Head of Strategic Projects

Richmond and Wandsworth Councils; London Borough of Wandsworth; Híbrido; GBP 72.000 - 88.000; Jornada completa

Ventajas ofrecidas por este puesto de trabajo

40 days annual leave

Flexible working

Generous pension plan

Descripción de la vacante

Richmond and Wandsworth Councils are seeking a strategic HR leader to shape the pay strategy and new progression arrangements in the council, including equal pay and school HR redesign within Achieving for Children. The role requires senior stakeholder engagement and strong governance.

The Head of Strategic Projects will independently lead complex HR and OD initiatives, benchmark policy with national standards, and ensure sustainable knowledge transfer and documentation.

Formación

• Chartered CIPD membership with deep knowledge of public sector pay policy and practice.
• Deep understanding of HR data systems and using data to inform policy decisions.
• Experience working with senior leaders to resolve sensitive workforce issues.
• Proven ability to manage relationships with employee representatives in union environments.
• Excellent judgement, analytical and problem-solving skills balancing evidence, risk and fairness.

Responsabilidades

• Lead complex, high-profile HR and organisational development projects with clear scope and governance.
• Develop and implement a fair pay strategy aligned with NJC and job evaluation.
• Benchmark pay across authorities and consult with senior leaders and trade unions.
• Redesign HR support for schools in partnership with key partners.
• Ensure knowledge transfer and robust documentation for sustainable outcomes.

Conocimientos

CIPD membership

Public sector pay policy

Large-scale data analysis

Senior stakeholder engagement

Union negotiation

Judgement & risk assessment

Descripción del empleo

Head of Strategic Projects

£72,468 – £88,374 per annum

Fixed Term or Secondment (9 months)

Full Time (36 hours)

Office based 3 days per week

Wandsworth, London

About the role

Fair and sustainable pay strategy: Develop the organisational pay strategy and new pay progression arrangements, ensuring they are affordable, equitable and aligned with collective bargaining, NJC and job evaluation requirements. This will include benchmarking pay across other local authorities and leading consultation with senior leaders and trade unions.

Equal pay:Design and deliver a proportionate programme of work in response to the findings of the equal pay audit, using sound judgement to balance evidence, fairness and organisational risk. You will advise and engage senior stakeholders, including the Chief Executive and Executive Director of Finance, while managing sensitive trade union relationships.

Redesign HR support: Develop a coherent and sustainable model of HR support for Richmond schools in partnership with key stakeholders and Achieving for Children. The model will meet the needs of maintained schools while supporting the Council to fulfil its statutory and regulatory responsibilities.

Strategic leadership and delivery: Independently lead complex, high-profile HR and organisational development projects, proactively defining scope, governance and delivery plans. You will build trusted relationships at the most senior levels and ensure solutions reflect the wider strategic context and organisational priorities.

Capability and legacy: Strengthen capability across HR by sharing specialist knowledge, promoting continuous professional development and embedding high professional standards. You will ensure each project concludes with effective knowledge transfer, robust documentation and sustainable arrangements.

Wider HR leadership agenda: Play an active role in the HR Senior Leadership Team, contributing your expertise to wider divisional priorities and responding flexibly to emerging organisational needs.

Essential Qualifications, Skills and Experience

• Chartered CIPD membership with deep knowledge and expertise of public sector pay policy and practice.
• Deep understanding of HR systems and the use of systems and data to solve business challenges.
• High level of expertise in using and manipulating large scale data to provide insight and inform the development of policy and strategy.
• Experience and confidence working with senior leaders (including at Board level) to resolve complex and at times highly sensitive and contentious workforce issues, offering constructive challenge when professionally necessary.
• Experience of operating effectively in a highly unionised environment, with demonstrable expertise in the effective management of relationships with employee representatives in contentious and challenging situations.
• Excellent judgement, analysis and problem-solving skills, with the ability to balance evidence, risk and fairness.

Closing and interview dates

Closing Date: 12pm on 16 November 2026

Shortlisting Date:18 November 2026

Interview Date:30 November 2026 (in-person)

Other information

All internal applicants for this secondment must seek permission from their current line manager before applying. Failure to do so may result in the secondment not being authorised.

Richmond & Wandsworth Better Service Partnership are committed to making our recruitment practices as inclusive as possible for everyone. We are committed to promoting equality and diversity and developing a culture that values differences, recognising that employees from a variety of backgrounds bring important and positive contributions to the Councils and can improve the way we deliver services.We are proud to be a Disability Confident employer. If you require any reasonable adjustments throughout the recruitment and selection process, please let us know.We are also committed to safeguarding and promoting the welfare of children and young people/vulnerable adults and expects all staff and volunteers to share this commitment. Some posts may be exempted under the Rehabilitation of Offenders Act 1974 and as such appointment to these posts will be conditional upon the receipt of a satisfactory response to a check of police records via Disclosure and Barring Service (DBS).

We offer a wide range of benefits designed to attract, develop, and reward our employees such as

• 40 days annual leave (including Bank Holidays), flexible working and a generous pension plan.