Head of Talent & Culture - UK&I

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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 impact Click "Apply" to get started. What will this role achieve? 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 business. Direct reports & team scope Leads a specialist UK&I team and partners closely with HRBPs and functional leaders. Direct reports: Head of Learning Talent & Engagement Co-ordinator Sustainability Manager (IDE/Wellbeing/Happy People) Talent Acquisition Manager Talent Manager What will this role achieve? Shape and deliver an integrated UK&I Talent, Culture and Organisation Effectiveness agenda that enables delivery of regional strategic priorities across all business areas. Build and execute a 3-5 year talent roadmap, balancing short-term delivery with long-term capability, leadership and workforce 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 practices. What will be your key deliverables? 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 governance rhythm Responsible for Talent Management, Resourcing, Performance Management, Inclusion and Learning, ensuring these levers work together coherently to elevate our EVP internally and externally. Ensure consistent people, talent and organisation design practices are used across the region by working collaboratively with the HRLT and 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 ambitions. Drive best practice and continuous improvement across all specialist areas, ensuring we are modernising our organisation design, talent and capability approaches to support strategic 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 workforce needs. Partner with HRLT to define, reinforce and role-model cultural expectations, ensuring alignment between leadership behaviour, organisation design and colleague experience. What success looks like Success in this role will be evidenced 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 unplanned change. - Improved leadership capability, engagement and employee experience outcomes year 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 b

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