HR Manager

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 andthe Catholic Education Service (CES) to implement and adhere to approved modelworkplace 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, includinggrievances, 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 eachacademy’s Single Central Record (SCR) and lead regular internal compliance audits.
• Ensure all recruitment processesalign to the Trust vision and that senior and foundation leadershipappointments strictly adhere to legal exemptions regarding the appointment ofpracticing Catholics where permitted.

4. Policy, Pay, & Performance

• Manage the implementation ofnational 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 monitorrobust appraisal frameworks that foster professional development and continuous improvement.
• Utilise HR metrics and datadashboards to analyse workforce trends (turnover, absence, diversity) and present findings to the Executive Team and Board of Directors.