Job Description

Download printable version

Trust HR Manager (Part-time)

Closing date- 9am 3rd Jan 2024
Interview week commencing 07/01/24

As a pivotal senior member of our central team, you will develop HR services that make sure pupils are always put first across our small (but growing) Trust, (approx. 150 staff). Key responsibilities of this role include the development and implementation of a coordinated HR Strategy across the Trust, ensuring that the Trust is operating within a legally robust HR policy and procedural framework, and providing robust professional HR advice and management information to key stakeholders within the Trust. Initially there will be a key focus on driving down staff absence (at one of the schools) & engaging with staff across the trust to develop a well-rounded team who are held to account professionally. You will have access to our HR and legal retainer currently with Browne-Jacobson and access to model documentation from Juniper. You will work with and help coronadite in school administrators and headteachers. You will form part of the Trust's executive leadership team and help shape the direction of the charity moving forward.

Qualifications and Experience for the ideal candidate include:

- Ideally you will be a Graduate Member of CIPD or in the process of attaining this status

- A minimum of five years' HR experience, encompassing employee relations and employment law

- Experience leading the development of staffing structures, managing employee absence and implementing performance management systems. Experience of managing change

Job Details:

● Start Date: Immediate / negotiable

● Part time, Term time only

● Reports to: CEO

● Salary2020 Scale 10 (2019 Band 5) 34-37- (salary growth will come with Trust expansion)

● Hours: 17.5 hours per week - 38 weeks a year: Work pattern negotiable/ flexible

● Holidays/ non-working weeks: 14 non-working weeks a year

● Actual: starting salary £16,700 (approx.)

Qualifications and Experience
Degree (desirable)

CIPD or equivalent HR qualification or experience
Experience working in a strategic and operational HR role
Experience of development of HR policies and procedures
Experience of leading and managing workplace change
Experience of leading and managing a team
Full, driving license
Knowledge, Skills and Competencies
In-depth knowledge of current employment legislation and

best HR practice
Understanding of terms and conditions and education

legislation affecting staff
Excellent verbal communication, influencing and negotiation

skills and ability to relate well to a range of people
Excellent written communication skills
Strong ICT skills
Ability to operate independently and to work effectively as

part of a multi-disciplinary team
Project management skills
Ability to work flexibly, meet deadlines and to work under

pressure
Creative thinker with innovative approach
Excellent analytical and problem-solving skills
Strong commitment to own professional development

HR Strategy

· Development of a Trust wide HR strategy incorporating resourcing, performance, pay and reward, equality and diversity, employee relations, consultation and terms and conditions which supports the Trust in delivering its corporate objectives.

· Provision of professional advice on HR matters to facilitate strategic decision-making.

Employee Relations

· Development and regular review of appropriate HR policies and procedures in line with employment law and best practice and ensuring their effective operation in all academies.

· Provision of support, coaching and training to academy staff to enable them to deliver effective management of day- to-day employee relations issues such as discipline, absence, grievance and performance management in line with Trust policy, engaging external HR provider support as appropriate.

· Management of cases to ensure their swift and effective resolution.

· Evaluation of effectiveness of HR policy and practice, taking remedial action where appropriate.

· Development and management of staff and union consultation mechanisms, leading meetings as required.

Employee Resourcing

· Development and implementation of a workforce plan which meets the overall strategic plan of the Trust.

· Lead on the HR elements of change management as required to meet the workforce plans, including restructurings, redundancies and TUPE.

· Management and delivery of effective and efficient recruitment and selection processes which enable the Trust to secure the highest quality staff.

· Responsible for ensuring all recruitment (including of volunteer and third-party staff) is undertaken in compliance with Safer Recruitment and equalities requirements.

· Responsible for ensuring maintenance of compliant Single Central Record(s) across the Trust.

· Creation and management of a pay and reward scheme which supports recruitment and retention and minimizes risks in relation to equal pay, TUPE, contractual terms and general employment law.

· Management of appropriate job descriptions and person specifications.

· Ensuring contracts of employment are issued for all staff within required timescales.

Performance

· Development and management of a cohesive and consistent performance management scheme which focuses on securing high performance across the workforce in support of school improvement.

· Management of Probation and Induction procedures across the Trust.

Information Services

· Development/Management of a coordinated management information system and common reporting processes to enable provision of key performance data such as absence, turnover and retention, performance and pay and employee relations issues.

· Monitoring and analysis of key performance indicators.

· Identification of concerns and delivery of remedial action.

· Regular reporting to managers, governors and Trustees.

· Development of a document bank of template documents for use across all academies.

· Production of Staff Handbook / HR elements of Staff Website.

· Maintain confidentiality of HR information and records at all times in line with the Data Protection Act and manage freedom of information and Subject Access Requests.

· The duties above are neither exclusive nor exhaustive and the post holder may be required by the CEO to carry out appropriate duties within the context of the role.