Interim HR Director – 3 months – inside IR35

    Interim HR Director – 3 months – inside IR35

  • Islington
  • Permanent

Reed HR are working alongside a Not for Profit Organisation based in North London who are recruiting for an experienced Director of People for initially 3 months. This is to cover whilst the organisation recruits for someone permanently. This vacancy is only suitable for applicants who are immediately available or on 1 weeks notice.   Job Summary This is a new senior leadership role within the business.

The post holder will contribute to the delivery of the organisations strategic aims nationally to ensure the company is Stronger than Ever. The post holder will model the organisations values; people focus, can do, excellence and mutual respect. The purpose of the job is to be responsible for and lead on all People matters across the organisation, including Human Resources, EDI, Payroll and Learning & Development, as well as setting the company’s Workforce Strategy. Senior Management – To provide reports and present to Executive Group and Senior Leadership Group (SLG) meetings as required.

Leadership of the HR Team – To oversee the strategic work of the HR team, and provide effective and supportive line management to the Head of HR. – To continually review and monitor the progress of the HR Team against the HR business/action plan, and ensure that staff resources are appropriately allocated and deployed to meet key objectives, and to lead the Business Partner support to regional, operational and project managers. – To develop mechanisms to monitor the effectiveness of HR and produce regular reports on key HR performance indicators to ensure service delivery is consistent and in line with agreed standards, and ensure people performance measures are used and reported across the organisation. – To ensure that effective and appropriate HR Policies and Procedures are in place, accessible and which meet legal requirements, best practice and organisational objectives.

– To advise and support managers in handling disciplinary, capability and grievance issues and to liaise with employment lawyers as appropriate, and to work with the legal team and manage Employment Tribunal claims. Workforce Strategy – To lead the review and delivery of the the businesses Workforce Strategy. – To involve and consult with key stakeholders in the review and delivery of the Workforce strategy to ensure it supports organisational strategy and meets the needs of commissioners, service users and staff. People Team Management – To line manage the Learning & Development Manager, the Payroll Manager, the EDI Manager and the National Lead for Volunteers, and their high performing teams, so that they can deliver their respective organisational responsibilities and goals.

Including, but not exhaustively: a) To oversee and lead the organisational development and implementation of recruitment strategies, systems and services, which attract, develop and retain the best employees and volunteers in support of the organisation’s mission aims and values. b) To continuously analyse and review existing recruitment strategies to ensure they support the organisation’s mission aims and values; c) To support, develop, deliver and evaluate a detailed EDI action plan with short and long term goals, key deliverables, milestones and accountabilities with key stakeholders and work towards the development and delivery of a robust EDI Strategy for the organisation;

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