Role Description

About this role

This is a newly created, part-time role, designed to provide strategic leadership for Paul Hamlyn Foundation (PHF)’s people and culture work. We are committed to providing an inclusive working environment where everyone feels able to contribute their best and to building a culture of collaborative working through shared objectives and learning, working hard to ensure we achieve more than the sum of the parts. You will take responsibility for leading this work, with full staff engagement as a key principle. You will also be responsible for supporting leaders and managers to grow and develop, equipping them with the skills, confidence, and tools to build diverse, high performing teams.

To achieve this, you will ensure we have the right HR policies, processes and systems in place and managing the HR function. You will report to the Chief Executive and be part of the Senior Leadership Team, working across the Foundation with staff and trustees.

This is an exciting opportunity to join a committed team that cares about the Foundation’s vision, the quality of its work and each other, with the opportunity to shape the future direction of PHF’s people and culture work. PHF’s HR team is small, and the role will appeal to someone who is comfortable both with leading and delivering work themselves.

Role Overview

What will be my main contribution?

Leading the development of PHF’s culture and people approach, with a particular emphasis on diversity, equity and inclusion. As a strategic and innovative thinker with an in-depth knowledge or HR and people management approaches, you will put in place the mechanisms to enable our staff to thrive and advise managers and trustees on good practice and legal and compliance issues. Your interest and experience in developing an inclusive culture means you will act as champion to ensure our aspirations are translated into good practice.

Who will I report to?

You will report to the Chief Executive and be a member of the Senior Leadership Team.

Who will I line manage?

You will line manage the HR Advisor, and also have responsibility for managing contracts with external consultants who may be contracted to deliver some aspects of our ‘people’ work. You will be expected to work in a small and fully interconnected structure that relies on collaboration, flexibility and the ability to operate within both formal and informal reporting relationships.

What other key internal relationships will I have?

Whilst you will work across the organisation, you will have a key relationship with SLT and the Management Team. You will also work with trustees, advising and reporting to them and will service the HR Committee (a sub-group of the main trustee board)

What level of budget responsibility will I have?

You will manage the budget for people and culture work which is c £50K per annum.

Main Responsibilities

Leadership of People and Culture

  • Lead the development of the Foundation’s People and Culture function, ensuring that we have the right policies, processes, culture, and support in place to recruit diverse, high performing teams and enable colleagues to feel valued, supported and able to thrive.
  • Work with the Board, senior leadership team and managers to build an inclusive working environment and culture where everyone can contribute their best.
  • Act as a champion for diversity, equity and inclusion – developing deep knowledge and providing advice and support to trustees, managers and staff.
  • Ensure that our commitment to diversity and inclusion is reflected in all our policies, processes, and practices and our HR policies and approaches are best in class.

People Management Approaches

  • Develop and embed an approach to people development and talent management across the organisation which support colleagues in their professional and personal growth.
  • Lead on all aspects of reward strategy and implementation, working closely with the HR Committee to ensure that we are able to offer a competitive reward package that supports our strategy and reflects our values.
  • Maintain an active oversight of employment regulations and laws to protect the Foundation’s interests and reputation, providing clear HR advice and ensuring appropriate employment policies and practices are in place. Support managers in the implementation of these policies, providing training and advice as necessary
  • Lead on employee engagement and feedback, including establishing and developing metrics to take the temperature of the organization and measure cultural change.
  • Develop our HR systems and processes, adapting these as new working approaches emerge. Ensure our appraisal system is effective and linked to our values and the Foundation adapts to emerging approaches to flexible working in a constructive and support manner.
  • Ensure that we are using data effectively to drive business decisions, including on diversity, culture, and employee experience. Report to the HR Committee, Board and other stakeholders as required.
  • Work with colleagues across the organisation as PHF develops alternative ways of working in keeping with our DEI ambitions – for example, co-production and distributive leadership approaches.

Governance and functional leadership

  • Service the HR Committee, providing reports and ensuring trustees receive the information they need to fulfill their governance function in relation to people and culture.
  • Develop networks with external organisations working in fields of relevance to PHF’s people and culture work, represent the Foundation at external events and build partnerships with other Foundations.
  • Commission and manage external consultants or contractors, as required, to undertake a range of activities. Manage PHF’s contract with its payroll provider.
  • Provide direct line management of the HR Advisor, ensuring that appropriate arrangements are in place for line management, appraisal, coaching, training and development and the post holder is equipped and supported to deliver their objectives.
  • Lead annual planning on people and culture work, manage budgets effectively, making sure that resources are allocated to priorities

As a member of the Senior Leadership Team

  • Contribute to Paul Hamlyn’s strategic development and day to day operations, working with colleagues in a collaborative and adaptive way to lead the Foundation
  • Keep up to date on philanthropy approaches and financial developments across relevant sectors.
  • Develop active relationships with the Foundation’s trustees, attend Foundation Trustee Board meetings and offer advice and information as required.