JOB PURPOSE

The HR Manager role is to take ownership and lead on all HR matters in the UK and globally across the organisation from recruitment to onboarding, organisational policies, salary reviews, payroll, and performance management. The role is a business partner with senior leaders and managers to coach and support them on all HR-related matters and issues, and build effective relationships with and negotiate with host organisations including SCUK, members and key stakeholders around HR issues, finding joint solutions to challenges presenting by our structure and hiring model. The role will oversee, lead, and implement HR projects that support our ambition to move from the grant custodian model to a globally dispersed, locally led network of networks. The role will provide HR related data, evidence, and statistics to support us to continually innovate and improve as an organisation based on sound evidence and data. The role maintains knowledge of trends in the HR sector, changes in employment legislation, and good and emerging HR practice.

KEY ACCOUNTABILITIES

HR INITIATIVES AND PROJECTS

• In collaboration with the Head of People & Culture, support managers to design and implement agreed change initiatives providing advice and solutions

• Lead and implement any specific HR projects or initiatives working with external consultants where appropriate

• Build effective relationships and support negotiations with host organisations including SCUK, members and key stakeholders around HR issues, finding joint solutions to challenges presenting by our structure and global hiring model

• Oversee, lead, and implement HR projects that support our ambition to move from the grant custodian model to a globally dispersed, locally led network of networks

BUSINESS PARTNERING

• Build effective relationships with senior managers and managers by understanding their role, area of expertise and remit so as to develop practical HR solutions

• Provide HR advice and support to managers to enable them to effectively manage their teams and staff to deliver their team objectives

• Coach managers on a 1:1 basis to implement HR policies and initiatives in order to drive strong performance, leadership, engagement, inclusion, resilience, wellbeing, and EDI, and to manage absence, discipline, capability, and grievance issues within their teams

• Provide HR related data, evidence, and statistics to senior management to support data-led decision-making and continual improvement and innovation

• Manage employee relations casework including dispute resolutions, disciplinaries, grievances, absence, retirement, and redundancy as required

• Manage talent and succession planning

• Monitor and develop our performance review process

• Support on learning and development initiatives and promote staff learning and development to managers

RECRUITMENT AND ONBOARDING

• Provide advice on recruitment and selection approaches, working closely with the HR Coordinator

• Provide support to the recruitment process, including job design such as reviewing job descriptions and advising on interview questions

• Responsible for issuing conditional offers and contracts to new staff

• Oversee HR induction and supporting ongoing training and/or support to line managers

HR POLICIES AND PROCEDURES

• Provide first line advice on HR policies and procedures, and benefits for employees and managers

• Monitor, review, and ensure compliance to HR policies and procedures, annually updating for changes in legislation and business needs

• Oversee the maintenance of the HRIS ensuring accurate information is accessible

• Work closely with the HR Coordinator to automate as many HR process including our HRIS and recruitment packages

• Act as the secondary Safeguarding Focal Point (CFOO is primary)

• Administer payroll and payroll records (outsourced) and keep the finance team and the provider updated with any changes

• Oversee the job evaluation process for all new or changed roles ensuring consistent grades and salary are determined

• Review and update company benefits through an annual benchmarking or cost of living surveys and roll out remuneration committee recommendations

• Oversee the relationship with benefits providers and review the providers as needed

PERSON PROFILE

SKILLS AND EXPERIENCE

• CIPD level 5 qualification

• Significant experience in human resources management, including managing the full employee lifecycle and performance management

• Experience of HR Business Partnering with senior managers

• Up-to-date knowledge of UK employment legislation, and appreciation of how global south employment legislation may vary

• Experience of working with HRIS and payroll

• Experience of developing and rolling out HR policies

• Experience of managing HR technical projects

KEY COMPETENCIES

Communication:

• Actively listen and ask incisive questions to allow others to contribute, creating space for diverse voices to be heard

• Build trust by showing commitment to your role, explaining your thought processes, checking your reactions, and encouraging others to share their insights

• Flexible communication style to convey complex information concisely to different audiences, avoiding jargon and using simple language

Strategic Thinking

• Hold both a strategic perspective and enough detail to work with one part of the organisation whilst understanding the impact on other parts of the organisation and network through listening and engaging with other teams

Collaboration

• Recognise and actively seek to build trust, working through conflicts by acknowledging their importance, focusing on the issue not the person, analysing different perspectives and working together

• Actively promote collaboration by spotting and breaking down barriers to siloed working, connecting colleagues, teams, and initiatives

Leadership

• Coach others across the organisation through formal and informal channels, actively developing talent

• Identify cross-organisational gaps in the development of our people to deliver on our mission and actively seek to develop these areas across the team

Adapt and Learn

• Bring in best practice from a range of external sources to drive innovation to advance our work, connecting with diverse stakeholders and perspectives outside the sector

• Balance the need to follow systems and processes with the courage, identifying when systems and processes do not align with the mission, suggesting alternatives

Getting things done

• Enable others to deliver results by setting direction, providing clarity around roles and responsibilities, and creating a positive culture

OUR OFFER TO YOU

• Being part of a network bringing change to the humanitarian sector

• If in London, a centrally located office with onsite drinks available free of charge

• Hybrid working with options to work from home and remotely

• Flexible working arrangements

• Contributory pension

• Life Assurance

• Family friendly policies

• Learning and development opportunities for individuals and cross-organisationally

• 25 days’ holiday plus 2 company days over the Christmas period

INFORMATION FOR CANDIDATES

Our roles are open to discussion about flexible working. For part-time working and job-shares, please get in touch with us for a conversation about possibilities.

Start Network is committed to protecting people, particularly children, at-risk adults and affected populations from any harm that may be caused due to their encountering the Start Network as well as responding effectively should any harm occur.  We are also committed to safeguarding staff from any forms of bullying, harassment, sexual harassment, discrimination, and abuse of power as outlined in the Dignity at Work policy. 

Start Network embraces diversity, promotes equality of opportunity and eliminates unlawful discrimination. We are an equal opportunities employer and treat every application on merit alone.  We particularly encourage applications from disabled, BAME, LGBTQ+ and non-binary candidates.  We offer a guaranteed interview scheme for disabled applicants who meet our essential selection criteria set out in the Person Profile. 

APPLICATION

We use Be Applied, an online recruitment platform. Rather than relying on CVs and cover letters, Be Applied allows you to demonstrate your skills and abilities through answering questions which are blind reviewed by our team to reduce bias.

If you have any questions or need support with your application, please email us using peopleandculture@startnetwork.org.

Applications will be reviewed on an ongoing basis, so please apply early

Any offer of employment is subject to relevant checks. Please refer to our candidate privacy notice regarding treatment of your data.