HR Manager

LOXFORD SCHOOL OF SCIENCE & TECHNOLOGY; Ilford; On-site; GBP 44,000 - 47,000; Full time

Job summary

Loxford School Trust seeks an experienced HR Manager to lead day-to-day HR operations, provide strategic advice and support to the CEO/COO and school leaders, and drive wellbeing and policy development across the trust.

The role oversees HR systems, payroll, TUPE, recruitment, and regulatory compliance, with a focus on delivering a high-quality, customer‑focused HR service across North-East London and North Essex.

Qualifications

• CIPD Level 5 or equivalent is essential.
• Experience delivering HR advice to senior leaders.
• Strong knowledge of UK employment law and safer recruitment.

Responsibilities

• Lead day-to-day HR operations and advisory support.
• Develop and implement HR policies and annual People plan.
• Oversee payroll, TUPE, recruitment, and HR records.

Skills

CIPD Level 5

HR management

Deadline-driven

Advisory skills

Governance policies

IT systems

Wellbeing strategies

Organisational change

Leadership

Communication

Attention to detail

Education

CIPD Level 5 or equivalent

Tools

HRIS

Payroll systems

Job description

JOB DESCRIPTION

Post Title: HR Manager

Location: Loxford School Trust (North-East London and North Essex)

Department: Central Team

Salary Grade: London NJC Grade 15, SCP 44- 47 (Outer)

Contract: Permanent contract, Full time (36 hours per week)

Responsible to: Director of People

Purpose of the Job

• Lead and support in the management and delivery of day-to- day HR operations, including advisory, monitoring, recruitment and HR administration;
• Provide professional support, advice and guidance to academy CEO, COO, Heads of School, MAT Board and colleagues in relation to complex employee relations and other HR matters;
• Support with organisational change programmes including redundancy, restructuring and TUPE transfers; due diligence completion, supporting planning, preparing documents etc;
• Develop, review and implement human resource policies and practices so that the MAT meets all strategic, legal and best practice objectives;
• Maintain up to date records and files relating to HR (including payroll and pension information);
• Provide the strategic and professional leadership of HR within the Trust including the development and implementation of an annual People plan and of the Trust’s HR Service.

Main Responsibilities

HR Strategy:

• To work with the Director of People to implement the Trust’s business and academic plans, with the supporting HR strategies, processes, policies and procedures;
• To develop and implement an annual HR plan in line with the Trust’s strategic aims while aligning the Trust’s strategic and development plans to fully optimise staff’s capabilities;

Developing the Loxford School Trust team

• Work in partnership with the Trust central staff and CEO/COO/Heads of Schools to develop the Trust as an excellent place to work, able to attract, recruit and retain the best staff;
• Develop and ensure the appropriate delivery of an induction process and other training for all Trust staff;
• Lead on the provision of support and advice to the Trust and schools leadership teams on HR related issues as required, including professional developmental support to senior management team, in all aspects of HR including the application of Trust policies;

Supporting our Schools

• Ensure the efficiency and effectiveness in the delivery of HR advice from the service delivery;
• Manage the HR support team to deliver a responsive, effective, professional internal HR service for the Trust;
• Support the implementation of wellbeing programmes;
• Lead on and oversee the effective use of processes for day to day provision of wellbeing through shared services, including an Occupational Health Service;
• To manage and oversee the complete payroll procedure for all staff;
• Work with SLT to identify gaps in performance so as to provide and arrange training and talent development with service providers to further the objectives of the schools in the Trust;
• Advise, guide and support on casework and employee relations on behalf of the Trust, liaising with legal advisors and Trade Unions as appropriate;
• Develop and maintain the Trust’s Recruitment and Retention strategy and provide overall management of the service;
• Ensure value for money is achieved in the procurement of HR related services and contracts;
• Provide guidance in regards to Teacher’s Pensions, Local Government Pension Scheme and any other pension scheme offered by the Trust in line with Pension regulations to ensure member records are updated, maintained and accurate.

Systems and Processes

• Produce a regular HR data dashboard for the Trust and provide written and verbal HR reports to the COO as required;
• Lead and oversee the implementation and continuous improvement of HR systems and processes, including payroll processing, pension arrangements, recruitment, absence monitoring and OH referrals, performance management, probation and appraisal, and other operational areas;
• To evaluate the job descriptions in accordance with the principles of the GLPC Job Evaluation Scheme;
• Manage the Trust’s documentation including staff contracts, policies and procedures, forms, staff handbook, etc. ensuring that they are regularly reviewed and updated and compliant with employment legislation, safer recruitment etc;
• Manage the HR Central budget in terms of recruitment, OH, Wellbeing etc.

Ensuring compliance

• Ensure that relevant legislative and employment knowledge is kept up to date with the Trust and HR team, advising on the interpretation and implementation of changes to ensure that all HR policies are kept up to date and are legally compliant;
• Implement and maintain a set of legally compliant Trust HR policies, ensuring these are reviewed and updated regularly in the light of changing legal and safer recruitment requirements and Keeping Children Safe in Education;
• Ensure the Trust is compliant with equality legislation, in terms of arrangements for pay and conditions across the academies, giving professional recommendations and implementing action plans to address any inconsistencies in approach;
• Provide HR input into the Trust projects and organisational changes including the management of TUPE & GDPR;
• Provide HR support for the process of schools joining the Trust;
• Ensure the Trust compliance with the requirements of Safer Recruitment;
• Ensure that HR record keeping including the Single Central Record is accurate and compliant across the Trust.

Personal Responsibilities

• To carry out the duties and responsibilities of the post, in accordance with the school’s Health and Safety Policy and relevant Health and Safety Guidance and Legislation;
• To undertake additional projects as and when required including the organisational change programmes;
• To use information technology systems as required to carry out the duties of the post in the most efficient and effective manner;
• To undertake training and professional development as appropriate;
• To undertake other duties appropriate to the post that may reasonably be required from time to time.

Performance Standards

• To ensure that the service delivery for HR as stated in the Central Service Framework is maintained;
• At all times to carry out the responsibilities of the post with due regard to the Trust’s Equalities policy.

Management

• To plan and prioritise own work and that of your staff according to the needs of the school as determined by the Director of People;
• To be responsible for monitoring the quality of the service provided by staff within the HR Team.

This job description sets out the duties of the post at the time it was drawn up. The post-holder may be required from time to time to undertake other duties within the school as may be reasonably expected, without changing the general character of the duties or the level of responsibility entailed. This is a common occurrence and would not justify a reconsideration of the grading of the post.

This job description will be reviewed at least annually as part of the Performance Management process to reflect changing School and individual needs. Consultation between the post holder and the Headteacher is considered a vital part of this review process.

Signed …………………………………….. Headteacher

Signed……………………………………… Date: …………………………………………

PERSON SPECIFICATION

Experience, Skills and Abilities

Essential

• CIPD level 5 or equivalent recent professional HR experience;
• A minimum of 2 years of experience in HR management;
• Experience of working to deadlines and delivering results through effective management, organisation and planning of workloads and resources. This is a challenging role which requires prioritisation of tasks;
• Experience of providing advice and flexible resolutions to a wide range of complex HR issues through to successful outcomes;
• Working with the Governance Professional in developing HR and employment related policies, procedures and/or guidance;
• Ability to confidently navigate IT systems and use management information data to partner with Senior Leaders to work proactively in identifying areas for improvement;
• Experience of influencing wellbeing strategies;
• Advising on organisational change activities;
• High level of IT skills is required;
• A very high level of literacy and accuracy is required;
• Excellent communication skills, both verbal and written;
• Discretion and an ability to work confidentially;
• A self-starter, able both to work independently and manage and develop a team;
• Accuracy and attention to detail – this is vital for compliance;
• Ability to motivate and influence, if necessary, in the face of adversity;
• Ability to build relationships and work collaboratively as part of a team.

Desirable

• Experience of HR issues in an educational environment is desirable.

Knowledge

• Knowledge of current UK employment legislation, case law and codes of practice;
• Knowledge and experience of safer recruitment and safeguarding compliance within a school environment together with knowledge of school regulations and inspections is desirable;
• Ability to interpret and present, in writing and orally, management information on key HR performance indicators;