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12 days ago
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Assistant Director of HR


St Pauls School
Salary: £55k-£65k based on qualifications and experience
Location: South West London
Job type: Permanent
Contact: Human Resources Department
Category: HR Director Jobs
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The post holder will assist the Director of HR with the smooth running of the department by providing in-house HR advice and support across St Paul’s School and St Paul’s Juniors, and supervising an HR Advisor and two HR Co-ordinators on a day-to-day basis.

 The post holder will support the Director of HR with the development and implementation of the HR Strategy and HR projects. The post holder will support a broad remit of existing and future projects and improvement initiatives. They will ensure the ongoing tracking of project milestones and communication with relevant stakeholders whilst also adhering to HR best practice. The post holder will manage and support the HR team to deliver HR operational excellence across the School. They will work closely with the HR Advisor to ensure day to day HR operational services are delivered efficiently, effectively, to a high standard and continue to meet the needs of the business.

 Main duties and responsibilities:            

Employee Relations

  •          Contributing to effective employee relations by supporting appropriate employee engagement strategies and maintaining effective relationships with line managers, staff, and employee representatives.
  •         Manage Employee Relations casework as directed by the HR Director.
  •          To coach and mentor line managers in employee relation matters.
  •          To provide mediation to staff & line managers within an employee relations context.

 HR Operations & Projects

  •         To undertake HR projects and produce management reports as directed by the HR Director.
  •          Actively drive continuous improvement of the HR service, identifying areas for improvement and driving and delivering improvement initiatives.
  •          Oversee and facilitate the smooth running of the HR administration function, including preparation of contracts of employment and contract amendments, leaver paperwork and payroll documentation.
  •          Participate and represent HR in broader School working groups/initiatives, such as the Wellbeing Index, Critical Incident Plan, etc.
  •          To keep the HR pages of the School intranet up to date.
  •          To deputise for the Director of HR.

·         To supervise the work of the HR Advisor and HR Co-ordinators, including but not limited to the following areas:

o   Issue HR documentation in relation to the employee lifecycle, such as employment contracts, contract amendments, and leaving letters.

o   Record staff sickness absence, chasing paperwork such as fit notes or return to work interviews, flagging any issues with the Assistant Director of HR.

o   Maintain the appraisal and probation system for support staff.

o   Maintain the Bicycle Scheme and other benefit schemes for all staff.

o   Maintain the DBS Update Service subscriptions of all staff.

 

Recruitment, Safeguarding and Supervision

·         To supervise the work of the HR Advisor and HR Co-ordinators, including but not limited to the following areas (including personally carrying out these operational tasks during peak recruitment times):

o   Manage support staff recruitment vacancies across both Schools, from vacancy identification to completion of probation, ensuring best practice and legal compliance.

o   Ensure completion of appropriate employment and vetting checks and maintenance of the Single Central Register to ensure compliance with current ISI regulations and Keeping Children Safe in Education.

Carry out new staff inductions, including Child Protection induction training for support staff, contractors and volunteers.

o   Be a point of contact for managers who are engaging volunteers, casual workers, or freelance workers and to advise on the safeguarding checks required.

o   Be a point of contact for suppliers of contracted staff at the school, for example cleaning, catering, night security and building work.

o   Liaising with the suppliers of contract staff to ensure the correct safeguarding checks have been carried out.

o   Carry out audits of contractors’ records to ensure their compliance with required employee vetting checks.

  •          To sit on interview panels as required.
  •          To carry out audits on the Single Central Register and personnel files to ensure accuracy.
  •          To deal with any escalated recruitment queries.
  •          To take on recruitment vacancies and safeguarding checks during peak times.
  •          To keep up to date with recruitment best practice, all relevant child protection legislation (such as Keeping Children Safe in Education), and all School policies relating to staff.
  •          Any other duties as reasonably required by the HR Director or the senior management team.

 All staff have a responsibility and duty of care to safeguard and promote the welfare of pupils. Staff must be aware of the systems within the School which support safeguarding and must act in accordance with the School’s Safeguarding & Child Protection policy and Code of Conduct. Staff will receive appropriate child protection training which is regularly updated.

 Essential skills and qualifications:

  •          Educated to degree level or equivalent in qualification or experience.
  •          Experience of working in a generalist advisory HR role (including all aspects of recruitment).
  •          Experience of HR project management.
  •          Negotiating skills with the ability to influence and persuade stakeholder groups.
  •          Understanding of safeguarding principles and safer recruitment.
  •          Up-to-date knowledge of employment legislation and its practical application.
  •          Diplomatic, approachable and able to build strong working relationships at all levels.
  •          Pro-active, organised and excellent attention to detail.
  •          The ability to work with discretion at all times.
  •          An ability to work both independently and as part of a team.
  •          Excellent verbal and written communication skills and strong IT skills.
  •          Good time management with the ability to work under pressure and prioritise as necessary.
  •          A “can-do” attitude and the willingness to “muck in” when the team is under pressure.
  •          Experience of providing excellent customer service.

 Desirable skills and qualifications:

  •          Chartered MCIPD or equivalent experience.
  •          Experience of holding a similar post in the education sector.
  •          Previous experience of managing or supervising and coaching and mentoring staff.
  •          Experience of promoting and sustaining diversity and inclusion within recruitment and retention strategies.

 Hours of work:

8.30am – 4.30pm, Monday to Friday, with a one hour unpaid lunch break.

 Holidays:

25 days per annum plus 8 Bank Holidays. Annual leave should usually be taken during School holidays 

NB: The School normally closes for a period over Christmas, the dates of which are agreed by the Executive Team every year. This closure period may result in additional non-working days, however this is non-contractual and does not affect annual leave entitlement.

 Salary:

£55-65,000 per annum, dependent on skills and experience.

 Benefits:

  • After one years’ service, part remission of fees at St Paul’s School / St Paul’s Juniors for children of employees (subject to competitive entry procedures). Please note that remission of school fees is not a contractual entitlement. The Governors reserve the right to vary the rate of remission or to withdraw it altogether.
  • Free daily hot lunches provided in the School dining hall, including vegetarian options. Coffee, tea and supplies for hot drinks supplied throughout the day.
  • Free parking on site.
  • St Paul’s employee bicycle scheme, whereby a bicycle suitable for commuting will be supplied, or the cost of purchase reimbursed, by the School to the value of £500.
  • Use of sports facilities, including swimming pool and gym, and use of staff changing rooms.
  • Stakeholder Pension Scheme.
  • Death in Service benefit.
  • Employee Assistance Programme; an independent, free and confidential advice service that can offer both practical advice and emotional support.
  • Policy for funding external professional development, and reimbursement of relevant professional membership fees.
  • After 5 years of employment, annual leave entitlement increases to 27 working days (or pro rata equivalent). This increases to 30 working days (or equivalent) after 10 years of employment. 

We only accept applications via our website: further details and an application form can be obtained from the St Paul's School website via the ‘Vacancies’ link.

The post holder will assist the Director of HR with the smooth running of the department by providing in-house HR advice and support across St Paul’s School and St Paul’s Juniors, and supervising an HR Advisor and two HR Co-ordinators on a day-to-day basis.

 The post holder will support the Director of HR with the development and implementation of the HR Strategy and HR projects. The post holder will support a broad remit of existing and future projects and improvement initiatives. They will ensure the ongoing tracking of project milestones and communication with relevant stakeholders whilst also adhering to HR best practice. The post holder will manage and support the HR team to deliver HR operational excellence across the School. They will work closely with the HR Advisor to ensure day to day HR operational services are delivered efficiently, effectively, to a high standard and continue to meet the needs of the business.

 Main duties and responsibilities:            

Employee Relations

  •          Contributing to effective employee relations by supporting appropriate employee engagement strategies and maintaining effective relationships with line managers, staff, and employee representatives.
  •         Manage Employee Relations casework as directed by the HR Director.
  •          To coach and mentor line managers in employee relation matters.
  •          To provide mediation to staff & line managers within an employee relations context.

 HR Operations & Projects

  •         To undertake HR projects and produce management reports as directed by the HR Director.
  •          Actively drive continuous improvement of the HR service, identifying areas for improvement and driving and delivering improvement initiatives.
  •          Oversee and facilitate the smooth running of the HR administration function, including preparation of contracts of employment and contract amendments, leaver paperwork and payroll documentation.
  •          Participate and represent HR in broader School working groups/initiatives, such as the Wellbeing Index, Critical Incident Plan, etc.
  •          To keep the HR pages of the School intranet up to date.
  •          To deputise for the Director of HR.

·         To supervise the work of the HR Advisor and HR Co-ordinators, including but not limited to the following areas:

o   Issue HR documentation in relation to the employee lifecycle, such as employment contracts, contract amendments, and leaving letters.

o   Record staff sickness absence, chasing paperwork such as fit notes or return to work interviews, flagging any issues with the Assistant Director of HR.

o   Maintain the appraisal and probation system for support staff.

o   Maintain the Bicycle Scheme and other benefit schemes for all staff.

o   Maintain the DBS Update Service subscriptions of all staff.

 

Recruitment, Safeguarding and Supervision

·         To supervise the work of the HR Advisor and HR Co-ordinators, including but not limited to the following areas (including personally carrying out these operational tasks during peak recruitment times):

o   Manage support staff recruitment vacancies across both Schools, from vacancy identification to completion of probation, ensuring best practice and legal compliance.

o   Ensure completion of appropriate employment and vetting checks and maintenance of the Single Central Register to ensure compliance with current ISI regulations and Keeping Children Safe in Education.

Carry out new staff inductions, including Child Protection induction training for support staff, contractors and volunteers.

o   Be a point of contact for managers who are engaging volunteers, casual workers, or freelance workers and to advise on the safeguarding checks required.

o   Be a point of contact for suppliers of contracted staff at the school, for example cleaning, catering, night security and building work.

o   Liaising with the suppliers of contract staff to ensure the correct safeguarding checks have been carried out.

o   Carry out audits of contractors’ records to ensure their compliance with required employee vetting checks.

  •          To sit on interview panels as required.
  •          To carry out audits on the Single Central Register and personnel files to ensure accuracy.
  •          To deal with any escalated recruitment queries.
  •          To take on recruitment vacancies and safeguarding checks during peak times.
  •          To keep up to date with recruitment best practice, all relevant child protection legislation (such as Keeping Children Safe in Education), and all School policies relating to staff.
  •          Any other duties as reasonably required by the HR Director or the senior management team.

 All staff have a responsibility and duty of care to safeguard and promote the welfare of pupils. Staff must be aware of the systems within the School which support safeguarding and must act in accordance with the School’s Safeguarding & Child Protection policy and Code of Conduct. Staff will receive appropriate child protection training which is regularly updated.

 Essential skills and qualifications:

  •          Educated to degree level or equivalent in qualification or experience.
  •          Experience of working in a generalist advisory HR role (including all aspects of recruitment).
  •          Experience of HR project management.
  •          Negotiating skills with the ability to influence and persuade stakeholder groups.
  •          Understanding of safeguarding principles and safer recruitment.
  •          Up-to-date knowledge of employment legislation and its practical application.
  •          Diplomatic, approachable and able to build strong working relationships at all levels.
  •          Pro-active, organised and excellent attention to detail.
  •          The ability to work with discretion at all times.
  •          An ability to work both independently and as part of a team.
  •          Excellent verbal and written communication skills and strong IT skills.
  •          Good time management with the ability to work under pressure and prioritise as necessary.
  •          A “can-do” attitude and the willingness to “muck in” when the team is under pressure.
  •          Experience of providing excellent customer service.

 Desirable skills and qualifications:

  •          Chartered MCIPD or equivalent experience.
  •          Experience of holding a similar post in the education sector.
  •          Previous experience of managing or supervising and coaching and mentoring staff.
  •          Experience of promoting and sustaining diversity and inclusion within recruitment and retention strategies.

 Hours of work:

8.30am – 4.30pm, Monday to Friday, with a one hour unpaid lunch break.

 Holidays:

25 days per annum plus 8 Bank Holidays. Annual leave should usually be taken during School holidays 

NB: The School normally closes for a period over Christmas, the dates of which are agreed by the Executive Team every year. This closure period may result in additional non-working days, however this is non-contractual and does not affect annual leave entitlement.

 Salary:

£55-65,000 per annum, dependent on skills and experience.

 Benefits:

  • After one years’ service, part remission of fees at St Paul’s School / St Paul’s Juniors for children of employees (subject to competitive entry procedures). Please note that remission of school fees is not a contractual entitlement. The Governors reserve the right to vary the rate of remission or to withdraw it altogether.
  • Free daily hot lunches provided in the School dining hall, including vegetarian options. Coffee, tea and supplies for hot drinks supplied throughout the day.
  • Free parking on site.
  • St Paul’s employee bicycle scheme, whereby a bicycle suitable for commuting will be supplied, or the cost of purchase reimbursed, by the School to the value of £500.
  • Use of sports facilities, including swimming pool and gym, and use of staff changing rooms.
  • Stakeholder Pension Scheme.
  • Death in Service benefit.
  • Employee Assistance Programme; an independent, free and confidential advice service that can offer both practical advice and emotional support.
  • Policy for funding external professional development, and reimbursement of relevant professional membership fees.
  • After 5 years of employment, annual leave entitlement increases to 27 working days (or pro rata equivalent). This increases to 30 working days (or equivalent) after 10 years of employment. 

We only accept applications via our website: further details and an application form can be obtained from the St Paul's School website via the ‘Vacancies’ link.


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