Web Analytics Made Easy - Statcounter

Role Description

Job Title: Director of People and Culture.
Responsible To: Chief Executive.
Location: Hybrid.
Hours: 35 hours per week.
Contract: Permanent.
Salary:                     £75-80k.

The Role

We are seeking a strategic and experienced Director of People and Culture to lead our human resources department and to drive our people-related initiatives (staff and volunteers).

The Director of People and Culture will play a crucial role in driving organizational transformation, shaping, and implementing strategies to foster employee and volunteer engagement, and to ensure the attraction, development, and retention of top talent. As a member of the Executive Leadership Team, you will work collaboratively to ensure that our target operating model remains dynamic and aligns with our overall business strategy.

This leadership position requires an energetic individual with a proven track record in human resources, organizational development, and a passion for creating a high performing, curious, and inclusive workplace culture.

Responsibilities

Strategic HR Leadership

  • Lead the development and execution of a comprehensive people and culture strategy aligned with the organization’s vision, values, and objectives.
  • Evaluate the charity structure and design to achieve business goals through workforce planning and talent management strategies.
  • Collaborate with senior leadership to enhance our employer brand; talent acquisition, retention, and succession planning initiatives.
  • Drive organizational initiatives to support improvements in working practices and agility, with a near term focus on supporting the organization to adapt to hybrid/remote working.
  • Design and implement programmes to foster a diverse, inclusive, and equitable workplace culture.
  • Lead and oversee the organisation’s safeguarding programme and process.
  • Lead change management efforts, particularly when the organisation undergoes transitions or restructures, ensuring successful implementation.
  • Stay abreast of industry trends and best practices in human resources (staff and volunteer).

Employee Engagement

  • Implement initiatives to create a work environment that enhances employee engagement, satisfaction, and overall well-being, engaging with the regular staff survey and people engagement groups.
  • Lead the Senior Management Team Forum (Heads of..) to discuss and action feedback on continuous improvements.
  • Foster a positive and inclusive workplace culture that values diversity and promotes a sense of belonging.

Talent

  • Manage and conduct general organisational onboarding and orientation for new employees and volunteers.
  • Manage and conduct offboarding of staff and volunteers, including exit interviews, analyse data to surface potential cultural issues or other staff or volunteer concerns, make recommendations to ELT for continuous improvement.
  • Lead the continuous development of a strong employer brand, executing different recruitment sourcing strategies to attract top employees and volunteers.
  • Develop and administer a consistent, equitable and progressive compensation programme including salary surveys and market research to ensure we are competitive within our market and in line with our budget.
  • Lead and oversee (in collaboration with directors) the development and implementation of organisation-wide training and development programmes that enhance employee skills, capabilities, and career growth.
  • Identify high-potential employees and create pathways for their professional growth within the organisation.

Performance Management

  • Implement a standard of performance management and supervision grounded in inclusive leadership practices such as building strong relationships, active listening, clear and transparent communication, consistent and timely feedback, and clear expectations.
  • Support the organization to implement performance improvement plans as needed, ensuring a fair, consistent and robust process throughout the organisation.

Employee Relations

  • Serve as a trusted resource for employees, addressing concerns, and providing guidance on policies and procedures.
  • Promote open and effective communication between employees and management, enabling open, solution focused challenge and reciprocal respect.
  • Provide coaching and resources to help resolve and prevent interpersonal and team conflicts and adapt to different leadership styles.

Compliance and Policy Development

  • Ensure compliance with employment laws and regulations, managing, and reporting on organizational risk.
  • Develop and update HR policies and procedure to reflect best practices and legal requirements.
  • Enforce policies that prevent discrimination and promote equal opportunities for all employees.
  • Ensure policies are in place that respond to ESG goals, as they relate to people practices.
  • Maintain confidentiality in HR matters and uphold high ethical standards.

Budgets, Metrics and Reporting

  • Establish and review HR metrics and analytics to measure the effectiveness of people, culture and DEI programmes and make data-driven recommendations to improve processes.
  • Provide regular reports and insights to senior leadership on HR metrics and trends.
  • Monitor budgets for recruiting, training/staff development, and benefits programmes in partnership with the director of finance.
  • Manage all HR administration, including the benefits programme.

HRIS/Technology

  • Maintain and maximise implementation of HR information systems HRIDS, track and apply relevant organisational/human resources metrics, contribute information, analysis and recommendations to strategic thinking and direction.

General Requirements of all Staff:

  • Ensure compliance with GDPR and data protection.
  • As a charity, Hearing Dogs has a large network of volunteers based at both our training centres and spread nationwide. As such, you may be involved in working with and/or supervising volunteers in this role.
  • To undergo training to a set level of deaf awareness and communication as required by the charity.
  • Carrying out any other reasonable duties requested by your manager.
DBS Level Required BASIC

This post is exempt from the Rehabilitation of Offenders Act 1974. This is in relation to the Protection of Children and Vulnerable Adults. Applicants will therefore be required to disclose all convictions (spent and unspent), cautions, warnings and reprimands and any relevant non-conviction information. The successful candidate will be required to undertake a Criminal Records Bureau Disclosure Check under the terms of the Police Act 1997 (Part V).

For operational reasons, the Charity reserves the right to transfer you to alternative duties. For this reason, it is a condition of employment that you are willing to do so, if requested, from time to time.