Core Purpose

The Head of HR will lead the HR function and services for Danes Educational Trust, including:

• Developing the trust’s HR strategy

• Leading recruitment and retention across the trust

• Implementing effective performance management procedures

• Delivering appropriate and effective employee engagement 

• Pay and benefits

• Diversity and inclusion

Main Duties and Responsibilities

The duties and responsibilities listed below are indicative of the tasks the Head of HR will perform, and are not intended to be an exhaustive list. The postholder will be expected to take on additional tasks appropriate to the role as they arise.

Trust leadership and management 

The Head of HR will be accountable for supporting the strategic development and operation of the trust through the development and implementation of effective HR strategies and services, and for upholding the trust’s vision and values in all aspects of their work

The Head of HR will:

• Develop and implement the long-term vision and strategy for the trust’s HR services, ensuring they meet the needs of the trust as it grows and develops

• Develop and implement a workforce plan for the trust, including identifying skills gaps and modelling staff deployment options

• Provide advice to trust leaders on all aspects of HR practice, developments and legislation, ensuring the trust adheres to best practice and operates within the law, and co-ordinate appropriate external legal or professional advice where required

• Build HR capacity within the trust, helping trust leaders to develop their knowledge and skills related to managing their staff

• Contribute to the trust’s strategic planning and risk management exercises, including implementing remedial strategies where necessary

• Monitor and analyse workforce statistics and HR Key Performance Indicators and report on these to other senior trust leaders

• Lead and develop the trust’s HR team, including taking responsibility for the team’s professional development

• Establish and oversee the trust’s HR policies and procedures, including, but not limited to, those on pay, performance management, induction, parental leave, sickness absence, whistleblowing

• Manage the trust’s use of external HR providers and services, ensuring the quality of the provision is high and the trust receives value for money

• Manage the trust’s HR management information system, including managing user access, providing training, generating reports, and considering future developments

• Manage and update HR documents for the trust, including staff contracts, HR forms and the staff handbook

• Support the trust’s due diligence exercises for joining schools identifying risk and mitigations

• Oversee statutory returns and publications related to HR, such as the school workforce census and reporting related to the public sector equality duty

• Lead on the trust’s approach to organisational change, such as restructuring, redundancy and TUPE

• Develop and oversee the process for resolving HR casework

• Provide line management and supervision to the central services HR team and school based HR coordinators

• Lead the HR team in providing a first class, consistent and up to date service to the schools

• Ensure that trust leaders receive the coaching and training needed to develop the knowledge, skills and confidence to manage their staff, HR issues and change within teams.  

• Review and advise on the use of the Apprenticeship Levy to access training for existing staff. 

Recruitment, retention and induction

The Head of HR will be responsible for developing the trust recruitment and retention strategy,  coordinating recruitment across the trust, supporting recruitment by individual academies, and for ensuring recruitment priorities align with the trust’s aims.

The Head of HR will:

• Co-ordinate the recruitment process and ensure consistency  across the trust, to both internal and external candidates, including working with external partners to publicise available roles

• Work with trust leaders to support candidate shortlisting and selection, providing relevant advice as necessary

• Manage the trust’s procedures for conducting pre-employment checks

• Work with the trust’s leaders to ensure new members of staff have an induction programme appropriate to their role

• Develop a reward structure to recruit and retain the highest quality staff that is competitive yet affordable

• Ensure that effective controls are in place for maintaining the approved staffing structure for the Trust.

• Ensure that all HR and recruitment practice complies with legal requirements and best practice. Ensure that safer recruitment practices detailed within keeping children safe in education are adhered to in all recruitment practices. 

Performance management, pay, and conditions

The Head of HR will be accountable for supporting effective pay and performance management processes across the trust, and for ensuring that these align with the trust’s strategic plans and aims.

The Head of HR will:

• Co-ordinate the trust’s professional development programme, working closely with staff across the trust to ensure that needs are prioritised and addressed, and that accurate records of training are kept

• Work with other trust leaders to develop an appropriate benefits and rewards package for each role across the trust

• Oversee the trust’s approach to performance management, making improvements as necessary

• Develop the trust’s pay scales for all roles, ensuring these remain appropriate and support the trust’s efforts to recruit the best possible staff

Employee engagement and wellbeing

The Head of HR will be accountable for supporting employee wellbeing and job satisfaction, which aids the trust in its efforts to recruit and retain the best staff.

The Head of HR will:

• Develop, implement and monitor staff wellbeing and engagement programmes, and report on the impact of these to trust leaders as appropriate

• Act as the point of contact for staff questions about HR policies and procedures

• Work with unions and professional associations, maintaining strong and effective relationships that support the trust’s employment approach and responsibilities

• Work with other trust leaders to consult with staff on job satisfaction, helping them to implement changes or improvements where appropriate

Safeguarding

The Head of HR will be accountable for supporting the trust’s work to safeguard its pupils, its staff and the wider community.

The Head of HR will:

• Develop, implement and monitor the trust’s ‘safer recruitment’ procedures, including compliance with Disclosure and Barring Service (DBS) check and training requirements

• Monitor the trust’s single central record, ensuring trust-wide compliance with requirements

• Lead on the trust’s responsibilities for safeguarding, specifically in relation to employee matters

• Lead the trust’s procedures for handling allegations against adults, and liaise with external agencies as required

• Working with the designated safeguarding lead, develop and implement a programme of safeguarding training

Contacts

The post holder will work with children, parents, staff, Trust Central staff and relevant external agencies as appropriate to fulfil the role.