People Manager in Nottingham

The People Manager will lead and develop the Trust's people function, ensuring our colleagues are supported, engaged and equipped to deliver outstanding outcomes for our communities. Working closely with the Chief Operating Officer and managers across the organisation, the role will provide practical, visible and proactive leadership across all aspects of the employee lifecycle, from recruitment and onboarding through to performance, wellbeing, learning and development, employee relations and organisational culture.

The People Manager will build strong relationships across the Trust, providing trusted advice and practical support to managers while continuously improving our people practices, strengthening organisational capability and ensuring the Trust remains a great place to work. The role will also champion equality, diversity and inclusion, embedding inclusive practices across recruitment, development, policies and organisational culture to ensure every colleague feels valued, respected and able to fulfil their potential.

KEY RESPONSIBILITIES

• People Leadership
  • Lead the Trust's people function, ensuring colleagues are supported throughout their employment journey.
  • Build trusted relationships with managers and staff across the organisation, providing practical advice and coaching on people matters.
  • Ensure that people processes are well planned and executed, leading on process improvement and design where necessary.
  • Maintain a visible presence across Trust sites and programmes, understanding the needs of teams and supporting managers in delivering high-performing, engaged and inclusive workplaces.
  • Promote the Trust's values and contribute to a positive organisational culture built on accountability, collaboration and continuous improvement.
• Recruitment and Workforce Development
  • Lead recruitment, selection and onboarding strategy, ensuring an excellent candidate and employee experience for the hiring manager.
  • Support managers with workforce planning and succession planning to ensure the Trust attracts, develops and retains talented people.
  • Develop effective induction processes that enable new colleagues to integrate quickly and successfully.
  • Identify workforce development opportunities and coordinate learning and development activities that enhance organisational capability.
• Employee Relations
  • Provide timely, practical advice to managers on employee relations matters, including absence, conduct, capability, grievance and disciplinary processes.
  • Support managers to resolve issues positively, fairly and consistently in line with Trust policies and employment legislation.
  • Work alongside external HR advisers where specialist support is required.
• Performance, Wellbeing and Engagement
  • Lead the Trust's approach to performance reviews, supporting managers to set objectives, provide feedback and encourage professional development.
  • Promote colleague wellbeing and staff engagement through proactive initiatives that support a positive working environment.
  • Gather feedback from colleagues and support continuous improvement across the employee experience.
• Equality, Diversity and Inclusion (EDI)
  • Champion EDI across all areas of the Trust, ensuring inclusive practice is embedded within recruitment, employment, learning and organisational culture.
  • Support the development, implementation and review of EDI policies, action plans and staff development initiatives.
  • Promote awareness and understanding of EDI across the workforce, helping to create an environment where everyone feels respected, included and able to thrive.
  • Monitor and report on workforce diversity, identifying opportunities to improve representation, accessibility and inclusion.
• HR Operations and Compliance
  • Maintain accurate and confidential employee records and HR systems.
  • Ensure compliance with employment legislation, safer recruitment requirements, DBS processes and internal policies.
  • Oversee employment documentation including contracts, probationary reviews and employment changes.
  • Produce workforce information and reports to support effective decision-making.
• Organisational Development
  • Review and improve people policies, procedures and systems to ensure they remain effective, compliant and fit for purpose.
  • Support organisational change, helping managers and teams successfully implement new ways of working.
  • Contribute to projects that strengthen organisational effectiveness, workforce capability and employee experience.
• Other Duties
  • Uphold the Trust’s policies, procedures and professional standards at all times, including safeguarding, equality, diversity and inclusion, data protection and appropriate professional boundaries.
  • Take responsibility for reporting concerns through the correct channels and maintaining all training, checks, accreditations and qualifications required for the role.

QUALIFICATIONS & EXPERIENCE

• Essential
  • Qualifications: CIPD Level 5 qualification (or working towards), or equivalent relevant professional experience.
  • HR Role Experience: Significant experience in a Human Resources or People Management role, providing advice and support across the employee lifecycle.
  • Employee Relations: Demonstrable experience of managing employee relations matters, including absence, disciplinary, grievance, capability and performance processes.
  • Recruitment: Experience of leading recruitment, safer recruitment and onboarding processes.
  • Legal Knowledge: Strong working knowledge of UK employment law and HR best practice.
  • Managerial Support: Experience of supporting managers to develop high-performing teams through coaching, advice and practical guidance.
  • Policy Development: Experience of developing, implementing and reviewing HR policies, procedures and people processes.
  • Systems & Compliance: Experience of maintaining HR systems, employee records and ensuring compliance with employment legislation and GDPR.
  • EDI Initiatives: Experience of promoting equality, diversity and inclusion through practical workplace initiatives and employment practices.
  • Communication & Relationships: Excellent organisational, communication and relationship-building skills, with the ability to influence and build trust at all levels.
  • Workload Management: Ability to manage multiple priorities and work independently in a fast-paced environment.
• Desirable
  • Sector Experience: Experience of working within the charity, public, education, community or sport sector.
  • Organisational Change: Experience of supporting organisational change, culture development or workforce planning.
  • HRIS Reporting: Experience of using HR information systems and producing workforce reports and people metrics.
  • Travel: Full UK driving licence and access to a vehicle to travel between Trust sites.

Skills & Competencies

• Interpersonal Skills: Excellent interpersonal and relationship-building skills, with the ability to establish credibility and trust at all levels of the organisation.
• Communication Style: Strong communication skills, with the confidence to provide clear advice, challenge constructively and manage sensitive conversations.
• Problem-Solving: Practical problem-solving skills, with the ability to make balanced decisions and resolve people matters effectively.
• Coaching: Ability to coach, support and develop managers to build confidence and capability in leading their teams.
• Organisation: Excellent organisational skills, with the ability to manage competing priorities, meet deadlines and maintain high standards of accuracy.
• Professional Integrity: Strong understanding of confidentiality, professionalism and the handling of sensitive employee information.
• Policy Application: Ability to interpret and apply employment legislation, policies and procedures consistently and pragmatically.
• IT Proficiency: Proficient in Microsoft Office applications and confident using HR and workforce management systems.
• EDI & Wellbeing Commitment: Commitment to promoting equality, diversity, inclusion and wellbeing, ensuring these principles are embedded across recruitment, employment practices and organisational culture.
• Work Ethic: Self-motivated, adaptable and resilient, with the ability to work independently while contributing positively as part of the wider leadership team.

TIMELINES AND PROCESS

• Application deadline: 12pm on Sunday 9th August 2026
• Interviews (face to face in Nottingham): 20th and 21st August at the City Ground
• All applicants must diligently fill out the application form. As an integral part of the application process, all candidates must possess the right to work in the UK, undergo an enhanced DBS check, and provide two professional references.

FOREST FOR EVERYONE

We aim to create a culture which embraces and celebrates difference, enables individuals to feel comfortable, maximise their potential, and eliminates discrimination. Nottingham Forest Community Trust is an equal opportunities employer and welcomes applications from all suitably qualified persons regardless of age, disability, gender, gender reassignment, marital or civil partnership status, pregnancy or maternity, race, religion or belief, sexual orientation or any other legally protected characteristic.

PRIVACY NOTICE

Nottingham Forest Community Trust is committed to being transparent about how it handles your personal information, to protecting the privacy and security of your personal information and meeting its obligation under the General Data Protection Regulation and the Data Protection Act 2018.

SAFEGUARDING

At Nottingham Forest Community Trust, we have a holistic and person-centred approach to safeguarding. Where concerns about any child or adult at risk are raised, NFCT staff will always act with the best interests of the individual at the forefront of all actions. We accept and acknowledge our responsibility for the wellbeing and safety of all participants engaged in NFCT programmes and activities. It is the duty of our staff and volunteers at NFCT to ensure that all participants are safeguarded by creating and maintaining activities and environments that protect them from harm. Safeguarding is the responsibility of all.