Northridge Care Group is a private organisation that offers high quality residential care for children and young people with complex needs associated with challenging behaviour.
Role: Head of Human Resources
Salary: Up to £60,000 p.a.
Hours: 37.5 hours per week.
Annual Leave: 22 days annual leave plus 8 bank holidays. This rises by an additional day for every year of service up to 5 years.

QUALIFICATIONS AND EXPERIENCE:

• Proven experience as a senior HR leader within a regulated environment.
• Demonstrable experience of strategic HR leadership coupled with the ability to work pro-actively on operational HR matters.
• Demonstrable experience in designing and implementing strategic HR initiatives that have supported business growth, service improvement and workforce stability
• Demonstrable experience of managing complex casework including Employment Tribunal and working with legal advisors.
• Proven experience in managing HR across multiple locations.
• Experience of safer recruitment practices and HR compliance in a safeguarding setting.
• CIPD qualified to Level 5
• Evidence of Continuous Professional Development
  Job Types: Full-time, Permanent
  Pay: Up to £60,000.00 per year

Benefits:

• Company pension
• Free parking
• Referral programme

Schedule:

• Day shift
• Monday to Friday

Licence/Certification:

• driver’s licence (required)

Work Location: In perso

ROLE PURPOSE:

The Group Head of HR will be responsible for developing and delivering a people strategy aligned to business growth and operational excellence. You will lead a small HR team to ensure the recruitment, retention, development, and wellbeing of employees meets the highest standards, supporting both operational needs and the safeguarding requirements of a Children’s Social Care environment. You will be both a strategic member of the Executive Team and an operational leader, ensuring effective day-to-day HR and Recruitment delivery.

STRATEGIC RESPONSIBILITIES:

• Develop and implement a forward-thinking People Strategy that supports the business’s growth, ensures regulatory compliance, and maximises workforce stability.
• Act as a key member of the Executive Team on HR, culture,
• workforce planning, employee relations, recruitment, talent
• management, and retention strategies.
• Lead on the creation and development of HR policies and practices that are legally compliant, child-centred, and aligned to organisational values.
• Develop and implement a Reward, Recognition and Engagement Strategy that attracts, motivates, and retains high-quality staff, ensuring it is aligned with organisational values, promotes a positive culture, and supports employee wellbeing and engagement across all homes.
• Champion diversity, equity, and inclusion across all aspects of the
• workforce.
• Support and advise on organisational change and transformation
• initiatives.
• Ensure HR governance aligns with regulatory requirements, particularly Ofsted and safeguarding frameworks.
• Monitor and report on HR KPIs to the Executive Board.

OPERATIONAL RESPONSIBILITIES:

• Manage, develop, and mentor the HR team ensuring clear objectives and effective team performance.
• Oversee the full employee lifecycle, ensuring consistent, efficient, and legally compliant HR operations.
• Lead workforce recruitment initiatives to maintain safe staffing levels, working closely with the Recruitment Officer to deliver robust safer recruitment practices.
• Advise and guide managers on employee relations issues ensuring fair and consistent application.
• Oversee and manage complex employee relations casework, including disciplinaries, grievances, and Employment Tribunal claims, ensuring timely progression, accurate documentation, risk management, and effective liaison with external legal advisors and solicitors to protect the business’ interests.
• Maintain up-to-date knowledge of employment law, Children’s
• Social Care regulations, and best practice, ensuring policies and practices are regularly reviewed.
• Design and deliver training, coaching, and support for line managers to ensure that they are confident, competent, and consistent in handling HR processes, employee relations matters, performance management, and promoting a positive workplace culture.
• Manage HR administration processes, ensuring robust recordkeeping in line with GDPR and safeguarding expectations.
• Support and embed a culture of continuous improvement, high performance, and wellbeing.
• Support other group companies with HR provision as needed.