Job Description
Brief role description:
The HR Manager will provide end-to-end, operational and strategic human resources support for the charity's international workforce (excluding APAC). Acting as a trusted advisor to leadership and line managers, the role will ensure that people practices are compliant, values-driven, and aligned with our strategy. The postholder will lead on talent acquisition, employee lifecycle management, employment relations, policy development, total rewards, and HR vendor management, delivering a pragmatic and high-quality HR service appropriate to a small charity environment.
Main responsibilities:
* Talent Acquisition & Workforce Planning
* Lead on talent and succession planning, along with the full recruitment lifecycle, including workforce planning, role design, advertising, shortlisting, interviewing, and onboarding with the support of the HR Coordinator
* Manage relationships with external recruitment agencies and job boards as required.
* Work with the Head of Finance & HR on the annual headcount plan.
* In partnership with Health & Inclusion lead seek to diversify our staff team in line with our commitments in the Diversity Inclusion Action Plan (DIAP)
* Support nominations committee with Trustee Recruitment as required
* Support the set up of new international legal entities where required
2. Employee Lifecycle Management
* Oversee all aspects of the employee lifecycle, from onboarding through probation, development, performance management, and exit.
* Oversee accurate and compliant employee records and HR systems.
* Lead on performance management process, supporting a culture of accountability, development, and feedback and development and utilisation of supporting tools.
* Manage leavers, including resignations, retirements, and departures where applicable.
3. Employment Relations
* Act as the lead point of contact for employee relations matters, including absence management, disciplinary, grievance, capability, and performance issues.
* Provide expert advice to managers on employment law, best practice, and risk mitigation.
* Support formal processes, ensuring fairness, consistency, and legal compliance.
4. Line Manager Support & Capability Building
* Coach and advise line managers on people management responsibilities and decision-making.
* Build manager capability through guidance, toolkits, and targeted training.
* Promote consistent people management practices across the organisation.
5. HR Policies, Compliance & Governance
* Develop and Implement the annual “People Plan” in line with Sport England Guidance
* Develop, implement, and regularly review HR policies and procedures to ensure legal compliance and alignment with organisational values.
* Ensure compliance with employment legislation and charity governance standards.
* Maintain an external network to stay up to date and abreast of new developments in the sphere of HR.
* Support organisational change initiatives, ensuring appropriate consultation and communication.
* Provide information to the Nominations and Remuneration Committee as required
6. Total Rewards & Benefits (Including Vendor Management)
* Manage the organisation’s total rewards framework, including pay structures, benefits, pensions, and non-financial rewards.
* Act as the primary liaison with external vendors (e.g. payroll providers, pension administrators, benefits suppliers).
* Oversee payroll processes carried out by People & Culture co-ordinator
* Benchmark reward practices to ensure competitiveness within the charity sector and affordability.
7. Learning and Development:
* Conduct organisational capability assessment and training needs analysis and develop annual training plan within budget
* Design, source, and manage cost-effective learning solutions, including internal training, external providers, pro-bono support, e-learning platforms, and charity-sector resources.
* Support the development of managers through targeted people-management and leadership development initiatives.
* Manage L&D budgets and relationships with external training providers where applicable.
Expectations of line managers at parkrun:
* Will have regular 1:1s with direct reports.
* Will set objectives for direct reports / team.
* Will provide regular feedback and developmental guidance.
* Will plan teams’ workload and availability.
* Will play a role in recruitment and selection and work with the People & Culture team to understand the roles required.
* Will cascade messages to the team as appropriate.
* Will be able to assign responsibilities and authority to the right employees, taking their interests, ambitions, development and competency into account.
* Will deliver any disciplinary sanctions in line with our policies and processes.
* Will provide support for team members and promote health and wellbeing at work.
Essential experience requirements:
* Proven experience delivering end-to-end HR support
* Strong working knowledge of employment law and employee relations.
* Experience managing vendor relationships.
Desirable experience requirements:
* International HR experience
* Experience within a small organisation or charity/non-profit setting
* Experience writing and delivering training interventions
* Line management experience
Professional certification requirements:
* Chartered Member (Chartered MCIPD)/ CIPD Level 7 qualification Desirable
* Associate (Assoc CIPD)/ CIPD Level 5 Essential
Most relevant skills:
* Accountability: Will be accountable and pass on accountability for one’s own actions and those of colleagues and the organisation.
* Communication: Able to talk and work with people at all levels in a professional and mature manner across the whole parkrun network.
* Initiative: Able to be proactive, take initiative and take steps to improve ways of working seeking support where necessary.
* Organisation: Able to determine goals and priorities and to accurately assess the actions, time and resources needed to achieve those goals.
* Presentation: Able to deliver engaging and informative presentations with excellent public speaking skills.
* Priority Management: Able to manage competing priorities with resilience and thrive in a fast-paced environment.
* Problem Solving: Able to detect problems, recognise important information and link various data; to trace potential causes and look for relevant details.
* Teamwork: Accountable for team and individual responsibilities and deliverables.
* Resilience: Demonstrates the ability to remain focused, composed, and effective in the face of challenges, setbacks, or ambiguity and public scrutiny.
* Project Management and associated supporting tools.
* Able to use a variety of IT systems and tools, such as google workspace.
* Demonstrates high levels of discretion and confidentiality.
* Demonstrates a growth mindset, with a desire to improve and learn new skills.