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Summary of the Role
We are looking to recruit an enthusiastic and proactive HR Manager to work at Newton Prep. Our staff are our greatest resource, and our HR Manager will hold a key role. Our atmosphere is full of happiness and enthusiasm with a sense of purpose and achievement as both pupils and staff aim high. We are seeking someone who mirrors this approach and is a model for best practice, as we look forward to a new chapter in the School’s life. The theme is continuity and development – to build on the School’s culture and many achievements to date, not least of all its most recent ISI report issued following inspection in January 2025. Applications are invited from candidates who are CIPD qualified (Level 5 or 7 or equivalent), with excellent communication and organisational skills. You will need a proven track record in your previous roles and will need to show dedication and commitment to develop in this role.
To start September 2026, or as soon as possible thereafter.
The main duties of the HR Manager include:
Employee relations
- Lead on all Employee Relations cases working closely with the Head, Bursar, Deputy Heads and line managers; including but not limited to investigations, disciplinary, grievances, capability, redundancies, restructures and dismissals.
- Follow up on sickness absence triggers, including referrals to occupational health when required, advising and working closely with line managers and occupational health where applicable. Ensure compliance with UK Employment law and best practice in Human Resources
- Manage and advise employees and managers on leave of absence, family leave and other leave requests in line with School policies and procedures
Employment law, regulatory compliance, contracts and policy
- Ensure the School’s compliance with all aspects of employment law applicable to Schools incorporated as a limited company, The Education (Independent School Standards) Regulations 2014, the school’s status as a UKVI sponsor in relation to employees, other regulations, DfE requirements, insurance requirements and best practice
- Manage the school’s Single Central Register, including conducting at least termly audits with the Bursar to ensure that it is up to date and accurate so that we are ever ready for any inspection
- Comply with all aspects of safer recruitment and Keeping Children Safe in Education
- Organise safer recruitment training for the School on a cyclical basis
- Lead annual reviews and updates of the School’s suite of employment contracts and HR policies
- Keep up to date with future employment regulation and law applicable to the School, and prepare for changes in ways that mitigate risk
- Update policies and procedures in line with employment law changes, submitting proposed changes to the Governing Body via the Bursar
- Liaise with the School’s legal advisors on staff related issues together with the Governing Body
Manage the employee lifecycle from attraction to exit
- Manage recruitment, including the production of adverts, job descriptions, person specifications, shortlisting processes, interview schedules and safer recruitment processes
- Keep up to date with labour market trends and how this affects the School’s ability to recruit, including the use of AI (for example, in assisting drafting)
- Utilise recruitment campaigns and sourcing channels as required for roles advertised and work with the Communications Team to make these go live
- Design fair and inclusive assessment approaches which identify the right candidates for the roles
- Use campaign, recruitment and onboarding data and feedback to drive better people experiences and more effective recruitment approaches
- Manage onboarding and offboarding processes, reviewing and re-designing the processes where necessary and updating the School’s induction policy accordingly
- Ensure that all staff receive appropriate advice and support on conditions of service, policies and procedures, ensuring they are effectively and consistently inducted and communicated with throughout their service at the School and kept abreast of changes to school policies
- Facilitate exit interviews with all departing staff members, analyse staff turnover and exit interview data to report on potential issues and trends to the Head, Bursar and Governing Body
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Workforce planning, absence management and cover
- Assist with workforce planning across the School by assessing immediate and future capability needs and assist design career pathways to achieve future capability
- Report on and manage staff attendance, monitor all absences and analyse absence trends
- Arrange cover where necessary
- Conduct return to work interviews
- Maintain relationships with agencies and third parties used by the School to arrange cover
- Manage requests for flexible ways of working whilst balancing the School’s needs and parental expectations
Budgets and reward packages
- Manage the HR budget and ensure the most effective use of spend
- Work with the Finance Office to manage changes in payroll and reward packages, pensions
- Conduct and report on resource audits as required by the Head, the Bursar and the Governing Body
- Use evidence-based practice to assist the Fees and Salaries Review Committee to conduct annual salary and benefits reviews
- Translate HR issues into answerable questions, with recommended solutions
- Use benchmarking data to provide insight about the external reward environment
- Use relevant research to assist the committee to make informed decisions
- Collectively develop and improve the quality of ideas and proposals that create a total reward offering which is risk assured
- Update the committee on reward and recognition approaches which attract, motivate and retain staff, and support the School’s value proposition
Person Specification
Essential:
- CIPD qualified Level 5 or 7(or equivalent)
- Excellent communication (verbal and written) and organisational skills
- Previous experience of managing and advising on Employee Relations case work
- Excellent planning, organisation and team management skills, with the ability to work collaboratively and proactively with stakeholders
- Strong organisational skills with the ability to manage multiple tasks and priorities simultaneously as a team player
- Strong IT skills including a good working knowledge of Microsoft Office, with appreciation of other technologies at use in human resources
- Committed to safeguarding and promoting the welfare of pupils
- Committed to best practice in human resources
- Ability to handle sensitive information with confidentiality, integrity and professionalism
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Desirable:
- Experience with human resources in schools
- Previous experience working with and/or implementing HRIS
- Previous line management experience
Summary of Terms & Conditions
Employment
Full-Time, permanent (on-site).
Salary
A competitive salary will be offered, commensurate with the skills and experience of the successful candidate and reflective of the responsibilities associated with the role. Salaries are paid by BACS transfer on the last working day of each month in twelve-month equal payments.
Working hours
Normal working hours during term time are 8.30am to 5.00pm, Monday to Friday, with a one-hour lunch break, and 8.30am to 4.30pm during school holidays. However, this is a senior appointment and the post holder will be required to work such hours as are necessary (whether or not such hours are within the normal school hours) in the reasonable opinion of the Bursar in the proper performance of their duties.
Probation
This post is subject to a probationary period of six months. During this probationary period either you or the school may terminate your employment by giving not less than one month’s prior written notice. The school may, at its discretion, extend the probationary period for a further period in the event it is considered necessary.
Notice
Following the successful completion of your probationary period your notice period will be three months.
Fee remission
A discount of up to 50% is given on school fees for children attending Newton Prep (subject to satisfying the School’s admission criteria). Please note this is not a contractual entitlement and the school reserves the right to vary the rate of remission or to withdraw it altogether.
Application
Please ensure that you include the names of two referees and details of employment since leaving school. As the position involves working with children the successful applicant must be willing to undergo child protection screening appropriate to the post (including checks with past employers) and will be subject to an Enhanced Disclosure and Barring Service check.
The closing date for applications is midnight, on Thursday 20th August 2026. Interviews will be held on Tuesday, 25th August 2026.
Application is by form only. Application packs, including the Application Form, may be downloaded from our website newtonprepschool.co.uk. Candidates should complete the School’s Application Form electronically and email it to the HR Department: applications@newtonprep.co.uk.
Alternatively, forward your completed Application Form via post to the HR Assistant, Newton Prep, 149 Battersea Park Road, London, SW8 4BX. If you have any queries about the application process, please contact the HR Department on 0207 720 4091 Ext 1255.
The School reserves the right to interview and appoint ahead of the advertised closing date, should an appropriate candidate be found. Therefore, it is advisable to submit applications as early as possible.
We are an equal opportunity employer. All applicants will be considered for employment without attention to age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, religion or religious belief, sex or sexual orientation.
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