Head of People & Culture

• Establish and implement HR efforts that effectively communicate and support the Organisation’s mission and strategic vision.
• Provide insights and recommendations regarding strategies to support the achievement of the overall Organisation objectives, vision and mission.
• Develop plans to implement the strategy.
• Regularly monitor and review the HR strategy and related action plans to ensure achievement of objectives.
• Function as a strategic business advisor to the senior management team regarding key people concerns and provide guidance based on employment related developments.
• Support the growth and mentorship of the People & Culture team and collaborate with the management team to establish people development initiatives across all functions.
• Enhance and manage HR projects and tasks including Resource Planning & Talent Acquisition, Learning & Development, Engagement & Wellbeing, Compensation & Benefits, Policies and Procedures, Employer Branding, Succession Planning, Performance Management, HR Data & Analytics.
• Analyse and understand the organisation and local labour market trends to recognise success factors and develop areas for improvement.
• Collaborate with the Social Enterprise team to support the development of the internal communication strategy and its’ implementation.
• Oversee and directly support employee relation matters.
• Ensuring that all relevant standards, legislation, certifications, and accreditations are established, maintained, and adhered to across all practices.
• Develop and maintain an appropriate employer brand that reflects the vision and mission of the Organisation.
• Develop and nurture efficient and positive working relationships with various stakeholders.
• Staying informed with government regulations and public policy to ensure organisational policies remain aligned and compliant.
• Oversee and manage the department budget, ensuring optimal allocation of resources, cost efficiency, and alignment with organisational priorities.
• Lead and chair the Social Committee, driving engagement initiatives, organizing events, and fostering a vibrant workplace culture.
• Evaluate and analyse the effectiveness of HR procedures and tools, identifying opportunities for optimization and driving improvements in workforce processes.
• Compile and analyse periodic HR metrics and reports for stakeholders, delivering insights on key HR results to support data-driven and evidence-based decision-making.
• Promote inclusion at the workplace and reinforce Inspire as an equal opportunity employer.
• Oversee team building and employee development activities to ensure they are in line with employee relations strategic efforts in synchronisation with other HR function goals.
• Provide suggestions to different leaders and managers of all departments for any areas of improvement.
• Oversee the operations of the Volunteers function, ensuring effective coordination, engagement and utilisation of volunteers across the organisation’s programmes.
• Prepare and maintain the Workforce Financial Plan (Headcount & Salary Forecast) to support the annual budgeting process and workforce planning requirements.
• Monitor workforce expenditure against the approved annual budget, ensuring that remuneration costs and headcount remain within approved financial limits.
• Review departmental management accounts in collaboration with Finance to ensure that staffing costs and outsourced services expenditure remain within the approved budgets.
• Review all third-party contracts relating to outsourced services, consultants and service providers to ensure that contractual terms are legally sound and in the best interest of Inspire Foundation.
• Authorise IT licensing approvals and system access permissions in accordance with operational requirements and organisational policies.

• Master’s degree qualification in Human Resources, Business Administration or relevant field.
• A minimum of 5 years experience in a leadership role in HR.
• In-depth knowledge of Maltese employment legislation, HR policies, and regulatory compliance requirements.
• Data-driven and analytical individual with proven expertise in applying HR metrics to optimize workforce planning and inform decision-making.
• Demonstrated ability to foster inclusive, equitable, and empathetic workplace cultures.

• Ten additional days of recess leave, calculated pro-rata (utilized during the months of August & December).
• Health Insurance.
• Employee Assistance Programme.
• Study leave.
• Scholarship Programme.
• Cloudigo Premium.
• Inspire pool membership.

Inspire Foundation