Manor Lodge School is recruiting an HR Manager to be a key member of the School’s Administration Team working closely with the Bursar and Head Teacher to help manage the lifecycle of one of the School’s most important assets, our staff. The successful applicant will cover the full range of HR matters, from safer recruitment through to HR casework, maintaining HR policies and keeping employee records up to date. Manor Lodge school currently employs approximately 85 staff plus a variety of self-employed contractors.

Line manager: Bursar

Key responsibilities

Recruitment

To provide the Bursar and Head with assistance on all aspects of recruitment including:

Assistance with posting job adverts, liaising with applicants and arranging interview days

Ensure safer recruitment is followed including taking references, checking qualifications, medical fitness etc

To send offer of employment letters

To carry out employment checks

To ensure the School’s processes comply with KCSiE and ISI requirements.

To draft contracts according to legislative change and best practice

To input new staff on relevant databases

To organise induction process for new members of staff

HR systems

To support the Bursary Team in advising staff on:

·         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.

Training and Development

To keep up to date with HR best practice (e.g. ISBA HR Conference, webinars etc.) and share knowledge with the senior leadership team.

To undertake training needs analysis and make recommendations for wider staff training in line with relevant legislative requirements and any identified organisational need.

Advisory

To support the bursar on advising staff on a wide range of queries and matters.

To build strong and effective working relationships with managers and advise on a wide range of HR issues.

As required to support and manage an HR caseload in a range of areas, including investigations, disciplinary, capability, probation, flexible-working, grievance and sickness absence.

To signpost staff to health and wellbeing support available, including the Employee Assistance Programme (EAP).

Absence management

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 Heads 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.

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, policies and compliance

To advise the Bursar and Head on relevant employment law.

To keep abreast of any changes in employment legislation and to advise the Bursar and Head 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 Teacher.  The job description may be amended to meet the needs of the School, in consultation with the post holder.

Person specification:

ESSENTIAL

• 5 or more GCSEs
• A-levels or equivalent
• HR qualification (e.g. CIPD) together with relevant CPD
• Relevant and recent (within the last 3 years) HR experience
• Up to date knowledge of employment law
• 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

DESIRABLE

• Well organised and efficient, 
• 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
• Excellent IT Skills
• A professional, flexible and proactive attitude
• 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
• Safer recruitment training
• Experience of HR in a standalone role
• Experience of working in a school setting
• An understanding of the requirements of the SCR
• An understanding of and empathy with the independent school sector,
• together with a commitment to the School community and its purpose
• and future prosperity
• Experienced in the use of iSAMS or another similar database

Manor Lodge School is committed to safeguarding and promoting the welfare of children. Applicants must be willing to undergo child protection screening appropriate to the post, including checks with past employers and the Disclosure and Barring Service.