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About the Role

This critical role manages the charity's day-to-day people management and development, ensuring processes align with legislation. The People Manager will foster a high-performance culture where colleagues feel a sense of belonging and can reach their potential.

Responsibilities

• Provide proactive coaching on values alignment and desired behaviours, supporting managers and team members on people-related matters.
• Support managers in creating an inclusive culture and workplace.
• Promote early resolution of issues, including Performance Improvement, guided by organizational values and policies.
• Manage employee relations (ER) issues alongside line managers, including absences, performance management, disciplinary actions, grievances, and dismissals.
• Support the Director of People in delivering change management programs, including TUPE transfers, redundancy, and service re-organizations.
• Develop an understanding of team challenges and priorities to work with managers on resource and succession planning.
• Support the Director of People in developing reports and analysis for management and the Board.
• Work with the Finance Manager to ensure accurate payroll processing.
• Support the end-to-end recruitment process, including attraction, job descriptions, shortlisting, interviews, and induction.
• Build and implement engagement processes and activities, ensuring continuous improvement and enhancing the organization's reputation.
• Support the implementation of Belonging, Diversity, Equity and Inclusion (BDE&I) and wellbeing strategies.
• Support the Director of People with the development of reward and recognition programs.
• Support the Director of People in creating learning and development programs.
• Manage the L&D budget and program, ensuring return on investment and value for money.
• Manage the organization’s people information systems and identify opportunities for enhanced digital services.
• Analyze data from engagement surveys, exit interviews, and turnover to inform the People Strategy and implement improvements.

Requirements

• Experience in managing, coaching, and developing employees.
• Proven experience in managing the employee lifecycle (recruitment to exit).
• Adept at stakeholder management and relationship building across multiple teams.
• Proven track record in managing varied, complex employee relations (ER) issues and capable of managing several issues at once.
• Experience of planning and delivering L&D projects.
• Experience of working successfully in a changing organisation where flexibility, agility and adaptability are essential.
• Undergo a criminal record check by the Disclosure and Barring Service.
• Must be entitled to work in the UK.

Skills

• Strong relationship building skills.
• Working knowledge of employment law.
• Confident in written and spoken communication.
• Ability to present to internal audiences both virtually and in person.
• High emotional intelligence.
• Psychological agility.
• Coaching mindset.
• Highly numerate.
• Strong analytical skills.
• Strong problem-solving skills.

Experience Level

• CIPD level 5 qualified or equivalent knowledge gained through experience

Education Level

• Degree in Organisational Psychology, HR, CIPD level 5 qualified or equivalent knowledge gained through experience