Vacancy at Roffey Park
- Accountable for the integrity of HR governance, including policy alignment with employment law and organisational standards
- Ensure effective management of HR-related risk, audit readiness and documentation integrity
- Own oversight of HR suppliers, contracts and system governance
- Provide authoritative HR input into Board and PRC reporting
- Maintain organisational structure alignment with governance and workforce design
Reward, Benefits and Workforce Cost Oversight
- Accountable for the fairness, affordability and governance of pay, benefits and workforce cost decisions
- Oversee pay review processes, salary benchmarking and reward frameworks
- Ensure alignment between workforce cost decisions and organisational financial planning
- Provide oversight of pension and benefits governance in collaboration with Finance
- Validate workforce cost reporting for senior stakeholders
Employee Relations, Wellbeing and Inclusion
- Act as escalation point for complex, sensitive or high-risk employee relations matters
- Provide expert judgement on disciplinary, grievance and performance-related cases
- Ensure consistent and compliant application of employment practices
- Oversee organisational approach to safeguarding, wellbeing, inclusion and employee engagement
- Ensure effective management of absence, long-term sickness and workplace adjustments
Recruitment and Workforce Planning Governance
- Ensure recruitment activity aligns with workforce plans, organisational structure and budget
- Approve role design, senior-level hiring decisions and non-standard employment terms
- Provide governance over recruitment processes, agency usage and cost control
- Ensure employment documentation meets legal and organisational standards
- Support organisational workforce planning and future capability requirements
- Own organisational performance management framework and its effectiveness
- Ensure consistency and quality in performance, underperformance and development processes
- Lead oversight of talent management, succession planning and capability development
- Ensure learning strategy aligns with organisational priorities and workforce needs
- Provide governance of skills frameworks, workforce planning and capability insights
- Work alongside the team to embed sustainable improvements in performance, learning and workforce planning
HR Leadership and Functional Oversight
- Provide line management, direction and prioritisation for the HR team
- Ensure quality, consistency and accountability across HR delivery
- Act as the senior escalation point for people-related decisions and risks
- Provide strategic people advice to CEO, Executive Team and Board
- Ensure HR activity supports organisational priorities, culture and values
- Authority to sign off HR policies, frameworks and governance standards
- Decision authority on complex employee relations cases and risk-based people decisions
- Approval of recruitment decisions, role structures and non-standard terms
- Oversight and approval of HR budgets, supplier arrangements and workforce cost positioning
- Authority to escalate people risks and advise senior leadership and Board on appropriate action
Life Insurance
Healthcare
Health cash plan
Workplace pension
Flexible working
36 days annual leave (pro rata)
Required Capabilities:
Mandatory
• Chartered level or Degree qualification in HR with strong knowledge of UK employment law and governance
• Proven ability to manage organisational risk and make sound, defensible people decisions
• Experience operating at a senior HR level with accountability for oversight rather than delivery
• Ability to interpret workforce data to inform decisions and recommendations
• Proficient use of Microsoft 365 tools (Word, Excel, PowerPoint, SharePoint, Teams, Co-pilot and Outlook) to manage documentation, reporting and collaboration
Role Specific
• HR governance, policy development and compliance oversight
• Complex employee relations case management and escalation handling
• Workforce planning, organisational design and resource modelling
• Reward, benefits and workforce cost management oversight
• Performance management, talent and succession planning frameworks
• Supplier and contract governance across HR services
• Board-level reporting and senior stakeholder advisory capability
Behavioural & Leadership
• Exercises sound judgement in complex, sensitive and high-risk situations
• Provides clear, confident and balanced advice to senior stakeholders
• Builds credibility and trust through consistency and fairness
• Enables others through coaching, guidance and structured oversight
• Adapts to new systems, processes and ways of working
Change & Future Ready
• Uses digital tools and systems to improve delivery efficiency and visibility
• Demonstrates awareness of how operational decisions impact margin, capacity and client outcomes
• Adapts effectively to evolving client requirements, systems and organisational priorities
• Applies a continuous improvement mindset to people processes and organisational capability
Value Add
• Improves reliability of operational reporting through high-quality system data
• Strengthens organisational capability through proactive workforce planning and talent insights
• Enhances alignment between people strategy and organisational performance outcomes
• Brings external insight on HR best practice to inform organisational development