Quantum Care
Head of Human Resources
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Reports to: Director of Human Resources
Direct Reports: HR Advisors, HR Administrators, HR Systems Team, Resourcing Team
Works Closely With: Head of Learning & Development
Salary £65,000 + £5,000 Car Allowance
The Head of HR is responsible for leading the operational HR function, ensuring the delivery of efficient, compliant, and customer-focused HR services across the organisation. Reporting to the Director of Human Resources and working closely with the Head of Learning & Development, the role leads the Employee Relations, HR Administration, HR Systems, and Resourcing functions. The post holder will ensure the organisation maintains high standards of employment practice, regulatory compliance, and workforce management, whilst supporting organisational effectiveness and continuous improvement.
A key aspect of the role will be supporting the modernisation of HR systems, processes, and infrastructure, ensuring the organisation transitions from manual and paper-based processes to modern digital solutions and self-service technologies that enhance efficiency, data quality, compliance, and the employee experience.
The Head of HR will play a key role in supporting the Director of Human Resources in transforming the HR function from a predominantly transactional and advisory service into a proactive, business-enabling function that delivers strategic value to the organisation. Whilst the Director of Human Resources will retain leadership of significant organisational change initiatives, employee relations strategy, Trade Union engagement, people strategy, and organisational development, the Head of HR will work in partnership with the Director to support, implement, and embed these initiatives across the organisation.
The role will have autonomy for the day-to-day leadership and management of HR operations and will act as the operational lead for the HR function, ensuring that HR services, systems, policies, and processes effectively support organisational objectives.
Key Responsibilities
HR Operations
- Lead and manage the HR Operations function, ensuring the effective delivery of HR administration, employee lifecycle processes, recruitment, and HR support services.
- Develop a high-performing HR team focused on delivering excellent customer service to managers and employees.
- Monitor service standards and performance, identifying opportunities for continuous improvement and increased efficiency.
- Ensure HR records, documentation, and processes are maintained accurately and in accordance with legislative and regulatory requirements.
- Review and redesign processes to improve service delivery, efficiency, and the employee experience.
- Ensure HR services continue to evolve from a reactive, transactional model towards a proactive and business-focused approach.
Employee Relations
- Lead the organisation's day-to-day Employee Relations activity, ensuring the consistent application of employment policies, procedures, and best practice.
- Provide expert advice and guidance on complex disciplinary, grievance, capability, attendance management, and organisational change matters.
- Support managers in resolving employee relations issues in a proactive and solution-focused manner.
- Monitor workforce trends and provide recommendations to improve employee engagement, attendance, retention, and performance.
- Oversee Employment Tribunal claims and liaise with legal advisers where required.
- Ensure employee relations risks are identified early and managed appropriately.
- Escalate significant or sensitive employee relations matters to the Director of Human Resources as appropriate.
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Trade Union and Employee Partnership Working
- Support the Director of Human Resources in maintaining positive and constructive relationships with recognised Trade Unions and employee representatives.
- Support consultation and negotiation processes relating to workforce initiatives, policy development, organisational change, and terms and conditions of employment.
- Ensure collective agreements and negotiated outcomes are effectively implemented across the organisation.
- Promote effective partnership working that supports organisational objectives and positive employee relations.
- Provide operational support and advice on collective employee relations matters.
Workforce Planning and Resourcing
- Lead the organisation's recruitment and resourcing activities, ensuring the attraction and retention of high-quality employees.
- Support workforce planning initiatives and organisational change programmes, including restructures, TUPE transfers, service developments, home openings, and closures.
- Work with operational leaders to review workforce structures, deployment models, and staffing arrangements to ensure services remain efficient and sustainable.
- Lead the review and development of employment contracts, terms and conditions, policies, and working practices, ensuring they remain legally compliant, fit for purpose, and aligned to business needs.
- Identify opportunities to improve workforce productivity, flexibility, and effectiveness through modern employment practices.
- Support the Director of Human Resources in implementing workforce modernisation initiatives.
HR Systems and Digital Transformation
- Support the Director of Human Resources in the delivery of the organisation's HR systems and digital transformation strategy.
- Work collaboratively with the Head of Learning & Development to implement new HR and workforce systems, ensuring effective adoption across the organisation.
- Lead the operational implementation and embedding of new HR systems, processes, and technologies.
- Drive the development of employee and manager self-service solutions.
- Reduce reliance on manual and paper-based processes through automation, digitalisation, and process redesign.
- Ensure HR systems provide accurate workforce data, people analytics, and management information to support organisational decision-making.
- Develop reporting capabilities and workforce metrics that deliver meaningful insights to managers and senior leaders.
- Continuously review systems and processes to improve efficiency, compliance, and user experience.
Compliance and Governance
- Ensure compliance with employment legislation, regulatory requirements, and internal governance standards.
- Oversee compliance relating to right-to-work checks, DBS processes, immigration requirements, data protection, and employee records.
- Ensure HR policies and procedures are regularly reviewed and updated to reflect legislative and organisational changes.
- Support internal and external audits relating to workforce compliance and people management practices.
- Maintain robust governance arrangements and controls across all HR activities.
- Ensure workforce-related regulatory requirements are met, and risks effectively managed.
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Leadership and Strategic Contribution
- Lead, develop, and motivate the HR team, creating a culture of accountability, continuous improvement, and professional excellence.
- Act as the operational lead for HR, ensuring the effective day-to-day management of employee relations, HR administration, systems, compliance, and resourcing activities.
- Work closely with the Director of Human Resources and Head of Learning & Development to deliver organisational priorities and people objectives.
- Support the Director of Human Resources in the delivery of strategic HR initiatives, people plans, and organisational change programmes.
- Work proactively with the Director of Human Resources to identify opportunities to improve organisational effectiveness, workforce performance, and employee experience.
- Support the transformation of the HR function into a modern, business-focused service that partners with operational leaders to improve organisational performance.
- Drive improvements in management capability by equipping managers with the tools, knowledge, and confidence to effectively manage their teams.
- Use workforce data, metrics, and people insights to identify trends, risks, and opportunities, enabling evidence-based decision making.
- Lead the operational delivery and embedding of new people policies, processes, systems, and ways of working.
- Challenge existing practices and identify opportunities for innovation, efficiency, and continuous improvement.
- Deputise for the Director of Human Resources as required and represent the HR function in their absence.
Person Specification
Essential
- Significant experience in a senior HR leadership role.
- Extensive Employee Relations and employment law expertise.
- Experience of working with Trade Unions and employee representatives.
- Experience leading HR operations within a multi-site organisation.
- Experience managing consultation, organisational change, and restructuring activities.
- Experience developing HR systems and driving process improvement.
- Proven experience of implementing digital solutions and improving organisational efficiency.
- Strong leadership, influencing, and stakeholder management skills.
- Excellent analytical, problem-solving, and decision-making abilities.
- Ability to translate organisational objectives into practical people solutions.
- CIPD Level 7 qualified or equivalent experience.
Desirable
- Experience within health, social care, or another regulated environment.
- Experience implementing HRIS, workforce management, or employee self-service systems.
- Experience of TUPE transfers, organisational redesign, and workforce modernisation programmes.
- Experience leading digital transformation projects.
- Experience using workforce analytics to improve organisational performance.
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