Head of HR

Climate Management Solutions

CMS is a business with potential for high diversification growth, due to less dependency on construction markets drivers such as housing starts and intermediate distribution (e.g merchants) and enjoys tail winds from regulatory change and warranty assurance guarantee. There is a high degree of strategic complexity to execute this potential.

ADEY

ADEY is working towards a future where every heating and cooling system is protected from corrosion, saving money, energy and time across the globe.

We’ve made it our mission to eliminate the headache of system breakdowns for everyone, and our approach is being adopted by installers and heating engineers around the world.

The Role 

Reporting directly to the HR Director, CMS, with a functional reporting line to the Managing Director ADEY, an active member of the ADEY Leadership Team, the Head of HR will support the ADEY and Alpha management team to embed the people agenda for the business, in line with Group strategy and divisional alignment.

Working hours:  Monday-Friday, 37.5 hours per week.

Working style: Hybrid working with a strong on site presence, including travel to other sites under the ADEY umbrella as required.
 
Responsibilities 

• Partner with the Managing Director and site leadership to deliver ADEY’s people strategy and provide expert guidance across organisational design, performance, employee relations and workforce planning.

• Shape and deliver strategic HR initiatives, aligning Group and Divisional priorities with ADEY’s goals.

• Lead and develop the HR Business Partner, building capability, supporting career growth and role‑modelling our values.

• Drive employee engagement, delivering effective communications, induction, forums and recognition activities.

• Support organisational development, including change management, coaching and capability building.

• Manage complex employee relations matters, ensuring fair, timely and pragmatic outcomes.

• Oversee core HR processes, including recruitment, onboarding, performance, absence, policy development and learning.

• Support talent and succession planning, ensuring strong pipelines and effective resourcing.

• Champion culture, diversity and inclusion, helping build an inclusive, values‑led environment.

• Maintain high‑quality HR data and reporting across Workday and other systems.

• Support health, wellbeing and occupational health processes, including long‑term absence.

• Advocate for international employees, ensuring a positive experience and compliance with local legislation.

• Collaborate across the CMS Division and Group, contributing to wider HR initiatives and alignment.

• Lead and support HR projects and change programmes, ensuring smooth implementation and organisational readiness.

The Person 

• Extensive HR Generalist Expertise: Proven track record as a senior HR generalist, ideally within a manufacturing or engineering environment.

• Employment Law & HR Policy Knowledge: Strong working knowledge of UK employment law, HR policies and procedures, and end to end operational HR delivery, ensuring managers receive accurate, timely and pragmatic advice.

• Matrix Organisation Experience: Demonstrable experience working successfully within a matrix structure, balancing the needs of the local site with divisional and Group wide priorities.

• Stakeholder Management & Influence: Skilled in coaching, influencing and constructively challenging senior leaders, supporting high quality decision making and consistent people management across the organisation.

• Communication & Interpersonal Strengths: Exceptional relationship building and communication skills, with the ability to work collaboratively across functions, reflecting the behaviour We work together.

• Continuous Improvement Mindset: Confident analysing HR metrics, workforce data, budgets and employee statistics to inform decisions. Demonstrates curiosity and improvement focused thinking aligned to our trademark behaviour ‘We find a better way’.

• Manufacturing Sector Knowledge: Experience within a manufacturing environment is desirable due to the operational pace, workforce profile and HR complexities of the sector.

• International HR Exposure: Experience supporting international teams or employees, particularly in France, the DACH region or Poland, is beneficial.

• Personal Effectiveness & Ownership: Self-motivated, methodical and organised, with high personal standards and the ability to take responsibility for driving outcomes — consistent with our trademark behaviour ‘We take ownership’.

• Inclusive Leadership: Ability to build and support diverse, inclusive teams, ensuring leaders at all levels role model inclusive behaviours and contribute to a positive culture.