HR Manager in Rotherham

Key Responsibilities

1. Ethos and Strategic Alignment

• Work under the guidance anddirection of the Director of People in delivering all aspects of the jobdescription of this role.
• Ensure that all HR practices reflectthe teachings of the Catholic Church, promoting a culture of dignity, respect,and pastoral care for all staff.
• Work closely with the Diocese andthe Catholic Education Service (CES) to implement and adhere to approved modelworkplace policies and employment contracts.
• Provide dynamic advice to theExecutive Team, school leaders and Trust Board to balance operationalobjectives with the Trust's faith mission.

2. Employee Relations & CaseworkManagement

• Provide professional,solution-focused timely advice on complex employee relations matters, includinggrievances, disciplinaries, capability/performance, and sickness absence.
• Act as the primary point of contactand lead negotiator with regional trade unions and professional associations,maintaining positive industrial relations.
• Oversee any TUPE (Transfer ofUndertakings) processes stemming from new schools joining the MAT,standardising structures while mitigating organisational risk.

3. Safer Recruitment &Compliance

• Act as the Trust’s expert on SaferRecruitment, guaranteeing rigorous compliance with the statutory KeepingChildren Safe in Education (KCSIE) framework.
• Provide strict oversight of eachacademy’s Single Central Record (SCR) and lead regular internal complianceaudits.
• Ensure all recruitment processesalign to the Trust vision and that senior and foundation leadershipappointments strictly adhere to legal exemptions regarding the appointment ofpracticing Catholics where permitted.

4. Policy, Pay, & Performance

• Manage the implementation ofnational and local terms and conditions of service, specifically the SchoolTeachers' Pay and Conditions Document (STPCD) and the National Joint Council(NJC) Green Book for support staff.
• Design, implement, and monitorrobust appraisal frameworks that foster professional development and continuousimprovement.
• Utilise HR metrics and datadashboards to analyse workforce trends (turnover, absence, diversity) andpresent findings to the Executive Team and Board of Directors.