Job Summary:

To lead and manage HR strategy, policy and process development and service delivery of a number of key HR functions and/or projects across all Praxis jurisdictions including NI, England, ROI and Isle of Man.

These functions and/or projects will include supporting the Director of HR and Learning & Development (HR and L&D) and working with the HR, Payroll and L&D team and managers and staff across the organisation. The postholder will lead on and/or support on a range of HR specialist areas which may include the following areas in line with the relevant organisational strategy, business plans, objectives and priorities:

• Resourcing and/or Workforce Planning
• Governance
• HR reporting and analytics
• HR system development, implementation and continuous improvement
• HR Change and/or transformation projects
• Employee/Industrial Relations strategy, policy and processes
• Organisational Development
• Diversity, Equity, Inclusion and Belonging (DEIB)
• Staff Health & Wellbeing (including staff attendance management)
• HR transactional and advisory operational services

The Head of HR will play a key role in the senior HR leadership team, working effectively with other Heads of HR, Payroll and L&D, all the HR team and key stakeholders to drive innovation and continuous improvement of HR services.

Key Accountabilities:

Staff management

• Effectively lead and manage a small team of HR staff who may undertake a variety of roles, ensuring the structure and ways of working are fit-for-purpose and best support the Organisation in achieving its objectives. To ensure that team members have clear accountabilities and objectives and that performance is regularly reviewed and development encouraged to support the service quality of the department.

Resourcing and Workforce Planning

• Develop and maintain efficient recruitment processes, liaising with operational and corporate management around forecasting to enable effective planning for the attraction and appointment of suitable candidates in a timely manner.
• Identify innovative ways of attracting new staff and promoting Praxis Cares employer brand as an employer of choice, including through DEIB initiatives, overseas recruitment and sponsorship where appropriate.
• Develop a robust recruitment strategy, policy and processes in partnership with senior leaders and HR in line with current and future organisational requirements.
• Ensure robust and legally compliant Pre-Employment Checking processes in line with regulatory and organisational requirements, including Police, right to work, sponsorship, references, medical, qualification checks etc.
• Define, agree and deliver a candidate experience that recruits the right people at the right time with the right skills.
• Streamline processes and develop strong working internal and external relationships.
• Ensure cost effective activities, sourcing platforms and assessment methods are fit for purpose.
• Develop creative attraction methods to enhance the Praxis Care brand and to enable hiring of high-quality experience into the organisation.
• Liaise with HR, senior leaders and external suppliers to identify areas of best practice recruitment processes.
• Identify recruitment opportunities and establish Praxis Care as an employer of choice in the industry.
• Ensure representation of Praxis Care at key recruitment events and networking opportunities.
• Review current material, job descriptions and assessment framework to implement positive changes including training, documentation and scoring.
• Design and ensure delivery of recruitment materials.
• Use recruitment metrics to drive change and efficiency within the recruitment department.
• Understand overall recruitment requirements in partnership with senior leaders.
• Timely forecasting and cost-effective resource planning.
• Working with key stakeholders to ensure that requirements are realistic and fit for purpose.
• Reflect and review plans accordingly in line with budget.

Governance

• Ensure risk management and contingency plans for HR, Payroll and L&D are in place and regularly reviewed to ensure effective risk identification and mitigation where possible.
• Development and monitoring of HR, Payroll and L&D corporate, directorate and departmental business plans and are accountable for departmental delivery.
• Effective HR, Payroll and L&D Audit planning, participation, action plan review and implementation.
• Support the Director of HR and L&D in effective financial governance, procurement and contract management.
• Horizon scanning for any potential upcoming changes in employment legislation and ensure Praxis Care have a plan in place to ensure compliance with these.
• Support the development and implementation of processes to ensure that HR, L&D and Payroll policies are reviewed as required in line with legislative requirements and best practice.

Reporting and analytics

• Lead on HR reporting and data analysis, including development and implementation of an agreed suite of HR/workforce Key Performance Indicators (KPIs) against required timetable

HR system development, implementation and continuous improvement

• Ensure HR system development, implementation and continuous improvement, including working effectively with IT specialists and, where appropriate, effective contract management of HR systems, procurement, planning and embedding of systems

Employee Relations

• Participate in escalated or complex Employee Relations cases where appropriate.
• Develop Employee Relations policy, guidance and processes in line with best practice.
• Support the requirements of the Joint Consultative Forum in an effective and timely way and to promote, build and maintain a good working relationship with the Trade Union, leading or participating in consultation and negotiations as appropriate.

HR Change and/or transformation projects

• Support and/or lead on HR change and/or transformation projects and ensure efficient implementation.

Organisational Development

• Support development and implementation of Praxis HR/Workforce strategy/plans
• Develop, monitor and implement action plans to improve employee engagement
• Develop and implement staff performance management policy and processes
• Support organisational design and culture work and initiatives.

Diversity, Equity, Inclusion and Belonging (DEIB)

• Develop & implement DEIB strategy, policy, processes and initiatives including ensuring compliance with statutory returns and requirements

Staff Health & Wellbeing (including staff attendance management)

• Develop and implement staff Health & Wellbeing (including staff attendance management) strategy, policy, processes, programmes and initiatives

Reward

• Develop and implement pay and non-pay staff benefits and recognition strategy, policy, structures, processes, proposals and projects.

HR transactional and advisory operational services

• Ensure timely, accurate and effective HR information and advice to a range of stakeholders/customers and processing of new starters, leavers and changes to terms and conditions in line with contractual, policy and statutory requirements

General

• Build effective working relationships with the senior management team and line managers and to provide comprehensive advice and guidance on complex HR issues.
• Provide regular updates to the Director of HR and L&D on key HR planning and operational activity.
• Assist, support and provide professional advice and guidance on HR matters across the organisation.
• Support with the development, implementation and maintenance of relevant HR policies, procedures and related documents and ensure that these are regularly reviewed against best practice and employment legislation.
• Ensure the wider HR team and Organisation are in touch of relevant changes in employment law and understand the impact of these changes.
• Represent the HR team on relevant business projects, and make representation on behalf of the Organisation at meetings with internal and external bodies.
• Ensure the Organisation is legally compliant with employment law, adherent to relevant Regulations, achieving best practice where possible, and ensuring quality standards are maintained.
• Support, guide and upskill the HR team to deliver the right employee and/or candidate experience, recruit the right people to the agreed timeline.
• Keep up to date in legislative, compliance and market changes through research and self-learning.
• Influence, manage expectations and ensure resilience to change.
• Exploit technology to improve HR processes and services.

About The Role

Requirements of the Role:

• You will be required to participate in the company appraisal and staff review process
• To adhere to and model the company values, behaviours and competencies at all times
• To carry out all duties of the post in accordance with Praxis expectations, regulations and policies
• To carry out additional duties of the role and all other required duties as and when necessary
• To work the necessary hours to fit the needs of the organisation

The above mentioned duties are note exhaustive and the post holder will be required to carry out other duties as and when necessary. It should be noted that stated duties or location associated with the post may change to meet the future needs of the organisation.

Essential and Desirable Criteria:

Experience & Qualifications:

Essential

• CIPD Qualified with at least 3 years Human Resource experience, 3 of which should be at advisory and / or management level

OR

5 years Human Resource experience, 3 of which should be at advisory and / or management level

• Working knowledge and experience in the application of employment legislation
• Experience and knowledge of computerised HR management systems
• Experience of providing KPIs and HR Metrics to senior management
• Experience and knowledge of project management and/or process/system/service improvements
• Experience of working successfully with senior stakeholders
• Experience in use of Microsoft Office packages
• Experience of managing staff

Desirable

• HND/Degree or equivalent in HR Management or Business-Related subject
• Experience of leading HR Change projects
• Experience of managing union relationships
• Experience of working in a HR function in a large complex organisation employing over 200 staff

Skills & Competencies:

Essential

• Strong communication skills and the ability to translate thinking clearly to others
• Analytical and methodical in dealing with work and ability to effectively manage workload in a structured and efficient way
• Highly initiative driven and creative in approach to solving problems
• Proactive and solution oriented and plans ahead to achieve outcomes
• Good eye for detail and high analytical skills

Attributes:

• Highly driven and energetic in approach to getting things done
• Reliable, personable and positive in approach
• Willing to get involved at roots level and get involved in operational requirements
• Resilient and ability to work under pressure
• Highly change management and improvement oriented.

Candidates should note that the date of 9 December 2025 has been provisionally scheduled for interviews/assessment of shortlisted applications.

Required Criteria

• Working knowledge and experience in the application of employment legislation
• Experience and knowledge of computerised HR management systems
• Experience of providing KPIs and HR Metrics to senior management
• Experience and knowledge of project management and/or process/system/service improvements
• Experience of working successfully with senior stakeholders
• Experience in use of Microsoft Office packages
• Experience of managing staff
• Strong communication skills and the ability to translate thinking clearly to others
• Analytical and methodical in dealing with work and ability to effectively manage and organise workload in a structured and efficient way
• Highly initiative driven and creative in approach to solving problems
• Proactive and solution oriented and plans ahead to achieve outcomes
• Constantly seeks value based outcomes and strives for continuous improvement
• Good eye for detail and high analytical skills
• CIPD Qualified with at least 3 years Human Resource experience, 3 of which should be at advisory and / or management level OR 5 years Human Resource experience, 3 of which should be at advisory and / or management level

Desired Criteria

• Experience of working in a HR function in a large complex organisation employing over 200 staff
• Experience of managing union relationships
• Experience of leading HR Change projects
• HND/Degree or equivalent in HR Management or Business-Related subject

Skills Needed

Human Resource Management, Communication, Teamwork, Employee Relations

About The Company

Praxis Care provides a wide variety of services to vulnerable adults and children, supporting individuals with mental ill health, learning disabilities, autism and dementia. Our staff teams are essential to ensuring the provision of these services.

As a new member to the team, you can expect to be trained and supported in a structured fashion to achieve the high standards expected by the people we support and mandated by our regulators.

Company Culture

Our core values include compassion, integrity, teamwork, innovation and resilience. We also ensure that kindness and respect is integral to every role within Praxis Care and these values are fundamental to the provision of care we deliver to the people we support.

If you are interested in a role that is rewarding, varied and positively impacts the lives of those we support, then we want to hear from you.

Company Benefits

Why Join Praxis Care?

• Great Work Environment: Compassionate, supportive, and inclusive team culture.

• CARE for Your Physical & Mental Health: Access to occupational sick pay, a confidential counselling service, and employer-funded healthcare schemes.

• Financial Benefits: Competitive salary, pension plan, and refer-a-friend bonuses.

• Career Development: Continuous professional development with opportunities to gain recognized qualifications, such as QCF3/5, and clear career progression pathways.

• Work-Life Balance: Paid annual leave which increases with length of service, and flexibility in working hours.

• Other Perks: PPE provided, long service awards, savings via the Cycle to Work scheme, and coming soon, early access to earned wages through salary advance software.

Vacation, Paid time off, Paid sick days, Flexible schedule, Employee discounts, Sabbatical leave, Cycle to work, Referral bonus, Competitive salary, Long service recognition, Employee Assistance Scheme, Wellbeing Scheme, Social Opportunities, Employee Recognition Scheme, Culture of recognition, On the job learning, Progression opportunities, Long service awards, Service recognition increases to annual leave

Salary

£40,703.00 – £49,496.00 per year

Skills:
Human Resource Management Communication Teamwork Employee Relations

Benefits:
Vacation, Paid time off Paid sick days Flexible schedule Employee discounts Sabbatical leave Cycle to work