Senior HR Manager – Human Resources

Senior HR Manager – Human Resources 150 150 TCLRec
Senior HR Manager – Human Resources
Woolwich, Greenwich
Interim Position

Greenwich RQ1271264

Posted: 15th May 2024 13:05
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  • Pay Rate:

    £33.13 per hour PAYE

  • Hours per Week:

    35 Monday - Friday, normal working hours

  • This opening assignment is for 5-6 months

  • Woolwich, Greenwich,


What's involved with this role:

Interim Senior HR Manager – Human Resources

Job Ref: Greenwich RQ1271264

Pay Rate: £33.13 per hour PAYE

Hours per week: 35 Monday - Friday, normal working hours

Role Length: This opening assignment is for 5-6 months

City: Woolwich, Greenwich

Hybrid working is available after the first 2 weeks but candidate must be flexible as will be required to attend schools as and when required.

Candidate must be available to start at short notice.

The post holder will provide strategic leadership in the management of an effective and highly professional team (either Corporate & Investigations or Social Care & Schools) within HR Advisory Services to deliver customer-focussed HR services, to support delivery of directorate and school and wider Council aims and objectives.

Key Responsibilities:

  • Contribute at a strategic and operational level, working with council departments and schools to identify HR priorities and people management solutions that support business aims and wider organisational values; and help to develop, and implement, the Council’s Workforce Strategy, ensuring the Council ‘gets the best’ from its people.
  • Provide senior leadership and high-level operational HR intervention and advice to departments in matters relating to strategic/operational Employee Relations (including, engagement, performance management, workplace disputes, conflict resolution, managing attendance, and disciplinary matters), employment contracts, representative groups and consultative processes, organisational change, and HR policy and practice.
  • Work collaboratively with HR colleagues and service departments providing strategic and high-level operational HR leadership on the implementation of organisational and cultural change programmes to support Council and departmental improvement goals.
  • Ensure the opportunities for income generation are explored and achieved in support of HR & OD’s core functions and the Council’s wider strategies; and provide an effective Investigations Service.
  • Responsible for leading and managing a larger team to achieve consistently high performance and effective operational delivery; developing and improving the capability of staff within the team, effective attendance management, and motivating and mentoring them to better meet the current and future requirements of HR Advisory Services.
  • Lead, as required, on developing and implementing strategic HR projects, workstreams, activities and initiatives in line with the Council’s Workforce Strategy, service development plans and the requirements of HR & OD Audits. Ensure the team contributes effectively to HR policy development and that they are implemented effectively and consistently.
  • Responsible for effective Employee Relations within the designated departments, maintaining good working relations with the Trade Unions (TUs) and as appropriate, conducting consultations and negotiations on a range of complex workforce matters (including policies and local terms and conditions) to achieve operational effectiveness for departments.
  • Translate the vision, plans and values into action for the team members; ensure that they understand their personal contribution to organisational objectives, and that they develop professionally in their roles through the provision of regular one-2-ones, annual appraisals, personal development plans, and effective performance and attendance management as appropriate.
  • Promote equality among all staff and ensure that services are delivered in a non-discriminatory way, that is inclusive and embraces diversity. Contribute to the wider equalities agenda to help ensure the Council has a diverse workforce, and that equality, diversity and inclusion are embedded across policies, practices, and activities.
  • Assist the Deputy Head of HR & OD in relation to wider-council financial planning and management in the context of the Council’s Medium Term Financial Strategy; implement efficiency and cost-saving programmes as appropriate.
  • Deliver, across designated departments (and schools as appropriate), timely, solution-focused, high-quality HR advice, guidance, coaching and information to managers on a wide range of people matters – including, HR policy, terms and conditions of employment, absence and performance management, recruitment/selection, restructuring of services and TUPE transfers, and redundancy planning.
  • Provide expert, effective, and timely HR advice and support to Directors, DMT’s and senior managers on all aspects of people management which fully reflects, the Council’s desire to be an employer of choice, current employment legislation, and best practice. Attend DMTs as appropriate.


NB: Please feel free to apply to us direct via [email protected] by quoting the job reference and job title exactly.

To help speed up the process of uploading your CV to the client we would suggest that you send us your CV in Word format (or equivalent) if possible, rather than as a PDF.

If you are successful in securing this role, please note that for the entire duration of this contract, regardless of extension you will be working this role at the PAYE rate that has been advertised. For absolute clarity, we only work on a PAYE basis, rather than entertaining umbrella pay terms, we do not offer Ltd/umbrella or outside IR35 rates. If you wish to understand PAYE vs Umbrella more, please let us know and we can send you some additional information for clarity.

Due to the number of CVs being sent to us under current market conditions, we cannot, unfortunately, respond to all applications. If, therefore, you have not heard from us within 3 days please make a working assumption that you have not been shortlisted on this occasion. We will, however, be very happy to receive future applications from you for other roles.

Please quote the Job Title & Vacancy Reference No. in your application, or we will be unable to match your CV to the role being applied for.

Other “Essential Requirements” – Please check to ensure that your CV addresses the following items:

Unless the DBS requirement stated above is for a Basic Disclosure, your DBS must be either through us or be accompanied by a subscription to the DBS updating service.



  1. Graduate Member of the Chartered Institute of Personnel and Development or equivalent degree or experience.



  1. Minimum of 12 months recent experience in a similar role, or context and ideally within a public sector organisation.
  2. Significant experience of generalist HR management within the Public Sector or ‘not for profit’ sector, and in a unionised organisation.
  3. Experience of coaching, influencing, and collaborating with, senior managers and directors; and working with trade unions (in a highly unionised environment) to achieve the right outcomes for the organisation.
  4. Evidence of successful leadership of professional teams bringing about improvements in services through change management and influencing others’ behaviours and actions.
  5. Significant experience in Strategic and Operational Employee relations, and good knowledge of other HR areas, e.g., resourcing, organisational learning and development, HR policy and HR systems and information management.
  6. Evidence of developing and maintaining an effective network of contacts and working relationships, both internally and externally and track record of effective continuous professional development and awareness of current good practice in HR and OD.

Skills & Abilities:

  1. Up to date knowledge of employment legislation, its legal implications and HR best practice.
  2. In depth knowledge and understanding of the Public Sector environment and the context in which it operates.
  3. Excellent written and oral communication and presentation skills.
  4. Ability to manage staff and resources effectively.
  5. Good coaching and staff development skills.
  6. Proven ability to manage projects involving stakeholders and service users.
  7. Excellent organisational skills, ability to prioritise and delegate.
  8. Excellent analytical skills (including statistical/data interpretation) that contribute to the identification of issues, problem solving and prioritisation.
  9. Strong interpersonal, influencing and negotiation skills, resilience, and the ability to work effectively with people at all levels within an organisation.
  10. Excellent customer focus skills, demonstrating a “can do” attitude, putting the customer first and seeking/acting on customer feedback.
  11. Ability to engage and motivate individuals and teams in meeting performance objectives
  12. Strong IT skills including Microsoft packages or equivalent (e.g. G Suite).



Please note that clients invariably ask us to strip out contact details from CVs before we submit them for consideration. This is always quicker and easier to do if you send your CV to us in Word format, rather than as a PDF please

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If you would prefer to send a CV straight to us rather than by way of an on-line application, you are very welcome to do so via [email protected] but please quote both the job reference and job title exactly as they appear below:
Job Ref: Greenwich RQ1271264
Senior HR Manager – Human Resources
Client Category: Local Authority

Anticipated Length of Assignment: Unless otherwise stated (we do carry the occasional permanent vacancy) all of our roles are technically temporary, though opening assignments can be and often are, extended by clients on a longer term basis and can sometimes become permanent.

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Job Ref: Greenwich RQ1271264
Senior HR Manager – Human Resources
Client Category: Local Authority

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