Reporting to the Director of People & Culture, this role will ensure the smooth implementation of people strategies and processes, with a particular focus on achieving operational excellence, compliance with CQC, IiP and Safer Recruitment practices, and developing a positive employee and volunteer experience. The People and Volunteering Manager will play a critical role in supporting managers, improving processes, and ensuring quality standards are consistently met.
Key Responsibilities
Staff Engagement
Foster a positive working environment through regular engagement initiatives.
Implement and oversee feedback mechanisms to ensure high levels of satisfaction and retention.
Support the development and delivery of an internal communications strategy to keep teams informed, connected, and aligned with our mission and values.
Coaching & Employee/Staff Relations
Provide coaching and guidance to managers on employee relations issues, promoting a culture of accountability and fairness.
Address and resolve workplace concerns in line with best practices and organisational policies.
Support grievance, disciplinary, performance management and problem solving processes, ensuring consistency and adherence to policy.
Recruitment & Onboarding
Manage end-to-end recruitment processes for employees and volunteers, ensuring adherence to Safer Recruitment practices, IiP, CQC and good practice.
Collaborate with hiring managers to ensure timely, effective, and inclusive recruitment efforts.
Design and deliver effective onboarding programmes to integrate employees and volunteers into the charity seamlessly.
Compliance & Risk Management
Ensure compliance with all relevant employment laws, safeguarding, charity sector regulations, and organisational policies.
Maintain up-to-date HR records, including volunteer agreements and employment contracts.
Conduct regular risk assessments and audits for HR and volunteering practices and recommend improvements, and action them as needed.
Quality & Process Improvement
Champion a “Right First Time” approach, ensuring high-quality delivery of all services.
Review, refine, and implement HR processes to drive efficiency and effectiveness
Responsible for the oversight of the policy framework to include monitoring of review dates and contribution to updates.
Monitor and evaluate HR metrics to identify opportunities for continuous improvement.
Process map of key processes to ensure good practice, reduction of single points of failure, and drive efficiencies. To include but not limited to; recruitment, onboarding, Cascade, PinPoint, Worknest, exits, engagement, pay and benefits.
Oversight of all HR related systems and a superuser in Cascade, PinPoint, and Worknest.
Pay, Benefits, & Compliance
Administration of payroll, ensuring accurate and timely processing. Act as the second point of contact for all payroll and benefits related workflows.
Oversee the organisation’s pay and benefits offering, ensuring competitiveness and alignment with budget constraints.
Advise employees on pay, benefits (to include but not limited to NHS pension, standard pension, on-call and bank/consultancy payments), and entitlements.
Person Specification:Essential Skills & Experience:
Proven experience as an HR professional, preferably within the charity or non-profit sector.
Demonstrable knowledge of Safer Recruitment and safeguarding practices and employment law.
Demonstrated ability to manage recruitment, compensation and benefits, onboarding, and engagement initiatives.
Experience in the development of digital onboarding platforms, ideally using PinPoint or SharePoint.
Experience in coaching managers and handling end to end complex employee relations cases.
Demonstrable experience in reducing sickness absence within an organisation, end to end process.
Expertise in process improvement and ensuring adherence to quality standards.
Expertise in written communication to deliver policies, guidance, terms and conditions, letters, good news stories, newsletters, and email updates to stakeholders.
Ability to effectively manage volunteer recruitment and support, with recent experience of LinkedIn, Job Boards and the development of recruitment campaigns.
Expertise in the development of job descriptions.
Expertise in recruitment and selection to include assessment centres, interview questions, and recent experience in the development of a variety of selection methods.
Evidence of continuing professional development in all aspects of HR.

Please refer the Job description for details