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- Tasks: Lead HR services, enhance employee policies, and improve operational efficiency.
- Company: Join a renowned not-for-profit organisation making a difference in central London.
- Benefits: Enjoy hybrid working options and contribute to impactful projects.
- Why this job: Shape the future of people management while fostering collaboration and innovation.
- Qualifications: Experience in HR leadership and knowledge of employment law required.
- Other info: This is a 12-month fixed-term contract with opportunities for professional growth.
The predicted salary is between 43200 - 72000 £ per year.
We are urgently recruiting for an Interim Head of HR Services to join our well-known not for profit organisation based in central London, for an initial period of 12 months on a fixed term contract. This role is responsible for designing, developing, and continuously improving People policies, processes, and systems that support the entire employee life cycle, from onboarding to exit. It focuses on service optimisation within shared services, policy modernisation, and enhancing operational efficiency, customer experience, and data-driven decision-making.
Key responsibilities include:
- Leading the Employee Relations team, People Administration team, and interim policy development lead to ensure legally compliant and consistent support for managers and employees.
- Collaborating with key stakeholders across People and Organisational Development, including People and Business Partners, Head of Recruitment, People Systems Manager, and Pay & Benefits Lead, to align activities and foster a forward-thinking approach to people management.
- Enhancing reporting and analytics capabilities to support senior leadership in making more evidence-based decisions.
- Driving employment law changes in partnership with the Director of People, influencing workplace practices and advising senior leadership.
- Reviewing and redesigning the Employee Relations model to ensure alignment with business needs and organisational culture.
- Contributing to enterprise-level programmes, including the review of the Target Operating Model and optimisation of people software in preparation for the Human Capital Management system implementation in 2026-27.
- Supporting various projects by maintaining confidentiality, data quality, and effective version control of operational information.
- Providing insight and contributing to the implementation of the People Plan, ensuring strategic, cultural, and legislative alignment.
This role is integral to shaping the future of people management, ensuring policies and systems are efficient, compliant, and aligned with strategic objectives. By fostering collaboration and innovation, it plays a critical part in enhancing workplace operations and employee experience. Hybrid working of 2 days a week in the office available.
Contact Detail:
Morgan Law Recruiting Team
StudySmarter Expert Advice 🤫
We think this is how you could land Interim Head of HR Services
✨Tip Number 1
Network with professionals in the HR field, especially those who have experience in not-for-profit organisations. Attend industry events or webinars to connect with potential colleagues and learn about the latest trends in HR services.
✨Tip Number 2
Familiarise yourself with the specific challenges faced by not-for-profit organisations in HR management. Understanding these nuances will help you demonstrate your knowledge during interviews and show how you can contribute to their mission.
✨Tip Number 3
Prepare to discuss your experience with data-driven decision-making and analytics in HR. Be ready to provide examples of how you've used data to improve processes or enhance employee experiences in previous roles.
✨Tip Number 4
Research the organisation's current policies and any recent changes in employment law that may affect them. This will allow you to engage in meaningful discussions about policy modernisation and operational efficiency during your interview.
We think you need these skills to ace Interim Head of HR Services
Some tips for your application 🫡
Tailor Your CV: Make sure your CV highlights relevant experience in HR services, particularly in areas like employee relations, policy development, and operational efficiency. Use specific examples that demonstrate your ability to lead teams and improve processes.
Craft a Compelling Cover Letter: In your cover letter, express your enthusiasm for the role and the organisation. Discuss how your skills align with the key responsibilities mentioned in the job description, such as enhancing reporting capabilities and driving employment law changes.
Showcase Your Leadership Skills: Emphasise your leadership experience in HR, particularly in managing teams and collaborating with stakeholders. Provide examples of how you've successfully led projects or initiatives that improved employee experience or operational efficiency.
Highlight Data-Driven Decision Making: Since the role focuses on data-driven decision-making, include any experience you have with analytics in HR. Mention specific tools or methodologies you've used to support evidence-based decisions in previous roles.
How to prepare for a job interview at Morgan Law
✨Understand the Organisation's Values
Before your interview, take some time to research the not-for-profit organisation's mission and values. Understanding their core principles will help you align your answers with what they stand for, showcasing that you're a good cultural fit.
✨Prepare for Scenario-Based Questions
Given the role's focus on employee relations and policy development, be ready to discuss specific scenarios you've encountered in previous HR roles. Use the STAR method (Situation, Task, Action, Result) to structure your responses effectively.
✨Highlight Your Collaborative Skills
This position requires working closely with various stakeholders. Be prepared to share examples of how you've successfully collaborated with different teams in the past, emphasising your ability to foster relationships and drive collective goals.
✨Showcase Your Analytical Abilities
Since the role involves enhancing reporting and analytics capabilities, demonstrate your experience with data-driven decision-making. Discuss any tools or methodologies you've used to analyse HR metrics and how those insights influenced strategic decisions.
