Head of People

Job Advert

**JOB DESCRIPTION**

**Job Title**:Head of People

**Reports to**: Chief Executive Officer

**Line Management**:This role has line management responsibility

**Budget Management**: This role has budget management responsibility

**Based at**: RDA National Office (Lowlands Equestrian Centre, Warwickshire)

**Hours**: Part time - 21 hours a week (3 days a week)

**Contract Type**: Permanent

**Salary**: £57,200 per annum FTE, £32,464.86 per annum actual salary

**About the Role**

The Head of People is an exciting new role for Riding for the Disabled Association (RDA) as the organisation embeds after a period of change with the arrival of a new Chief Executive and Chief Operating Officer. The role holder will be a senior leader at RDA, with responsibility for leading on the development and delivery of the HR Strategy to ensure that RDA provides an environment in which our employees can thrive and are motivated and driven to deliver our mission and values.

The role holder will be hands on and pragmatic in their approach whilst overseeing the delivery of a comprehensive end-to-end HR service supported by a part time HR Coordinator.

**Role Purpose**

**Specific Responsibilities**

HR Strategy
- Develop, lead and implement a People Strategy based on the organisations vision and mission.
- Lead on the continued monitoring and review of the HR People Strategy.
- Support the Senior Leadership Team (SLT) with organisational change plans developed towards the achievement of the HR People Strategy and advise on organisational design and change processes.

Employee Engagement
- Drive initiatives to enhance employee wellbeing, engagement, satisfaction and retention.
- Monitor and review employee engagement and wellbeing and the success of any initiatives put in place.
- Collaborate with Department Heads to understand and address their unique people needs and challenges.

Resourcing
- Ensure that recruitment and selection procedures meet operational need, legislative and good practice requirements, represent value for money and are effectively monitored and managed for equal opportunities.
- Develop and maintain a workforce development and succession plan to ensure that the organisation has the right people with the right skills in place and that recruitment and development activity is planned accordingly.

Pay and Reward
- Responsible for the continued development of the pay and benefits strategy to ensure that RDA remains a competitive employer in the marketplace.
- Ensure fairness and equity in promotions and salary changes across the organisation.

Performance Management
- Oversee the performance management process, ensuring performance is assessed consistently and that training and development needs are addressed.
- Provide support to line managers to address performance concerns within their teams.
- Ensure development plans are in line with the organisations strategic aims and objectives.

Learning and Development
- Responsible for the development and delivery of a comprehensive package of employee learning and development; from induction to CPD, mandatory training and people management skills to ensure that all levels of staff have the appropriate skills to deliver the best possible outcomes for the charity within their roles.
- Provide coaching, mentoring and guidance to management teams to develop their line management capability

Equity Diversity and Belonging
- Lead in the development of broadening our delivery of employee Equality, Diversity and Belonging initiatives to foster a culture of belonging and respect.

Governance and Compliance
- Work closely with the Director of Finance and Resources to ensure all payroll actions are undertaken accurately on a monthly basis.
- Develop a programme of HR Policy Review to ensure that all HR policies are up to date with employment legislation and demonstrate best practice within the Charity sector.
- Provide expert support and advice to the SLT and managers on all aspects of HR policy and practice and employment law, including grievance and disciplinary procedures and employee wellbeing.
- Ensure that any people related risks to the organisation are known, discussed and mitigated.
- Ensure that adequate HR systems are in place to record employee data including annual leave, sickness and employee records and that processes are streamlined and automated as far as possible.
- Ensure that all HR records are up to date and accurate and that record keeping is compliant with GDPR regulations.

HR Metrics
- Develop, analyse and report on regular HR reporting data to the SLT, making recommendations for areas to action and or/develop.

**Line Management responsibilities**

To effectively manage and lead the department by:

- leading by example and demonstrating the Charity’s vision and values
- ensuring regular communication with the team and individuals in relation to the department’s key objectives and delivery against those objectives
- ensuring that all