Job Description

Job Introduction

As HR Manager at Focus Birmingham you will play a pivotal role in shaping and leading people related strategies, ensuring our people practices support our mission to make a real difference to people with sight loss and complex needs. you will lead the People Team and work collaboratively across the organisation to create a positive, inclusive and high-performing culture, while embedding effective systems, processes and policies. The People Team are also responsible for the recruitment, induction, engagement, and ongoing support of volunteers across the organisation, ensuring they are valued and equipped to contribute effectively.


You will have the ability to analyse and to think through complex challenges, deliver appropriate solutions and understand the strategic agenda. You will continually look for and implement best practice/changes that add value and increase people engagement.


You will work closely with the Director of People and Resources on the People and strategy of Focus Birmingham.

Key Responsibilities

HR Strategy and Leadership

Lead and contribute to the development and implementation of organisational people strategies, ensuring alignment with overall organisational objectives and promoting best practice across all areas of People Team activity. Use data and insights to shape decisions, measure and improve business performance. Champion a positive, inclusive, and values-led culture. Build, develop and maintain effective working relationships by engaging and influencing key stakeholders on identified HR activities processes and projects and their decision-making process Effectively coach managers to ensure they are suitably equipped to manage people-related matters by providing a range of options and assess levels of risk, in order to minimise escalation and protecting the charities reputation. Identify and implement people initiatives to support departmental aims and wider charity culture, whilst ensuring alignment with relevant strategies, policies UK legislation, governing bodies, best practice.

Employee Relations

Provide confidential, comprehensive and effective guidance and support on complex employee relations issues using a business partnering approach Proactively manage a varied caseload, keeping key stakeholders updated and providing best practice Ensure fair and consistent application and advise on changes. Keep up to date with employment legislation and advise on changes

Recruitment and Onboarding

Oversee end-to-end recruitment processes, working with managers to attract and retain diverse talent. Ensure effective, inclusive, and legally compliant recruitment practices. Lead onboarding and induction programmes that support new starters' integration. Ensure that Focus has an active programme of recruiting volunteers.

Performance and Development

Proactively drive the performance management and appraisal process, including; delivery of training, coaching managers, effective objective setting, performance conversations and role profile reviews. Be an advocate for the achievement of high standards to deliver overall strategy across departments through progress reporting and challenging colleagues where required. Work with managers to identify learning and development needs.

Policies and Compliance

Maintain and update HR policies in line with employment law and best practice (ACAS/CIPD). Ensure GDPR and data protection compliance for employee data. Demonstrate commitment to Safeguarding by adhering to relevant policies, procedures and values relating to safeguarding children and adults at risk

HR Operations

Oversee HR administration and ensure quality of work and service provided to managers, volunteers and employees. Produce reports on HR metrics (e.g. turnover, sickness, diversity). Manage HR budgets where required. Continuously review and make recommendations to improve current HR processes. Ensure compliance with relevant audits

Engagement

Develop and implement recognition and reward initiatives which acknowledges and celebrates the Focus workforce (paid and voluntary). Lead on the implementation and overall action plans from engagement. Oversee the implementation of the wellbeing strategy and suggest initiatives based on feedback and data.

Equality, Diversity & Inclusion

Embed EDI into all HR practices. Support initiatives to build an inclusive and equitable workplace

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Learning and Development

Develop People Plans to support the overall delivery of departmental strategy and performance requirements including planning, growth, development and succession of internal talent. Support the delivery of learning and development activities across the charity. To lead and ensure the development of organisation-wide programmes that develop talent, leadership engagement, team building, coaching and mentoring in order to support a culture of openness and continous development. To devise, implement and oversee Focus' qualification framework utilising funding streams. To deliver appropriate training packages

Volunteering

Oversee the implementation of the Volunteering strategy. Oversee and support the People Team in delivering volunteer recruitment, induction, engagement, and retention processes, ensuring an excellent experience for all volunteers.

Any other reasonable duties and responsibilities which your line manager or another senior manager at the organisation asks you to perform.

Personal Specification

Essential

CIPD Level 5 qualification Successful track record in the leadership of people and teams including line management Proven experience of providing Generalist HR advice and guidance to Heads of Department and Line Managers across a varied casework Proven ability to liaise and build successful relationships with a range of stakeholders at all levels by demonstrating personal credibility. Thorough knowledge of HR policies, practices and employment law Experience of delivering a Business Partnering service to a customer facing client group in a fast paced and demanding environment Experience of producing high level management information reports to inform management decision making Proven experience of working autonomously and as part of a wider team Ability to work accurately, with close attention to detail Proactive self-starter who acts with a high level of integrity Demonstrable ability to challenge and influence at all levels Proven ability to use own initiative and make recommendations for improvements to processes Strong organisational skills and an ability to multi-task and prioritise effectively Demonstrable experience and awareness of using sensitive and confidential personal information and data Ability to successfully manage and resolve conflicts, often in highly emotive and sensitive situations. Proven experience of project management in a HR environment and taking a lead role on driving key HR themes across the organisation (e.g Employee Experience, EDI, Wellbeing, Employee Relations Demonstrable experience of coaching line managers and employees in HR procedures and practices Ability to inspire, motivate and develop others to achieve transformational change Demonstrable experience of delivering mediation in a similar environment Some knowledge of payroll administration

Desirable

CIPD Level 7 Qualification To have and understanding of sight loss and other complex disabilities Experience of working with volunteers. Clear understanding of the relevant guidance, legislation and regulation regarding support for people with disabilities (e.g. Care Act, Adult Social Care Outcomes Framework, Safeguarding Vulnerable Adults).

Why Join us

A values-driven organisation that prioritises quality inclusion and empowerment A supportive leadership team with opportunities for career progression and professional development. A rewarding role making a real difference in the lives of people with sensory, learning and mental health needs.

Benefits

Additional Leave Canteen Company Pension Employee Discount Free or subsidised travel Health and Wellbeing programme Referral Programme Blue Light Discount * Discount for carers