As an HR professional, how much contact do you get with the decision makers of your business?

Maybe you are the advocate for change, looking to move forward using the latest HR developments, but bound by the shackles of corporate drudgery?

I'll tell you a story. A candidate very close to my heart worked in HR for a huge organisation. And I'm talking one of the biggest in their field. This candidate was stifled by Head Office created strategies, company values that were not in keeping with the latest HR ways of working and an antiquated rewards package and to affect change, even from Senior HR level, was impossible. Looking around for other roles, he went for an interview with a small, boutique organisation which comprised of only five sites - compared to the 30 he looked after on his region. He would get the chance report directly to the MD, have so much more autonomy and the opportunity to build strategy, as opposed to implementing it.

Leaving the safety blanket of a large and well known organisation was a risk well worth taking. Especially for an expanding business with significant planned growth in the next five years.

If you would like more autonomy within your role, work in an environment that nurtures your innovation, an MD who is happy for you to add some of your personality to your role and lead a team of like minded individuals to contribute to significant business growth, this could be the role for you.

You will report to the MD, which gives you a direct line to the decision maker and makes you part of the Senior Leadership Team. You will be part of a boutique group within the hospitality industry, so experience in this field is desirable but my no means essential.

Senior HRBPs with good experience of large sites will also be considered, so this could be a great opportunity to move into a bigger role.

Isn't it better to be a big part of something small than a small part of something massive? Don't get lost in the numbers.

Come and be part of something unique.

As an HR professional, how much contact do you get with the decision makers of your business?

Maybe you are the advocate for change, looking to move forward using the latest HR developments, but bound by the shackles of corporate drudgery?

I'll tell you a story. A candidate very close to my heart worked in HR for a huge organisation. And I'm talking one of the biggest in their field. This candidate was stifled by Head Office created strategies, company values that were not in keeping with the latest HR ways of working and an antiquated rewards package and to affect change, even from Senior HR level, was impossible. Looking around for other roles, he went for an interview with a small, boutique organisation which comprised of only five sites - compared to the 30 he looked after on his region. He would get the chance report directly to the MD, have so much more autonomy and the opportunity to build strategy, as opposed to implementing it.

Leaving the safety blanket of a large and well known organisation was a risk well worth taking. Especially for an expanding business with significant planned growth in the next five years.

If you would like more autonomy within your role, work in an environment that nurtures your innovation, an MD who is happy for you to add some of your personality to your role and lead a team of like minded individuals to contribute to significant business growth, this could be the role for you.

You will report to the MD, which gives you a direct line to the decision maker and makes you part of the Senior Leadership Team. You will be part of a boutique group within the hospitality industry, so experience in this field is desirable but my no means essential.

Senior HRBPs with good experience of large sites will also be considered, so this could be a great opportunity to move into a bigger role.

Isn't it better to be a big part of something small than a small part of something massive? Don't get lost in the numbers.

Come and be part of something unique.