Head of HR in England

The Head of HR will provide both strategic and operational leadership of the HR function during a period of growth and transition. As a member of the Senior Management Team (SMT), the Head of HR contributes to organisation-wide decision-making and plays a critical role in ensuring that the people strategy underpins EIA’s mission and long-term goals. Reporting to the Director of Operations, the Head of HR uses their initiative to provide expert advice on organisational change and transformation through people-focused initiatives. The role requires an experienced, self-sufficient HR Leader who will undertake a combination of strategic planning, operational delivery, and advisory skills to support change, foster a positive culture, and ensure compliance with UK employment law and best practice. The Head of HR line-manages the HR Officer and oversees high-quality, responsive HR services across the charity.

Key areas of responsibility

• Strategic Leadership & Planning
  • Lead the design and implementation of a people strategy aligned to the EIA UK’s mission, values, and long-term goals, contributing actively as a member of the SMT.
  • Advise the Director of Operations, Executive team, and Trustees on workforce planning, organisational design, and culture change.
  • Hold responsibility for the HR budget, preparing forecasts and managing expenditure on systems, strategic planning & development, external services, and learning & development.
  • Present the HR strategy and budget to the Director of Operations for review and recommendation to Finance.
  • Provide leadership and assurance on the HR aspects of a restructure, ensuring fair, transparent, and legally compliant processes.
  • Act as a strategic partner to the Senior Leadership Team, bringing evidence-based insights and solutions to workforce challenges.
  • Oversee learning, management training and development priorities to build leadership and management capability and support staff growth.
  • Provide leadership on Talent Management. Oversee recruitment, onboarding and retention strategies to attract and retain top talent.
  • Provide guidance on career development and succession planning.
• Organisational Development & Culture
  • Drive initiatives that strengthen organisational culture, wellbeing, and engagement.
  • Champion equality, diversity, and inclusion, embedding it across policies, processes, and leadership practices.
  • Shape leadership and management capability across the organisation through coaching and guidance.
  • Support change management during restructure, growth and succession planning, ensuring staff are engaged, supported, and well-informed.
  • Work proactively with managers to identify workforce needs and build positive staff engagement.
• Governance & Risk Management
  • Ensure that HR governance, compliance, policies and risk management processes are robust and aligned with charity regulation and UK employment law.
  • Provide the Board of Trustees with regular reporting and assurance on people-related policy, risks, opportunities, and performance.
  • Use workforce data and HR analytics to inform decision-making at the most senior levels.
• Operational Leadership of HR Services
  • Provide hands-on leadership for the day-to-day delivery of HR services, including recruitment, onboarding, employee relations, performance management, and staff-wellbeing initiatives.
  • Oversee the effective management and development of HR platforms and systems (e.g. HRIS, applicant tracking) and of training and learning platforms, ensuring they are cost effective, efficient and used effectively to support staff and managers.
  • Line-manage and mentor the HR Officer, building their capacity to deliver high-quality operational HR.
  • Lead on complex employee-relations casework (e.g. grievance, conduct, capability, and absence) ensuring legally compliant, fair, and timely resolution.
  • Provide coaching and guidance to managers to build confidence in early resolution of people management issues.
  • Ensure HR policies, procedures, and practices remain up to date, consistently applied, and responsive to organisational needs.
  • Oversee and set direction for external HR consultancy input, ensuring alignment with organisational priorities.
  • Manage relationships with the Employer of Record provider to ensure compliant and effective employment arrangements abroad.
  • Act as EIA’s authorised Level 1 user on the Home Office Sponsor Management System (SMS), managing all Certificate of Sponsorship activity.
  • Model values-led leadership, supporting a culture of accountability, collaboration, and continuous improvement.

Person Specification

Essential Experience, Skills and Competencies

• CIPD Level 7 (or equivalent experience) with significant senior HR leadership experience.
• Proven ability to operate effectively as part of a Senior Management Team, contributing to organisational-wide decision-making beyond the HR remit.
• Proven success in shaping and delivering people strategies that support organisational change and growth.
• Strong knowledge of UK employment law and HR governance at a strategic level.
• Experience of leading organisational change and restructures and advising Boards or senior leadership teams.
• Strong influencing and relationship-building skills, with credibility at senior levels.
• Ability to balance strategic vision with pragmatic advice in a mission-driven environment.
• Proven ability to operate as a self-sufficient HR leader, providing confident, solutions-focused leadership to the HR team and wider organisation, with minimal supervision and appropriate escalation only where necessary.
• Experience of working with international employment arrangements, including Employer of Record models.

Desirable

• Experience working within the charity, NGO, or campaigning sector.
• Familiarity with HR governance and reporting requirements for UK charities.
• Knowledge of international employment law or cross-border HR practices.
• Experience of developing a HR function within a small or medium-sized organisation.