HR Manager in Northumberland

EOTHEN HOMES LIMITED JOB DESCRIPTION Role: HR Manager Organisation: Christian Charity providing residential care for older people Reports to: Chief Executive Purpose of the role The HR Manager is responsible for leading the human resources function across Eothen Homes, supporting the organisation to recruit, retain and develop a skilled, values-led workforce. The first point of contact for all HR communications, providing HR advice and guidance to managers, overseeing recruitment activity, supporting employee relations matters, and promoting consistent people management practices across the organisation. The role will also support marketing and recruitment-related communications, helping to promote Eothen Homes as an employer of choice and supporting the organisations wider visibility as it develops and grows. The HR Manager will be responsible for all recruitment and employment administration, ensuring a good standard of communication both verbal and in writing. Ensuring accuracy and attention to detail. Key Responsibilities 1. Human Resources Lead and manage the HR function across Eothen Homes. Provide advice and guidance to managers on HR policies, procedures and employment matters. Support managers with sickness absence, performance, capability, disciplinary and grievance matters. Promote fair, consistent and legally compliant HR practice across all homes. Maintain accurate HR records and ensure employee information is handled confidentially. Monitor HR trends and provide reports to the CEO and trustees. 2. Recruitment and Retention Lead the recruitment process across the organisation. Work with managers to identify staffing needs and plan recruitment activity. Prepare and place job adverts across appropriate recruitment platforms. Support shortlisting, interview arrangements and safer recruitment checks. Ensure recruitment processes are consistent, fair and aligned with procedure. Develop initiatives to improve staff retention and reduce turnover. Promote Eothen Homes as an employer of choice. 3. Working Relationships and Employee Support Support staff wellbeing, engagement and retention initiatives. Coaching, mentoring and supporting staff members at all levels. 4. Marketing and Employer Branding Support marketing activity linked to recruitment, staff engagement and organisational visibility. Develop content that promotes Eothen Homes' ethos, values, culture and employment opportunities. Support social media, website and recruitment campaign content where appropriate. Work with managers to identify positive stories, staff achievements and service highlights. Help strengthen the organisations reputation within the local community. Support consistent branding and messaging across recruitment and marketing materials. 5. Policy and Compliance Maintain and review HR policies and procedures in line with employment legislation and good practices. Ensure managers understand and apply HR policies consistently, and employees follow best practice and company policies and procedures. Ensure compliance and safe recruitment, right to work, DBS and employment record requirements. Work collaboratively with the Compliance Manager where HR matters link to regulation, safeguarding or governance. Ensuring appraisals and supervisories are up to date, with meaningful quality records. 6. Workforce Planning and Organisational Growth Support workforce planning across the current homes and any future services. Support senior management with annual pay reviews, keeping up to date with competitor salaries and benefits. Help develop scalable HR, recruitment and onboarding processes to support organisational growth. Identify future staffing risks and recruitment challenges. Support succession planning and leadership development. Contribute to organisational planning as part of the senior management team. 7. Training and Development Links Work closely with the Training and Development Manager to identify workforce development needs. Support effective induction and onboarding arrangements. Ensure recruitment and HR information supports training planning. Promote a culture of learning, development and continuous improvement. 8. Other Supportive Duties To be flexible and adaptable by undertaking specific responsibilities, appropriate training and other reasonable duties as directed by the CEO. Maintain confidentiality at all times. Keep professional knowledge up to date. Attend meetings, training and organisational events as required. Travel between Eothen Homes as needed. Undertake any other duties appropriate to the role. Job Description accepted and agreed by Employee: Signed: __________________________________Date: _________________________ Person Specification: Qualifications & Experience Essential CIPD Level 5 qualification or equivalent. Experience working in an HR management or senior HR role. · Experience working in the care sector. · Good understanding of employment law and HR best practice. · Knowledge of safer recruitment requirements. · Understanding of employee relations processes. · Awareness of workforce challenges within adult social care. · Understanding of recruitment marketing and employer branding. Skills & Attributes Excellent communication and interpersonal skills. Strong organisation and planning skills. Good written communication skills, with accuracy and attention to detail. Ability to listen and to manage sensitive situations professionally. Strong IT skills. Ability to analyse workforce information and identify trends. Professional and approachable. Resilient and calm under pressure. Committed to improve staff experience. Ethos & Values Committed to supporting and promoting the charity's Christian ethos throughout recruitment, onboarding and during employment. Maintain confidentiality and discretion at all times, promoting dignity and mutual respect. Key Outcomes Effective and consistent HR practice across all services. Improved recruitment outcomes. Reduced vacancies and agency reliance. Improved staff retention. Timely completion of safer recruitment checks. Positive staff engagement. Strong employer branding and recruitment visibility. Workforce planning that supports current services and future growth. Closing date: 2nd October 2026 TPBN1_UKTJ