The HR Manager is responsible for leading and managing the Human Resources function within a CQC-regulated care organisation, ensuring full compliance with CQC regulations, safer recruitment standards, employment law, and organisational policies. The role requires strong leadership, robust oversight, and proactive management of risk, ensuring that all HR processes are safe, compliant, and auditable. The HR Manager will play a critical role in safeguarding service users by ensuring that only suitably vetted, trained, and competent staff are deployed. Given previous regulatory concerns, this role requires high levels of accountability, attention to detail, and a proactive approach to audit and governance. Key Responsibilities 1. Leadership and Team Management Lead, manage, and develop the HR team to ensure high performance, accountability, and compliance. Set clear expectations, objectives, and performance standards aligned with regulatory requirements. Conduct regular supervisions, appraisals, and performance reviews for HR staff. Provide guidance, coaching, and support to ensure consistent and compliant HR practice. Escalate risks and concerns promptly to Director level. 2. Safer Recruitment (CQC Regulation 19 Compliance) Take full responsibility for ensuring all recruitment processes meet CQC Regulation 19 (Fit and Proper Persons Employed) requirements. Ensure no staff are deployed without: Verified references (minimum required and fully validated) Valid DBS checks (appropriate level and risk assessed if pending) Confirmed Right to Work documentation Implement and maintain a robust safer recruitment framework, including: Standardised recruitment checklists Verification and audit trails Risk assessment processes where exceptions arise Ensure all recruitment documentation is fully compliant, accurate, and securely stored. Lead on continuous improvement of recruitment practices in line with safeguarding standards. 3. HR Audit and Compliance Oversight Design, implement, and maintain a comprehensive HR audit programme. Conduct regular audits of: Personnel files Safer recruitment compliance Right to Work documentation DBS and referencing Produce audit reports with clear actions, timelines, and accountability. Ensure all identified issues are rectified promptly and tracked to completion. Prepare HR documentation and evidence for CQC inspections and Local Authority reviews. Maintain accurate and up-to-date records to demonstrate compliance at all times. 4. Risk Management and Governance Identify, assess, and manage risks within the HR function, particularly those impacting safeguarding and regulatory compliance. Ensure all risks are: Documented Risk assessed Approved by appropriate management level Regularly reviewed Develop and maintain risk registers specific to HR and workforce compliance. Ensure no unmanaged or undocumented risks exist within recruitment or staffing processes. Act as a key point of escalation for compliance risks to senior management. 5. Workforce Compliance and Development Ensure all staff receive: Regular supervision and appraisal Access to mandatory and role-specific training Oversee and maintain an accurate and up-to-date training matrix. Ensure staff are compliant with mandatory training before deployment. Work closely with operational teams to ensure safe staffing levels and competency. 6. Payroll and HR Systems Oversight Oversee HR systems (e.g., Rotacloud, Employment Hero) to ensure data accuracy and compliance. Ensure: Accurate recording of staff data Correct holiday pay calculations Alignment between HR and payroll systems Undertake Payroll or Work collaboratively with payroll if another person is sought for the payroll function to ensure staff are paid correctly and consistently. 7. Policy Implementation and Legal Compliance Ensure all HR policies are: Up to date Aligned with legislation and CQC standards Effectively implemented across the organisation Ensure compliance with: Employment law Immigration legislation Safeguarding requirements Provide expert HR advice to senior management. 8. Reporting and Accountability Provide regular reports to Directors on: HR compliance Audit outcomes Risks and mitigation actions Workforce metrics Maintain transparency and ensure senior management have full oversight of HR compliance. Support strategic decision-making through accurate HR data and insight. Person Specification Essential Proven experience in an HR management role within a health and social care or CQC-regulated environment Strong knowledge of: CQC standards (particularly Regulation 19) Safer recruitment practices Employment law and Right to Work legislation Demonstrable experience of: Managing HR teams Conducting audits and driving compliance Managing risk within HR functions High attention to detail and strong organisational skills Ability to challenge, escalate, and drive improvement at senior level Desirable CIPD Level 5 or above (Level 7 desirable) Experience managing HR in a service that has undergone regulatory scrutiny or improvement processes Experience with HR systems such as Rotacloud and Employment Hero Key Competencies Strong leadership and accountability Excellent attention to detail Analytical and audit-focused mindset High integrity and commitment to safeguarding Ability to manage pressure and regulatory scrutiny Strong communication and reporting skills Additional Requirements Commitment to safeguarding and promoting the welfare of vulnerable adults including Safer Recruitment Enhanced DBS check required Flexibility to respond to organisational and regulatory needs, a positive workplace culture that promotes employee engagement and well-being. Qualifications: Bachelor's degree in Human Resources Management, Business Administration, or a related field. A minimum of 5 years of experience in HR management, preferably within the social care sector. Strong knowledge of UK employment law and best practices in HR. Excellent interpersonal and communication skills, with the ability to build relationships at all levels. Proficient in HR software and Microsoft Office Suite. Strong analytical and problem-solving skills. Ability to handle sensitive information with confidentiality and professionalism.