Role Summary
This is an exciting opportunity to work at Birmingham Repertory Theatre, supporting the recruitment, retention and development of the theatre’s key asset: its people. The Rep directly employs around 250 people across a range of disciplines (producing, set building, scenic art, wardrobe, props, technical, marketing, ticketing and sales, finance, operations, creative learning and more) and another 500 freelancers per annum (actors, directors, designers, choreographers and more) who all come together to create and present theatre productions here on our stages.
This role will sit within The Rep’s People team with the Head of HR and HR Officer and will support the delivery of HR services to departments across theatre. It is a fixed term role and is required to help the organisation through a period of transition as it recruits a new HR Director, with the possibility of extension.
The person in this role will be providing advice and guidance on a wide range of matters including recruitment, employee relations matter, employment law (including working time directive knowledge), change management, performance management and everything in between.
You will need to hit the ground running, be confident in managing senior stakeholders, enjoy working at pace, and thrive in a creative environment. We would want the post holder to be fairly self-sufficient and competent. For this fixed term, along with the Head of HR, the HR Manager will report into the Chief Executive until the new HR Director is appointed.
Main Duties and Responsibilities
-Understand the business and apply HR knowledge and best practice accordingly ensuring appropriate solutions are reached.
-Support managers, empowering them to respond appropriately to people issues.
-Advise managers on terms and conditions of employment; share best practice knowledge and solutions with them.
-Monitor the appraisal and development process to ensure that it supports business strategy and facilitates individual and organisational high performance with consideration for succession planning.
-Manage complex employee relations casework e.g. performance management, disciplinaries, grievances, absence and redundancy.
-Provide accurate and up to date employment law advice.
-Liaise with the payroll to ensure that all changes are made to the payroll as necessary.
-Provide advice on best practice recruitment and selection strategies and support the recruitment process through talent attraction, writing job descriptions, preparing interview plans, conducting interviews etc.
-Carry out all employee lifecycle support including: recruitment, on-boarding, probation, performance review, holidays right through to exit interviews and off-boarding.
-Manage all leave including absence and all forms of family and flexible leave.
-Issue contracts of employment and variations to terms
-Engage with the HR system and using the data it provides, identify trends or concerns and advise managers accordingly.
-Ensure all personal employee data is stored and processed in line with the Employee Privacy Notice and GDPR.
-Support teams with general support, advice and signposting to best practice, policy and support.
-Consult with staff on changes as required.
-Coach, guide and train managers to ensure they are equipped to be competent and confident in their roles.
-Support the wider people team with delivery of projects and cyclical processes to ensure these are applied consistently across the Rep and its subsidiaries.
-Cover, deputise for other team members as appropriate.
-Provide, devise or arrange training for staff as required.
-Engage with staff to build trust and rapport and understand the culture and challenges of the organisations with a view to implementing positive solutions.
-Take minutes and notes in informal/formal meetings as required.
Person Specification
We really want you to have...
-Exposure to working with senior stakeholders and staff of all levels.
-Experience of working in an environment where people are employed on differing contracts, working patterns and terms.
-Experience in either arts, hospitality or events, or other environment where the business areas are customer facing.
-Experience in a fast-paced environment.
-High levels of personal resilience and self confidence in knowing your subject
-In depth understanding of inclusivity, diversity and accessibility.
-A willingness to just get stuck in and appreciation that sometimes everyone works outside of their remit.
-Ability to work at pace and manage own time and boundaries.
-Understanding, patience and kindness.
-Ability to engage people and bring them on a journey.
-Able to act with sensitivity and confidentiality with integrity and professionalism.
-Exemplifies and role models the behaviours and standards required.
-Experience dealing with recruitment agencies and high-volume recruitment.
It’d be great if you had ...
-A love or knowledge of theatre.
-CIPD or equivalent experience.
-Coaching or training qualifications.
-Mental health first aid experience or certification.
Terms & Conditions
Period of Work: This is a fixed term contract for six months, subject to successful completion of a probationary period of 4 weeks. There may be potential for extension, but this is not guaranteed.
Pay: Up to £45,000 dependent on experience
Hours: 39 hours per week, 5 days per week. We don’t encourage or expect overtime, however, in the event that overtime is worked, this may be taken as time off in lieu to be agreed in advance with your line manager.
Holidays: 20 days per year plus bank holidays pro rata. The holiday year runs from 1 September to 31 August each year.
Notice Period: The notice period will be 4 weeks
Location of Work: Your main place of work will be The Rep in Birmingham.
Proud member of the Disability Confident employer scheme
Disability Confident
About Disability Confident
A Disability Confident employer will generally offer an interview to any applicant that declares they have a disability and meets the minimum criteria for the job as defined by the employer. It is important to note that in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. For more details please go to Disability Confident .