Head of HR - Interim

Interim Head of HR – 9 – 12 month contract

4 day a week

GBP65,000 hybrid with two days out of four in the office. (Surrey).

Green Park are currently partnering with our diocesan client in their quest to recruit an Interim Head of HR. With a blend of both operational and strategic responsibilities, we are seeking candidates from both an established 'Head of HR and those in the HR management space that are ready for an elevated career move. This is an exciting role as the HR subject matter expert, you will help shape the HR vision and strategy of the organisation and commercially partner with the SLT. You will have an understanding of Safeguarding, therefore coming from a background in education, social care, emergency services, public sector and working with vulnerable individuals will put you at a distinct advantage.

Job DescriptionTo ensure the provision of a comprehensive HR service to the Diocesan Board of Finance (DBF) leadership team and staff.

To ensure the provision of a comprehensive clergy appointments process for the Diocese

Responsible for

• HR Partner
• Clergy Appointments Officer

Key relationships

• To be a professional partner and support to:

o Bishops and Archdeacons and their respective offices

o Bishop s Leadership team: Diocesan Directors of Education, Mission and Communities.

• Work closely with the senior Operations team: Deputy Diocesan Secretary, Directors of Finance, Property, Head of Communications, Interim Head of Safeguarding.
• All DBF staff and the Bishop of Guildford s office

Responsibilities:

• To be responsible for the strategic direction and day–to–day management of the diocesan HR activities.
• To lead, develop and deliver a successful HR function that meets the needs of a changing organisation.
• To promote and encourage good HR practice within parishes and to develop model resources and policies for use by parishes.
• To ensure that HR plans support the needs of the diocese but are also flexible enough to cope with changes in the organisation, as and when they occur.
• To provide support and advice to senior staff on HR policy and relevant case management issues including performance management, staff and clergy well–being, employee discipline, capability (including ill–health) and grievance matters
• To review, develop and maintain effective processes and systems in relation to all aspects of the HR function, ensuring these are in line with legislative changes, both parliamentary and ecclesiastical.
• To drive thinking on how to further develop a culture which supports diocesan capabilities to realise our strategic goals including our ambition to be a great place for staff & clergy to work and serve.
• To ensure that people risk areas are effectively managed.
• To provide guidance and support to deaneries, parishes and chaplaincies on HR issues, developing a network of volunteer consultants in line with TC:TL Goal 10
• To liaise with other diocesan officers, National and Regional HR & Safeguarding teams and other relevant professional external agencies
• To keep up–to–date with developments in the law regarding common tenure and clergy terms of service, and to participate in the Church of England HR advisers network.
• To undertake any other ad hoc duties or tasks as required by the Diocesan Secretary.

Development

• To develop and own the process for staff appraisals, ensuring that they support diocesan aims and culture.
• To oversee the process for the implementation of Ministerial Development Reviews (MDRs).
• To advise on appropriate personal development and training plans for staff and clergy, for inclusion in the one integrated training plan for the Diocese.
• To develop coaching, mentoring and secondment schemes to support staff development and the achievement of personal development plans.
• To establish a sound succession plan for employees in line with diocesan strategy and objectives.

Operational HR

• To act as a functional expert, together with the HR Partner, offering professional, pragmatic and accurate guidance to the Bishops, Archdeacons and Church House teams.
• To both formally and informally advise and support on issues of competence, discipline, grievance, absence and wellbeing.
• To be responsible for planning and implementing all aspects of remuneration within the Diocesan Offices including evaluating and benchmarking roles, annual reviews and budget forecast and awareness; working through the Diocese Remuneration Committee.
• To provide information and reports on key HR analytics, managing up to date personnel records, tracking and reporting on issues and producing Statements of Particulars.