Head of HR Policy and Pay

**Details**:
**Reference number**:

- 424490

**Salary**:

- £69,308 - £74,129
- Important information about pay - it is expected that from 1 October 2025 the pay for this role will be £72,717. In addition, once the role holder has completed their probationary period (usually 6 months) they will become eligible to receive a pay premium allowance of £5,454 per annum. This pay premium allowance is non contractual and non-pensionable
- A Civil Service Pension with an employer contribution of 28.97%

GBP

**Job grade**:

- Grade 6

**Contract type**:

- Permanent

**Business area**:

- CO - Infected Blood Compensation Authority (IBCA)

**Type of role**:

- Human Resources

**Working pattern**:

- Flexible working, Full-time, Job share

**Number of jobs available**:

- 1

**Contents**:

- Location
- About the job
- Benefits
- Things you need to know

**Location**:

- Newcastle-upon-Tyne

**About the job**:
**Job summary**:
We are seeking an experienced Head of HR Policy and Pay to lead IBCAs people policies and pay and reward strategies. You'll manage a team and provide expert advice to senior leaders, playing a key role in shaping the organization's workforce strategy and employee relations.

**_ Opportunities to move to the new Infected Blood Compensation Authority (IBCA)._**_ At the moment all IBCA roles are hosted by Cabinet Office within the Civil Service. However, once IBCA becomes an independent employer, it is anticipated that most of these roles will transfer to IBCA, which means that the post-holder will leave the Civil Service to become a public servant._
- Roles that transfer to IBCA from Cabinet Office will maintain the same (Infected Blood Compensation Authority) or substantially the same terms and conditions of employment that are overall no less favourable. Employees who move from Cabinet Office to IBCA will be able to continue to participate in the Civil Service Pension arrangements with no break in their pensionable service._
- Please note that the mission of IBCA means that it is likely to be operational for a period of approximately 5 to 7 years. When IBCA’s work begins to wind down, IBCA employees will receive support and practical guidance to find a new role, whether in the Civil Service, another Arms Length Body (ALB), or an external employer. _

**Job description**:
As Head of HR Policy and Pay, you will lead the development and implementation of internal people policies and oversee the Infected Blood Compensation Authority pay and reward strategy. You will be responsible for ensuring the approach to HR policy is inclusive, future-focused, and aligned with cross IBCA frameworks. You will manage a team of six, including two senior team leads (Policy and Pay) and four senior executive officers.

**Key Responsibilities**
- Lead the design and implementation of internal HR policies across the full employee lifecycle (e.g., attendance, performance, flexible working, parental leave, grievances);
- Own and shape the Authority pay and reward strategy, including annual pay awards, business cases, and equal pay reviews;
- Provide expert advice to senior leaders on complex HR policy and reward issues, ensuring compliance and best practice;
- Line manage two senior team leads and oversee a wider team of four senior officers to ensure delivery of priorities and continuous development;
- Lead the Authority engagement with central functions on wider cross IBCA HR policy and pay matters (e.g CoSOP transfers);
- Horizon-scan for emerging workforce issues and drive forward modern, inclusive HR policies that support talent and retention;
- Ensure all HR policies are evidence-based, legally compliant and reflect best practice in equality, diversity and inclusion;
- Represent the Authority in pay and policy forums and contribute to corporate governance and people board activity;
- Lead and shape discussions with Trade Unions, taking a central role in Employee Relations for the Authority and ensuring legal compliance with the consultation, negotiation and information requirements for Trade Union engagement.

**Person specification**:

- Essential criteria_
- Demonstrable experience in developing and implementing HR policy in a complex or regulated environment;
- Expertise in pay, reward and/or benefits frameworks, including evidence of designing or leading pay reviews or cases;
- Experience of leading and managing teams to deliver strategic people priorities;
- Strong stakeholder management skills, with a track record of engaging at senior levels and influencing outcomes;
- Trade Union engagement and facilitation;
- Strong knowledge of employment law, HR policy, and pay frameworks;
- Experience leading equality impact assessments and inclusive policy development.

**Additional information**:
A minimum 60% of your working time should be spent at your principal workplace. Although requirements to attend other locations for official business will also count towards this level of attendance.

**Memberships**:

- C