Eden Scott is working in partnership with The Donaldson Trust, the national body for Neurodiversity, to recruit a People & Culture Manager.
As the catalyst for change, they believe there is a genuine opportunity to change society for better. The Donaldson Trust aims to be at the forefront of driving this change, making a difference with, and for, neurodivergent people.
The Donaldson Trust are a team filled with caring and talented individuals who work together to create positive change. You will be part of a team dedicated to giving neurodivergent people a voice and contributing to their vision of a society in which neurodivergent people are understood, accepted, treated fairly, and valued.
The People and Culture Manager will lead the day-to-day work of the People Team, ensuring a proactive, professional, and efficient service driven by their values, data, insights and best practice. Reporting to the Director of People and Engagement, the post holder will demonstrate, develop and drive excellence in leadership and people management practice across the organisation and play a key role in creating a positive, inclusive, and engaging colleague experience, rooted in continuous learning and improvement.
The post holder will line manage the People Team, currently comprising HR Assistant and L&D Advisor, and will be part of the broader Leadership Team.
Key responsibilities:
1. Support the Director of People and Engagement in the development, implementation and evaluation of the People and Culture Strategy.
2. Manage day to day work of the People Team, leading the provision of a professional and proactive People service, ensuring best practice and consistency across the organisation.
3. Lead, develop, coach, and manage members of the People Team, driving a culture of excellence and high engagement.
4. Provide proactive, tailored, and professional advice and support to people managers and colleagues to ensure a positive, inclusive, engaging employment experience for all, taking account of legislation, policies, and best practice.
5. Coach managers on employee relations matters, ensuring casework is managed and supported fairly, consistently, and effectively.
6. Drive excellence in people management practice across the organisation, supporting and contributing to leadership and management skills development.
7. Support organisational design and workforce planning processes.
8. Oversee recruitment and selection activity, ensuring inclusive, safe, and robust processes are applied effectively across the organisation (including pre-engagement screening).
9. Lead the management, evaluation and ongoing development of people policies, procedures, systems, and practices, including regular audits, ensuring continuous improvement.
10. Ensure that colleague and applicant records are maintained in line with GDPR requirements and internal policies and procedures.
11. Oversee the preparation and management of contracts of employment and any changes to staff terms and conditions.
12. Ensure accurate and timeous provision of payroll data to Finance colleagues.
13. Oversee all colleague learning and development activity, providing leadership and support to the L&D Advisor in planning, monitoring and delivering learning and development activity.
14. Support the Director of People and Engagement to develop and continuously monitor mechanisms for meaningful staff engagement, positive internal communications, and colleague wellbeing initiatives, supporting a positive, values-based, and collaborative culture.
15. Ensure diversity, equity, inclusion, and our values are championed across the organisation and that they drive all people policies and practices.
16. Lead key People and Culture priority projects, including organisational development programmes, in line with departmental and organisational objectives, as agreed with the Director of People and Engagement.
17. Collate, monitor, analyse and benchmark people and culture data to provide business insights which inform continuous improvement and decision-making, including production of reports/updates on progress and impact.
18. Keep abreast of legislative change and best practice in employment and contributing innovative ideas to inform continuous development of our services, support, and advice.
19. Build effective working relationships with people at all levels to add value to the delivery of People service by understanding individual strengths and development areas and the needs of the organisation or service.
20. Ensure compliance with all relevant policies and procedures and legal requirements, within own area of responsibility.
21. Undertake any other tasks as reasonably requested by the Director of People and Engagement.
Behaviours
22. Be a role model for colleagues and stakeholders, showing energetic, determined, flexible and positive leadership that will support our aims of being relevant, vibrant, agile, and sustainable.
23. Adopt a flexible leadership style with the ability to challenge as appropriate and able to give and receive constructive feedback.
24. Embed a coaching culture within your area of responsibility that upholds Donaldsons values and ethos.
25. Continuously monitor your area of responsibility and identify areas for improvement and organisational learning.
About You
You will have:
26. CIPD qualification (level 7)
27. Experience of leading a People/HR function.
28. Demonstrable experience of coaching and supporting managers, cultivating a positive workplace culture, and enhancing colleague experience.
29. Experience in developing and implementing people policies, procedures, and practices.
30. Experience of working with people systems and producing management information.
31. Experience of leading and developing teams.
32. Strong knowledge and understanding of people management and organisational development best practice.
33. Strong understanding of employment legislation and it's practical implications within the workplace.
34. Excellent communication, interpersonal and facilitation skills with ability to build positive relationships at all levels.
35. Strong project management and change management skills, ability to prioritise, work to deadlines and manage a varied workload.
36. Strong planning and organisational skills, attention to detail.
37. High level of digital proficiency and technical ability.
38. Ability to work autonomously and proactively, driving change and innovation.
39. Strong analytical skills, with ability to understand, collect, analyse, report and present data.
40. Ability to interpret policies and procedures effectively, in the context of individual case and business need.
41. Ability to respond positively to a variety of situations and people to meet changing priorities.
42. Strong commitment to Donaldsons' values, vision, and purpose.
43. Strong collaborative spirit.
44. Highly self-motivated with effective leadership style and a self-managing "can do" attitude.
45. Determination and willingness to take on new challenges and responsibilities.
46. Willing to challenge stereotyping, prejudice, discrimination, and bias.
47. High levels of personal and professional integrity.
48. Evidence of ongoing professional development and learning.
Desirable:
49. Experience of working in the third sector
50. Experience of HR work within care or education sectors.
51. Working knowledge of the Equality, Data Protection and Health and Safety Legislation in the context of colleagues.
For further information, apply now!