Director of People & Culture

St Helen's School; Greater London; On-site; GBP 60,000 - 80,000; Full time

Job summary

An esteemed educational institution is seeking a strategic HR Director to lead and implement people strategies that enhance engagement and retention. The successful candidate will oversee the entire employee lifecycle, champion diversity and inclusion, and ensure compliance with UK employment law. Ideal applicants will possess extensive HR experience within complex organizations, strong leadership skills, and a commitment to the values of the school.

Qualifications

• Proven track record of strategic leadership in people management.
• Extensive experience developing and implementing people strategies.
• Strong knowledge of HR best practices and UK employment law.

Responsibilities

• Lead the development of HR strategy aligned with business objectives.
• Oversee the entire employee lifecycle including recruitment and retention.
• Act as a strategic advisor on people-related matters.

Skills

Strategic Leadership

Interpersonal Skills

Analytical Skills

Emotional Intelligence

Education

CIPD Level 7

Master's Degree

Job description

MAIN RESPONSIBILITIES

KEY RESPONSIBILITIES

• Lead the development and execution of the HR strategy aligned with business objectives.

• Oversee the whole employee lifecycle, including Talent Acquisition, Learning & Development, Onboarding, Reward, and Employee Relations.

• Act as a strategic advisor to the Head, Business Operations Director and Governors on all people-related matters.

• Provide a comprehensive and pro-active administrative support service in relation to all aspects of HR.

• Champion Diversity, Equity & Inclusion (DEIB) across the organisation.

• Lead organisational change, culture initiatives, and restructure projects.

• Accountability to ensure compliance with UK employment law and regulatory requirements.

• Manage and develop a team of HR professionals.

• You will provide a comprehensive and pro-active administrative support service in relation to all aspects of HR.

STRATEGIC LEADERSHIP

• Develop and implement a comprehensive People Strategy that supports the school’s mission, vision, and strategic objectives.

• Act as a trusted advisor to the SLT and Governors on all people-related matters, including wellbeing, retention, and organisational culture.

• Lead on the development and implementation of policies and practices that promote diversity, equity, and inclusion across the school.

• Monitor and evaluate the effectiveness of people-related initiatives, using data and feedback to drive continuous improvement.

• Manage and develop a team of HR professionals.

Staff Wellbeing

• Design and deliver a holistic wellbeing strategy that addresses mental health, physical health, and work-life balance.

• Collaborate with the HR team to identify and address wellbeing challenges, ensuring that staff feel supported and valued.

• Introduce initiatives to reduce workload pressures and promote a healthy work environment.

• Act as the school’s lead on mental health and wellbeing, fostering a culture of openness and support.

Talent Management

• Oversee the recruitment, retention, and development of staff, ensuring that the school attracts and retains high-calibre talent.

• Work with the HR team to ensure that safer recruitment policies are in place and that recruitment processes are efficient, inclusive, and aligned with the school’s values.

• Ensure all recruitment processes comply with statutory safeguarding requirements including KCSIE guidance, and DBS checking procedures. Collaborate with the Designated Safeguarding Lead to ensure recruitment practices align with the school’s broader safeguarding culture and policies.

• Develop and implement a talent management framework, including succession planning and leadership development programmes.

• Monitor staff turnover and exit data, identifying trends and implementing strategies to address retention challenges.

Human Resources

• Provide strategic direction and oversight for all employee relations matters, ensuring consistent application of policies and procedures across the organisation whilst maintaining a positive workplace culture.

• Lead complex employee relationship investigations including grievances, disciplinary actions, and workplace conflict resolution ensuring fair, timely and legally compliant outcomes.

• Serve as an escalation point for sensitive employee matters, providing guidance and support to managers and the HR Business Partner/Advisor in handling difficult situations with discretion and professionalism.

• Foster collaborative relationships with legal counsel, union representatives, and external advisors to ensure comprehensive support for complex employee relations matters.

• Partner with IT leadership to establish systems governance frameworks, security protocols, and disaster recovery plans for all HR technology platforms.

• Lead the evaluation, selection, and implementation of integrated HR systems including HRIS, payroll, and employee self-service platforms.

ORGANISATIONAL CULTURE

• Promote a positive, inclusive, and collaborative organisational culture that reflects the school’s values.

• Lead on staff engagement initiatives, including surveys, focus groups, and feedback mechanisms.

• Foster strong relationships with staff at all levels, ensuring that their voices are heard and acted upon.

• Champion the school’s commitment to diversity, equity, and inclusion, ensuring that all staff feel respected and valued.

PROFESSIONAL DEVELOPMENT

• Develop and implement a professional development strategy that supports staff at all stages of their careers.

• Ensure that training and development opportunities are aligned with the school’s strategic priorities and staff needs.

• Work with the SLT to identify and address skills gaps, ensuring that staff have the tools and resources they need to succeed.

• Lead succession planning initiatives and talent programs to ensure scalable and engaging educational experiences.

• Establish metrics and evaluation frameworks to measure the effectiveness of learning initiatives and demonstrate ROI on development investments.

• Lead by example in pursuing your own CPD requirements while mentoring others in identifying and accessing appropriate professional development opportunities.

• Participate in professional networks and industry forums to maintain awareness of market developments and regulatory changes.

COMPLIANCE AND SAFEGUARDING

• Ensure that all people-related policies and practices comply with relevant legislation and best practice.

• Work closely with the Designated Safeguarding Lead (DSL) to ensure that safeguarding is embedded in all people-related processes.

• Oversee the HR team to ensure that payroll, contracts, and other operational HR functions are delivered efficiently and accurately.

• Promote and safeguard the welfare of pupils and adhere to and ensure compliance with the School’s Safeguarding and Child Protection Policy.

REWARD AND BENEFITS

• Develop and implement comprehensive total rewards strategies that attract, retain and motivate top talent while maintaining competitive market positioning and cost effectiveness.

• Conduct comprehensive research into the competitive landscape for educational professionals including salary benchmarking, benefit trends and recruitment practices.

• Collaborate with finance and senior leadership to model the financial impact of compensation decisions and ensure alignment with organisational budget constraints.

• Oversee the design, implementation and ongoing management of comprehensive benefits packages including health insurance, pension, and life assurance.

• Develop, monitor and maintain annual staff payroll budgets in collaboration with senior leadership and finance.

• Lead the procurement and tender process for employee benefit contracts including health insurance, pension scheme and supplementary benefits.

• Conduct comprehensive market review and analysis of benefit provider options to ensure competitive rates and coverage.

STAFF COMMUNICATIONS

• Develop and execute internal communications strategies that align with organisation goals, enhance employee engagement and support business transformation initiatives.

• Lead cross-functional collaboration with senior leadership, marketing, and operational teams to ensure consistent, timely and transparent communication to all staff.

• Oversee the creation and distribution of key organisational communications and establish protocols and governance frameworks to ensure message consistency, accuracy, and appropriate tone.

• Establish metrics and analytics to measure communication effectiveness, staff understanding, and engagement levels, using insights to refine communication strategies.

OTHER DUTIES

• Attend meetings and be an active member of the Senior Leadership Team

• Follow responsibilities as defined in the Health & Safety Policy

• Promote and safeguard the welfare of children and young people with whom s/he comes into contact and adhere to and ensure compliance with the School’s Safeguarding and Child Protection Policy.

• Support and promote the school’s ethos, strategic plans and objectives

• Any other duties that may from time to time be required by the Business Operations Director, Head or Board of Governors.

THE PERSON

ESSENTIAL CRITERIA

• A proven track record of strategic leadership in people management, preferably within the education sector or a similarly complex organisation.

• Extensive experience in developing and implementing people strategies that drive engagement, wellbeing, and retention.

• Strong knowledge of HR best practice, employment law, and safeguarding requirements.

• Excellent interpersonal and communication skills, with the ability to build strong relationships at all levels.

• A deep understanding of wellbeing initiatives and their impact on organisational performance.

• Experience in promoting diversity, equity, and inclusion in the workplace.

• Strong analytical skills, with the ability to use data to inform decision-making.

• A commitment to the values and ethos of St Helen’s School.

• Proven experience in leading HR through organisational change or transformation.

• In-depth knowledge of UK Employment Law

• Equality Act 2010

• GDPR (UK Data Protection Act 2018)

• TUPE regulations

• Disciplinary and grievance procedure

• Familiarity with HR compliance and Health & Safety obligations under UK law (e.g. HSE requirements)

DESIRABLE CRITERIA

• Experience of working in an independent school or similar environment.

• Knowledge of the specific challenges facing the education sector, including recruitment and retention.

• Master’s degree (e.g., MSc HRM, MBA)

• CIPD Level 7

• Achieving Chartered Member or Chartered Fellow status (CM CIPD or FCIPD) is highly respected

• Experience in unionised environments

Key Skills & Competencies

• Strategic thinker with strong business acumen

• Inspiring leadership and team management

• High emotional intelligence and interpersonal skills

• Confident communicator, both written and verbal

• Strong analytical, decision-making, and influencing skills