Human Resources Director job description

UK Human Resources Director Job Description

Comprehensive Reference Guide for the HR Director Role at UK SMEs and Mid-Market Firms Across UK Employment Law Framework, CIPD Qualifications, HR Operations Leadership, Employee Relations and Senior People Leadership

A UK Human Resources Director (HR Director) is the senior HR leader at a UK SME or mid-market firm with senior accountability for the firm’s HR function, UK employment law compliance, employee relations framework, talent acquisition leadership, learning and development framework, compensation and benefits framework, HR systems infrastructure, and the wider senior people leadership dimensions of running senior HR at the firm. The HR Director designation is the traditional senior HR leadership designation at UK SMEs and mid-market firms (typical revenue £5-100 million) — distinct from the Chief People Officer (CPO) and Chief Human Resources Officer (CHRO) designations more typical at UK scaling firms, UK FTSE-listed firms, UK PE-backed firms operating at scale, and larger UK firms operating with senior C-Suite tier organisational designs. The HR Director typically reports to the Managing Director or Chief Executive at UK SMEs and mid-market firms, with senior HR accountability extending across the firm’s HR function leadership, UK employment law framework application, employee relations framework, and the wider senior HR leadership dimensions specific to the firm’s commercial sector. For the UK Chief People Officer Job Description reference covering C-Suite tier CPO/CHRO roles at UK scaling and major firms see Chief People Officer Job Description.

This UK HR Director job description reference covers the role specification at UK SMEs and mid-market firms, the principal UK employment law regulatory framework applicable to senior HR leadership, the CIPD professional qualification framework, the principal HR Director responsibilities across HR operations, employee relations, talent acquisition, learning and development, compensation and benefits, and HR systems leadership, the senior commercial distinction between HR Director, Chief People Officer, and Chief Human Resources Officer designations, the realistic compensation calibration by firm scale and sector, and a sample HR Director job description structure that UK SMEs and mid-market firms can adapt for senior HR Director recruitment. For senior HR Director recruitment service engagement see HR Director Recruitment; for senior HR Director hiring methodology guidance see our How to Hire an HR Director Knowledge Centre guide; for delivery-model variants see Interim HR Director, Fractional HR Director, and Fractional CHRO; for senior HR Director compensation reference see our Salary Guide for Human Resources Directors.

The HR Director Role at UK SMEs and Mid-Market Firms

The HR Director at a UK SME or mid-market firm is the senior HR leader with senior accountability for the firm’s HR function, UK employment law compliance, employee relations framework, talent acquisition leadership, learning and development framework, compensation and benefits framework, HR systems infrastructure, and the wider senior people leadership dimensions. The role typically reports to the Managing Director or Chief Executive at UK SMEs and mid-market firms, with senior HR accountability extending across the firm’s HR function leadership and the firm’s UK employment law regulatory framework application. The HR Director designation reflects traditional senior HR function leadership at firm scale where senior C-Suite tier broader people-and-culture leadership designs are not yet warranted by the firm’s commercial scale.

The senior HR Director designation is most prevalent at the following UK firm scenarios.

UK SMEs (typical revenue £5-30 million) — UK SMEs frequently appoint HR Directors as senior HR leaders combining senior HR strategy ownership with hands-on senior HR delivery accountability. UK SME HR Director scope typically extends across senior HR operations leadership at firm scale, direct senior involvement in employee relations matters, direct senior leadership team engagement on people matters, senior recruitment leadership for senior commercial roles, senior compensation and benefits framework ownership, senior HR systems leadership, and the wider senior commercial dimensions specific to UK SME HR operations.

UK mid-market firms (typical revenue £30-100 million) — UK mid-market firms appoint HR Directors as senior HR leaders with broader senior HR scope across multiple HR functions. UK mid-market firm HR Director scope typically extends across senior team management of HR Business Partner functions typically numbering 4-12 senior HR direct reports, senior HR strategy ownership across the firm’s multiple commercial activities, senior employee relations framework leadership, senior talent acquisition framework leadership, senior learning and development framework leadership, senior compensation and benefits framework leadership, and the wider senior commercial dimensions specific to UK mid-market firm HR operations.

UK manufacturing firms — UK manufacturing firms across UK industrial manufacturing, UK precision engineering, UK food and beverage manufacturing, UK pharmaceutical manufacturing, and UK selected specialist manufacturing sectors frequently appoint HR Directors with manufacturing-specific senior HR scope including industrial relations framework leadership at firms operating with recognised trade unions, manufacturing workforce planning, manufacturing health and safety framework intersection, shift work and rota management framework, manufacturing apprenticeship framework leadership, and the wider senior HR dimensions specific to UK manufacturing firm operations.

UK professional services firms — UK professional services firms frequently appoint HR Directors with professional services-specific senior HR scope including talent attraction in competitive professional services labour markets, partnership track or career progression framework leadership, technical talent retention framework, professional services compensation framework (often including profit share, deferred compensation, or partnership-track structures), and the wider senior HR dimensions specific to UK professional services firm operations.

UK retail and hospitality firms — UK retail firms and UK hospitality firms frequently appoint HR Directors with retail and hospitality-specific senior HR scope including multi-site workforce management, high-volume recruitment framework, hourly worker compensation framework operating under National Minimum Wage and National Living Wage frameworks, TUPE (Transfer of Undertakings (Protection of Employment) Regulations 2006) leadership at firms with active acquisition or site transfer activity, and the wider senior HR dimensions specific to UK retail and hospitality firm operations.

UK financial services and FCA-regulated firms — UK financial services firms and UK firms operating under FCA authorisation frameworks frequently appoint HR Directors with FCA-regulated firm-specific senior HR scope including Senior Managers and Certification Regime (SMCR) framework application across senior management functions and certification regime employees, FCA fit-and-proper assessment framework, FCA conduct rules training framework, FCA regulatory references framework, and the wider senior HR dimensions specific to UK FCA-regulated firm operations.

HR Director vs CPO vs CHRO — The Senior Distinctions

The senior distinction between HR Director, Chief People Officer (CPO), and Chief Human Resources Officer (CHRO) designations operates across firm scale, senior tier within firm structure, scope of senior accountability, and the senior commercial dimensions specific to each designation.

HR Director — senior HR leader with senior accountability focused on traditional HR function leadership including HR operations, UK employment law compliance, employee relations, talent acquisition, learning and development, compensation and benefits, and HR systems. The HR Director designation operates predominantly at UK SMEs and mid-market firms operating with traditional HR function leadership scope at senior director tier reporting to MD/CEO.

Chief People Officer (CPO) — senior C-Suite tier people leader with broader senior accountability extending across HR function leadership plus people strategy, talent strategy, culture leadership, employer brand, learning and organisational development, diversity equity and inclusion (DEI) framework, and people analytics. CPO designation operates predominantly at UK scaling firms (particularly UK SaaS and technology scaling firms), UK PE-backed firms, and UK firms operating with broader strategic people-and-culture leadership designs.

Chief Human Resources Officer (CHRO) — senior C-Suite tier HR leader at UK FTSE-listed firms, UK major firms, and UK firms operating with senior C-Suite tier HR organisational designs. CHRO scope typically extends across HR function leadership plus senior strategic HR leadership, senior Board and Remuneration Committee engagement, senior executive compensation framework leadership, senior succession planning at C-Suite tier, and the wider senior commercial dimensions specific to UK FTSE-listed firm CHRO leadership.

Senior tier within firm structure — HR Director designation operates at senior director tier reporting to MD/CEO at UK SMEs and mid-market firms. CPO and CHRO designations operate at C-Suite tier reporting to CEO alongside other C-Suite leaders.

Compensation calibration — UK HR Director compensation typically operates in the £75,000-£180,000 range depending on firm scale and sector. UK CPO and CHRO compensation typically operates in the £200,000-£500,000+ range depending on firm scale, sector, and senior commercial dimensions.

UK Employment Law Regulatory Framework — Substantive Background

UK HR Director regulatory scope operates within a UK employment law framework that meaningfully shapes senior HR leadership accountability at UK firms. Understanding the framework is essential for senior HR Director search engagement design.

Employment Rights Act 1996 — the principal UK employment statute setting out fundamental UK employee rights including unfair dismissal protection, redundancy framework, statutory minimum notice periods, statutory minimum employment particulars, family-friendly rights framework, and the wider UK employment rights framework. Senior HR Director accountability for Employment Rights Act 1996 framework application is fundamental to UK HR Director scope.

Equality Act 2010 — the principal UK equality and discrimination statute setting out protected characteristics framework (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation), direct and indirect discrimination framework, harassment framework, victimisation framework, and the wider UK equality framework. Senior HR Director accountability extends to firm-wide equality framework application.

Worker Protection (Amendment of Equality Act 2010) Act 2023 — the recent amendment to Equality Act 2010 introducing a new positive duty on employers to take reasonable steps to prevent sexual harassment of employees. The duty came into force in October 2024 with associated senior HR Director accountability for sexual harassment prevention framework leadership across UK firms.

Working Time Regulations 1998 — UK regulations implementing the EU Working Time Directive setting out maximum weekly working time limits, daily and weekly rest period framework, annual leave framework (minimum 5.6 weeks paid leave), and the wider working time framework. Senior HR Director accountability extends to working time framework application across the firm.

TUPE (Transfer of Undertakings (Protection of Employment) Regulations 2006) — the principal UK regulations governing employee transfer dimensions in business transfers and service provision changes. Senior HR Director accountability extends to TUPE framework application during firm acquisitions, divestments, outsourcing, and service provision changes — particularly material at UK firms with active M&A activity.

UK GDPR and Data Protection Act 2018 — the principal UK data protection framework with associated senior HR Director accountability for employee personal data processing including HR data processing lawful bases, employee data subject rights framework, HR data retention framework, HR data security framework, and the wider data protection dimensions specific to senior HR leadership.

Trade Union and Labour Relations (Consolidation) Act 1992 — the principal UK statute governing trade union recognition, collective bargaining, industrial action framework, and the wider industrial relations framework. Senior HR Director accountability extends to trade union recognition arrangements at unionised UK firms, collective bargaining framework, and industrial relations dimensions specific to UK firms with recognised trade unions.

National Minimum Wage Act 1998 and National Living Wage — UK statutory minimum wage framework with associated senior HR Director accountability for minimum wage compliance, National Living Wage compliance for workers aged 21+, age-related rate framework application, and the wider statutory wage framework specific to UK firms employing minimum wage workers.

Pensions Act 2008 (auto-enrolment) — UK statutory workplace pension auto-enrolment framework with associated senior HR Director accountability for pension auto-enrolment compliance, opt-out framework, qualifying earnings framework, and the wider pension auto-enrolment dimensions specific to UK firms.

Modern Slavery Act 2015 — people dimensions — UK firms with annual turnover exceeding £36 million operate under Modern Slavery Act 2015 section 54 annual statement obligations covering supply chain and direct workforce dimensions. Senior HR Director accountability extends to direct workforce due diligence framework, recruitment process due diligence, and the wider Modern Slavery Act people dimensions.

IR35 / Off-Payroll Working Rules — UK off-payroll working rules under Chapter 10 of Income Tax (Earnings and Pensions) Act 2003 with associated senior HR Director accountability for off-payroll worker classification framework, status determination statement framework, and the wider off-payroll working dimensions specific to UK firms engaging contractors and consultants through personal service companies.

Family-friendly rights framework — UK statutory framework covering Maternity Leave, Paternity Leave, Adoption Leave, Shared Parental Leave, Parental Leave, and the recently expanded Flexible Working Act 2023 framework with senior HR Director accountability for family-friendly rights framework application.

FCA Senior Managers and Certification Regime (SMCR) — at UK FCA-authorised firms, the SMCR framework introduces specific senior HR Director accountability for SMF function holder identification, certification regime population identification, fit-and-proper assessment framework, conduct rules training framework, regulatory references framework, and the wider SMCR people dimensions. SMCR senior HR Director accountability is particularly material at UK FCA-authorised firms.

Principal UK HR Director Responsibilities

UK HR Director responsibilities vary across UK SME and mid-market firm sectors but typically extend across the following senior HR dimensions at most UK firms.

Senior HR strategy and operations leadership — owning the firm’s senior HR strategy and senior HR operations framework. Senior HR strategy scope covers senior HR planning aligned with the firm’s commercial strategy, senior HR resource allocation across the firm’s HR functions, senior HR governance framework, and the wider senior HR strategy dimensions specific to the firm.

UK employment law compliance framework — leading the firm’s UK employment law compliance framework across the principal UK employment law regulatory framework dimensions described above. Senior HR Director accountability for UK employment law compliance is fundamental to the role and operates as the principal regulatory dimension of senior HR leadership at UK firms.

Employee relations (ER) framework — leading the firm’s employee relations framework including employee grievance framework, disciplinary framework, performance management framework intersection with disciplinary framework, capability framework, redundancy framework, settlement agreement framework, employment tribunal claims management at senior level, and the wider employee relations dimensions specific to UK firms. Employee relations senior accountability is a particularly material UK HR Director dimension.

Talent acquisition leadership — leading the firm’s talent acquisition framework across senior recruitment for senior commercial roles at UK SMEs and mid-market firms, recruitment framework design, recruitment supplier relationship management (recruitment agencies, search firms, candidate platforms), recruitment technology stack management, recruitment data and analytics framework, and the wider talent acquisition dimensions specific to the firm.

Learning and development framework — leading the firm’s learning and development infrastructure across mandatory training framework (typically including health and safety training, equality and diversity training, GDPR training, sector-specific compliance training where applicable), professional development framework, leadership development framework, technical training framework where applicable to the firm’s commercial sector, apprenticeship framework leadership at firms operating apprenticeship programmes, and the wider learning and development dimensions specific to the firm.

Compensation and benefits framework — leading the firm’s compensation and benefits framework across base compensation framework design, variable compensation framework design (bonus, commission, long-term incentive arrangements), benefits framework design (typically including pension auto-enrolment compliance, healthcare benefits, life assurance, income protection, sector-specific benefits), pay equity framework, gender pay gap reporting framework at firms within scope (250+ employees), and the wider compensation and benefits dimensions specific to the firm.

Performance management framework — leading the firm’s performance management framework across performance review framework design, objective-setting framework, performance calibration framework at scale firms, performance improvement framework intersection with disciplinary framework, and the wider performance management dimensions specific to the firm.

HR systems and infrastructure — leading the firm’s HR systems and HRIS infrastructure across HRIS platform management (Workday, SAP SuccessFactors, Oracle HCM, BambooHR, HiBob, or similar UK-prevalent platforms depending on firm scale), HR data infrastructure, HR reporting and analytics infrastructure, payroll system intersection at firms with integrated payroll-HR architecture, and the wider HR systems dimensions specific to UK firm HR operations.

HR analytics and reporting — leading the firm’s HR analytics framework across workforce data analytics, employee engagement analytics, retention and attrition analytics, recruitment analytics, compensation analytics, and the wider HR analytics dimensions specific to senior HR leadership at UK firms.

Diversity, Equity and Inclusion (DEI) framework — leading the firm’s DEI framework intersecting with Equality Act 2010 framework, gender pay gap reporting framework where applicable, DEI strategy framework, DEI training framework, DEI monitoring and reporting framework, and the wider DEI dimensions specific to the firm.

Senior HR team leadership — leading the firm’s senior HR team typically numbering 4-12+ senior HR direct reports at UK SME and mid-market firm scale (typically including HR Business Partners, HR Operations Manager, Talent Acquisition Manager, Learning and Development Manager, Compensation and Benefits Manager, HR Information Systems Manager, depending on firm scale and structure).

UK HR Director Required Experience

UK HR Director appointments typically require senior HR career experience across the following dimensions.

Senior HR leadership career background — typically 12-20+ years of senior HR career experience including prior HR Director experience at peer UK SME or mid-market firms, prior senior HR leadership experience (Head of HR, HR Business Partner Lead, Senior HR Manager) at major UK firms with senior HR scope that meaningfully maps to HR Director scope. First-time HR Director appointments are common at UK SMEs where the senior career background depth requirement is correspondingly more flexible.

Sector-specific career background — UK HR Director appointments typically require senior career background in the firm’s commercial sector or commercially adjacent sectors with senior HR dimensions that meaningfully map to the firm’s senior HR requirements. Sector-specific senior HR career background requirements operate with material variation across UK firm sectors — UK manufacturing firms typically require manufacturing HR career background including industrial relations familiarity, UK financial services firms typically require FCA-regulated firm HR career background including SMCR familiarity, and so on.

UK employment law deep familiarity — UK HR Director appointments require demonstrable deep familiarity with UK employment law framework including Employment Rights Act 1996, Equality Act 2010 (including 2023 amendments), TUPE 2006, Working Time Regulations 1998, GDPR application to HR data, Trade Union and Labour Relations Act 1992 where applicable, and the wider UK employment law framework. UK employment law familiarity is a fundamental UK HR Director career background requirement.

Senior HR team leadership career background — UK HR Director appointments typically require demonstrable senior HR team leadership career background including prior senior HR team management of typically 4-12+ senior HR direct reports, prior senior HR recruitment of HR team members, and the wider senior HR team leadership career dimensions.

Industrial relations career background where applicable — UK HR Director appointments at UK firms operating with recognised trade unions typically require demonstrable industrial relations career background including collective bargaining engagement, trade union recognition framework familiarity, industrial action management at senior level where applicable, and the wider industrial relations career dimensions specific to UK firms with active industrial relations dimensions.

UK HR Director Required Qualifications

UK HR Director appointments typically require senior HR professional qualification credentials.

CIPD — Chartered Institute of Personnel and Development — the principal UK HR professional qualification, with CIPD membership operating as the standard professional credential at UK HR Director appointments. Specifically, CIPD Level 7 Advanced Diploma in Strategic People Management, Chartered MCIPD status, or Fellow FCIPD status operates as the senior professional credential at the UK HR Director tier. CIPD qualification is a particularly material credential at most UK HR Director appointments — many UK firms specify CIPD qualification (Chartered MCIPD or Fellow FCIPD) as the required qualification for senior HR Director designation.

Educational background — UK HR Directors typically hold undergraduate degrees in HR-related disciplines or commercial disciplines (most commonly from UK universities) with selected senior HR Director candidates holding postgraduate qualifications (MA HR Management, MSc Human Resources, MBA, specialised HR qualifications). Educational background dimensions typically operate as supporting credentials alongside CIPD qualification.

Sector-specific qualifications — selected UK HR Director appointments operate with sector-specific qualification preferences including HR-specific industrial relations qualifications at UK manufacturing firms operating with recognised trade unions, FCA fit-and-proper-relevant qualifications at UK FCA-regulated firms operating with SMCR HR dimensions, and sector-specific HR qualifications where applicable.

UK HR Director Compensation Calibration

UK HR Director compensation varies materially with firm scale, sector, and senior accountability scope.

UK SME HR Director (typical revenue £5-30 million) — typical UK base salary range £75,000-£130,000, with bonus typically 15-40% of base plus selected long-term incentive arrangements where applicable at PE-backed UK SME firms. Total compensation typically £85,000-£165,000 across cash and selected equity arrangements.

UK mid-market firm HR Director (typical revenue £30-100 million) — typical UK base salary range £110,000-£180,000, with bonus typically 25-60% of base plus long-term incentive arrangements. Total compensation typically £140,000-£275,000 across cash and equity arrangements at UK mid-market firms.

UK PE-backed firm HR Director — typical UK base salary range £130,000-£200,000, with bonus typically 25-60% of base plus material sweet equity participation in the platform structure. Total cash compensation typically £160,000-£280,000 plus sweet equity that potentially adds material economic value at successful PE-firm exits across multi-year hold periods.

UK manufacturing HR Director with industrial relations scope — typical UK compensation operates within the broader UK SME and mid-market firm HR Director ranges with selected senior commercial dimensions specific to industrial relations scope, with selected major UK manufacturing firm HR Director appointments operating at the upper end of the range reflecting industrial relations leadership dimensions.

UK FCA-regulated firm HR Director with SMCR scope — typical UK compensation operates within the broader UK SME and mid-market firm HR Director ranges with selected senior commercial dimensions specific to FCA-regulated firm HR scope including SMCR framework leadership, with selected UK FCA-regulated firm HR Director appointments operating at the upper end of the range reflecting FCA-regulated firm HR dimensions. For UK HR Director compensation reference see our Salary Guide for Human Resources Directors.

Sample UK HR Director Job Description Structure

The following sample UK HR Director job description structure can be adapted by UK SMEs and mid-market firms specifying senior HR Director requirements internally and externally.

Position title — Human Resources Director [or alternative designation: HR Director, Director of Human Resources, Director of HR, Director of People at firms operating with selected designation alternatives].

Reporting line — Reports to [Managing Director / Chief Executive] with senior accountability to [Board where applicable, senior shareholders, PE Investment Director at PE-backed firms, Remuneration Committee at firms with active Remuneration Committee structures].

Senior direct reports — Senior HR team typically including [list senior direct reports — typically HR Business Partner(s), HR Operations Manager, Talent Acquisition Manager, Learning and Development Manager, Compensation and Benefits Manager, HR Information Systems Manager, and other senior HR team members specific to the firm’s structure].

Role purpose — to lead [firm name] across [senior HR strategy and operations leadership, UK employment law compliance framework, employee relations framework, talent acquisition leadership, learning and development framework, compensation and benefits framework, performance management framework, HR systems and infrastructure, HR analytics and reporting, DEI framework, senior HR team leadership, and the wider senior HR dimensions specific to the firm].

Principal responsibilities — adapt the principal responsibilities section above (Senior HR strategy and operations leadership, UK employment law compliance framework, Employee relations framework, Talent acquisition leadership, Learning and development framework, Compensation and benefits framework, Performance management framework, HR systems and infrastructure, HR analytics and reporting, DEI framework, Senior HR team leadership) to the specific senior HR dimensions of the firm.

Required experience — adapt the required experience section above (Senior HR leadership career background, Sector-specific career background, UK employment law deep familiarity, Senior HR team leadership career background, Industrial relations career background where applicable) to the specific senior career background requirements of the firm.

Required qualifications — typically specify CIPD qualification at Chartered MCIPD or Fellow FCIPD level as the required UK HR professional qualification, with educational background and sector-specific qualifications specified as preferred or required where applicable.

Compensation framework — base salary range, bonus arrangements, long-term incentive participation where applicable, benefits framework including pension, and any sector-specific compensation arrangements.

Application process — application instructions, senior search firm engagement where applicable, interview process structure, senior reference and assessment requirements.

From HR Director Job Description to Senior Search

The HR Director job description is the principal artifact through which UK SMEs and mid-market firms specify the senior HR Director role. The job description supports senior HR Director recruitment by articulating the senior specifications externally to candidates, internally to the senior leadership team, and to senior search firms engaged on senior HR Director recruitment mandates. Strong HR Director job descriptions support strong senior HR Director recruitment outcomes.

For senior UK HR Director recruitment service engagement, see HR Director Recruitment for full-time permanent HR Director senior search, Interim HR Director for time-bound 3-9 month gap-fill HR Director appointments, Fractional HR Director for ongoing day-rate fractional HR Director arrangements, and Fractional CHRO for senior strategic people leadership at firms requiring CHRO-tier scope on a fractional basis. For senior HR Director hiring methodology guidance covering the senior search framework see our comprehensive How to Hire an HR Director Knowledge Centre guide. For UK Chief People Officer senior search at scaling and major UK firms operating with C-Suite tier organisational designs see Chief People Officer Recruitment.

Senior UK HR Director recruitment at Exec Capital follows a retained methodology calibrated to the specific dynamics of UK SME and mid-market firm HR Director recruitment. Senior search engagement begins with structured brief development that articulates the firm scenario, sector context, regulatory framework familiarity requirements (including SMCR at FCA-regulated firms, industrial relations at unionised firms, sector-specific frameworks where applicable), CIPD qualification requirements, and the senior commercial dimensions specific to the firm. Every senior HR Director mandate at Exec Capital is led personally by Adrian Lawrence FCA.