Interim HR Operations Manager (Grade 7) in Taunton

The Interim HR Operations Manager will provide senior-level operational leadership across the HR Operations service, with a particular focus on stabilising, developing and embedding the Reward function during a period of organisational transition. The role will ensure high-quality delivery of core HR operational services, lead continuous improvement activity, and strengthen service-wide processes, systems and governance. The post-holder will manage and develop the Pay & Reward team, oversee establishment-management processes, and work collaboratively across HR to support effective, consistent, and efficient people management practices. This interim role is critical in supporting organisational readiness for the Total Pay & Reward Programme, ensuring interdependencies are managed and that BAU service quality is maintained.

Key Results Areas & Accountabilities

• HR Operations Leadership (Service-Wide)
  • Provide senior-level operational support across HR Operations, contributing to the delivery of a cohesive, customer-focused HR service.
  • Lead service-wide improvement activity, identifying opportunities to streamline processes, reduce silos, and build consistency in ways of working.
  • Provide expertise in HR operations process redesign, working with colleagues across the organisation to simplify workflows and improve digital enablement.
  • Support the Head of HR Operations with operational oversight, risk identification, service prioritisation, and management of cross-cutting issues.
• Reward, Recognition & Establishment Management
  • Lead the Pay & Reward team to deliver an effective, professional and responsive reward service.
  • Oversee a robust job evaluation process ensuring fairness, consistency and compliance with Council policy.
  • Maintain up-to-date approaches to reward, benefits and recognition, keeping strategies under review to support attraction and retention.
  • Manage the day-to-day delivery, communication and marketing of staff benefit schemes.
  • Oversee the establishment control framework in partnership with HR and Finance colleagues, ensuring high-quality data, governance and reporting.
  • Lead the allowance request and approval processes, ensuring transparency, risk monitoring and appropriate escalation where needed.
  • Commission or procure external reward or benchmarking support when required, ensuring compliance with procurement and corporate policies.
• Policy, Compliance & Advisory Support
  • Contribute to the development and implementation of HR policies, particularly those relating to Reward, Establishment Management and HR Operations processes.
  • Provide expert advice to senior managers and HR colleagues on complex operational issues, including reward, organisational change and establishment matters.
  • Maintain knowledge of relevant legislation, case law, and sector best practice to ensure compliance and inform service improvements.
• Stakeholder Engagement
  • Build strong relationships with HR Business Partners, Service Directors, Executive Directors and operational managers to support effective decision-making.
  • Work collaboratively with staff networks, Trade Unions and JE evaluators to support fair and transparent reward processes.
  • Work with digital, data and systems colleagues to support the transformation and modernisation of HR services.
• Team Leadership & Development
  • Manage, coach and develop the Pay & Reward team to build capability, resilience, and high-quality service delivery.
  • Recruit, train and maintain a pool of job evaluation panellists, including TU representatives, ensuring engagement and consistency in practice.
  • Foster a positive team culture based on accountability, continuous improvement and professional development.

Knowledge / Skills / Experience

• Knowledge
  • Relevant degree or professional qualification (e.g., CIPD) - Essential
  • Evidence of ongoing CPD - Essential
  • Strong understanding of Pay & Reward practices - Essential
  • Knowledge of recruitment processes - Desirable
  • Understanding of statutory, policy and local government frameworks - Desirable
• Experience
  • Demonstrable experience leading or supporting Reward, Recognition or Compensation & Benefits services - Essential
  • Experience in job evaluation and its practical application - Essential
  • Proven ability to lead operational HR projects and influence policy development - Essential
  • Experience delivering effective communication and engagement activities - Essential
  • Experience implementing performance and quality assurance frameworks - Essential
  • Experience managing and - Essential