easyJet Engineering Malta

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About

Head of HR

Overview

The Head of HR is the organisation’s senior People & Culture leader, reporting directly to the Managing Director and accountable for shaping and delivering the people agenda that enables the business strategy. The role provides strategic leadership across workforce planning, organisational design, talent and succession, performance management, reward and benefits, employee relations, learning and development, and culture, ensuring the organisation has the capability, structure and leadership practices required to perform and grow.

At the same time, the role is deliberately hands-on. Leading the HR team, the Head of HR translates strategy into practical implementation, ensuring day-to-day HR services are delivered consistently, efficiently and compliantly. This includes direct involvement in key activities such as recruitment and selection, complex employee relations cases, contract and policy governance, performance and disciplinary processes, management coaching, onboarding, training coordination, reporting and analytics, HR audits, and continuous improvement of systems and processes. The role also acts as an adviser to other senior managers on people risk, legal and regulatory obligations, industrial relations, and the people implications of operational and commercial decisions, providing clear recommendations backed by data and sound judgement.

In relation to Safety and Quality systems which form part of the organisation’s governance, the role supports the embedding of a positive safety culture through people processes, ensuring HR-related obligations linked to competence, training compliance, behavioural standards and leadership expectations are implemented and sustained. Overall, the Head of HR balances strategic direction with operational execution, building organisational capability while maintaining a high standard of service delivery and a fair, engaged and high-performing workplace.

Main Responsibilities:

Foster a positive safety culture by ensuring the Safety and Quality Policy is communicated, promoted, and implemented throughout the organisation.
Ensure the proper implementation, maintenance, and continuous improvement of all elements of the Safety Management System (SMS) by fulfilling all related duties and responsibilities as outlined in the SMS Manual.
Develop, agree and execute the organisation’s People & Culture strategy and annual HR plan, aligned to the organisation’s priorities and operational requirements.
Act as principal adviser to the Managing Director on workforce risk, organisational capability, leadership effectiveness, culture, and the people implications of business decisions.
Lead the HR function end-to-end, setting priorities, allocating work, maintaining service standards, and stepping in directly to deliver critical activities where required.
Own workforce planning and resourcing delivery: translate headcount and capability needs into hiring plans; oversee and, where needed, run recruitment, selection, and hiring to ensure quality, speed, compliance, and consistency.
Maintain and implement HR policies, procedures and guidelines, ensuring they are current, communicated, understood, and applied consistently; lead internal people communications where appropriate.
Lead employee relations across the business, directly handling complex cases and ensuring effective resolution of grievances, disputes, disciplinaries, and performance issues in line with policy and law.
Lead industrial/union relations where applicable, including negotiation and administration of collective agreements and employee contract terms (wages, benefits, grievances and working practices), balancing risk, fairness and operational realities.
Set and manage the reward and benefits framework: ensure pay practices are defensible and equitable, manage benefits administration and cost control, support budgeting and any pay review processes.
Implement and maintain the performance management approach, including performance standards, appraisal cycles, review quality, documentation discipline, and coaching managers to manage performance properly.
Work closely with the training department to drive learning, development and capability building: identify organisational and role-based training needs, design/coordinate programmes, ensure training compliance and evaluate impact.
Lead retention, career development and succession planning for key roles, using data (attrition drivers, exit feedback, engagement indicators) to target practical improvements.
Own onboarding and orientation delivery standards to ensure new hires are integrated effectively and quickly become productive.
Create and coordinate initiatives that support engagement and morale (including team-building and social initiatives), ensuring these are purposeful, inclusive, and aligned to culture goals.
Ensure accurate and timely HR operations: maintain employee records and HR systems, uphold confidentiality and data integrity, and ensure HR processes run reliably.
Produce and present meaningful people reporting to management, providing analysis, actions and recommendations.
Monitor, interpret and advise on legal and regulatory developments impacting HR, ensure policies, contracts and practices remain compliant and defensible.
Conduct HR audits and compliance reviews, closing gaps through corrective actions, manager coaching, and process improvements.
Liaise with external advisers and providers, ensuring quality, cost control and clear accountability.
Prepare and manage the HR budget, tracking spend, forecasting pressures, and ensuring efficient use of resources.
Embed continuous improvement across HR and the wider organisation through feedback loops, pragmatic process redesign, and adoption support.
Sponsor and implement diversity and inclusion actions that are practical, measurable, and embedded in day-to-day decisions.
Coach and develop the HR team, strengthening their capability to deliver consistently while maintaining a hands-on leadership presence.
Participate in company-wide projects and events, taking ownership of the people workstream and driving implementation to completion.
Any other related task which may be assigned from time to time.

Qualifications and Experience:

A qualification at MQF Level 6 in Human Resources, Business Administration, or a related field.
Preferably a qualification at MQF Level 7 in Human Resources, Business Administration, or a related field.
A minimum of 10 years’ experience in a senior HR role.
Strong knowledge of HR policies, procedures, and employment law.
Proven experience in implementing key HR processes and designing and developing HR strategies.
Excellent interpersonal and communication skills with the ability to build strong relationships across all levels of the organisation.
Demonstrated ability to lead and manage a team of HR professionals.
Experience with HR software and payroll systems.
Strong analytical skills with the ability to present data-driven insights.
Ability to handle sensitive information with discretion and maintain confidentiality.

Key Competencies: