Based in historic Church House, you will join our dedicated HR team, providing a specialist service to diocesan HR advisers, developing National policy recommendations, guidance and legislation about clergy remuneration and terms of service.
This is a chance to use your love of history, theology, HR and/or the Law to generate new ideas, simplify and streamline processes and make a difference.
Working closely with the HR Manager (Clergy) you will use your passion for HR and interest in the culture and administration of the Church of England to draft guidance and policies whilst providing advice and support to HR Advisers.
You will have the opportunity to apply your HR and legal knowledge and gain an understanding of the Church to make recommendations about the level of stipend and pension for clergy office holders and develop their terms and conditions in a way that enables their ministry to be more effective
You will work collaboratively, innovatively, and creatively with a range of specialist colleagues, both at the NCIs and in the dioceses, building relationships, and optimising opportunities for communication and clarification. You will carry out research, produce statistics and reports, and prepare committee papers and minutes to a high standard of accuracy and with a good grasp of detail.
Undertaking this challenging and exceptional role, you will have the opportunity to learn about the past, develop present processes and contribute to future best practice.
Interviews will be held on the 29th August 2018
To support the HR Manager-Clergy in drafting papers, guidance, policies and other supporting material including spreadsheets and statistics connected with the remuneration and terms of service of the clergy and parochial fees
To provide advice and other support to diocesan HR advisers, archdeacons, diocesan secretaries and others on questions relating to clergy terms of service and parochial fees, referring questions to other colleagues when required
To assist the work of committees and other groups including RACSC, by planning and arranging meetings, preparing and presenting papers and minutes, and implementing decisions
To analyse material, in order to inform policy, for example economic data and responses to consultations
To support the work of the department generally (including Pathways, Transitions and the How We Work programme) and the network of diocesan HR advisers through induction and network events
To develop understanding of good practice and employment law (particularly how it affects clergy office holders) and provide support and advice, engaging with the wider HR advisory service to NCI employees and Bishops’ staff
To support the annual process of stipend consultation and recommendations
To support the annual process for updating parochial fees and stipend recommendations
To work with colleagues in other NCI Departments on changes to policy and legislation to implement the Archbishops’ Council’s objectives
Deputising for the HR Manager – Clergy RACSC Secretary and helping other members of the HR Team
Carrying out consultations to inform policy (for example stipend increases)
Please tell us how you meet the requirements for the role :
Excellent communication skills both oral and in writing
Ability to write clearly and understand and explain complex issues with a strong attention to detail and a high level of accuracy
A high degree of numeracy and an ability to compile, maintain, and interpret statistics and work with data and graphs
Excellent IT skills including Microsoft Outlook, Excel and Word and Survey Monkey
Ability to interpret complex information and apply it to the development of policy
Ability to spot opportunities for simplifying and streamlining work, integrating policy, and devising imaginative solutions to problems
A willingness to develop an understanding of relevant employment law, and its impact on policy and HR good practice, particularly where clergy officers are concerned
An awareness of governance issues and the importance of understanding organisational structures when decisions need approval
Good organisational skills and the ability to assess, prioritise and manage a varied workload,
Ability to meet deadlines and remain calm under pressure.
CIPD qualified or relevant equivalent HR experience
Alternatively, someone with experience of Church administration, experience of and/or interest in Human Resources, and a willingness to undertake study to obtain the relevant CIPD qualification
Knowledge and understanding of the roles, structures, and culture of the Church of England
Experience of working in a complex, multi-faceted organisation with a dispersed and diverse leadership structure
Experience of working with change programmes and associated methodology
Experience of carrying out consultations, requesting relevant information, and dealing with ambiguity
Experience of carrying out a committee secretariat role including producing agendas, papers and minutes
Ability to manage relationships through influencing, collaborating and liaising, acting as a facilitator of conversations and challenging senior staff where necessary
Interested in developing policies, guidance and terms of service that will support people in their roles
Sympathetic listener able to detect underlying issues and respond to and understand feedback
Keen to further the Church of England’s mission through developing policies that will enable clergy to flourish in ministry
We in the National Church Institutions support the mission and ministries of the Church all over England. We work with parishes, dioceses (regional offices), schools, other ministries and our partners at a national and international level.
Excellence, Respect, Integrity
We follow these three values in everything we do, whether we are of Christian faith, another faith or no faith.
To learn more about working for National Church Institutions and our benefits, please click here.
We are committed to building a culturally diverse workforce. As part of this commitment, we welcome applications from people, regardless of their background. As a Disability Confident committed employer, it is important to note that there may be occasions where it is not practical or appropriate to interview all disabled applicants who meet the minimum criteria* due to high volume. We limit the amount of interviews conducted to five applicants per open post we advertise.