HR Manager

To lead and deliver a progressive, highly responsive, and legally compliant human resources service across all academies within the Trust. The post holder will ensure that all people management strategies, policies, and practices actively align with and support the Catholic mission, values, and spiritual life of the Trust.

Key Responsibilities

1. Ethos and Strategic Alignment

• Work under the guidance and direction of the Director of People in delivering all aspects of the job description of this role.
• Ensure that all HR practices reflect the teachings of the Catholic Church, promoting a culture of dignity, respect, and pastoral care for all staff.
• Work closely with the Diocese and the Catholic Education Service (CES) to implement and adhere to approved model workplace policies and employment contracts.
• Provide dynamic advice to the Executive Team, school leaders and Trust Board to balance operational objectives with the Trust's faith mission.

2. Employee Relations & Casework Management

• Provide professional, solution-focused timely advice on complex employee relations matters, including grievances, disciplinaries, capability/performance, and sickness absence.
• Act as the primary point of contact and lead negotiator with regional trade unions and professional associations, maintaining positive industrial relations.
• Oversee any TUPE (Transfer of Undertakings) processes stemming from new schools joining the MAT, standardising structures while mitigating organisational risk.

3. Safer Recruitment & Compliance

• Act as the Trust’s expert on Safer Recruitment, guaranteeing rigorous compliance with the statutory Keeping Children Safe in Education (KCSIE) framework.
• Provide strict oversight of each academy’s Single Central Record (SCR) and lead regular internal compliance audits.
• Ensure all recruitment processes align to the Trust vision and that senior and foundation leadership appointments strictly adhere to legal exemptions regarding the appointment of practicing Catholics where permitted.

4. Policy, Pay, & Performance

• Manage the implementation of national and local terms and conditions of service, specifically the School Teachers' Pay and Conditions Document (STPCD) and the National Joint Council (NJC) Green Book for support staff.
• Design, implement, and monitor robust appraisal frameworks that foster professional development and continuous improvement.
• Utilise HR metrics and data dashboards to analyse workforce trends (turnover, absence, diversity) and present findings to the Executive Team and Board of Directors.