We are currently in the process of recruiting a second HR Partner (clergy) to provide Bishops and Archdeacons within the Diocese of London with high quality, transformational HR partnering support as they operationalise their 2030 Vision. This will include providing advice and partnering solutions on a wide range of issues relating to their LDF employed staff and 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 HR Partners will work closely together whilst also holding various ‘portfolio’ responsibilities as part of a small HR team that works closely together, providing cover for each other both during periods of leave and through sharing workload during busy periods. 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.

HR Partnering

Provide high quality HR partnering support and advice to Bishops and Archdeacons regarding their LDF employed staff and in relation to clergy HR matters.

Providing creative and innovative solutions to support Bishops and Archdeacons to lead/re-shape their teams to support their Vision 2030 plans.

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 SOPs 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 these where they are national policies or where appropriate, developing Diocese of London specific policies where there is an agreed need.

Under the direction of the Director or Head, leading and/or supporting on ad-hoc projects as identified, including researching and preparing reports/papers on HR matters as agreed with the Director/Head of HR.

General

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.

Essential

Skills/Aptitudes:

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.

Education:

CIPD qualified or relevant equivalent HR experience

Knowledge/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

Desirable

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

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 (c140) and employed clergy, ecclesiastical office holders (for whom it pays the stipends (c500) as well as providing HR advice to parishes.