HR Manager

HR
Operations and Employee Lifecycle

Recruitment,
Onboarding, Induction and Learning

Payroll
and Employee Administration

HR,
Operations and Organisational Development

Employee
Relations

Leadership,
Operational Oversight and People Development

Strategic
Contribution, Workforce Reporting and Board Support

HR Operations and Employee Lifecycle
Lead HR practice across the organisation and oversee all stages of the employee lifecycle.
Provide timely, practical and legally compliant HR advice to the Co-CEOs, Heads of Service, managers and employees.
Apply sound HR knowledge and professional judgement to people-related decisions, escalating for specialist legal advice where appropriate.
Oversee contracts, employment documentation and contractual changes, with routine preparation and record updates completed by the HR Assistant.
Maintain and develop HR policies, procedures and guidance so that they remain relevant, accessible and compliant with employment legislation.
Set standards for HR records, systems and documentation and assure compliance with confidentiality and data-protection requirements.
Oversee probation and review arrangements, ensuring managers complete timely, fair and documented reviews.
Recruitment, Onboarding, Induction and Learning
Lead and improve end-to-end recruitment, including role scoping, job documentation, inclusive advertising, selection design, offers and pre-employment checks.
Advise recruiting managers on fair, consistent and safer recruitment practice and participate in recruitment activity for key roles.
Monitor recruitment progress, candidate experience, time to hire and emerging attraction or retention risks.
Oversee onboarding, induction and exit processes, with coordination and administration delivered by the HR Assistant.
Identify organisational learning and development needs with the Co-CEOs and Heads of Service and coordinate an appropriate learning plan.
Oversee mandatory-training compliance and evaluate whether learning activity is improving capability and practice.
Payroll and Employee Administration
Oversee the payroll process, timetable, controls and relationship with the organisation's accountants, while the HR Assistant carries out day-to-day payroll processing.
Review and authorise the monthly payroll submission prepared and processed by the HR Assistant before finalisation and payment.
Ensure payroll changes are supported by accurate, approved documentation and that the Assistant completes submissions within required timescales.
Resolve exceptions and escalated payroll queries with the accountants, employees and relevant managers.
Provide management assurance over payroll accuracy and compliance through proportionate checks, reconciliations and documented approval.
HR, Operations and Organisational Development
Align HR, workforce and agreed operational priorities with Sport for Confidence's strategy, vision and direction.
Work with the Co-CEOs and Heads of Service to strengthen organisational systems, processes, role clarity and ways of working.
Support workforce planning, organisational development and change-management activity.
Use HR and workforce information to identify themes, risks and opportunities and support effective decisions.
Develop an inclusive, positive, accountable and values-led culture and contribute to cross-organisational projects where the role can add value.
Employee Relations
Lead and advise on employee relations matters, including performance, capability, conduct, grievance, absence, retirement, organisational change and redundancy.
Provide managers with clear, proportionate advice and ensure matters are handled fairly, consistently, compassionately and in line with legislation and policy.
Encourage early and informal resolution where appropriate while recognising when a formal process or specialist advice is required.
Manage complex cases and ensure that decisions, correspondence and records are complete, accurate and appropriately confidential.
Leadership, Operational Oversight and People Development
Provide day-to-day line management, supervision, workload direction and development support to the HR Assistant.
Provide agreed oversight and coordination across the operations function, ensuring responsibilities, priorities and escalation routes are clear.
Hold effective supervision, wellbeing, performance and development conversations with direct reports.
Support Heads of Service and managers to strengthen their confidence and capability in managing and developing their teams.
Assess operational capacity and infrastructure with the Co-CEOs and lead proportionate improvements with relevant colleagues.
Strategic Contribution, Workforce Reporting and Board Support
Contribute HR and operational insight to organisational planning, workforce planning and change.
Prepare accurate, proportionate and appropriately anonymised HR and workforce reports and updates for the Co-CEOs and Board.
Monitor meaningful measures covering recruitment and retention, absence, employee relations, learning and development and other key people matters.
Identify emerging workforce themes, risks and priorities and recommend practical responses.
Provide assurance that appropriate HR policies, controls and workforce practices are in place and implemented effectively
Professional duties
Attend professional meetings and appropriate training events as required.
Maintain an appropriate continuing professional development record.
Engage in regular supervision and the employee appraisal process.
Comply with organisational policies and procedures, including those relating to annual leave, absence and time owing.
Maintain confidentiality and professional standards in all aspects of the role.
Additional responsibilities
Complete all mandatory training and remain up to date with organisational policies and guidance.
Keep the Outlook calendar and agreed work records up to date.
Provide HR and operational leadership across the organisation as priorities and organisational needs evolve.
Undertake other appropriate responsibilities commensurate with the level and purpose of the role.

HR Operations and Employee Lifecycle

Lead HR practice across the organisation and oversee all stages of the employee lifecycle.
Provide timely, practical and legally compliant HR advice to the Co-CEOs, Heads of Service, managers and employees.
Apply sound HR knowledge and professional judgement to people-related decisions, escalating for specialist legal advice where appropriate.
Oversee contracts, employment documentation and contractual changes, with routine preparation and record updates completed by the HR Assistant.
Maintain and develop HR policies, procedures and guidance so that they remain relevant, accessible and compliant with employment legislation.
Set standards for HR records, systems and documentation and assure compliance with confidentiality and data-protection requirements.
Oversee probation and review arrangements, ensuring managers complete timely, fair and documented reviews.

Recruitment, Onboarding, Induction and Learning

Lead and improve end-to-end recruitment, including role scoping, job documentation, inclusive advertising, selection design, offers and pre-employment checks.
Advise recruiting managers on fair, consistent and safer recruitment practice and participate in recruitment activity for key roles.
Monitor recruitment progress, candidate experience, time to hire and emerging attraction or retention risks.
Oversee onboarding, induction and exit processes, with coordination and administration delivered by the HR Assistant.
Identify organisational learning and development needs with the Co-CEOs and Heads of Service and coordinate an appropriate learning plan.
Oversee mandatory-training compliance and evaluate whether learning activity is improving capability and practice.

Payroll and Employee Administration

Oversee the payroll process, timetable, controls and relationship with the organisation's accountants, while the HR Assistant carries out day-to-day payroll processing.
Review and authorise the monthly payroll submission prepared and processed by the HR Assistant before finalisation and payment.
Ensure payroll changes are supported by accurate, approved documentation and that the Assistant completes submissions within required timescales.
Resolve exceptions and escalated payroll queries with the accountants, employees and relevant managers.
Provide management assurance over payroll accuracy and compliance through proportionate checks, reconciliations and documented approval.

HR, Operations and Organisational Development

Align HR, workforce and agreed operational priorities with Sport for Confidence's strategy, vision and direction.
Work with the Co-CEOs and Heads of Service to strengthen organisational systems, processes, role clarity and ways of working.
Support workforce planning, organisational development and change-management activity.
Use HR and workforce information to identify themes, risks and opportunities and support effective decisions.
Develop an inclusive, positive, accountable and values-led culture and contribute to cross-organisational projects where the role can add value.

Employee Relations

Lead and advise on employee relations matters, including performance, capability, conduct, grievance, absence, retirement, organisational change and redundancy.
Provide managers with clear, proportionate advice and ensure matters are handled fairly, consistently, compassionately and in line with legislation and policy.
Encourage early and informal resolution where appropriate while recognising when a formal process or specialist advice is required.
Manage complex cases and ensure that decisions, correspondence and records are complete, accurate and appropriately confidential.

Leadership, Operational Oversight and People Development

Provide day-to-day line management, supervision, workload direction and development support to the HR Assistant.
Provide agreed oversight and coordination across the operations function, ensuring responsibilities, priorities and escalation routes are clear.
Hold effective supervision, wellbeing, performance and development conversations with direct reports.
Support Heads of Service and managers to strengthen their confidence and capability in managing and developing their teams.
Assess operational capacity and infrastructure with the Co-CEOs and lead proportionate improvements with relevant colleagues.

Strategic Contribution, Workforce Reporting and Board Support

Contribute HR and operational insight to organisational planning, workforce planning and change.
Prepare accurate, proportionate and appropriately anonymised HR and workforce reports and updates for the Co-CEOs and Board.
Monitor meaningful measures covering recruitment and retention, absence, employee relations, learning and development and other key people matters.
Identify emerging workforce themes, risks and priorities and recommend practical responses.
Provide assurance that appropriate HR policies, controls and workforce practices are in place and implemented effectively

Professional duties

Attend professional meetings and appropriate training events as required.
Maintain an appropriate continuing professional development record.
Engage in regular supervision and the employee appraisal process.
Comply with organisational policies and procedures, including those relating to annual leave, absence and time owing.
Maintain confidentiality and professional standards in all aspects of the role.

Additional responsibilities

Essential criteria
- CIPD Level 5 Associate Diploma in People Management (or equivalent recognised HR qualification), or demonstrable equivalent professional HR experience at management level.
- Evidence of continuing professional development and up-to-date knowledge of UK employment legislation and HR practice
- Significant HR generalist experience at HR Manager, HR Business Partner or equivalent level.
- Demonstrable experience of independently advising senior leaders on complex people, workforce and employment matters.
- Experience of providing professional HR advice and support across the full employee lifecycle.
- Experience of managing complex employee relations cases, including performance, capability, conduct, grievance, sickness absence and organisational change.
- Experience of developing, reviewing and implementing HR policies, procedures and people practices.
- Experience of managing or overseeing an end-to-end payroll process.
- Experience of supporting recruitment, onboarding, induction, probation, appraisal and exit processes.
- Experience of working strategically as well as operationally, with the ability to move confidently between the two.
- Experience of supporting organisational change, workforce planning or organisational development activity.
- Experience of providing leadership, supervision and development to others.
- Previous line management responsibility
- Strong interpersonal and communication skills, with the ability to communicate sensitive or complex information clearly and appropriately.
- Excellent written communication skills, including the ability to produce professional reports, papers and workforce documentation.
- Excellent organisational and time-management skills, with the ability to manage competing priorities.
- Strong analytical and problem-solving skills with excellent attention to detail.
- Ability to interpret HR and workforce information and identify themes, risks and priorities. Experience within a growing organisation, social enterprise, healthcare, community or values-led environment.
- Experience of working closely with CEOs, Directors or an executive leadership team.
- Experience preparing HR and workforce information, reports or papers for a Board or senior leadership team.
- Experience contributing to Board assurance, governance or organisational reporting.
- Experience overseeing or contributing to wider organisational operations alongside an HR remit.
- Experience leading or supervising employees working within an operations function.
- Experience of developing or improving organisational systems, processes and ways of working.
- Experience using HR data, workforce metrics or management information to support organisational decision-making.
- Experience supporting managers to develop their people-management capability.

Desirable criteria
- CIPD Level 7 Advanced Diploma in Strategic People Management or equivalent.
- Chartered Member of the CIPD (Chartered MCIPD) or working towards Chartered status.
- Relevant degree or postgraduate qualification in HR, People Management, Business Management or a related discipline.
- Experience within a growing organisation, social enterprise, healthcare, community or values-led environment.
- Experience of working closely with CEOs, Directors or an executive leadership team.
- Experience preparing HR and workforce information, reports or papers for a Board or senior leadership team.
- Experience contributing to Board assurance, governance or organisational reporting.
- Experience overseeing or contributing to wider organisational operations alongside an HR remit.
- Experience leading or supervising employees working within an operations function.
- Experience of developing or improving organisational systems, processes and ways of working
- Experience using HR data, workforce metrics or management information to support organisational decision-making.
- Experience supporting managers to develop their people-management capability.

- health, wellbeing, independence and sense of belonging.
- Flexible working,