HR Head of Leadership, Engagement and Belonging

This job has now expired
Hybrid: mixture of London and home working.
£60,00 to £65,000, full time equivalent per annum (4 or 5 day week available)

Our aim is for everyone in the NCIs to feel that they belong, and are valued for who they are and what they contribute. We are keen to bring maximum creativity and diverse problem-solving perspectives to bear on the opportunities and challenges as we develop and deliver our work in support of the Church and the NCIs.

This role offers a chance to serve the mission and ministries of the Church of England as it pursues its vision and strategy to become a simpler, humbler, bolder Church that is more diverse. The HR team in the National Church Institutions (NCIs) supports delivery of the Church’s mission through supporting the Dioceses, the NCIs & Bishops’ Staff in four priority areas: Transforming Effectiveness and Working Without Walls (our programme that supports a transitional year into a largely hybrid model of working); Leadership, Engagement and Strategic Partnering; Belonging, Inclusion and Wellbeing; and provision of high quality HR advice both internally to the NCIs and externally to Dioceses.

The HR team works closely with the NCI Ministry Team, who have key responsibilities in respect of renewing the ministries of the Church of England, to ensure alignment of people strategies and approaches.

We anticipate that this role will be instrumental in driving further integration of approaches on leadership and inclusion. It also offers credible preparation for someone planning to step up into a senior HR/OD role within the next couple of years.

The post of HR Head of Leadership, Engagement and Belonging offers an exciting opportunity to make a leading contribution to most of these strategic HR change priorities, in particular leadership, culture and values, senior strategic partnering, belonging and inclusion, including working closely with a new Racial Justice Unit, engagement, learning and development and wellbeing strategy.

You will build understanding and broaden your professional skills in a unique and complex environment, continuing to deliver a programme of culture change in the NCIs, supporting senior leaders and leading our belonging and inclusion work; and contributing to our future working project by promoting and embedding an expanded set of values and behaviours.

A member of our HR Senior Team, you will make a collegiate contribution to leadership of the HR function. You will also have the opportunity to lead some strands of work and develop visibility and senior stakeholder relationships.

This role could be full time or four days a week and the location is flexible. The ability to travel into London at least once a month for specific meetings and events will be required, Covid restrictions permitting.

For full information and to apply, please visit the prospectus website here . Prospectus are acting as our search partners for this role.

In return we offer a unique environment with opportunities for continuous learning, generous annual leave for work life balance, season ticket loans and a range of benefits including discounted entry to attractions and what we feel is a market leading package when it comes to our pension scheme.

The Role

The role will work in partnership with, and report to, the Deputy Director Organisational Effectiveness in developing and delivering the strategic change work in the areas of: leadership; culture, values and behaviours; belonging and inclusion; engagement and wellbeing and learning and development strategy. It will involve pro-active research and analysis, creative thinking, project management discipline, stakeholder engagement and supporting DD/OE in developing, delivering and monitoring impact of this programme of work.

The job holder can expect to lead some projects, deliver events and products, build and maintain strategic relationships and to provide advice to DD/OE, the HR Director and senior stakeholders.

This role and DD/OE will be able to draw on limited administrative support and will work closely with Internal Communications.

Some illustrative priorities for this role for would be:

  • Design and deliver leadership support, often at key corporate moments, ensuring that leadership interventions for NCI leaders are aligned with those offered to senior clergy; and embedding a learning culture among senior leaders.
  • Drive and monitor the corporate NCI action plan for the 2021 Employee Engagement Survey and input strategic steer to the design of pulse surveys and the 2022 survey, with cocreation of the resulting action plan.
  • Support the development of a plan to promote and fully embed across all policies and processes, an expanded set of Values and Charter of Behaviours.
  • Develop and deliver next steps on belonging, inclusion and Anti-Racism work, focusing particularly on building the capability and capacity of our staff networks and ensuring regular visibility of inclusion stories and events throughout the year.
  • Support the development of an NCI wellbeing strategy and drive and monitor its implementation in collaboration with our HR Operations Team and other stakeholders such as our MHFAs.
  • Lead a strategic review of NCI learning and development.

The Requirements



  • Existing knowledge and track record in some of the following fields: leadership development, organisational culture change and the role of values and behaviours in culture change; belonging and inclusion; employee engagement; organisational design and development; and wellbeing. Most importantly, the curiosity to learn more about latest thinking in these areas and ability to demonstrate how you keep in the flow of new ideas and learning.
  • Collaborative, inclusive, strong listening and influencing skills, confident with stakeholders at all levels, personally resilient and with some experience of strategic partnering.
  • Strong written and oral communication for a variety of channels and audiences, including presenting and representing and preparing both formal papers and PowerPoint presentations.
  • Good analytical skills, able to draw out key points from a range of quantitative, qualitative data and other research and insights.
  • Understanding of, or willingness to learn, PPM disciplines using NCI project management methodology and tools.
  • Ability to make an impact and difference in one or more organisational effectiveness strand immediately.
  • Strong personal commitment to the aims and objectives of the Belonging and Inclusion Strategy.


  • HR professional qualification MCIPD or a Change/OD qualification or willingness to undertake one with our support – or equivalent experience.


  • Sympathy for the mission of the Church of England – we welcome those of all faiths and none.
  • Experience of working in a values-driven multi-stakeholder environment, likely to be in public or charity sector.

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

As a Disability Confident Leader, we actively look to attract, recruit and retain those of you who are disabled.

As a member of the Armed Forces Covenant, we welcome applications from those of you who have served in our Armed Forces and their families.

We are committed to being an equal opportunities employer and to ensuring that everyone, job applicants, customers and other people with whom we deal, are treated fairly and not subject to discrimination. We will do whatever is necessary to provide genuine equality of opportunity. We continuously review our policies and processes to support our aim to create a workforce as diverse as the nation the Church of England serves.