HR Director

Tallented has been retained by Solent Academies Trust to appoint their Executive Director - People to add strategic HR thinking and action to it's growing Trust. This role would manage a well run HR Operational team in implementing a 3 year strategic People agenda. There is a wide array of work that needs to be conducted here, spanning all aspects of HR. From implementing a new HR System (SAM People) to working on increasing retention rates for their 600+ staff across 5 schools (expanding to 7 by 2026), there are 5 key areas from a strategy perspective that this role will focus on:

• Aspiring to be an employer of choice – Recruitment and Retention
• Caring for our staff – Wellbeing, Work-life Balance and Relational Practice
• Creating a shared identity – MAT-wide Staff Culture
• Respecting our differences – Diversity, Equality, Inclusion and Belonging
• Empowering our staff to develop – Managing Talent and Performance

Whilst a background with Education is not a necessity, given the schools areas for improvement from a People perspective, candidates with Education experience will likely be better fit.

Job Purpose:

The Executive Director - People (EDP) will lead and manage the Trust’s HR function, overseeing day-to-day HR operations and the implementation of strategic initiatives that support the Trust’s vision and growth. With a workforce of around 600 staff across 5 schools (expanding to 7 by 2025/26), the EDP will ensure that HR processes, policies, and systems enable the Trust to attract, retain, and develop high-quality staff, while supporting school leadership in fostering a positive, inclusive, and high-performing organisational culture.

HR Strategy and Leadership:

• Strategic Leadership: Develop and implement the Trust’s People Strategy, aligning it with the Trust’s overall vision and operational goals, including future growth and expansion.
• HR Systems: Lead the implementation of a new HR system, SAM People, by May, ensuring it aligns with the needs of the Trust and streamlines processes such as recruitment, payroll, performance management, and employee data management.
• Centralised Support: Ensure all HR functions are centralised, allowing individual schools to focus on their core educational objectives while benefitting from efficient, consistent HR support.
• Staffing and Growth: Oversee workforce planning to ensure that staffing needs are met across the Trust, including in response to expansion with new schools joining by 2025/26.

Day-to-Day HR Management:

• HR Operations: Oversee day-to-day HR operations, including recruitment, employee relations, performance management, payroll, and compliance.
• Policies and Procedures: Ensure the effective implementation and compliance of all HR policies and procedures, including those related to safeguarding, equality, and diversity.
• Employee Relations: Manage complex employee relations cases, providing expert advice on disciplinary, grievance, absence management, and conflict resolution.
• Payroll Management: Work closely with the Senior Payroll Advisor to ensure payroll is processed accurately and on time, addressing any issues promptly.

Team Leadership and Development:

• Team Management: Lead and manage the HR team of 4, comprising a Recruitment Advisor, HR Advisor, Senior HR Advisor, and Senior Payroll Advisor. Ensure team members are well-supported, and their professional development is encouraged.
• Performance Management: Implement a performance management framework for the HR team, fostering a culture of continuous improvement, collaboration, and high performance.
• Training and Development: Work with senior leaders to identify staff training needs across the Trust and develop appropriate learning and development initiatives.

Recruitment and Retention

• Recruitment Strategy: Oversee the recruitment process, ensuring the Trust attracts, selects, and retains high-quality staff. Develop innovative recruitment strategies to meet the Trust's growing needs.
• Talent Development: Support the development of career pathways and professional development opportunities to retain and develop talent within the Trust.
• Onboarding and Induction: Ensure new staff are effectively onboarded and integrated into the Trust, delivering a consistent and engaging induction process across all schools.

HR Systems and Processes:

• System Implementation: Play a key role in supporting the implementation of a new HR system, likely to be in place by May 2025. Ensure the system is fit for purpose, enhances operational efficiency, and provides accurate data and reporting capabilities.
• Process Improvement: Lead the review and redesign of HR processes and systems to improve efficiency and user experience, ensuring the HR function is future-ready and supports the strategic needs of the Trust.
• Data and Reporting: Develop robust reporting systems to track key HR metrics, such as recruitment, retention, staff turnover, and absence rates, and present this data to the senior leadership team.

Organisational Development and Culture:

• Cultural Leadership: Work closely with senior leaders to foster a positive organisational culture that reflects the Trust’s values and promotes diversity, inclusion, and employee well-being.
• Change Management: Lead HR-related change management initiatives, particularly around the implementation of new systems, processes, and structures as the Trust grows.
• Employee Engagement: Design and implement initiatives to enhance employee engagement, morale, and well-being across all schools and departments within the Trust.

Compliance and Safeguarding:

• Safeguarding Responsibilities: Ensure all HR policies and practices comply with safeguarding requirements, with particular emphasis on safer recruitment and safeguarding training.
• Legal Compliance: Ensure the Trust is compliant with employment law and all statutory regulations, including data protection, GDPR, and equalities legislation.
• Risk Management: Identify and manage HR risks, including employee disputes, legal challenges, and safeguarding concerns, providing expert advice and recommendations to senior leadership.

Person Specification:

Qualifications:

• CIPD qualification (Level 7) or equivalent industry experience.
• Degree in Human Resources, Business Management, or a related field is desirable.
• Evidence of continuous professional development in HR management, leadership, or related areas.

Experience:

• Proven experience in a senior HR management role, ideally within multi-site responsibility.
• Experience managing a team, including recruitment, performance management, and professional development.
• Significant experience in HR strategy development, process improvement, and implementing HR systems.
• Experience in managing large-scale recruitment campaigns and driving talent development initiatives.
• Experience in handling complex employee relations issues and change management.
• Experience working in the education or public sector (desirable but not essential).

Skills and Competencies:

• Leadership: Strong leadership and management skills, with the ability to inspire and develop a high-performing HR team.
• HR Systems Expertise: Demonstrated experience in implementing and managing HR systems, with the ability to streamline processes and improve data management.
• Employee Relations: Excellent knowledge of employment law and best practices, with the ability to manage complex employee relations issues.
• Strategic Thinking: Ability to develop and implement HR strategies that align with the Trust’s broader goals and contribute to organisational growth.
• Communication: Excellent interpersonal and communication skills, with the ability to engage effectively with staff at all levels and across different sites.
• Problem-Solving: Strong problem-solving and decision-making skills, with the ability to manage multiple priorities in a fast-paced environment.
• Change Management: Expertise in leading HR-related change initiatives, particularly in the implementation of new systems and processes.

Personal Attributes:

• A proactive and solutions-focused approach to HR management.
• Highly organised with a strong attention to detail.
• A collaborative mindset and a commitment to the values and ethos of the Trust.
• Adaptable and resilient, with the ability to manage change and work effectively under pressure.

Additional Information:

• Travel between school sites within the Trust will be required.

SEARCH PROCESS:

The search for this role is being ran and managed by Tallented, a Consultancy that recruits Senior Leaders within the Education sector. The search is being managed by Adam Pomerenke, contactable on adam@tallented.co.uk. Tallented will be conducting the first-round interview for this position. Please note that any CVs being sent directly to SAT will be forwarded to Tallented for an assessment.

- Applications open on 18th November.

- Applications close Sunday 1st December.

- Tallented interviews 2nd- 4th December (Teams interviews).

- 1st round SAT interviews 11/18th December.

- Final Interview 23rd December.

- Appointment made 24th December.