Director of People and Engagement (Maternity Cover)

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54050 - 59315

The Diocese is seeking to appoint a People and Engagement Director (Maternity Cover) for a period of one year. The successful candidate will lead the HR function, provide support to the safeguarding team and will manage the administration function.

Reporting directly to the CEO, the key responsibilities of the role include:

  • Leading the HR function, taking responsibility for the strategic direction and day-to-day management of the HR team ensuring that it provides an efficient and effective service.
  • Leading the development, implementation and measurement of an effective employee engagement strategy that supports the diocesan strategy and builds levels of engagement throughout the staff team.
  • Supporting the safeguarding team to build and encourage a culture where safeguarding is positively integrated into the life of the diocese and ensure there is a team culture that develops and grows the performance and efficiency of the team.
  • Managing the administration function, ensuring they provide an efficient welcome service and manage diocesan data effectively through the use of CMS and the Parish Returns System.
  • Supporting the Diocesan Records Officers (DROs) to provide a service to Archdeacons and parishes by supporting them with the care of parish records, ensuring they are in good order and in an appropriate condition.

The successful candidate must be Level 7 CIPD qualified or equivalent, have experience of successfully leading and developing a team and must have an in-depth knowledge of employment law. In addition, the individual will have experience of leading and delivering on a range of strategic development initiatives and have experience of coaching and providing sound advice and guidance to a range of people. A knowledge of Safeguarding processes and procedures is desirable.

Interviews will take place on 27th September 2022

For an informal discussion about the role, please contact Anna Mitchell, Director of People and Engagement, by emailing

Please see attached job description.

Please see attached person specification.

A competitive package includes a competitive salary, flexi-time scheme, reimbursement of car and travelling expenses, an 8% non-contributory pension with an additional 5% matched contributions, hybrid working (50%), and 30 days’ annual leave plus bank holidays and four customary days a year (between Christmas and New Year).

The Diocese of Leeds covers the whole of West Yorkshire, the western part of North Yorkshire, and small parts of South Yorkshire, Lancashire, and County Durham. This is one of the largest dioceses in England and its creation in 2014 was unprecedented in the history of the Church of England. It covers an area of around 2,425 square miles, housing a population of around 2,642,400. The Diocese has around 600 church buildings in 450 parishes and 240 Church of England schools and academies. The Diocese of Leeds property team are responsible for a portfolio of circa 460 residential properties and 700 acres of land.

Our Values

The Diocesan values, Loving, Living, Learning, are vital to the way we encourage equality, diversity and inclusion in our workplace. We aim to:

  • Love God, the world and one another.
  • Live in the world as it is, but, drawn by a vision of something better, we want to help individuals and communities flourish,
  • Learn when we get things wrong, by listening and growing together.

The Diocese of Leeds is proud to be a Living Wage Employer.

Leeds Diocesan Board of Finance (The Board) is committed to providing equal opportunities in employment and the workplace and in avoiding unlawful discrimination. Accordingly, the Board will ensure that recruitment and selection, training and development, and promotion procedures result in no job applicant or employee receiving less favourable treatment on the grounds of race, colour, nationality, ethnic or national origin, class or caste, religious belief or lack of religious belief (unless this is an occupational requirement), disability, trade union membership or non-membership, gender or sex, sexual orientation, marital status, age, responsibility for dependents or being a part-time or fixed-term worker. The Board’s objective is to ensure that individuals are selected, promoted and otherwise treated solely on the basis of their relevant aptitudes, skills and abilities.

For clergy applying to this role, your Area/Suffragan Bishop must be informed of your applications at the earliest opportunity. Furthermore, you must seek a Diocesan Bishop’s Licence in order to be eligible for a new role, and please be aware that granting a licence is subject to a CCSL from your Area/Suffragan Bishop.

To download a copy of our policy for the recruitment of ex-offenders from the diocesan website, please click on the below link: