People and Culture Manager
12-month fixed term contract (maternity cover)
Part time- (3 days) per week
£23,408 - £26,009 (pro-rata of £39,014-£43,349)
Would you like to work for a for a charity that strives to support those in their mental health when they need it the most? If so, this could be the perfect opportunity…
The purpose of this role is to oversee and ensure the effective delivery of operational HR services to the organisation, supporting line managers and colleagues to perform well in their roles and to contribute to the organisation's culture of care and anti-racism, justice, equity, diversity and inclusion (AJEDI). To develop proactive learning opportunities for all staff, focusing on skills gaps and development of talent. To support and where appropriate lead strategic delivery aligned with the organisation's objectives and overarching strategy. Ensuring line managers and staff are supported and able to seek appropriate HR guidance on a wide range of issues.
Key responsibilities and duties:
The responsibilities below are intended to convey a sense of what the role requires, but it is in no way exhaustive.
- Ensure the HR operations of the charity's People and Culture team are effective and support and oversee their delivery to the organisation.
Ensure the charity's HR practices are embedded across the organisation, to support our cultural and strategic ambitions.
- Ensure line managers and staff are supported and advised consistently, accurately and in a timely manner. Support, coach and develop the charity's line managers.
- Actively support managers to recruit cost effectively using safer recruitment techniques and provide an effective recruitment service presenting a positive impression of the organisation and attracting high quality candidates.
- Manage data collation in recruitment, using data to inform insights into our recruitment practices and inform our recruitment strategy
- Working with the Head of People and Culture, embed the charity's competency and behaviour framework, ensuring alignment with our values and support to managers and staff to understand their obligations, how to perform in line with it, and how to identify gaps for training and development in connection with the framework. Support the review of skills gaps and with the Head of People and Culture, design development programmes and activities to address gaps.
- Ensuring HR policies and processes are up to date, working with the Head of People and Culture to identify priorities, and supporting the People and Culture Officer and People and Culture Assistant to contribute to policy maintenance and cyclical reviews. Support the HR Policy Development Project Lead with the review and development of HR policies and practices project.
- Line manage and develop one direct report, the People and Culture Officer, ensuring they are appropriately supported to carry out their roles, and contribute to the continued development of the People and Culture team.
- When needed oversee the monthly payroll process.
- Oversee the onboarding of staff, volunteers and professional advisors.
- Oversee and where appropriate manage employee relations cases, escalating to the Head of People and Culture as necessary
- Conduct exit interviews, and working with the People and Culture Officer, ensure trends and information are included in HR KPIs.
- Responsible for the monitoring, storage and analysis for learning and development requirement from Performance Management documents and support the development of employee learning and development plans.
- Identifying skills gaps in relation to current talent in the organisation and strategic aims of the organisation, identifying gaps and proactive, cost-effective solutions, including formal and informal learning initiatives.
- Develop and deliver where appropriate in-house learning programmes, to support the development of line managers, and cross- and upskilling of all staff.
- Support the delivery and embedding of the charity's wellbeing strategy and culture of care, through HR policies, practices, feedback mechanisms and HR planning.
- Ensure the charity's people voice mechanisms are robust and meaningful, and contribute to the development of HR practices, including the appropriate involvement of young people in the strategic development of HR.
- Support change management initiatives and programmes. Provide advice and support to line managers, preparing documentation and ensuring procedural timescales are adhered to and ensure a consistent and fair approach to change management.
- Working with the Head of People and Culture and internal stakeholders, develop and embed the charity's approach to performance and talent management, including managing underperformance and talent development.
- Review pay and rewards, process yearly COLA payments and benchmark against similar organisations. Support the review of employee benefits, pension scheme and pay and reward strategy.
Carry out Equality Impact Assessments as required
- Maintain knowledge of developments in Employment Legislation and HR best practice
- Working with the Accountability Network Group and teams across the organisation, ensure that the charity's HR policy and practice supports and where appropriate drives the organisations work on anti-racism, justice, equity, diversity and inclusion.
- Ensure the charity's HR policy and practice is underpinned by safeguarding principles, and contributes to the organisation's culture of care for staff, volunteers, contractors and young people.
- Maintain and observe an appropriate level of confidentiality at all times
- Form effective working relationships with all staff members, volunteers, child mental health agencies and relevant external organisations, developing proactive approaches and solutions
- Be responsible and accountable for safeguarding and follow the organisation's policy and procedures at all times
- Work in accordance with the organisation's Vision, Mission and Values and all policies and procedures