HR Manager

HR Manager

The HR Manager will lead a comprehensive HR service for Sport for Confidence while providing clear oversight of the organisation's central operational functions. This is a blended HR and operations leadership role. The postholder will combine specialist HR expertise with practical operational leadership, helping to ensure that our people practices, systems and day-to-day operations are compliant, proportionate, well-coordinated and aligned with our strategic priorities.

Working directly with the Co-CEOs and closely with Heads of Service, the postholder will act as a trusted adviser on people, workforce and organisational matters. They will provide professional challenge where needed, enable managers to lead their teams effectively and translate organisational priorities into workable processes.

The postholder will line-manage and develop the HR Assistant and provide agreed leadership & oversight to employees working within the operations function. They will set priorities, maintain appropriate controls and assurance, and make sure administrative activity is delegated at the right level.

We are looking for someone who is comfortable moving between strategic leadership and practical delivery and who can bring clarity, sound judgement and a values-led approach to a growing organisation.

Main duties of the job

HR Operations and Employee Lifecycle

Recruitment, Onboarding, Induction and Learning

Payroll and Employee Administration

HR, Operations and Organisational Development

Employee Relations

Leadership, Operational Oversight and People Development

Strategic Contribution, Workforce Reporting and Board Support

Professional duties

Additional responsibilities

About us

Sport for Confidence CIC is an Occupational Therapy-led organisation that centres and prioritises the needs of people and communities furthest away from physical activity and sport. We work locally and nationally to narrow the gap in occupational, health and social outcomes, enabling people to participate in ways that are meaningful to their lives.

Our approach brings together the expertise of occupational therapists, the physical activity workforce and people with lived experience. It is person-first, occupation-focused and systems-driven, recognising the relationship between the person, their environment, occupations and participation.

This is occupational therapy delivered within community and physical activity settings. Occupational therapists use their professional reasoning and core occupational therapy skills to understand what matters to people, identify barriers to meaningful participation, adapt environments and opportunities, and enable people to engage in the occupations and everyday activities that support their health, wellbeing, independence and sense of belonging.

Physical activity and sport provide a context and therapeutic tool through which occupational therapists can work towards wider occupational outcomes. The purpose is not simply to enable people to take part in sport or become more physically active, but to use meaningful participation to support people to do what they need and want to do in their everyday lives.

Person Specification

Qualifications

• CIPD Level 5 Associate Diploma in People Management (or equivalent recognised HR qualification), or demonstrable equivalent professional HR experience at management level.
• Evidence of continuing professional development and up-to-date knowledge of UK employment legislation and HR practice

Experience

• Significant HR generalist experience at HR Manager, HR Business Partner or equivalent level.
• Demonstrable experience of independently advising senior leaders on complex people, workforce and employment matters.
• Experience of providing professional HR advice and support across the full employee lifecycle.
• Experience of managing complex employee relations cases, including performance, capability, conduct, grievance, sickness absence and organisational change.
• Experience of developing, reviewing and implementing HR policies, procedures and people practices.
• Experience of managing or overseeing an end-to-end payroll process.
• Experience of supporting recruitment, onboarding, induction, probation, appraisal and exit processes.
• Experience of working strategically as well as operationally, with the ability to move confidently between the two.
• Experience of supporting organisational change, workforce planning or organisational development activity.
• Experience of providing leadership, supervision and development to others.
• Previous line management responsibility
• Strong interpersonal and communication skills, with the ability to communicate sensitive or complex information clearly and appropriately.
• Excellent written communication skills, including the ability to produce professional reports, papers and workforce documentation.
• Excellent organisational and time-management skills, with the ability to manage competing priorities.
• Strong analytical and problem-solving skills with excellent attention to detail.
• Ability to interpret HR and workforce information and identify themes, risks and priorities.Experience within a growing organisation, social enterprise, healthcare, community or values-led environment.
• Experience of working closely with CEOs, Directors or an executive leadership team.
• Experience preparing HR and workforce information, reports or papers for a Board or senior leadership team.
• Experience contributing to Board assurance, governance or organisational reporting.
• Experience overseeing or contributing to wider organisational operations alongside an HR remit.
• Experience leading or supervising employees working within an operations function.
• Experience of developing or improving organisational systems, processes and ways of working.
• Experience using HR data, workforce metrics or management information to support organisational decision-making.
• Experience supporting managers to develop their people-management capability.