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About the Role

The People Partner is responsible for project management and overseeing the day-to-day delivery of practical guidance, advice, and support to all departments at a senior level. This role leads operational HR generalism on organization-wide People projects and advice aligned with the strategic People Plan, ensuring policies, processes, and practices are up-to-date, compliant, and inclusive.

Responsibilities

• Manage inclusive hiring processes for casual, permanent, and freelance staff.
• Support managers in reviewing organizational structures before recruitment.
• Audit job descriptions and adverts for inclusive language.
• Oversee vacancy approval, advertising, shortlisting, and interview coordination.
• Review job boards to ensure a wide talent pool is reached.
• Improve the onboarding experience for new starters, including HR induction and welcome days.
• Assist with escalated complex queries or feedback received through the Jobs Inbox.
• Manage relationships with external agencies and maintain the Preferred Supplier List.
• Produce recruitment and ED&I metrics and analysis, tracking campaign success and cost-effectiveness.
• Review and approve new joiner paperwork and employment contracts.
• Analyze feedback from exit interviews, onboarding surveys, and induction days to suggest action plans.
• Act as a point of contact for new joiners.
• Advise line managers on probation periods and coach them on performance management processes.
• Continuously improve the onboarding and offboarding experience.
• Serve as the primary contact for line managers, providing advice and solutions aligned with Old Vic policies.
• Manage Employee Relations cases, appeals, change processes, and restructures with the People & Culture Director.
• Manage flexible working requests, absence, and leave.
• Ensure advice promotes staff rights and mitigates litigation risk, seeking external legal advice when necessary.
• Ensure thorough and fair processes for formal proceedings, with document review.
• Regularly review and update People and Inclusion policies, reminding managers of required reviews and summarizing key changes.
• Anticipate, research, and draft new policies and processes.
• Suggest amendments to ensure policies reflect current legislation.
• Communicate policies and ensure accessibility for all staff, freelancers, and casuals.
• Attend H&S committee meetings and make recommendations for People compliance.
• Maintain accuracy of HR data in systems (Staff Savvy, Cascade) and on SharePoint/Intranet.
• Prepare workforce data reports.
• Manage account relations for Staff Savvy and resolve technical issues.
• Manage HR data retention in line with GDPR and internal policies.
• Review monthly pay-related changes and liaise with the Payroll team.
• Support benchmarking processes and associated actions.
• Lead role-specific benchmarking prior to recruitment.
• Support annual Salary Review cycles, trade union, and LLW increases.
• Contribute to the annual HR budgeting process.
• Facilitate the rollout of annual Career Development Conversations and action plans.
• Deliver the L&D strategy in line with the People Plan, following Training Needs Analysis.
• Implement methods to efficiently track learning activity.
• Analyze training feedback surveys and suggest improvements.
• Apply inclusive practices to all People processes and champion inclusion.
• Support communication of the Awareness Calendar with the Inclusion & Access Lead.
• Ensure due consideration of protected characteristics in ER cases or change programs with an EDI impact statement.
• Actively enhance inclusion agendas and BISP actions.
• Co-lead the Mental Health Champions group to foster a positive mental health culture.
• Lead the annual engagement survey ('Have Your Say'), coordinating feedback, evaluation, and action plans.
• Support the initiation, planning, and rollout of wellbeing and engagement initiatives.
• Support the Business Team with the administration and tracking of the Guardians Scheme.
• Ensure the Intranet is utilized effectively and drive continuous improvement.

Requirements

• Experience in HR generalist roles with a breadth of employee lifecycle activities and best practice.
• Holding a Level 5 CIPD qualification.
• Excellent communication skills (in person, presentation, phone, video, email, written).
• Numerically literate and able to work practically and considerately with payroll.
• Experienced in confidently applying employment law and HR/ACAS best practice in employee relations cases.
• Ability to identify and mitigate risk while prioritizing the People experience.
• Ability to draft a wide range of People activity documents (policies, procedures, forms, templates, guidance).
• Experience working in collaboration with or alongside requirements for H&S, EDI, wellbeing, and learning providers.
• Ability to account manage and learn different platforms, databases, and software (e.g., ATS, HR/payroll databases).
• Ability to collect, present, and analyze People data and draft internal reports and learnings from surveys, databases, research, benchmarking, etc.
• An interest in or experience in the theatre and/or arts world and its diverse workforce.

Skills

• HR Generalist
• Employee Lifecycle Management
• CIPD Level 5
• Communication
• Numerical Literacy
• Payroll Understanding
• Employment Law Application
• HR/ACAS Best Practice
• Risk Mitigation
• Document Drafting (Policies, Procedures, Forms)
• Collaboration (H&S, EDI, Wellbeing, Learning)
• Platform/Database Management
• Data Analysis and Reporting
• Theatre/Arts Industry Interest/Experience

Location

• The Old Vic, 103 The Cut, London, SE1 8NB
• Some home-working

Work Type

• Permanent
• Full-Time
• Hybrid

Experience Level

• Senior Level Guidance
• Experience in HR generalist and a breadth of employee lifecycle activities

Education Level

• Level 5 CIPD qualification

Salary/Compensations

• £46,000 per annum

Benefits

• Ability to work flexibly under the New Ways of Working policy.
• Potential reimbursement for reasonable travel costs for interviews if facing financial hardship.

About the Company

• The Old Vic is a theatre located at 103 The Cut, London, SE1 8NB.
• The People team sits within the wider Business team, led by the COO/Deputy CEO.
• The Old Vic has made a commitment that all applicants with disabilities who meet the essential criteria for this job will be invited to interview.
• All appointments are subject to satisfactory references and proof of eligibility to work in the UK.
• The Old Vic actively supports and encourages people from a variety of backgrounds, experiences, and skill sets.
• The Old Vic partners with a range of inclusive organisations.

Equal Opportunity

• We actively support and encourage people from a variety of backgrounds, experiences and skill sets to join us and help shape what we do.
• We are particularly keen to receive applications from people of the global majority, LGBTQ+, neurodiverse and disabled candidates.
• We may take positive action, in cases where candidates are equally qualified, to increase the employment of under-represented groups at The Old Vic.