Northern Gas Networks is responsible for the gas supply network across the north of England. This includes the North East, Northern Cumbria and most of Yorkshire. It delivers gas to 2.7 million homes and businesses 24 hours a day. The business is backed by a consortium of three partners (CK Infrastructure, Power Assets Holdings Limited and SAS Trustee Corporation) and is regulated by OFGEM.
NGN was formerly part of British Gas and employs 1400 people who work in a partly unionised environment. Under the leadership of CEO Mark Horsley, who joined in 2012, the business has undergone significant change and transformation. This has included new terms and conditions for many employees, investment in technology, facilities, people and a sector leading focus on customer service and safety.
To prepare NGN for the political, societal, economic and environmental drivers that are rapidly changing the energy landscape and ensure the cost base can support any reduction in revenue, the business is in the process of exploring a range of efficiency measures and the cultural changes required to meet these challenges.
• To achieve NGNs strategic business plan objectives.
• Enhance leadership competence to continually improve productivity, wellbeing and encourage cross organisation consistency and collaboration.
• Focus on further embedding NGNs citizenship culture.
• Develop talent management strategies to ensure succession.
• Develop a comprehensive engagement plan with the older workforce to ensure the retention and transfer of inherent skills and knowledge.
• Define individual and organisational development strategies to meet the challenges of constantly evolving automation technologies, especially those that relate to HR processes and procedures.
The HR Director’s responsibilities will include:
• As part of the SLT, contributing to the overall strategic development of the NGN business.
• Ensuring the HR strategy is aligned with NGN’s strategic business priorities.
• In advance of the new regulatory regime (GD2) leading change management programmes focused on driving operational efficiency and employee wellbeing.
• Developing employee development strategies, policies and organisational structures.
The successful candidate will be an experienced HR professional, who can combine expertise in Learning and Development with Employee Relations. They are likely to have worked in a unionised environment and be comfortable in a blue collar setting.
They will be:
• Proactive, self-motivated team player eager to roll up their sleeves and delivery focused.
• Politically astute, resourceful, emotionally resilient, flexible, confident to challenge and able to deal with ambiguity.
• An outstanding negotiator.
• A proven leader, who is a strong communicator, pragmatic, credible, robust and commercially astute allied to a deep understanding of human behaviour.
• Influential, persuasive and a strong relationship builder.
• Able to actively demonstrate the NGN values in their approach to the role.
For an informal and confidential discussion, please speak to:
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