Human Resource Manager

Lewisham, London (Greater)
Circa £50,000 (dependent upon experience), 30 days annual leave plus Bank Holidays, NHS pension
14 Dec 2020
14 Jan 2021
HR Manager
HR Jobs Level
Contract Type
Full Time
CIPD Membership
CIPD Member

Human Resources Manager

(Circa £50,000)

One Health Lewisham

The role

We are looking for a Human Resources Manager to develop the Human Resource function in the organisation, delivering the full range of HR services to OHL. This new role to the organisation will work as part of the Senior Management Team and be responsible for delivering the HR Support for the organisation.  The successful candidate will be outcome focused and able to deliver a quality HR Service in an agile and changing operational environment.


The successful candidate will have:

  • University degree or equivalent level of education.
  • CIPD Level 7 qualification essential, Chartered Member of CIPD desirable
  • Strong employee relations HR experience
  • Excellent communication and interpersonal skills.

How to apply

If you wish to apply please send your CV and a covering letter detailing why you believe you are the right person paying attention to the person specification.

Interviews planned for Tuesday 26th January 2021.  


One Health Lewisham is an Equal Opportunities employer.


JOB TITLE: Human Resources Manager

REPORTS TO: Governance Director


Purpose of Role:

As lead professional for human resources, develop the existing function to ensure that it is fit for purpose, quality driven, efficient and actively supports the management of One Health Lewisham.

Main duties as lead HR professional:

As a member of the Senior Management Team, provide the lead on HR services for all staff members, ensuring that all functions have the staff resources they need, and that OHL is legally compliant in terms of employment law.

Develop and implement a coherent human resources strategy and detailed supporting work plans for agreement by the Senior Management Team.  These strategies and plans must be aligned with the overarching strategic plan and must be driven by the business needs of OHL.

Review HR Information Systems and ensure that the systems and practices are efficient and fit for purpose.

Create and deliver HR policies, processes, systems and support services in line with the agreed HR work plans.  These will include:

1.         Workforce planning

  • Ensure that there is an annual workforce plan in place detailing the number and types of posts agreed for each functional area and any changes to posts in terms of salary, numbers or organisation.  Once agreed as part of the annual budget cycle, ensure that workforce changes are in line with the plan and no other changes are made without the approval of the Senior Management Team.

2.         Attracting and recruiting new employees

  • Advise recruiting managers on best processes to attract, select and recruit staff ensuring that these processes are as cost-effective as possible.  Where possible recruitment should be undertaken in-house to avoid recruitment agency fees.
  • Design recruitment processes appropriate to the level of the vacancy, incorporating skills and/or aptitude testing where relevant.
  • Produce recruitment documentation, including advertisements, job descriptions, person specifications, employment contracts etc ensuring that it is legally compliant and adheres to OHL brand guidelines.
  • Arrange for all necessary pre- and post- recruitment checks to take place prior to confirming an offer of employment.  These include checking the candidate has the right to work in the UK and obtaining satisfactory employment references.

3.         Developing and maintaining processes to encourage continuous improvement in performance of individual employees and teams

  • Manage the appraisal performance process and review regularly to ensure that it remains effective, including the provision of any training needed so that managers and employees can participate effectively in the process.
  • Compile and implement an annual training plan for employees at all levels of OHL ensuring that it covers statutory training requirements, individual development needs and group training requirements. Develop and deliver (in some cases via outsourced providers) the required training and development.
  • Ensure that processes are in place to manage unsatisfactory performance and that managers across OHL are comfortable using these when needed.

4.         Raising levels of employee engagement

  • Ensure that OHL engages with employees as fully as possible on matters that affect employees and the organisation as a whole.  This will include implementing and analysing a staff survey, ensuring that change is communicated well and create opportunities for employees to raise and discuss work issues with their managers and other employees e.g. a staff forum.

5.         Promote good employee relations and employee well-being

  • Proactively support the effective management of sickness absence, discipline, grievance and performance in OHL.
  • Support managers with difficult personnel cases, and ensure effective and transparent mechanisms are in place to enable staff to raise issues of concern, be it at personal level via dispute resolution processes or organisation-wide via a staff forum or other mechanism.
  • Support OHL managers in conducting any formal consultation processes that are required to ensure that these are conducted in line with legislative requirements and are handled sensitively and empathetically.
  • Ensure that suitable occupational health and/or other health and welfare tools are available to support staff where needed.

6.         Manage the departure of employees

  • Where employees leave the employment of OHL voluntarily, ensure that processes are in place to issue final payments and leaver documentation, seek the return of any outstanding equipment and to conduct exit interviews.
  • Ensure that processes are in place to manage the departure of non-voluntary leavers that are compliant with relevant employment legislation and that these incidences are handled in a way that does not expose OHL to risk of successful legal challenge.

7.         Compliance with relevant legislation

  • Ensure that robust processes are in place, and are audited regularly, to deliver compliance with employment legislation including the right to work in the UK and data protection requirements.

8.         Change Management and project work

  • As a member of the Senior Management Team, undertake project work to support organisational change and improvement, taking ownership of delivery and outcomes.

9.         HR administration

  • Review the HR Information Systems, ensuring that they are fit for purpose and utilised effectively.
  • Ensure the administrative foundations of the HR function are maintained to a high quality by regularly reviewing and updating HR policies, legal documents, processes and procedures.
  • Produce and analyse HR metrics regularly to provide evidence of how the organisation is performing over time and recommend actions to address any areas of concern, including succession planning.  Metrics will include staff numbers, payroll costs/increases over time, staff turnover and sickness absence levels.
  • Maintain a complete and accurate file for each employee of OHL referencing all key employment documentation.  Set in place processes to enable information to be stored securely and accessed readily when needed in line with the Data Protection Act legislation.

10.       Budget

  • Work with the Finance Director to develop, manage and monitor the budget for HR including preparation of costings as appropriate for any new developments/projects.

Main responsibilities as employee:

Compliance with all policies and procedures of One Health Lewisham relating to employees as set out on the Intranet, the Staff Handbook, your contract of employment and any other documents produced and issued from time to time.

Commitment to work within the principles of equal opportunities legislation and in an inclusive, open and transparent style.

Work within the OHL’s formal governance structures. 

Comply with all reasonable instructions given by the Directors and by the Board of the Organisation. Maintain a positive attitude and constructive behaviour at work at all times.

Person Specification:

Knowledge and qualifications:

  • Level 7 CIPD accredited qualification in HR (or equivalent) – essential
  • Chartered MCIPD with CPD  - desirable
  • Knowledge and experience of HR process management - essential
  • Knowledge of and commitment to equality and diversity at work - essential
  • Knowledge of GDPR and how this relates to employee records – essential
  • Knowledge of employee consultation and engagement in a non-unionised environment - essential


  • Experience of working in a busy HR Team - essential
  • Experience of supervising or managing the work of others - essential
  • Experience of developing workforce plans – essential
  • Experience of leading in the development and implementation of a workforce plan - desirable
  • Experience of managing casework relating to absence, grievance, disciplinary and performance management - essential
  • Experience of effectively managing conflict in groups or between people - essential
  • Experience of supporting managers to effectively manage HR issues - essential
  • Experience of managing change - essential
  • Experience of working as part of a multi-disciplinary management team – desirable
  • Experience of managing an HR function – desirable

Work related attributes and abilities

  • Able to give professional advice that is legally compliant and business focused - essential
  • Numerate – able to analyse and understand HR data - essential
  • Able to write professional HR reports using data to support recommendations – essential
  • Experience of Gender Pay Gap and Equality reporting – desirable
  • Ability to work as part of a multi-disciplinary team – essential
  • Ability to give and receive meaningful feedback – essential
  • Ability to provide appropriate check and challenge to Senior Management - essential
  • Ability to work with minimal supervision – essential
  • Ability to manage the work of self and others - essential
  • Highly developed negotiation and persuasion skills - essential
  • Personally resilient and calm under pressure - essential
  • Commitment to the Values of OHL – essential


  • Ability to work flexibly to the needs of the organisation - desirable
  • Ability to travel to different service delivery locations within OHL as required – desirable
  • Positive, can do attitude – essential
  • Ability to attend evening Board meetings if required (Board meetings are held once a quarter) - essential

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