Human Resources Manager
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HR Manager
About PSG
- We have a long and proud history of transforming the lives of children, young people and adults with learning disabilities, autism, and mental health difficulties.
- We are the largest provider of Positive Behaviour Support (PBS) commissioned by the NHS.
- We also work in provider organisations in community settings.
- Our goal is to give individuals, their parents / carers, and network of professionals the knowledge, skills, and motivation they need to provide the best possible support and to increase their quality of life in sustainable and long-lasting ways.
- We achieve these incredible outcomes by developing evidence-based, contextually fit models of support for individuals and their support networks in the various settings they live.
- We are a team of value-driven Behaviour Analysts and PBS Practitioners. We embody our values in everything we do.
About the role
The HR Manager will lead and deliver a comprehensive, consistent, and high-quality HR service across the organisation. The role is responsible for strategic workforce planning, recruitment and retention (including TUPE-related workforce transitions), employee relations and welfare, performance management oversight, and the development and maintenance of a robust HR infrastructure that supports organisational objectives and operational excellence.
Key Responsibilities
1. Workforce Planning & Talent Management
- Lead strategic workforce planning aligned to organisational objectives and service delivery models (evaluate and recommend appropriate workforce models to support different operational approaches).
- Advise on effective workforce structures, staffing ratios, and skill mix to ensure safe, efficient, and sustainable service delivery.
- Design and review staff working arrangements to optimise productivity, cost-efficiency, and employee wellbeing.
- Support organisational change initiatives including restructures, mobilisation of new services, and contract variations.
- Develop succession planning and talent development initiatives to maintain organisational resilience and capability.
- Provide strategic advice to senior leadership on workforce risks, resource gaps, and long-term people planning.
2. Recruitment, Retention & TUPE Management
- Design and implement effective recruitment strategies to attract high-quality candidates.
- Oversee end-to-end recruitment processes ensuring fairness, compliance, and efficiency.
3. Employee Relations & Welfare
- Lead on employee relations matters including disciplinary, grievance, absence management, and conflict resolution.
- Provide sound, pragmatic advice to managers on employment legislation and best practice.
- Promote employee wellbeing initiatives and a positive workplace culture.
- Ensure policies and procedures are up-to-date, compliant, and consistently applied.
4. Performance Management
- Manage and continuously improve the organisation’s performance management framework, ensuring it remains effective, fair, and aligned to organisational goals.
- Provide coaching and guidance to managers in managing performance issues, including probation management, absence management, capability processes, and conduct matters.
- Ensure managers understand key areas of employment regulation and procedural fairness when addressing underperformance.
5. HR Infrastructure & Service Delivery
- Develop, maintain, and continuously improve robust HR systems, policies, and procedures.
- Ensure consistent, high-quality, and legally compliant HR provision across the organisation.
- Monitor HR metrics and provide regular reporting and analysis to senior leadership.
- Drive operational excellence and continuous improvement in HR processes and service delivery.
- Ensure compliance with employment law, regulatory standards, and organisational governance requirements.
Qualifications
- CIPD Level 5 or Level 7 (or equivalent) qualification.
- Degree in HR, Business Management, or related discipline (desirable).
Experience
- Proven experience in a senior HR generalist or HR management role.
- Demonstrable experience in strategic workforce planning and organisational change.
- Experience managing TUPE transfers and workforce integration.
Knowledge & Skills
- Up-to-date knowledge of UK employment legislation, including TUPE.
- Strong interpersonal, coaching, and influencing skills.
- Excellent communication and stakeholder management ability.
- Strategic thinking with strong operational execution.
- High level of discretion and confidentiality.
- Strong analytical, problem-solving, and decision-making capability.
Key Competencies
- Leadership & Influence
- Strategic Thinking
- Decision Making
- Resilience & Integrity
- Coaching & Mentoring
- Change Management
Reporting Line
Reports to: Chief Operating Officer
Direct Reports: Recruitment & Onboarding coordinator