Clergy HR Partner

Posted 2 months agoExpires in 1 month
£45,000 (Perm)

The Diocese of London comprises of c400 parishes north of the River Thames and within the M25 motorway. The Church of England in London is vibrant, growing and is at the heart of communities throughout the city. The purpose of the London Diocesan Fund is to support this work, seeking to use our resources to facilitate the ministry of our parishes and chaplains who seek to serve four million people.

The diocese has just launched a new 2030 vision, which outlines our priorities for the next 10 years. For an outline, please see our website:

At the heart of the vision is for every Londoner to encounter the love of God in Christ.

The Human Resources Department provides a pro-active and comprehensive human resources (HR) service to the London Diocesan Fund and wider Diocese in respect of its lay employees and employed clergy, ecclesiastical office holders (for whom it pays the stipends) as well as providing HR advice to Parishes.

The purpose of this role is to provide Bishops and Archdeacons within the Diocese of London with high quality, transformational HR partnering support on a wide range of clergy HR issues including appointments, terms of service under Common Tenure and contract and related clergy matters.

Although there are clearly defined core responsibilities within the role, the Clergy HR Partner is part of a small HR team that works closely together and covers for each other both during periods of leave and through sharing workload during busy periods. The Clergy HR Partner and the HR Manager will be expected to work closely together in this regard, providing cover and support for each other. This role holder may therefore be required to undertake any other duties that are commensurate with the role and the operational needs of the team.

Clergy Recruitment

  • Provide good practice advice to Bishops and their staff on the recruitment and selection of clergy, with expert advice on safer recruitment and due regard for diversity and equality.
  • Provide advice regarding compliance with Home Office immigration regulations and the Diocesan Sponsorship Licence, carrying out regular spot checks of Right to Work documentation held in clergy files.
  • Provide expert advice for the Bishops’ offices with regard to the taking up of references and other pre-employment checks.

Clergy terms of service

  • Develop deep knowledge and expertise on clergy terms of service, providing expert advice to Bishops, Archdeacons and others as required.
  • Act as an authorised signatory for clergy Statements of Particulars drafted by the Bishops offices.
  • Ensure that the suite of templates for Statements of Particulars is maintained and up to date for use by the Bishops’ offices.

Clergy HR Partnering

  • Provide high quality partnering support and advice to Bishops and Archdeacons regarding clergy HR matters.
  • As part of the Vision Resources Group, work to support Bishops change the existing shape of clergy resource within the diocese, providing creative and innovative solutions.

People and Data System

  • Work with colleagues in the Finance and Area teams to review the opportunities presented by the new People and Data System developed by the NCIs, ensuring optimal organisation of diocesan resource for clergy HR administration, including SOP's and recruitment.
  • Develop the reporting capability from the People and Data System to provide insight to Senior Staff at regular intervals to inform decision making and strategic priorities.
  • Develop a clergy HR (workforce) plan for the diocese that enables Bishops to look strategically at the deployment of clergy resource within each area, identifying known changes and trends and to enable succession planning.

HR Projects

  • Review existing clergy HR policies and procedures, working with the National Clergy HR team to update national policies or where appropriate, developing Diocese of London specific policies where there is an agreed need.
  • Under the direction of the Director, leading and/or supporting on ad-hoc projects as identified, including researching and preparing reports/papers on HR matters as agreed with the Director of HR.


  • Maintain up-to-date knowledge of developments in HR practice and employment law (with regard to the impact on clergy office holders) and ecclesiastical legislation, and take a proactive approach to continuous professional and personal development.
  • Promote equality and diversity as part of the culture of the Diocese.
  • Undertake any other duties that are commensurate with the role as required by the Director.



  • 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.
  • Excellent IT skills including Microsoft Outlook, Excel and Word and Survey Monkey.
  • Ability to interpret complex information and apply it to the development of people policies.
  • Ability to spot opportunities for simplifying and streamlining work, integrating policy, and devising imaginative solutions to problems.
  • A good understanding of relevant employment law, and its impact on policy and HR good practice, particularly with regard to clergy office holders.
  • 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.


  • 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 developing policies, guidance and terms of service that support good people management.

Personal Attributes:

  • Ability to manage relationships through influencing, collaborating and liaising, acting as a facilitator of conversations and challenging senior staff where necessary.
  • Sympathetic listener, able to detect underlying issues and respond to and understand feedback.
  • Keen to further the Church of England’s mission through people management practice that will enable clergy to flourish in ministry.


  • Knowledge and understanding of the roles, structures, and culture of the Church of England.

The LDF exists to support the mission of the Church of England in London. The principal activity of the London Diocesan Fund is to operationally and practically serve and support the parishes and people within the Diocese of London, enabling the vision that every Londoner will encounter the love of God in Jesus Christ.