Head of People
Every child needs support to achieve their potential but some children require extra help along the way. Early Intervention is about getting additional, timely and effective support to children and families who need it – enabling them to flourish and preventing costly, long-term and damaging outcomes. The Early Intervention Foundation (EIF) is the government What Works Centre for early intervention, providing evidence to government departments, local authorities, charities and other agencies about what works, what doesn’t work and what is promising practice in relation to early intervention. This evidence is then disseminated to both sectors and workforces with the aim of changing policy and practice on the ground. Our work is delivered through an ongoing portfolio of projects. These projects are funded through grants and contracts with a range of organisations, including central government departments, local authorities, non-departmental bodies, research organisations and the voluntary sector. We are a small charity with around 35 members of staff. To find out more about EIF visit our website at www.eif.org.uk
This role is a great opportunity for an experienced HR Manager or HR Business Partner to take the lead for the People Function in our small organisation as a standalone generalist. Reporting to the Director of Finance and Resources, and managing a full time Office Assistant, this role will involve operational management of Human Resources and strategic development of the People offering; Learning and Development, Reward, Recruitment, People Policy and Process, Organisational culture / development and the charity’s office environment. The post holder will ensure full compliance with legal and regulatory requirements and uphold best practice for a trusted charity brand.
Manage a comprehensive HR service ensuring managers and employees are equipped with best practice to enable a high-performance culture and support the delivery of EIF’s strategic objectives. To manage contracts (e.g. out-sourced IT support) and to be the key point of contract for premises issues and health and safety.
Human Resources • First contact for day-to-day queries and advice (for employees and managers) and any resolution. • Create and keep under review the charity’s framework of HR policies, process / administration and manage the Office Assistant in delivery of relevant delegated tasks. • Manage employee relations casework including dispute resolutions, disciplinaries, grievances, absence, right to work in the UK reviews, retirement and redundancy. Write letters / contracts as required. • Responsible for accurate recording and maintenance of people data and personnel files. Provide key people performance information by interpreting people data and analysing figures on staff turnover, sickness absence, cost per hire etc. • Monitor absence and ensure that persistent short-term and long-term sickness is managed effectively. • Work with the Head of Finance and Project Governance to supply monthly payroll exceptions/change data, ensuring alterations to staff rewards are managed through a change control process and properly documented. • Implement a learning and development framework suitable for EIF including in-house training on our key policies for staff. • Keep under review the mix of skills present / needed in EIF for the delivery of project work. Develop recruitment selection strategies, retain talent and plan for succession in key roles as appropriate. • Lead on the sourcing, recruitment and onboarding of new staff and trustees (interviewing senior hires when necessary) and managing relationships with any recruitment agencies. Ensure diversity is front and center of our campaigns. • Lead and oversee the induction of Staff with practical support from the Office Assistant • Work with appropriate parties to improve and maintain the charity’s pay and grading and job evaluation system ensuring our offering is competitive and inspiring • Oversee staff leaving the organisation. Conduct exit interviews and collate other feedback from staff for senior management • Co-ordinate the appraisal and objective setting process, to ensure objective setting is in line with the strategy. Promote an understanding of the benefits of feedback. • Lead/participate in the implementation of specific projects, procedures and guidelines to help align the workforce with the strategic goals of the organisation. In particular to support the development of Values for the charity (led by the Chief Executive). • Lead on internal communication / consultation with staff, including the annual staff survey. Communicate and act upon the survey results. • Attend SMT meetings as required, providing information, data and guidance to support the organisations plans and strategies. • Support change management processes as applicable. • Lead on ad hoc HR related projects as required.
Office Environment • Ensure Health and Safety laws are adhered to and that staff have a pleasant, safe office environment to work in. • Take an overview of office layout, provision of desking and other facilities. Maintain a good working relationship with the landlord. • Line manage and motivate the Office Assistant whose duties include; IT, Facilities Management and HR basic admin.
Other • Be co-responsible for EIF Fixed Costs Budget with Head of Finance and Project Governance • Work flexibly as part of a team and to carry out other duties commensurate with the responsibilities of the post.
Person specification – personal attributes • Proven ability to play a constructive partnering role as part of a team • Ability to inspire, challenge, motivate and empower others, winning hearts and minds and promoting a high-performance culture • Possess and exercise the highest integrity • Demonstrates personal dynamism, energy and enthusiasm • The ability to communicate and influence persuasively and clearly • Flexible and adaptable with an ability to identify key priorities • Motivated to improve outcomes for children and families • Excellent written and oral communication skills and ability to present information to a range of senior stakeholders
Person specification – skills/experience
• CIPD L7 qualification/PG DIP HRM/MBA in Human Resource Management (or working towards) with evidence of continuous professional development and/or • Proven substantial HR management experience • Generalist knowledge and experience covering all HR disciplines • Exceptional organisational and communication skills together with proven leadership capabilities • Excellent knowledge and experience of employment legislation and its application • Ability to problem solve and demonstrate operational and strategic skills • Ability to maintain confidentiality
Desirable Qualifications/experience • Experience in supporting line managers through change • Reward, L&D, Culture/Values design and implementation experience