourage and facilitate a culture of strong people development, diversity, career progression and succession.

Establish a plan and budget for the department to achieve its goals including strategy and costs for internal and external communications, marketing, events, etc.

Development of a co-ordinated talent pipeline that satisfies current needs whilst building for the future shape of the organization. Anticipate the organizations future talent needs and skills gaps. Build reward structures and packages that align remuneration to the strategy and culture and aid talent attraction and retention.