* We have a long and proud history of transforming the lives of children, young people and adults with learning disabilities, autism, and mental health difficulties.
* We are the largest provider of Positive Behaviour Support (PBS) commissioned by the NHS.
* We also work in provider organisations in community settings.
* Our goal is to give individuals, their parents / carers, and network of professionals the knowledge, skills, and motivation they need to provide the best possible support and to increase their quality of life in sustainable and long-lasting ways.
* We achieve these incredible outcomes by developing evidence-based, contextually fit models of support for individuals and their support networks in the various settings they live.
* We are a team of value-driven Behaviour Analysts and PBS Practitioners. We embody our values in everything we do.
About the role
The HR Manager will lead and deliver a comprehensive, consistent, and high-quality HR service across the organisation. The role is responsible for strategic workforce planning, recruitment and retention (including TUPE-related workforce transitions), employee relations and welfare, performance management oversight, and the development and maintenance of a robust HR infrastructure that supports organisational objectives and operational excellence.
Key Responsibilities
1. Workforce Planning & Talent Management
* Lead strategic workforce planning aligned to organisational objectives and service delivery models (evaluate and recommend appropriate workforce models to support different operational approaches).
* Advise on effective workforce structures, staffing ratios, and skill mix to ensure safe, efficient, and sustainable service delivery.
* Design and review staff working arrangements to optimise productivity, cost-efficiency, and employee wellbeing.
* Support organisational change initiatives including restructures, mobilisation of new services, and contract variations.
* Develop succession planning and talent development initiatives to maintain organisational resilience and capability.
* Provide strategic advice to senior leadership on workforce risks, resource gaps, and long-term people planning.
2. Recruitment, Retention & TUPE Management
* Design and implement effective recruitment strategies to attract high-quality candidates.
* Oversee end-to-end recruitment processes ensuring fairness, compliance, and efficiency.
* Develop and implement retention strategies to improve employee engagement and reduce turnover.
* Monitor workforce trends and turnover data to inform retention initiatives.
* Lead and manage TUPE transfers in line with statutory requirements.
3. Employee Relations & Welfare
* Lead on employee relations matters including disciplinary, grievance, absence management, and conflict resolution.
* Provide sound, pragmatic advice to managers on employment legislation and best practice.
* Promote employee wellbeing initiatives and a positive workplace culture.
* Ensure policies and procedures are up-to-date, compliant, and consistently applied.
4. Performance Management
* Manage and continuously improve the organisation’s performance management framework, ensuring it remains effective, fair, and aligned to organisational goals.
* Provide coaching and guidance to managers in managing performance issues, including probation management, absence management, capability processes, and conduct matters.
* Ensure managers understand key areas of employment regulation and procedural fairness when addressing underperformance.
* Monitor performance trends and provide insight to senior leadership to drive accountability and continuous improvement.
5. HR Infrastructure & Service Delivery
* Develop, maintain, and continuously improve robust HR systems, policies, and procedures.
* Ensure consistent, high-quality, and legally compliant HR provision across the organisation.
* Monitor HR metrics and provide regular reporting and analysis to senior leadership.
* Drive operational excellence and continuous improvement in HR processes and service delivery.
* Ensure compliance with employment law, regulatory standards, and organisational governance requirements.
Qualifications
* CIPD Level 5 or Level 7 (or equivalent) qualification.
* Degree in HR, Business Management, or related discipline (desirable).
Experience
* Proven experience in a senior HR generalist or HR management role.
* Demonstrable experience in strategic workforce planning and organisational change.
* Experience managing TUPE transfers and workforce integration.
* Strong background in employee relations case management.
* Experience overseeing and improving performance management processes.
Knowledge & Skills
* Up-to-date knowledge of UK employment legislation, including TUPE.
* Strong interpersonal, coaching, and influencing skills.
* Excellent communication and stakeholder management ability.
* Strategic thinking with strong operational execution.
* High level of discretion and confidentiality.
* Strong analytical, problem-solving, and decision-making capability.
* Leadership & Influence
* Strategic Thinking
* Decision Making
* Resilience & Integrity
* Coaching & Mentoring
* Change Management
Reporting Line
Reports to: Chief Operating Officer
Direct Reports: Recruitment & Onboarding coordinator
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