Head of Talent & Culture UK&I

Want to help us bring happiness to the world? Want to join an ambitious and fast growing global biscuits and confectionery business investing heavily in iconic global brands, infrastructure and people? Then this is the place for you.

As proud bakers and chocolatiers and custodians of iconic global brands, we don’t compromise on the quality of ingredients in our products or on the people we hire. We are looking for entrepreneurial spirits who share our passion for bringing happiness to our consumers and who embody our Winning Traits

.
To succeed at pladis you need to be purpose-led, resilient and positive to succeed here because we expect pace and agility, we insist on collaboration and demand accountability. If that is your thing, then pladis offers global ambition, a clear Vision and roadmap for success, challenge, and unrivalled opportunities to learn and make an impa

ct
Click “Apply” to get start

ed.

What will this role achi

eve?
The Head of Talent & Culture leads the UK&I Talent, Culture and Organisation Effectiveness agenda, ensuring the organisation has the leadership capability, succession strength and culture required to deliver current priorities and future growth. The role acts as the regional owner of talent, learning, performance and inclusion, setting direction, standards and governance, while enabling HRBPs and leaders to deliver impact within the bus

iness.
Direct reports & team

scope Leads a specialist UK&I team and partners closely with HRBPs and functional leaders. Direct r

• eports:Head of L
• earningTalent & Engagement Co-or
• dinatorSustainability Manager (IDE/Wellbeing/Happy
• People)Talent Acquisition
• ManagerTalent

Manager
What will this role a

• chieve? Shape and deliver an integrated UK&I Talent, Culture and Organisation Effectiveness agenda that enables delivery of regional strategic priorities across all busines
• s areas.Build and execute a 3–5 year talent roadmap, balancing short-term delivery with long-term capability, leadership and workforc
• e needs.Create the conditions for a high-performing, engaging organisation, with clear accountabilities, effective decision-making, strong leadership capability and a compelling employee experience that supports future
• growth.Embed a clear, intentional culture aligned to pladis values, leadership expectations and ways of working, ensuring culture is reinforced through talent, reward, performance and leadership pr

actices.
What will be your key deliv

• erables? Lead the development and execution of the UK&I Talent, Organisation Effectiveness, Learning and Inclusion strategy, ensuring alignment with regional priorities and business plans. Create and own the region’s integrated talent, learning and organisation effectiveness roadmap and calendar, fully aligned to the global
• strategy.Partner with HRBPs to identify priority people risks and opportunities, agree clear actions following key cycles (e.g. engagement, talent, performance), and track progress through an agreed governan
• ce rhythmResponsible for Talent Management, Resourcing, Performance Management, Inclusion and
• Learning,ensuring these levers work together coherently to elevate our EVP internally and ex
• ternally.Ensure consistent people, talent and organisation design practices are used across the region by working collaboratively with the HRLT a
• nd HRBPs.Collaborate on the development of new global and regional Talent programmes, ensuring they are grounded in the realities of the UK&I operating model, workforce profile and growth a
• mbitions.Drive best practice and continuous improvement across all specialist areas, ensuring we are modernising our organisation design, talent and capability approaches to support strate
• gic aims.Drive the implementation of our IDE agenda through all Talent, L&D and Organisation Design practices, embedding inclusion into structures, decision-making and career
• pathways.Accountable for shaping and delivering the Early Careers strategy, covering apprentices, graduates and internship programmes, ensuring these pipelines are aligned to future organisation design, capability and workfor
• ce needs.Partner with HRLT to define, reinforce and role-model cultural expectations, ensuring alignment between leadership behaviour, organisation design and colleague ex

perience.
What success l

ooks like
Success in this role will be ev

idenced by:• Strong succession coverage, talent pipelines and bench strength for critical and leadership roles, aligned to future operating model needs and resilient to planned and unplan

ned change.• Improved leadership capability, engagement and employee experience outcomes ye

ar on year.• UK&I Leadership Team confidence in talent readiness, succession depth and organisational resilience, reflected in decision-making quality, pace and risk

mitigation.• A modern, integrated talent, learning and resourcing ecosystem that supports productivity, performance

and growth.• Robust, well-governed talent review and succession processes, with clear links between leadership capability, critical roles, organisation design and future workf

orce needs.The role has regional accountability for the following, delivered through specialist teams and in close partnership

with HRBPs:• Resourcing & Workforce Planning: Own the regional resourcing strategy, workforce planning and future capability needs, including leadership of the Talent Acquisition team, market insight, role design challenge and EVP

activation.• Performance Management: Design and embed a high-quality performance management culture aligned to the Global Talent Philosophy, reinforcing accountability, role clarity and effective decis

ion-making.• Talent & Organisation Insight: Use integrated people and organisation data to inform UK&I LT decisions on organisation design, succession, capability and workforce planning, bringing external insight and best practice wher

e relevant.• Learning & Development: Set and lead the regional L&D strategy to build leadership, functional and future-focused capabilities, supported by a modern, digital learning environment and a strong culture of continuous learning and ad

aptability.What do you need for

• this role? Strong influencing capability with senior leaders and HR partners, with the ability to shape thinking and build
• alignment.Proven expertise across the talent lifecycle including behavioural frameworks, learning and development, career architecture, workforce planning and r
• ecruitment.Ability to balance operational delivery with long term organisation and capability strategy, ensuring annual employee cycles run effectively while building for
• the future.Strong understanding of core HR and organisation levers, performance, reward, development, structure and role clarity, and how they interact to drive engagement an
• d outcomes.Track record of delivering in complex, fast paced environments, leading organisation and talent change across diverse workfo
• rce groups.Strong programme and portfolio management skills, managing interconnected talent and learning i
• nitiatives.Ability to set and measure performance outcomes using clear standards, metrics and targets to drive excellence
• in Talent.Commercial, data driven mindset, using insight and judgement to propose pragmatic talent
• solutions.Relevant technical background, ideally including experience with psychometrics, coaching frameworks, organisation design, budget ownership and leadership across mult