Job Title

Human Resources Leader

Reports To

Director of Finance and Operations

Position Overview

The Human Resources (HR) Leader is responsible for developing and delivering HR

strategies that support NMPAT’s charitable mission and organisational objectives. This role

provides strategic and operational leadership across all areas of human resources,

including talent acquisition, employee relations, compensation and benefits, performance

management, compliance, and learning & development.

As a key member of the leadership structure, the HR Leader acts as a strategic partner to

the Senior Leadership Team (SLT) and Heads of Department, ensuring that HR practices are

consistent, legally compliant, and aligned with NMPAT’s culture and values. The role will

champion an inclusive, positive, and high-performing workplace where colleagues feel

supported and able to thrive.

Key Responsibilities

Operational Excellence

•  Develop and implement HR strategies that support organisational goals,

sustainability and growth.

•  Advise the CEO, SLT and Heads of Department on workforce planning, and talent

pipelines.

•  Lead on people-related change management, ensuring well-planned, well-

communicated transitions.

Talent Acquisition & Development

•  Lead the end-to-end recruitment process, ensuring high-quality, fair, and inclusive

practices.

•  Oversee screening, interview, assessment and selection processes to attract and

retain excellent staff.

•  Design and manage training, development programmes.

•  To be responsible for onboarding of all new joiners.

•  Develop and implement an induction and onboarding process

•  Ensure leaders and managers are supported to grow capability across their teams.

Employee Relations & Engagement

•  Foster a positive, inclusive, and supportive workplace culture aligned with NMPAT’s

values.

•  Provide expert advice on employee relations matters, ensuring consistent and fair

application of policies and procedures. Create awareness where appropriate around

these policies and procedures to ensure they are consistently and fairly applied.

•  Develop succinct and visible HR communications so colleagues understand policies,

processes, benefits, and development opportunities.

•

Identify organisational training needs and coordinate learning and development

activity to support continuous improvement and career progression.

Performance Management

•

Implement and embed performance appraisal and review systems.

•  Support managers in effective objective setting, feedback conversations, and

performance improvement processes.

•  Promote a culture of accountability, recognition, and high performance.

Compliance & Risk Management

•  Ensure full compliance with employment legislation, HR best practice, and health

and safety regulations.

•  Maintain accurate HR records, reporting systems, and employment documentation.

•  Lead the implementation and roll-out of a new cloud-based HR software platform.

2

•  Oversee the regular review of HR policies to ensure they remain compliant and

effective.

Person Specification and Qualifications

•  CIPD qualified (Level 5 minimum; Level 7 desirable).

•  5–7 years’ progressive HR experience, including at least 3 years in a leadership role.

•  Strong working knowledge of UK employment law, HR policy, and organisational

development.

•  Demonstrable experience leading recruitment, employee relations, performance

management, and organisational change.

•  Excellent communication, interpersonal and influencing skills, with the ability to

build strong relationships across all levels.

•  Experience of advising and partnering with senior leaders in a complex or multi-site

organisation (desirable).

Core Competencies

•  Operational Excellence – ensuring that the day-to-day HR management including

processes, policies and management of risk are understood, embedded and

delivered.

•  Leadership & People Management – ability to inspire confidence and support

managers effectively.

•  Problem-Solving & Decision-Making – sound judgement and evidence-based

decision making.

•  Change Management – experience leading people-related change sensitively and

effectively.

•  Confidentiality & Integrity – consistently models high standards of professionalism

and trustworthiness.

3

NMPAT is committed to promoting and safeguarding the welfare of children and young

people. All posts are subject to enhanced DBS and barred list clearance, a Prohibition

check, identity check, online checks, confirmation of the right to work in the UK, health

assessment, and satisfactory references. References will always be taken-up in advance of

the interview, and we may contact other previous employers for references.

This post is exempt from the Rehabilitation of Offenders Act 1974; therefore, all

applicants are required to declare any cautions or convictions, which are not protected

(not filtered out) as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order

1975 (as amended).

NMPAT is a Disability Confident employer. To address barriers, we will consider reasonable

adjustments and access requirements throughout the application and interview process.

Please alert us about anything we can do to make your application and interview process

as accessible as possible.

NMPAT values diversity, and we particularly welcome applications from under-represented

groups of the community.

4