Role summary

i.        The Senior HR Manager will establish and lead a professional human resource service across sites in Salford and London on behalf of the General Superior and Trustees of the Faithful Companions of Jesus (FCJ), working closely with the UK Area Leader, Head of Finance, Operational and Service managers in recruiting and aligning staff with the aims and ethos of the FCJ Society.

ii.        Responsible for providing strategic thinking and operational Human Resource information and advice to Trustees and Managers that reflects best practice and ensures equity and compliance with current regulations and employment law.

2. Organisational responsibilities will include:

i.        On behalf of the General Superior and Trustees, and working closely with the UK Area Leader, Operational and Service Managers, and Head of Finance, provide a professional HR service for all staff employed by the Faithful Companions of Jesus across their sites in the UK.

ii.        Establishing and maintaining all the key areas of HR, including recruitment, statutory contract requirements, performance appraisal, policy development and implementation and implementing Trustees Decisions by liaising with finance colleagues on remuneration and staff costs.

iii.        Review existing systems and documents in place and align current staff policies and handbooks across the FCJ Society.  Seek to introduce current and compliant HR practices that reflect legal requirements and are consistent and fairly applied across the operations of the FCJ CIO.

iv.        Regularly review and update all HR policies, procedures and the staff handbook for approval by the Trustees.

v.        Provide quarterly reporting on staff turnover, absence, any disputes and any proposed changes to the Trustees.

vi.        Attend meetings as required and provide clear written reports on staffing issues for consideration by Trustees.

3. Operational HR will include:

i.        Work with the Area Leader, Operations and Service Manager and Head of Finance to provide HR advice and support in dealing with staff terms and conditions and contract issues for all staff who are employed by the FCJ Society.

ii.        Ensure that any operational changes to systems and practices are discussed, agreed, documented and implemented consistently.

iii.        Take overall responsibility for putting in place absence management processes working closely with managers to implement and maintain these processes.

iv.        Establish cost effective and timely recruitment processes following current best practice that ensure safe recruitment and best practice.

v.        In liaison with the Safeguarding Lead, work within the standards set by the Catholic Safeguarding Standards Agency (CSSA) in so far as they affect staff.

vi.        Take responsibility for ensuring pay data reflects the FCJ CIO’s agreed policies and procedures and staff contracts answering any questions from the Finance Manager, Operations and Finance Manager and their Assistants.

vii.        Work with Managers to ensure mandatory and development training is carried out regularly and that accurate records are kept.

4.  Employee Relations will include:

i.        Manage routine and complex employee relations issues including misconduct, performance, disciplinaries, grievances, investigations and any redundancies, supporting and advising the Line Manager and acting on their behalf as required and appropriate.

ii.        Advise on dismissals, disciplinary warnings, redundancies, attending meetings and preparing documentation and be confident in dealing with these matters.

iii.        As necessary, liaise with external bodies including lawyers and Trade Unions as required and agreed by the Trustees.

iv.        Confidently introduce any proposed changes to working arrangements that are proposed by Managers agreed with Trustees and lead consultation with staff.

v.        Provide HR advice to Trustees, managers and staff across a range of employment issues, providing papers and documents and support if needed.

vi.        Routinely review staff pay and terms and conditions and make proposals to the Trustees for any changes reflecting local job markets, changes to the National Living Wage, inflation etc. for approval by the Trustees.