HR Director

Posted 16 days agoExpires in 3 days
Rotherham
Permanent
Competitive attractive salary

The development of our people and of our culture are organisational priorities for The Diocese of Sheffield.  ​The HR Director is therefore a vitally strategic appointment for us.  The person in this role, in conjunction with the Bishop’s Senior Staff Team (BSST), will be responsible for helping us to reimagine the way we develop and nurture our people, our culture, our structures and our policies.

The HRD will provide strategic direction and expertise across the Diocese and help us to deliver best practice. They will serve as close adviser and thought partner to the CEO and to all members the Bishop’s Senior Staff Team with regard to leadership, development, coaching, employee relations, talent acquisition, stakeholder engagement, culture, organisational design and change, performance management, learning and development. The successful candidate will also oversee a comprehensive human resources (HR) service to the DBF in respect of its ordained and lay office holders and employees and will provide employment support to parishes and linked organisations.

There is no denying it: these are challenging times in the Diocese of Sheffield.  But by the same token, these are exciting times for us. 

No-one has any doubt that in 2030 the Church of England in South Yorkshire will look very different from the way it is now — but equally no-one is yet very clear about the shape it will take.  Will the whole people of God be mobilised for the whole mission of God?  What will morale be like, among key lay and ordained leaders?  Will attendance figures be in decline or growing?  Will there be more stipendiary incumbents or fewer?  Will there be more congregations or fewer?

Even before Covid-19, it was clear that the church communities across our Diocese were facing significant challenges and a need, by the grace of God, for transformational change.  In the midst of the pandemic it is already clear that the challenges have become even more urgent.  We have much for which to be grateful in the structures and cultures we have inherited from the past; but we know they are not well suited to the journey ahead of us, as we seek to serve, as effectively as we can with shrinking resources, the communities of South Yorkshire and the East Riding and as we seek to bear witness to the Good News of what God has done for the world in the life, death and resurrection of our Lord Jesus Christ.
 
The Diocese was founded in 1914 and contains the whole of the city of Sheffield, the Borough of Rotherham and the Borough of Doncaster.  In addition, it contains much of the Borough of Barnsley and areas of East Yorkshire around Goole.  It serves around 1.25 million people in 176 parishes (205 churches and 150 benefices).  These parishes are served by 90 stipendiary clergy, around 40 self-supporting ministers and over 400 licensed Readers and other licensed or authorised lay ministers.  There are twelve deaneries and two archdeaconries in the Diocese.   The Diocese has 40 church schools (39 primary and one secondary) and seeks always to work ecumenically.  The central services team, based as Church House, Rotherham, consists of 50 full-time equivalent staff employed by the Diocesan Board of Finance under the direction of the Diocesan Secretary and Chief Executive.  

  • Develop and implement a comprehensive people strategy and strategic workforce plan that aligns with the overall mission and strategy of the Diocese, resulting in innovative best practices and policies that will service the needs of the Diocese (clergy, lay and DBF) and help build a high performing culture of excellence, accountability, transparency and collaboration.
  • The HRD will act as a strategic partner to the CEO and the BSST providing insight on the people and cultural impact of all strategic decisions and engaging with all aspects of the organisation. Contributing through challenge and coaching to develop strong, cohesive, talented teams, and providing insightful, innovative thinking and problem solving on critical issues.  
  • Coach and counsel BSST in developing themselves and their teams to achieve improved performance and engagement.  Influence and encourage open, positive and effective development reviews for all Clergy to ensure mutual flourishing and wellbeing throughout the Diocese.
  • Provide strategic leadership on all people & culture projects: HR analytics & reporting, talent reviews, training, change management, organisational design, belonging and inclusion.  
  • Optimise the HR function, modernise and refine key processes and activities aligned toward achieving the strategic objectives of the Diocese.
  • Provide the HR advice and presence as required for the formal procedures and measures involving clergy such as discipline, grievance and capability.
  • Lead a people strategy that ensures a culture of employee and clergy development, retention and attraction of exceptional talent. Oversee remuneration and reward practices and philosophy to ensure salary benchmarking conducted on a regular basis. 
  • Develop relationships with the employees and clergy across the Diocese and become someone who is sought for advice and counsel on HR, cultural, and organisational issues.
  • Lead the people function to counsel, coach and guide managers and staff in addressing concerns and complaints to ensure fair and equitable treatment, whilst ensuring compliance with regulations and practices. Working with the BSST and CEO to ensure health & wellbeing is prioritised for employees and clergy office holders.

Qualifications

Essential:

  • A CIPD professional qualification, Level 5 or above and relevant membership with a commitment to ongoing CPD.

Desirable:

  • A coaching qualification

Experience

Essential:

  • Experience of working in an HR generalist role with good working knowledge of employment legislation and its application in the workplace. 
  • At least 2 years’ experience of HRM/HRD management at Director level or equivalent.

Desirable:

  • Experience of HRM/HRD in a Christian context
  • Good experience of change and or project management

Skills and Abilities

Essential:

  • Personal authority to liaise with all levels in a complex environment, relating with credibility.
  • Mature approach to senior level teamwork, with a positive attitude towards collaborative working A “can-do” attitude.
  • Significant ability to coach and mentor all levels of staff.
  • Ability to remain calm and professional when communicating in challenging situations.
  • Proven track record of delivering excellent customer service.

Knowledge

Essential:

  • A good working understanding of IT and HR systems and their application in the workplace.
  • Understanding of relevant legal issues e.g. GDPR, HR, health & safety and charity law, and being able to clearly advise on these issues an understanding of parish life and structures.
  • Understanding and ability to work with budgets and forecasts 
  • A good understanding of safeguarding practice and requirements

 
Personal Attributes:

Essential:

  • An understanding and commitment to the ethos and values of the Diocese.
  • High emotional intelligence and ability to understand the human factors involved in the role and the ability to identify potential in people.
  • Derives great satisfaction from ensuring the right people are in the right places to flourish within the organisation.
  • Able to quickly build strong and positive working relationships and establish trust.
  • Emotional intelligence and awareness, with the ability to communicate clearly with different stakeholders with diverging priorities, whilst protecting collegiate relationships.
  • Flexible and adaptable – able to manage many different projects simultaneously.
  • Committed to your own ongoing development and growth as an individual and team member.

Desirable:

  • A practising Christian