Director of People, Development and Culture
Location: Based at the William Henry Smith School but requirement to work across all Foundation sites.
Contract: Full time, Permanent, All year round, 37 hours per week
Salary: £63,837.00 - £67,435.00 per annum
Responsible to: Chief Executive Officer / Executive Principals Responsible for: People Team (HR and L&D)
Key Relationships: Chief Executive Officer; Principals; Registered Manager (Children’s Home); Head of Care; Designated Safeguarding Leads; SLT and Operational Managers; Board of Trustees / Governors; External Regulators, and local authorities
Closing Date: 17th June, Midnight
Interview Date: 2nd July 2026
Start Date: To be confirmed
Purpose of the Role
The Director of People, Development and Culture will provide strategic leadership for all people-related functions across the organisation. This is a key role in shaping a values-led, inclusive, and safe culture for our diverse workforce and the vulnerable children and young adults we support. You will lead on workforce planning, recruitment, employee relations, performance and talent development, while ensuring compliance with safeguarding standards, Ofsted, DfE and local authorities expectations, and employment legislation (HMRC, ACAS etc). You will help build a collaborative, compassionate, and accountable working environment where staff are empowered and children and young adults can thrive. You will have an active presence, contributing to strategic direction, supporting effective decision-making, and promoting a culture of collaboration and accountability across the Foundation.
Key responsibilities:
* Create, and implement a people strategy aligned with the organisation’s mission, safeguarding responsibilities, and regulatory requirements.
* Act as a strategic advisor to the CEO and Senior Leadership on all workforce and organisational development matters.
* Maintain compliance with all relevant employment and sector-specific legislation.
* Lead and oversee all HR operations including employee relations, performance management, absence and wellbeing.
* Develop and implement L&D strategies that meet all mandatory training requirements and support professional growth.
* Present people data, analysis and reports to other strategic leaders, Governors and Trustees to support decision making, and influence operational decision-making.
About you:
We are looking for someone who:
* Holds a CIPD Level 7 qualification or equivalent professional HR Qualification
* Can evidence continued professional development in HR, organisational development or leadership
* Has significant senior HR/People leadership experience within a complex organisation
* Has proven experience of leading organisational culture change and workforce development strategies
* Is values-driven, committed to safeguarding, student welfare, equality and diversity
* Is self-motivated and proactive, with a willingness to undertake further training and continuous learning
APPLICATION INFORMATION:
Visits are highly recommended. For further information or to book a visit, please contact the HR department on email address: HR@WHSFOUNDATION.ORG.UK or call 01484 710 123
All our roles are by application via Sam Recruit – We do not accept CVs.
Candidates are required to complete the application form in full, using the Job Advert, Job Description and Person Specification as a guide. Applications must clearly demonstrate how all essential criteria is met. We reserve the right to close this vacancy early if we receive sufficient applications for the role. Therefore, if you are interested, we would encourage you to submit your application as early as possible.
Rehabilitation of Offenders Act (ROA) 1974 (Exceptions) Order 1975 (as amended 2013)
Posts which involve substantial access to children are exempt from provisions contained within this Act under which the job applicants are entitled to withhold information about any previous criminal background which is either unspent or would otherwise be considered ‘spent’ under the terms of the Act. However, changes to the legislation in 2013 mean that spent convictions may be protected and do not have to be disclosed to prospective employers. Employers cannot take protected offences into account when making employment decisions. If the job for which you have applied involves substantial access to children and you have been shortlisted for the post, you will be provided with a form on which you will be asked to disclose any relevant previous criminal background. We will provide more information on protected offences at that stage. If you are the successful applicant you will be required to have an Enhanced Disclosure & Barring Service disclosure & we will also check the DBS barred list (children). Failure to complete this form will result in your application not proceeding any further. The possession of a criminal record will not automatically debar you from consideration for the post for which you have applied. Any information given will be treated as confidential and will only be used in relation to the post for which you have applied.