Human Resources Manager

**HR Manager** **About PSG** * We have a long and proud history of transforming the lives of children, young people and adults with learning disabilities, autism, and mental health difficulties. * We are the largest provider of Positive Behaviour Support (PBS) commissioned by the NHS. * We also work in provider organisations in community settings. * Our goal is to give individuals, their parents / carers, and network of professionals the knowledge, skills, and motivation they need to provide the best possible support and to increase their quality of life in sustainable and long\-lasting ways. * We achieve these incredible outcomes by developing evidence\-based, contextually fit models of support for individuals and their support networks in the various settings they live. * We are a team of value\-driven Behaviour Analysts and PBS Practitioners. We embody our values in everything we do. **About the role** The HR Manager will lead and deliver a comprehensive, consistent, and high\-quality HR service across the organisation. The role is responsible for strategic workforce planning, recruitment and retention (including TUPE\-related workforce transitions), employee relations and welfare, performance management oversight, and the development and maintenance of a robust HR infrastructure that supports organisational objectives and operational excellence. **Key Responsibilities** **1\. Workforce Planning \& Talent Management** * Lead strategic workforce planning aligned to organisational objectives and service delivery models (evaluate and recommend appropriate workforce models to support different operational approaches). * Advise on effective workforce structures, staffing ratios, and skill mix to ensure safe, efficient, and sustainable service delivery. * Design and review staff working arrangements to optimise productivity, cost\-efficiency, and employee wellbeing. * Support organisational change initiatives including restructures, mobilisation of new services, and contract variations. * Develop succession planning and talent development initiatives to maintain organisational resilience and capability. * Provide strategic advice to senior leadership on workforce risks, resource gaps, and long\-term people planning. **2\. Recruitment, Retention \& TUPE Management** * Design and implement effective recruitment strategies to attract high\-quality candidates. * Oversee end\-to\-end recruitment processes ensuring fairness, compliance, and efficiency. * Develop and implement retention strategies to improve employee engagement and reduce turnover. * Monitor workforce trends and turnover data to inform retention initiatives. * Lead and manage TUPE transfers in line with statutory requirements. **3\. Employee Relations \& Welfare** * Lead on employee relations matters including disciplinary, grievance, absence management, and conflict resolution. * Provide sound, pragmatic advice to managers on employment legislation and best practice. * Promote employee wellbeing initiatives and a positive workplace culture. * Ensure policies and procedures are up\-to\-date, compliant, and consistently applied. **4\. Performance Management** * Manage and continuously improve the organisation’s performance management framework, ensuring it remains effective, fair, and aligned to organisational goals. * Provide coaching and guidance to managers in managing performance issues, including probation management, absence management, capability processes, and conduct matters. * Ensure managers understand key areas of employment regulation and procedural fairness when addressing underperformance. * Monitor performance trends and provide insight to senior leadership to drive accountability and continuous improvement. **5\. HR Infrastructure \& Service Delivery** * Develop, maintain, and continuously improve robust HR systems, policies, and procedures. * Ensure consistent, high\-quality, and legally compliant HR provision across the organisation. * Monitor HR metrics and provide regular reporting and analysis to senior leadership. * Drive operational excellence and continuous improvement in HR processes and service delivery. * Ensure compliance with employment law, regulatory standards, and organisational governance requirements. **Qualifications** * CIPD Level 5 or Level 7 (or equivalent) qualification. * Degree in HR, Business Management, or related discipline (desirable). **Experience** * Proven experience in a senior HR generalist or HR management role. * Demonstrable experience in strategic workforce planning and organisational change. * Experience managing TUPE transfers and workforce integration. * Strong background in employee relations case management. * Experience overseeing and improving performance management processes. **Knowledge \& Skills** * Up\-to\-date knowledge of UK employment legislation, including TUPE. * Strong interpersonal, coaching, and influencing skills. * Excellent communication and stakeholder management ability. * Strategic thinking with strong operational execution. * High level of discretion and confidentiality. * Strong analytical, problem\-solving, and decision\-making capability. **Key Competencies** * Leadership \& Influence * Strategic Thinking * Decision Making * Resilience \& Integrity * Coaching \& Mentoring * Change Management **Reporting Line** Reports to: Chief Operating Officer Direct Reports: Recruitment \& Onboarding coordinator