Part time HR Manager

at  Pupil Progress

COMPANY INTRODUCTION

Founded by experienced educators Brett Griffin and Barnaby Grimble, Pupil Progress is a dynamic and comprehensive educational technology platform designed to revolutionise the teaching and learning experience for educators, students, and parents alike. Providing exam board-specific student progress tracking at subject, topic and skill level, aiding educators in informed decision making regarding curriculum strategy and teaching. Pupil Progress are dedicated to supporting the progress of every pupil - not just for school but for life. Providing one central point of truth for data, from the Student to the Trust CEO, we are on a mission to deliver this impact on a global level and are aware of the focus on innovation, digital transformation and quality assurance in education.

CANDIDATE REQUIREMENTS

• HR experience
• Experience of HR Management is preferred but not essential
• EdTech or other SaaS or tech industry experience is preferred not essential
• Experience of working in the education sector is preferred not essential
• Experience with working with the internal systems we currently use (see list in Operations heading in Responsibilities and Tasks section above)
• Experience of leading or contributing to data protection systems and processes

QUALIFICATIONS

• HR qualifications are preferred but not essential

JOB PURPOSE AND OVERVIEW

The HR Manager plays a crucial role in developing, organising and executing our HR systems and activities, and continually improving our wider systems and processes as we continue to rapidly grow and develop.
Help us continue to attract and retain the best talent, and make Pupil Progress the best place to work for our staff to do their best work.

HR RESPONSIBILITIES:

• Talent Management: Attract and retain talent, manage recruitment, onboarding, and induction activities. (in collaboration with Employer Brand)
• Employee Experience: Continuously improve Employee eXperience (EX) and Employee Value Proposition (EVP).
• Job Descriptions: Ensure precise, up-to-date job descriptions.
• Organisation Chart: Keep the organisational chart current.
• Payroll and Benefits: Liaise with finance for accurate payroll and manage pensions and other benefits.
• Health and Safety: Lead in staff health, safety, and welfare.
• Office Management: Oversee office and facilities management.
• Learning & Development: Create and coordinate the company Learning & Development plan.
• Performance Management: Organise staff performance appraisals and attendance systems.
• HR Records: Manage the HR records and annual leave systems.
• Employment Law: Advise on employment law, policies, and procedures.
• Disciplinary Issues: Support or lead disciplinary, performance, attendance issues, and contract terminations.
• Formal Meetings: Advise or lead on formal HR meetings and consultations.
• Offboarding: Organise staff offboarding activities.
• Policy Development: Develop and update HR policies, employee handbook, and company manual.
• Manager Guidance: Update and provide guidance for managers.
• Negotiations: Participate in negotiations on contracts, working conditions, and redundancy packages.
• System Improvement: Improve HR systems and team capacities.
• Reporting: Report HR activities to the Head of Systems and Operations.
• Compliance: Ensure compliance with internal and external policies, procedures, and regulations.