HR Manager

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HR Manager
REQUIRED FOR SPRING 2026

WELCOME

Thank you for considering the role of HR Manager at

Moulsford Prep School.

Moulsford is a thriving independent day & boarding school of 330 pupils aged 3

to 13 years, set in tranquil and picturesque grounds on the banks of the River

Thames in South Oxfordshire.

At Moulsford, the message is straightforward. We want our pupils to receive the

broadest possible education, while remembering that they will

learn best when

happy and settled.

Founded in 1961, this is a particularly exciting period in Moulsford’s

development with the School in the process of going co-educational. At present

girls and boys are in Year 3 and below, and the school will be fully co-

educational by 2030.

Moulsford offers a fantastic working environment, placing great emphasis on staff

wellbeing and morale, as well as having a culture of career development.

I look forward to welcoming you to Moulsford soon.

Ben Beardmore-Gray

Headmaster

THE SCHOOL

Moulsford Prep School is situated on an idyllic

30-acre site on the banks of the River Thames.

Our Prep School (age 7 – 13) traditionally delivered an outstanding

all-boys education, and is now moving towards full co-education by

There are currently 330 pupils at the School from Pre-School to

Year 8.  Moulsford is predominantly a day school, but has a

boarding house for up to 35 pupils; mainly in Years 6, 7 and 8.  The

School week runs from Monday to Friday, and there are also a

number of sports fixtures which take place on Saturdays. There is

neither Saturday School nor boarding on Friday night or at the

accepting girls into Year 3 from September 2025, who will continue

through the school, until the whole school is fully co-educational by

weekend.

2030. Our Pre-Prep (age 3 – 7) became co-educational in

September 2023.

Moulsford aims to nurture the whole child, providing opportunities

for each individual to develop their talents and abilities.  The culture

is one of achievement within a vibrant learning environment,

ensuring positive reinforcement at all levels of ability.  The School

has high academic expectations of the pupils and excellent teaching

ensures that they move to their Senior Schools extremely well

prepared.

Great emphasis is also placed on the extra-curricular side of School

life. Forest School, Sport, Music, Art, Drama and river-based

activities play a prominent role in the pupils’ timetable.  Sport at

Moulsford is particularly strong with the major sports being rugby,

football, hockey, cricket and netball.

From Moulsford, the children go on to a wide variety of senior

schools via Common Entrance or Scholarship at 13+.  These

include: Abingdon, Radley, Marlborough, Wellington, Magdalen

College School (Oxford), Eton, St Edward’s (Oxford), Pangbourne,

Harrow, Shiplake, and The Oratory. This list will be expanded to

include a range of girls’ schools, as girls progress through the school.

The Headmaster is Ben Beardmore-Gray who took up post in

September 2014.  Ben was previously Headmaster of Mowden Hall

(Northumberland), Deputy Head of Farleigh (Hampshire), and

started his teaching career at Ludgrove (Berkshire).  He is also on

the Council of Cheltenham College, District Representative for

District 10 of the Independent Association of Prep Schools (IAPS), a

Director of the Independent Schools  Examination Board (ISEB) and

is a mentor and coach to other Heads.

THE ROLE

The HR Manager is a key member of the School’s Business Administration Team working closely with the
Bursar and the Bursary Team and leading meetings with the Headmaster and Deputy Head to consider
staffing and other staff related matters. The role has high levels of autonomy and, as the only HR
in the school, the successful applicant will cover the full range of HR matters, from HR
professional
strategy through to HR administration and maintaining the Single Central Register.

The school currently employs approximately 100 staff and has contractual arrangements with a range of
third party music teachers, learning support providers and other regular contractors.

The overall objective is to ensure that the School recruits, motivates and retains high quality members of
staff who will assist the school
in achieving its strategic objective to be the best co-educational Prep
School in South Oxfordshire.

MAIN RESPONSIBILITIES

RECRUITMENT

TRAINING & DEVELOPMENT

ABSENCE MANAGEMENT

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To liaise with SLT on recruitment requirements
To write job advertisements, job descriptions and applicant packs
To assess advertising avenues and negotiate charges
To post adverts and handle responses (facilitating sift and interview process,
checking Right to Work in the UK)
To invite candidates to interview, take references, check qualifications,
medical fitness etc
As required, to conduct interviews for a range of appointments and attend
final selection meetings and record feedback from those involved in the
selection process and provide HR advice on decision-making.
To send offer of employment letters
To carry out employment checks
To ensure the School’s Single Central Register (SCR) is effectively and
accurately maintained in line with KCSiE and ISI requirements.
To update contracts according to legislative change and best practice
To issue contracts and input new staff on iSAMS database
To update and issue self-employed consultant agreements
To organise induction training on safeguarding and Prevent, fire safety, health
& safety, data protection, iSAMS and other key policies
To develop and deliver the HR induction for new starters.
To ensure that all applicant and staff data is managed and processed in
accordance with the School’s data protection and data retention policies
and data protection law.

HR INFORMATION SYSTEM

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To educate and support staff and line-managers/HoD to use the new HRIS,
including driving forward implementation of self-service and absence
management.
To embrace digital transformation more broadly and identify and support
the implementation of opportunities to enhance the HR service e.g. AI.

PAY & BENEFITS

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To support the Bursary Team in advising staff on:

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overtime and TOIL policies and deal with any issues arising;
holiday and/or absence pay.

To support and advise on matters around FTE, term time and term time
plus staff, including complex holiday pay calculation.
To prepare and issue variation to contract letters and update the HR
system.

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To design and deliver staff inset/training sessions on HR related issues (e.g.
pay, benefits, performance, wellbeing, legal changes).
To hold periodic ‘HR surgeries’ with academic HoDs.
To design and lead the implementation of a management development
programme, which educates and supports line-manager skills in a range of
HR areas, including absence management, grievances, investigations,
capability, flexible-working and disciplinaries.
To keep up to date with HR best practice (e.g. ISBA HR Conference,
webinars etc.) and share knowledge with the wider HR Team.
To undertake training needs analysis and make recommendations for
wider staff training in line with relevant legislative requirements and any
identified organisational need.

EMPLOYEE ENGAGEMENT AND
COMMUNICATIONS

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To propose, support and manage the roll out of staff engagement and
experience initiatives as agreed with the SLT.
To provide data and reports as requested for management and external
purposes.
To drive a more data-driven approach across a range of workforce metrics,
including absence and probation, and work with managers to proactively
manage.
As requested, complete exit interviews.

EMPLOYEE RELATIONS

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To be the first point of contact for managers and staff on employment and
ER advice, and respond in a timely and professional manner.
To build strong and effective working relationships with managers and
advise on a wide range of ER issues.
As required to support and manage an ER caseload in a range of areas,
including investigations, disciplinary, capability, probation, flexible-working,
grievance and sickness absence.
To provide a proactive and visible HR presence within the School,
attending meetings and employment related hearings, supporting
managers/HoDs as required.
To coach and support line-managers to develop the necessary skills on a
wide range of ER matters, and ensure adherence to employment law
requirements.
To signpost staff to health and wellbeing support available, including the
Employee Assistance Programme (EAP) and School Counsellors.

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To provide advice and guidance to individuals and their managers in relation
to the School’s absence policies and procedures, including sickness,
maternity, paternity and shared parental leave.
To work closely with the Deputy Head and other managers on absence and
welfare related matters for academic staff.
To understand the contractual entitlements for different groups of staff and
support the administration of payroll in respect of absence, ensuring the
accuracy of payments for sick pay, maternity pay etc.
To advise and support line managers in conducting return to work
interviews and sickness absence meetings as required.
Advising managers on or conducting individual risk assessments for
complex or long term absence cases, including considering any reasonable
adjustments

EMPLOYMENT LEGISLATION, HR POLICIES,
COMPLIANCE

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To advise staff on relevant employment law.
To keep abreast of any changes in employment legislation and to advise the
SLT and staff on any issues arising.
To liaise with the School’s legal/employment adviser(s) as appropriate.
To maintain an accurate log of staff regarding their right to work status.
Create and issue third party (contractors/ suppliers) letters and ensure
records are kept up to date.
To develop, implement and review HR policies, procedures and practices to
support operational needs and to ensure legislative and regulatory
compliance as required.
To have a comprehensive understanding of ISI regulatory requirements and
Keeping Children Safe in Education (KCSiE).
To advise staff on relevant regulatory requirements for different categories
of staff including employees, casual staff, self employed, checked and
unchecked volunteers, governors, visiting speakers and professionals etc.

NB The successful candidate should be flexible in their approach to
duties.  The above is not an exhaustive list and you may be required to
undertake other duties as required by your Line Manager or the Head.
The job description may be amended to meet the needs of the School,
in consultation with the post holder.

PERSON SPECIFICATION

ESSENTIAL CRITERIA

DESIRABLE CRITIERIA

MEASURED BY

EXPERIENCE & KNOWLEDGE

• Well organised and efficient, with solid HR experience

• Experience of HR in a standalone role

Application & Interview

• Up to date knowledge of employment law

• An understanding of the requirements of the SCR

SKILLS & ABILITIES

• Team player with highly effective communication and interpersonal skills

• Capacity to think both creatively and logically

• Ability to see tasks through to completion

• Ability to prioritise effectively and balance competing pressures

• Meticulous attention to detail

• Desire and ability to take ownership of the role, work under pressure and prioritise tasks to

meet deadlines

EDUCATION & QUALIFICATIONS

• Educated to degree level or equivalent

• CIPD qualified or equivalent

OTHER

• A professional, flexible and proactive attitude

• Supportive of Moulsford’s ethos and strategic objectives

• Flexibility to work calmly and reliably in a busy School, both in a team and independently,
with energy, initiative and cheerful enthusiasm for developing the role and to undertake
training as required

• As with all staff, responsible for promoting and safeguarding the welfare of any children and

young persons with whom they come into contact in accordance with School policies

• An understanding of and empathy with the independent  school sector,
together with a commitment to the School community and its purpose
and future prosperity

• Familiarity with Moulsford Prep School and/or other similar schools

• Safer recruitment trained

• Experienced  in the use of iSAMS or another similar database

• Keen sense of humour

• Excellent IT skills

Application & Interview

Application

Interview

STAFF BENEFITS AT MOULSFORD

LOCATION

THE BARN FITNESS CLUB

Moulsford is situated on the banks of the Thames between

The School offers gym membership for all employees at

the market towns of Wallingford and Pangbourne, in a

The Barn Fitness Club in Cholsey.

designated Area of Outstanding Natural Beauty.  Oxford,

Reading and Henley are located 18, 16 and 15 miles away

respectively.  There are direct trains to London Paddington

from Didcot (8 miles), and a ‘stopping’ service from Cholsey

(1 mile).  The School has roughly 100m of river frontage

and staff are able to use the watersports facilities outside of

school hours.

PENSION

WELLBEING

Great emphasis is placed on staff wellbeing and morale and

we firmly believe in creating the right work/life balance for

all at Moulsford.  A culture of mutual support for

colleagues is encouraged and fostered.  Social events for

staff take place throughout the year.

CONTINUING PROFESSIONAL

All employees are eligible to join a staff pension scheme.

DEVELOPMENT

IN-HOUSE CATERING

All employees are encouraged and supported with access

to regular Continuing Professional Development.

Making sure our students and staff are well fuelled for a busy

day at school is key and food is very important at

SALARY

Moulsford.  Our in-house catering team ensures that staff

Competitive salary offered dependent on experience and

enjoy complimentary good quality, healthy and balanced

meals every day.  They also cater for all types of diets and

allergens.

qualifications, commensurate with industry standards

APPOINTMENT
PROCEDURE AND KEY DATES

KEY DATES

Closing Date for applications is
Monday 9th March 2026.

Initial Interviews will take place week
commencing 16th March 2026.

Moulsford Prep School, Moulsford-on-Thames,Oxfordshire OX10 9HR
01491 651438  •  mpshr@moulsford.com •  www.moulsford.com

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