Interim HR Manager Location: Hybrid (majority remote, with occasional days in London) Closing date: September 7, 2026 9:00 AM Salary: £45,000 per year, FTE (£27,000 actual salary at 0.6 FTE) Contract type

Betknowmore UK is looking for an Interim HR Manager to play a pivotal role in shaping how we support, develop and empower our people, at an exciting time of growth for Betknowmore UK. Betknowmore UK has grown rapidly into a delivery organisation of real scale and ambition, running multiple funded services with staff and volunteers across the country, and a workforce that proudly includes people with lived experience of gambling harm. As we continue to grow, we're looking for an experienced Interim HR Manager to help us build on strong foundations and take our people function to the next level, over a defined eight-month period.

Reporting to the Director of Finance and Operations and line managing our HR Officer, you'll lead three connected priorities:

• Building the capability and confidence of our managers;
• Shaping our workforce development strategy, including career pathways for colleagues with lived experience;
• Making sure we're fully prepared for the employment law changes arriving under the Employment Rights Act 2025.

This is a genuine change role with a lasting legacy — you'll help leave the organisation stronger, more capable and better equipped for the future.

What you'll be doing:

• Providing expert, pragmatic advice on employee relations matters, and leading complex or contentious casework where genuinely necessary, coaching managers to build their own confidence in handling cases.
• Keeping the organisation ahead of the phased implementation of the Employment Rights Act 2025, and advising the policy team on the changes required.
• Managing the relationship with our external employment law advisers, briefing tightly and translating advice into workable decisions.
• Building the capability and confidence of line managers through practical, scenario-based training and coaching through live situations.
• Developing a manager toolkit — templates, letters, scripts, decision trees and a clear escalation route.
• Owning and developing our workforce development strategy, including a capability framework and career pathways for colleagues with lived experience, from volunteering through to management roles.
• Establishing our learning and development framework, including induction, professional accreditation and qualification routes.
• Improving consistency and fairness in recruitment and selection, and line managing, supervising and developing the HR Officer.
• Providing HR risk reporting to the senior management team and, as requested, to the Board.

What we're looking for:

• Substantial generalist HR experience at HR Manager or senior HR Business Partner level, including sustained periods as the most senior HR person in an organisation or business unit.
• Experience of working in a lived experience-led organisation, or one with a significant peer or lived experience workforce.
• A proven track record of building line manager capability, coaching managers through live situations rather than doing the work for them.
• Experience developing and implementing a workforce development or HR strategy, including competency frameworks and career pathways.
• Demonstrable experience of handling complex and contentious employee relations casework end to end, including matters carrying genuine tribunal risk.
• Current, working knowledge of UK employment law, including the Employment Rights Act 2025 and its practical implications for employers.
• Experience of working in a lean or fast-growing organisation, operating without a large in-house HR or legal team.
• Strong influencing skills with senior colleagues, and excellent judgement on confidentiality, conflicts of interest and escalation.
• CIPD Level 5 or above, or equivalent demonstrable experience.

Knowledge of the gambling harms, addiction, health or social welfare sectors, experience of a comparable commissioning transition, and experience of interim or fractional assignments would all be advantageous, as would CIPD Level 7 or Chartered MCIPD status.

You’ll be joining a growing, ambitious charity making a real difference to people's lives. This is a unique opportunity to shape our people strategy from the ground up, build lasting management capability, and leave a genuine legacy — all while working alongside a passionate, lived experience-informed team who are proud of what they do.