Human Resources Manager

Salary:
£47,508 - £55,953 per year.


Contract Type:
Full-time (37.
5 hours), Permanent.

Application Process:
A completed application form sent to Jobs@cse.
org.
uk
Closing Date:
5pm on Wednesday 21 May 2025.


Main Purpose:

This is a unique opportunity to take up a senior management role in CSE that will shape and lead the delivery of our Human Resources function across the organisation.
To further develop, deliver, and strengthen CSE's Human Resources function, ensuring that the organisation complies with all relevant legislation and guidance while recruiting and retaining good quality staff.
Instilling a collaborative culture of high performance where staff are encouraged and supported to perform at their best and we collectively achieve outstanding results.


The successful candidate will be an experienced HR professional qualified at least to CIPD Level 5 (or equivalent) with at least 5 years' post-qualification work experience in HR roles in a charity, commercial or public sector setting.


Job description


Pay and conditions
The role is full-time, permanent role (37.
5 hours per week).

The salary for the role will be £47,508 - £55,954 (starting salary is expected to be at the
lower end of the range)
You will be entitled to 25 days paid holiday (plus statutory holidays).

CSE offer a range of benefits including, subsidised bike purchase and Tech Scheme, Life Assurance,
Health Cash plan, retail discounts and discounted breakdown cover and many more.

We will pay fees and expenses on relevant training courses.


Specific responsibilities
An applicant appointed to the role will be expected to:


To deliver all aspects of CSE's Human Resources function, from recruitment, staff welfare, wellbeing and associated support, staff records, training and professional development, oversight and advice on any conflicts or disciplinary matters; and to include the development and maintenance of all appropriate staff policies and processes, including performance management and staff appraisals, remuneration, role progression and all staff benefits.

To ensure the Staff Handbook remains regularly updated, and to lead on all amendments / updates to this key document for staff.
Additionally, working alongside the Director of Finance & Operations, the Chief Executive and other directors to ensure all HR-related policies and procedures across CSE are reviewed regularly and remain updated accordingly, supporting staff needs as effectively as possible while also reflecting the needs and strategic objectives of the whole organisation, its charitable status and mission.

To maintain the organisation's personnel records in accordance with appropriate data protection standards and recognised good practice (utilizing the Cezanne HR system).
To provide overall ownership of this system - in terms of data contents, security and ongoing operations for the system.
The postholder will also act as primary contact for the Cezanne software supplier, liaising with the Director of Finance & Operations and other interested parties where necessary.
To maintain oversight of staff welfare and working with line managers and other relevant staff, provide and promote access to support and advice to sustain good staff mental and physical health and wellbeing.

To play an integral role supporting both the Employee Voice (EV) group and Equality, Diversity and Inclusion (EDI) group and take a lead on related operational functions including administrating the 6-monthly Staff Survey and highlighting issues and trends in staff feedback.

Provide oversight and guidance in respect of staff recruitment, onboarding, induction development and training, supporting and advising other relevant staff across all associated processes.

To issue accurate and timely employment contracts, offer letters, job descriptions, pay review letters for all internal changes.
Manage and oversee internal paperwork flows from relevant managers, relating to any changes to individual employee terms of employment.
Support the SLT in reviewing and amending standard terms of employment contracts to ensure CSE's practices reflect current best practice.

To ensure that all payroll documents such as starter forms and payroll amendment forms are completed and saved in the correct location and sent to the payroll bureau where appropriate, and support the Finance team with the administration of our payroll and payroll records and pension scheme contributions and other employee benefits.
To accurately track all staff absence and ensure that self-certification and return to work meetings are completed in a timely manner.
Update the Bradford factor grid to monitor score against policy and, support line managers and employees in understanding how CSE uses this as a tool at all stages of process.

To maintain an up-to-date knowledge of applicable employment, equity and diversity, and Health and Safety laws (with support from professional advisors where appropriate), standards, guidance, and good practice, advising the SLT how these can best be reflected in the organisation's policies and practices as they apply both to individual members of staff and to the organisation as a whole.

To prepare accurate and accessible reports for the Senior Leadership Team and Trustees on relevant organisational, team, and individual staff HR matters to enable informed and timely monitoring and decision-making, principally on a set cycle to feed into a routine schedule of meetings and occasionally to meet an ad hoc need.

To work with the Senior Leadership Team and other staff as appropriate to support change management processes.
This may include reviewing remuneration policies, job evaluation and salary benchmarking, skills audits, EDI Practices and line management practices.

To identify opportunities to improve CSE's Human Resources processes and practices, informed by a sound understanding of our mission and strategic objectives and our operating context and by keeping up to date with advances in personnel management and human resources practices.
To see a more detailed list of responsibilities please see the supporting documents attached.
These documents are also available to download from our website.

Essential attributes for this role include:

CIPD qualification (Level 5) or equivalent Human Resources qualification.

At least 5 years' post-qualification work experience, including at least 2 years' proven experience in an advisory role.

Experience of developing and implementing effective HR policies and practices across an organisation, including managing any associated change processes.

Experience in supporting both the organisation as well as individual employees through challenging employee relation conflicts and issues.

Applied knowledge of employment legislation and good HR practices.

Experience in overseeing the maintenance of a live HR system.

Experienced in developing and supporting line managers in managing challenging situations.

Excellent interpersonal skills with well-honed listening skills and an empathetic manner.

Ability to explain often complex HR matters in a clear and concise manner, to au.