Hirexa Solutions UK

We are seeking an experienced Director - Human Resources with a strong background in Mergers & Acquisitions, TUPE transfers, organizational transitions, and cross-border HR compliance across the UK and European markets . This role will play a critical leadership position in HR strategy, workforce integration, organizational restructuring, and policy governance , ensuring that all people-related aspects of business expansion, acquisitions, divestitures, and operational transitions are delivered smoothly and in full compliance with local employment regulations. The successful candidate will partner closely with executive leadership, legal teams, finance, and operational stakeholders to lead complex workforce programs across multiple jurisdictions. Key Responsibilities Mergers & Acquisitions (HR Due Diligence) Lead HR due diligence during mergers, acquisitions, and strategic partnerships. Assess workforce risks including contracts, compensation structures, benefits liabilities, and employment disputes . Support integration planning including organization design, workforce harmonization, and talent retention strategies . TUPE & Workforce Transfers Lead TUPE consultations and workforce transfers in compliance with UK regulations. Manage employee consultations, union engagement, and communication strategies during transfers. Ensure proper documentation, legal compliance, and smooth workforce integration. Transitions & Organizational Change Design and implement workforce transition programs including restructuring, outsourcing, and insourcing. Lead change management frameworks during operational transitions. Ensure business continuity while protecting employee engagement. Exit Management & Workforce Restructuring Oversee redundancy programs, exits, and restructuring initiatives . Ensure processes comply with UK and European labour laws , collective consultation requirements, and legal frameworks. Manage risk mitigation around employment disputes and litigation. HR Policy & Governance Develop and maintain HR policies aligned with UK and EU employment regulations . Ensure compliance with: Employment law Data protection (GDPR) Equality and diversity legislation Workforce consultation regulations Compliance & Risk Management Ensure HR operations comply with UK and European labour legislation . Work closely with legal advisors on cross-border workforce governance . Implement audit and compliance frameworks for HR processes. Leadership & Stakeholder Management Partner with executive leadership and board stakeholders to align HR strategy with business goals. Lead HR teams supporting multi-country operations . Support business expansion initiatives including new market entry and workforce setup . Required Experience 10-15 years of HR leadership experience in international organizations. Strong experience managing HR aspects of mergers, acquisitions, and divestitures . Proven expertise in TUPE transfers and workforce consultation processes . Experience managing cross-border HR operations across the UK and Europe . Track record in organizational restructuring, workforce integration, and transition management . Strong understanding of UK employment law and European labour frameworks . Preferred Background Experience in technology, consulting, enterprise funded startups or multinational services organizations . Experience working with private equity, growth companies, or international expansion projects . Exposure to global workforce models including remote and multi-country teams . Education & Qualifications Degree in Human Resources, Business Administration, or Law CIPD Level 7 or equivalent HR qualification preferred Additional certifications in employment law, organizational change, or HR transformation advantageous Key Competencies Strategic HR leadership M&A workforce integration TUPE and employment law expertise Cross-border HR compliance Change management Stakeholder engagement Risk management and governance

Specialized & Niche Skill Set Netcool architecture (OMNIbus, Impact, NOI, Agile Service Manager, Precision) requires deep, hands-on solutioning experience that is scarce within our current talent pool. The OSS domain requires deep cross-domain expertise (Service Fulfilment, Assurance, Automation, Cloud Telco, Network Management, COTS products). The combination of telecom domain knowledge + cloud-native OSS architecture + automation platforms (PEGA, Blue Prism, Resolve, UI Path) is highly specialized and not readily available within our current internal talent pool. High Business Criticality Service Assurance underpins network uptime, proactive issue resolution, SLA adherence, and customer experience. Without a seasoned Netcool architect, there is a high risk of integration gaps, delayed issue resolution, and revenue leakage. Perspective & Industry Best Practices An external architect will bring global exposure and best practices from other telcos and technology providers. This ensures we don't reinvent existing patterns and instead adopt proven reference architectures for OSS modernization. Cross-Domain Integration Needs Netcool must integrate seamlessly with OSS domains such as Service Fulfilment, Network Inventory, Customer Experience Management, and NMS/EMS systems. This requires multi-domain OSS knowledge + Netcool specialization, which is best sourced externally from experts with proven delivery in global telcos. Architecture Governance & Standardization We need a neutral, senior-level architect who can align diverse market-specific stacks into a harmonized global OSS landscape. External hiring provides the independence needed to challenge existing approaches and enforce governance discipline without internal biases. Mentorship & Capability Building The role will also mentor and guide our internal architects/designers, ensuring long-term knowledge transfer. This hybrid model allows us to balance external expertise with internal capacity-building for sustainability. Risk Mitigation OSS transformation impacts business operations, customer experience, and network reliability. An experienced external solution architect reduces the risk of design flaws, integration gaps, and scalability issues, which could otherwise lead to revenue leakage and customer dissatisfaction.