Head of Human Resources & Organisational Development

Head of Human Resources & Organisational Development Reporting To: Director of Corporate Services Direct Reports: 10 Job Purpose: To provide strategic leadership and effective management of the Human Resources function and lead organisational development, workforce planning and positive employment relations across the College. Overview of Role The Head of Human Resources & Organisational Development will play an integral role in achieving the Colleges strategic objectives, organisational effectiveness and workforce sustainability while maintaining and strengthening its culture and values. The postholder will be accountable for leading and managing the Human Resources function, delivering a professional, responsive, legally compliant, evidence-based and values-led service. They will provide expert, balanced advice to the Principal & Chief Executive, Senior Leadership Team and Governing Body on workforce matters, employment legislation, organisational risk and governance, and promote positive employee and industrial relations. The postholder will lead implementation and review of the People Plan 20252029, Evolve, Embed, Empower, Excel, across its four workstreams: Workforce Planning and Capability. Culture and Values. Coaching and Leadership. Performance and Development. They will lead organisational development and change, oversee diversity and inclusion initiatives, and ensure high-quality, timely and consistent operational HR delivery. Strategic leadership for College-wide workforce capability and professional development will be exercised in partnership with Quality and academic leadership, retaining their specialist responsibility for pedagogy, teaching and learning standards and academic quality improvement. Main Duties and ResponsibilitiesStrategic HR Leadership and People Plan Provide strategic HR leadership to support the College Development Plan and Improvement Plans, aligning workforce priorities with curriculum needs, organisational effectiveness and available resources while promoting values-based behaviours, professional development and positive engagement. Lead the implementation, monitoring and review of the People Plan 20252029 and the development of future people strategies, reporting progress and outcomes across its four workstreams. Commit to evidence-based practice, using evidence and data to create insights, problem-solve and develop strategies for improvement to maximise efficiency and effectiveness of the HR function. Liaise with external bodies, including government departments, further education colleges, local authorities and industry partners, to ensure alignment between workforce development and the Colleges strategic goals. Represent the College on the sector HR Working Group and chair the group on a rotational basis, contributing to sector-wide collaboration, policy development and shared workforce priorities. Lead, manage and develop the HR team in line with the CIPD Profession Map. Set and monitor service standards, priorities and improvement plans to ensure effective, responsive support. Employee and Industrial Relations Champion positive employee and industrial relations, ensuring fair, consistent and sensitive handling of complex casework, investigations and appeals. Coordinate specialist legal advice and employment litigation, preserving independent decision-making. Provide professional casework advice on employee relations, attendance, probation, capability, performance and conduct, supporting early intervention and timely resolution through dialogue. Maintain constructive relationships with recognised Trade Unions and staff representatives. Lead timely engagement, meaningful consultation and negotiation through local arrangements, including on workforce and organisational change. Ensure consistent implementation of sector collective agreements, CEF circulars and teaching and non-teaching terms and conditions, contributing to regional HR and negotiating arrangements as required. Lead workforce contingency planning and support business continuity, including arrangements for disruption arising from industrial action. Workforce Planning and Capability Lead strategic workforce planning, including annual workforce and skills analysis, vacancy management, responses to hard-to-fill roles and emerging digital and future skills, ensuring structures, capability and capacity meet current and future requirements within available resources. Develop a talent and succession framework for critical roles, supporting career progression, workforce flexibility, redeployment and organisational sustainability. Lead a coordinated College-wide workforce capability and professional development framework, informed by workforce analysis and future skills needs. Work with Quality and academic leadership to align and evaluate staff development against individual and College priorities. Specialist responsibility for pedagogy, teaching and learning standards and academic quality improvement remains with Quality. Coordinate mandatory staff development and monitor completion, with specialist leads retaining responsibility for training content. Lead recruitment and retention plans and oversee selection and onboarding to attract, appoint and develop suitable talent and promote the College as an employer of choice. Provide professional HR advice and support to recruitment and selection panels, with particular emphasis on senior appointments. Anticipate, plan and manage potential workforce implications of sector transformation, including the Department for the Economys Fit for the Future programme, with appropriate staff and Trade Union engagement as proposals emerge. Culture, Values, Employee Engagement and Wellbeing Develop, implement and evaluate employee engagement and wellbeing plans with managers, staff and their representatives, providing appropriate support across the College. Oversee occupational health and employee support arrangements, helping managers manage attendance, return to work and workplace adjustments. Champion an inclusive, supportive culture where staff feel respected, engaged and valued. Embed values and behaviours in recruitment, induction, probation, appraisal and everyday leadership and management. Use staff feedback to guide and evaluate improvements, communicating outcomes through You Said, We Did and promoting constructive working relationships. Promote trauma-informed people practices and psychological safety, supporting managers to create respectful working environments in which staff can raise concerns, contribute ideas and seek support. Organisational Design and Development Advise the Senior Leadership Team on organisational design and lead change interventions that improve structures and ways of working, ensuring effective implementation, embedding and evaluation. Lead digital improvement of HR services, using systems and technology to strengthen efficiency, workforce information and staff experience. Lead and evaluate coaching and leadership development, embedding coaching in everyday management and strengthening communication, people management and change capability. Promote visible, compassionate and accountable leadership across all campuses. Develop managers skills in performance and development conversations, identifying learning needs and addressing concerns fairly and consistently. Lead consistent, supportive appraisal and performance frameworks, linking clear expectations and learning needs to College priorities. Promote recognition, professional growth and accountability. Evaluate appraisal effectiveness, development outcomes and management practice, using findings to improve performance and professional development arrangements. Governance, Compliance and Budget Management Lead HR governance, policy development and assurance, maintaining effective controls and implementing audit recommendations. Consult on and review HR policies to meet Northern Ireland employment law, sector agreements and College requirements. Attend relevant Governing Body and committee meetings, preparing and presenting reports to support decisions, planning and assurance. Ensure compliance with workforce-related DfE and FE regulatory requirements, supporting Quality and academic managers on relevant awarding-body requirements and monitoring teaching qualification requirements with academic leadership. Oversee compliant recruitment and pre-employment checks, working with safeguarding leads on employment concerns, ongoing vetting and referrals. Manage the HR budget efficiently and effectively, currently approximately £650,000 per annum. Oversee job evaluation, grading, contractual changes and payroll administration, ensuring that all staff are paid accurately, on time and in accordance with their contractual entitlements. Work closely with Finance to maintain effective payroll controls, resolve discrepancies promptly and ensure compliance with pay agreements, delegated authority and approval requirements. Ensure accurate, secure employment records and HR systems, with appropriate access and retention controls, working with the Data Protection Officer on data protection and information-rights requirements. Provide the Senior Leadership Team with timely, accurate workforce metrics and statutory and sector returns to support planning, decisions and assurance. Work with the Senior Leadership Team and other College managers to identify, manage and mitigate workforce risks, reporting significant issues through College governance arrangements. Employment, Equality and Inclusion Lead employment equality and inclusion, promoting an inclusive working environment and contributing to the Colleges wider equality commitments. Lead employment equality compliance, including statutory monitoring, Article 55 reviews and equality screening and assessment of HR policies, contributing to the Colleges wider Section 75 obligations. General Management Responsibilities As a member of the Management Operations Team, actively contribute to the purpose, vision and strategic direction of the College. Provide clear, balanced advice, options and recommendations to the Principal & Chief Executive and Senior Leadership Team on strategic and operational HR matters. Lead by example in practising the highest standards of conduct in accordance with the Colleges Employee Standards Policy. Maintain continuing professional development and undertake further development or accredited study appropriate to the responsibilities of the post. Contribute to developing and implementing health, safety, wellbeing and safeguarding policies and procedures, supporting a safe learning and working environment within the postholders areas of responsibility. This job description is intended to indicate the broad range of responsibilities and requirements of the post. It is neither exhaustive nor prescriptive. It is anticipated that the postholder will assume additional responsibilities as and when new projects and/or areas of focus for the College develop. The College reserves the right, in consultation with the postholder, to amend the job description to meet the changing needs of the College. Person Specification Address each essential and desirable criterion in the relevant shortlisting box on the application form, giving clear evidence and examples. Do not simply state that you meet a criterion or refer the panel to another section. Information elsewhere in the form will be used only to clarify evidence provided in the shortlisting boxes. Insufficient evidence may prevent you from being shortlisted. If a high number of applicants meet the essential criteria, the College may apply the published desirable criteria to shortlist further. Essential Criteria Qualifications and Experience A relevant degree or equivalent qualification in Human Resources, Business and Management, Law or Psychology; or a degree-level qualification and a postgraduate qualification with significant leadership, management, business or change content. GCSE English Language and Maths at Grade AC, or equivalent qualifications. Associate membership or above of the Chartered Institute of Personnel and Development (CIPD). Method of Assessment: Application form, with verification of qualifications and professional membership. Essential Criteria Experience, Knowledge and Skills Criterion 1: Demonstrable senior HR management experience, as defined below, leading and developing an HR team and directing a broad range of strategic and operational HR services in a complex organisation, including recruitment, employee relations, performance management and service improvement. Criterion 2: Strong practical knowledge of Northern Ireland employment and equality legislation, with demonstrable experience advising senior leaders on complex employee relations matters, assessing employment and organisational risks and providing clear, balanced recommendations. Criterion 3: Demonstrable experience developing, delivering and evaluating people strategies, workforce planning and organisational development or change initiatives, with evidenced outcomes strengthening workforce capability, leadership, culture and performance. Criterion 4: Demonstrable experience leading consultation and negotiation with recognised Trade Unions and building constructive stakeholder relationships, supported by strong communication and influencing skills and the ability to resolve complex matters and constructively challenge at senior level. Criterion 5: Demonstrable experience analysing workforce data and complex information, developing evidence-based recommendations and preparing and presenting clear reports to senior leadership or governance bodies to support decisions, planning and assurance. Method of Assessment: Application form for shortlisting; interview to assess depth of experience, knowledge and skills. Definition for Criterion 1: Senior HR management experience means reporting to a Chief Executive or Director, managing an HR team and delivering a full range of HR services in an organisation with 100 or more employees. Essential Criteria General Have access to a form of transport that enables you to carry out the duties of the post. Method of Assessment: Application form. Desirable Criteria Experience Experience within further education, the wider public sector or a similarly complex, regulated organisation. Method of Assessment: Application form and interview. Pre-Employment Checks and Equal Opportunities Appointment is subject to role-appropriate pre-employment checks. Any regulated activity status and barred-list check eligibility will be confirmed against the duties of the post under the Safeguarding Vulnerable Groups (Northern Ireland) Order 2007, as amended. South West College is an equal opportunity employer. Terms and Conditions Salary: Band 12, NJC points 5052, £61,990£64,147. Contract Type: Permanent. Hours of Work: 36 hours per week. Location: Our campuses are located in Dungannon, Cookstown, Omagh and Enniskillen. The location of the postholder will be agreed with the successful candidate. Holiday Entitlement: 12 public holidays plus 28 days, rising to 34 days after five years continuous service. Pension: In accordance with NJC terms and conditions, the postholder will automatically be enrolled in the NILGOSC pension scheme, which offers a range of benefits commensurate with public sector pension schemes. Other Benefits: Comprehensive Employee Assistance Programme, Staff Wellbeing Programme, Cycle to Work and Tech Schemes, Benenden Healthcare, occupational maternity, paternity and adoption leave, carers leave, flexible working, hybrid working, training and development. Indicative Interview Date: Monday 7 December 2026 TPBN1_NI