Head of HR

This job has now expired
36 Causton Street, Pimlico, London

As part of our 2030 Vision, the development of a high-performing and pro-active HR team is a critical enabler in the delivery of our vision and our commitment to do all that we can to support mission and ministry with the Diocese of London.

With recent investment in two new partner roles, this role has been newly developed to lead a cycle of continuous improvement in the HR partnering, advisory and other HR services we provide to the London Diocesan Fund (including lay employees as well as LDF employed clergy – c140). Services to the wider Diocese includes partnering support and advice to Bishops and Archdeacons in respect of ecclesiastical office holders (for whom the LDF pays the stipends – c500), and as required to our parishes.

The purpose of the role is to provide leadership to the HR team with a view to ensuring development and delivery of a trusted and high performing HR service to the London Diocesan Fund and wider Diocese.

Initial priorities will include:

Developing recruitment process, practice and systems, including engagement with recruiting managers, to ensure that we are swiftly able to source, attract and recruit good calibre staff to ensure development and continuity of our operations;

Developing a plan for the review and improvement of our HR systems and operations to ensure they work well, that they exemplify good practice and deliver good outcomes;

Working with colleagues in finance to source and implement a new HR information system that integrates HR and payroll activity and enables good tracking of HR people data to provide management insight and inform ongoing practice improvement, policy and projects.

Leadership and management of the HR team

Provide professional leadership and management to the HR team in order to ensure high standards of people practice, increasing knowledge and ensuring relevant professional standards are met.

Drive a culture of improvement in systems, standards and support, ensuring delivery of an efficient service to senior leaders and managers.

Conduct effective annual performance reviews for team members and hold regular supervision meetings to review progress against agreed targets and objectives.

Create a positive learning and working environment through delegation, mentoring and coaching of staff and that all team members own their professional development plan.

Ensuring the provision of a high-performance HR service to the LDF and wider Diocese

Enable delivery of a pro-active and high-quality HR service across all aspects of the employee life cycle, ensuring in particular:

Effective and timely recruitment of suitably skilled and qualified staff who have successfully completed required pre-employment checks;

All new staff are welcomed to the diocese and have an effective induction into their role;

Continued organisation of staff engagement/communication initiatives eg Staff Briefings and Staff Forum etc;

The annual PDR cycle is maintained and developed, and managers and staff appropriately supported to review and plan for performance and appropriate development;

The delivery of an annual programme of learning and development activity that supports ongoing organisational and employee development;

Effective communication of HR policy and good practice to senior leaders, managers and staff;

Appropriate, accurate and timely action is taken in respect of contract and other HR administration and key milestones (e.g. contract end dates, probationary periods, exit interviews etc.);

Develop stakeholder feedback mechanisms to ensure we listen and use feedback to improve policy, advice and support;

That we develop and retain our people as a key and valued asset.

Development of trusted HR partnering and advice

Lead the development and delivery of trusted HR partnering and advice to senior leaders and managers, both for LDF employed staff and wider diocesan operations.

Ensuring senior leaders and managers are partnered to find effective solutions to HR, clergy and staffing issues and given confidence, where necessary to manage issues into formal processes.

Ensure that senior leaders and managers are coached and supported in good people practice, and sufficiently skilled and enabled to access appropriate guidance and information to manage HR issues within their teams.

Operational plan and reporting

Lead the development of the annual HR operational plan, ensuring that it is achievable, and responsibility is shared within the team.

Develop use of key performance indicators to measure activity and progress towards our goals.

Work with the team to ensure robust systems are in place to track activity and key deliverables enabling reporting against key performance indicators.

Co-ordinate reporting on progress to the HR & Safeguarding Director and the Senior Management Group as appropriate.

Development of policy, procedures and good practice guidance

Ensure the review and development of HR policies with supporting guidance for the LDF and wider diocese, which are compliant with legislation, based on good practice, and enabling of good people outcomes for the organisation.

Ensure appropriate engagement and consultation with relevant groups as part of the review process and that new policies and/or changes have a robust case and implementation plan.

Ensure that new policies and changes are well communicated with appropriate training to support implementation.

Equalities, diversity and inclusion (EDI)

Ensure that our commitment to EDI is embedded across every aspect of the recruitment, retention and development of our people and ways of working.

Ensure that the HR team role model practice and behaviours for the wider organisation.

Ensure there is a close working relationship and good consultation with the Racial Justice Priority Group and the Disability Support Group.

That we ensure appropriate tracking to monitor impact and progress.


Maintaining own continuing professional development, ensuring that you remain up-to-date with developments in employment law, including attending central and regional training events and networking with other diocesan HR colleagues

Leading and supporting planned and ad-hoc projects (eg policy development, engagement, reward, wellbeing and diversity) as identified, in liaison/partnership with the Director of HR and Safeguarding.

Ensuring good management of all processes, procedures and systems including monthly payroll processes, management of headcount and management and maintenance of staff records on the HR database, in accordance with General Data Protection legislation.

Maintain an overview of all atypical workers e.g. Apprentices, Interns, Contractors, ensuring that contractual arrangements are appropriately managed.

In conjunction with the Director of HR and Safeguarding develop proposals for the annual review of salaries and stipends, ensuring appropriate consultation with relevant stakeholder groups, the preparation of papers for the HR Committee and communication and implementation of the awards.

Manage outsourced HR services eg occupational health, HRIS and pension providers.

Co-ordinate the implementation of the Health and Safety Action Plan and in particular, ensuring that all learning/training related actions are implemented.

The post holder may be required to undertake any other duties commensurate with the role

Knowledge and experience

A Chartered Member of the Chartered Institute of Personnel and Development;

Experience of managing high-calibre HR recruitment, partnering and advisory services;

Excellent knowledge of employment law and HR good practice, with experience of coaching and partnering managers and team to problem solve and deliver good business outcomes;

Experience of leading improvement in HR systems and services, ensuring continuous improvement.

Skills and aptitudes

A professional and people focused style that is driven by integrity and instils trust and confidence;

Excellent people management skills, with ability to role model behaviours and coach others;

Exceptional organisational/project management skills;

Excellent management skills, including a strong focus on performance and collaboration to ensure the continued development of the team;

Exceptional verbal and written communications skills (presentations and policy and report writing);

Good IT skills (word, excel etc);

Sound discernment, judgement and decision making in complex situations

A strong commitment to equalities, diversity and inclusion and experience of supporting ongoing improvement and implementation of good practice;

Able to handle completing priorities, renegotiating and managing expectations accordingly.

Personal Attributes

Credibility and confidence to work with people throughout the diocese, including senior staff, clergy and other stakeholders.

A proven ability to develop and sustain relationships at all levels within the diocese.

A proven ability to maintain the highest standards of discretion and confidentiality

In sympathy with the aims of the Church of England.

An understanding of Church of England structures and ideally experience of working with church or other faith groups

As part of our 2030 Vision, the development of a high-performing and pro-active HR team is a critical enabler in the delivery of our vision and our commitment to do all that we can to support mission and ministry with the Diocese of London.

Job documents