Interim Head of HR

Michael Page; Greater London; Hybrid; GBP 70,000 - 100,000; Full time

Job summary

Michael Page is seeking an Interim Head of HR for a not-for-profit organisation based in London. The role will lead on a range of HR projects, manage day-to-day HR activity, and work on developing HR infrastructure during a growth phase.

Hybrid working is available, and the appointment will be for a 2-year fixed-term contract. The successful candidate will have prior experience in not-for-profit sectors and in unionised environments, with a track record of improving HR functions and delivering

Qualifications

• Previous experience working in not-for-profit.
• Previous experience working in a unionised environment.
• Previous experience of improving HR functions and leading on projects.

Responsibilities

• Lead on a variety of People projects and day to day running of the HR Function
• Support in developing HR infrastructure after a period of growth
• Develop relationships with trade unions and leading on negotiations
• Review and develop HR policies, processes and the staff handbook
• Look at staff engagement survey results to develop initiatives
• Support with organisational change initiatives
• Review the full reward function including job architecture, job families, role bandings, salary benchmarking etc alongside an external consultant
• Partner with the HR Director to develop the new people strategy which aligns to the newly developed organisational strategy
• Develop manager capability to ensure a consistent culture and ability to performance manage
• Oversee the full employee lifecycle

Job description

An SME not-for-profit organisation are looking for an Interim Head of HR to join for a 2 year FTC. The role is to lead on HR projects and Operational HR activity. The role is based in London with hybrid working.

SME Not-for-profit organisation

London based with hybrid working

Description

• Lead on a variety of People projects and day to day running of the HR Function
• Support in developing HR infrastructure after a period of growth
• Develop relationships with trade unions and leading on negotiations
• Review and develop HR policies, processes and the staff handbook
• Look at staff engagement survey results to develop initiatives
• Support with organisational change initiatives
• Review the full reward function including job architecture, job families, role bandings, salary benchmarking etc alongside an external consultant
• Partner with the HR Director to develop the new people strategy which aligns to the newly developed organisational strategy
• Develop manager capability to ensure a consistent culture and ability to performance manage
• Oversee the full employee lifecycle

Profile

• Previous experience working in not-for-profit
• Previous experience working in a unionised environment
• Previous experience of improving HR functions and leading on projects