KT Healthcare
HR Manager
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HR Manager
Head of HR – Full-Time (Monday to Friday, 9 AM – 5 PM, Chichester Office)
Location: Chichester (candidates based in a commutable distance welcome)
About KT Healthcare
A family-owned private therapy company specialising in Autism Diagnostic Services. Our core values focus on:
- Building meaningful connections with patients and their families
- Delivering high-quality diagnostic assessments
- Collaborating with GPs, NHS ICBs, and other key stakeholders
We strive to provide timely, accurate, and empathetic diagnostic services while supporting organisational growth.
The Role: Head of HR – People & HR Manager
KT Healthcare seeks an experienced, strategic HR Professional to lead and develop the People function, providing operational and consultative HR support to the organisation.
This pivotal role involves:
- Acting as a trusted advisor to senior management and colleagues
- Ensuring employment law compliance and best HR practice
- Driving people initiatives that align with business objectives
- Supporting Senior Leadership Team decisions from a workforce perspective
The ideal candidate will thrive in a fast-paced SME environment, balancing strategic HR direction with hands-on operational delivery. You will be a self-starter, adaptable, and business-minded, with a strong track record in HR leadership, people management, and organisational development.
Key Responsibilities & Accountabilities
HR Leadership & Business Support
- Lead and develop the HR function, ensuring alignment with business goals and growth.
- Be the primary HR advisor for all employees, managers, and stakeholders.
- Attend and contribute to Senior Leadership Team meetings, providing insights on:
- Staffing trends
- Recruitment and talent strategies
- People initiatives
- Organisational structure changes
- Business risks
- Support cross-functional projects with a focus on workforce implications.
- Promote KT Healthcare’s culture and values across the organisation.
- Undertake other duties as required to support business needs.
Line Management & Team Development
- Directly manage a HR team, supporting performance, development, and wellbeing.
- Conduct and lead:
- 1:1s, supervision meetings, probation reviews, and appraisals
- Performance evaluations and goal-setting
- Provide clear direction, feedback, and challenge to team members.
- Foster career progression and upskilling within the HR function.
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Employee Relations & Compliance
- Guide managers on employee relations, including:
- Performance management
- Disciplinary processes and grievances
- Absence and capability management
- Support Employee Relations meetings, offering structured advice.
- Ensure full compliance with UK employment legislation and regulatory standards.
- Develop, review, and maintain HR policies, procedures, and documentation.
- Conduct HR audits to verify compliance with legal and best-practice standards.
Recruitment, Onboarding & Employee Lifecycle Management
- Oversee the full employee lifecycle, starting from recruitment through retention and offboarding.
- Lead recruitment processes, partnering with hiring managers to attract and retain high-quality candidates.
- Maintain and monitor the onboarding/compliance platform (Credentially), ensuring documentation is accurate and up to date.
- Support payroll administration through precise data management.
- Coordinate training, development, and performance review processes.
Workforce Planning & Organisational Development
- Monitor organisational structure and forecast workforce planning needs.
- Support managers with restructuring, role transitions, and talent mobility initiatives.
- Identify opportunities to enhance HR processes, systems, and employee experience.
- Foster employee engagement initiatives to maintain a positive workplace culture.
HR Reporting & Data Management
- Produce HR reports, metrics, and workforce data to inform key business decisions.
- Use data-driven analysis to identify trends and inform strategic planning.
- Maintain accurate and insightful HR reporting to support operational effectiveness.
Competencies & Experience Required
Core Competencies
✔ Minimum 2-3 years of experience in:
- HR Generalist, HR Manager, or People Manager roles ✔ Deep knowledge of:
- UK employment law
- HR best practices and compliance ✔ Proven experience in SME environments, handling diverse HR challenges. ✔ Strong influencer—versatile in engaging stakeholders at all levels. ✔ Highly organised, with meticulous attention to detail. ✔ Strong problem-solving and decision-making capability. ✔ Confident in handling sensitive/confidential information discretely. ✔ Comfortable balancing strategic HR planning with operational execution. ✔ Self-motivated, resilient, and able to work independently with varied priorities. ✔ Exceptional communication skills—both verbal and written.
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Technical Skills & System Proficiencies
✔ Employee Relations Management (including disciplinary, grievance, and absence cases). ✔ Recruitment, Talent Acquisition, and Hiring Strategies. ✔ HR Policy Development (devising and updating organisational policies). ✔ HRIS Experience DESIRABLE — familiarity with BrightHR. ✔ Onboarding & Workforce Compliance — knowledge of Credentially platforms convenient. ✔ Experience in HR reporting and data analysis. ✔ Performance Management frameworks. ✔ Workforce Planning and Organisational Design.
Microsoft Office Suite Proficiency
- Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, teams) and other relevant business applications.
Qualifications
✔ CIPD Level 5 (minimum), combined with 2-3 years of HR management experience. ✔ CIPD Level 7 desirable. ✔ Commitment to Continuing Professional Development (CPD).
⚠️ IND DP (Independent Determinations)—title note:
- While we strongly endorse adherence to formal qualifications, exception requests (such as practical experience over certifications) are considered individually. Strictly 'no's' for highly sensitive sectors such as finance—this role falls under general HR advisory but is accountable in sensitive diagnostics/compliance contexts given KT's NHS engagement. CIPD Level 5+ remains the gold standard, with discussion reserved for exceptional circumstances like prior experience in comparatively rigorous environments.
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