Head of People - #2119828

HR Operations, Systems & Reporting

• Lead all People operational activity and ensure efficient delivery of HR services.
• Maintain accurate and compliant employee records and documentation.
• Ensure People systems, processes and workflows are fit for purpose, user-friendly and secure.
• Work with Finance to support accurate payroll processing.
• Identify opportunities to improve processes through technology and automation.

Employee Relations

• Lead all employee relations activity across the organisation.
• Manage disciplinary, grievance, capability, attendance and performance processes.
• Conduct investigations and advise managers on complex cases and facilitate informal resolution approaches wherever appropriate.
• Ensure all employee relations matters are handled fairly, consistently and in line with legislation and policy.
• Build management confidence and capability in handling people matters.
• Commission and enact external advice, legal or otherwise, when required.

Governance, Legal Compliance & Risk

• Ensure the organisation remains fully compliant with employment legislation and HR best practice by monitoring legislative developments and implementing changes as required.
• Lead the development, review and implementation of People policies and procedures.
• Maintain and regularly update the Colleague Handbook and people-related guidance.
• Support organisational compliance requirements relating to safeguarding, data protection and equality legislation.

Talent Acquisition & Workforce Planning

• Work with the Head of Inclusion and Skills (“HOIS”) to develop a strategic approach to recruitment that attracts diverse, high-calibre talent to ensure recruitment processes are inclusive, accessible and aligned with best practice.
• Support all de-centralised recruitment activity across permanent, fixed-term and freelance appointments.
• Work in partnership with the recruiting manager and operations team on the onboarding and induction processes to ensure a positive colleague experience.
• Develop pathways into the organisation including apprenticeships, internships, work experience and volunteer opportunities.

Learning, Development & Performance

• Collaborate with the HOIS to develop a learning and development strategy that supports individual growth and organisational capability.
• Deliver people-related training and workshops as required.
• Support managers in creating meaningful development opportunities for their teams.

Reward, Benefits & Workforce Analytics

• Support the development and review of reward and remuneration strategies including recommendations for suitable pay frameworks and grading structures
• Conduct salary benchmarking and market analysis to support equitable pay decisions.
• Use workforce data and analytics to identify trends, risks and opportunities.
• Produce meaningful people metrics, dashboards and reports for leadership and governance groups.

Leadership & Governance

• Provide strategic people leadership and act as People advisor across the organisation.
• Support the development and delivery of organisational strategic plans.

Strategic HR Business Partnering

• Build strong relationships with managers across the organisation, coaching and developing their people management capability.
• Support managers in creating meaningful development opportunities for their teams.
• Collaborate with the HoIS to deliver the organisation's EDI objectives and action plans.
• Lead initiatives, via the SMT, that strengthen colleague engagement, wellbeing and organisational culture.

Other Ad Hoc Duties

• At the request of your line manager, take on other reasonable duties and responsibilities as required to support the needs of the team and the organisation.
• Participate in governance groups including EDI and Culture & Communications Committees.