Recruitment manager Work, Jobs in Ewloe, Fln (with Salaries)

HR Performance Manager, SEO, Perm, Liverpool/ Newport
Charity Commission —Bootle
- £44,027 a year
- Part-time
- Hybrid work
- Research
- Analysis skills
- Presentation skills
- Annual leave
- Employee discount
3d
Senior Manager, HR Business Partner, Operations & Quality
CSL Seqirus —Liverpool
- Full-time
- Master's degree
- Bachelor's degree
- Travel
HR Manager/Business Partner
Northern Schools Trust —Liverpool
- £40,777 - £51,356 a year
- Full-time
- Hybrid work
- Data analysis skills
- Bachelor's degree
- Human resources
- Free parking
- Store discount
Quick apply
5d
Talent Acquisition Team Leader
The Riverside Group —Liverpool
- £35,633.56 - £38,495.56 a year
- Full-time
- Management
- Continuous improvement
- Human resources
10d
PCN HR & Compliance Manager
Warrington Innovation Network —Warrington
- From £40,000 a year
- Full-time
- Writing skills
- Analysis skills
- Continuous improvement
- Free parking
- Annual leave
Quick apply
2d
HR Service Centre Manager EMEA
CSL Seqirus —Liverpool
- Full-time
- Bachelor's degree
- Continuous improvement
- Team management
Account Manager
Active Care Group —Liverpool
- £40,000 a year
- Full-time
- Microsoft Office
- Analysis skills
- Communication skills
- Employee assistance programme
- Referral programme
Quick apply
2d
HR Leader (Manufacturing)
Elanco —Liverpool
- Bachelor's degree
- Leadership
- Negotiation
Quick apply
9d
Coffee Shop Manager
Home Coffee —Prenton
- From £29,000 a year
- Weekend availability
- Hospitality
- Inventory control
- Sales
- Employee discount
Quick apply

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HR Performance Manager, SEO, Perm, Liverpool/ Newport

Charity Commission -
Bootle

Apply Now

Job details

Permanent | Part-time | Full-time
£44,027 a year
3 days ago

Benefits

Season ticket loan
Annual leave
Company pension
Discounted gym membership
Employee discount

Qualifications

Power BI
Dashboard visualisation
Coaching
Employment law
HR analytics
Employee relations
Research
Performance management
Power BI data visualisation
Analysis skills
Workforce planning strategy
Presentation skills
Continuous improvement cycles oversight
Decision making
HR metrics reporting
Data analytics
Employee performance appraisals
Management reporting
Data collection
Training & development
Communication skills

Full job description

Details

Reference number

478503

Salary

£44,027

A Civil Service Pension with an employer contribution of 28.97%

GBP

Job grade

Senior Executive Officer

Contract type

Permanent

Business area

CC - Resources

Type of role

Human Resources

Working pattern

Flexible working, Full-time, Part-time, Compressed hours

Number of jobs available

Location
About the job
Benefits
Things you need to know
Apply and further information

Location

Bootle, North West England, L20 7HS : Newport, Wales, NP10 8XG

About the job

Job summary

Can you turn insight into influence: use people data, analytics and workforce intelligence to shape decisions at Executive Leadership Team and Board level?
Do you thrive on leading meaningful organisational change: design fair, effective performance management, pay and succession approaches that help colleagues thrive?
Do you want to build your strategic HR career: work across senior leadership and the wider HR team on high-profile priorities, with opportunities to develop your expertise in analytics, workforce planning and performance?

Job purpose:

The HR performance Manager is responsible for designing and implementing strategies that drive employee productivity, growth, and alignment with business objectives. Through maximising use of HR data and metrics, this role leverages HR analytics to enhance performance effectiveness, optimise goal setting processes and support leadership in creating a high-performance culture.

This role is ideal for a professional with strong analytical skills, a strategic mindset, and a passion for optimizing workforce performance through data driven approaches.

Job description

Key Responsibilities

Gather and assess business intelligence and all data relating to people, delegated pay and reward to assess/analyse organisational performance, over time, and seek to identify trends and dips in performance to be addressed.
Draft proposals for delegated pay remit and conduct research where needed to support proposal.
Ensure internal controls manage the accuracy of the data from the HR system.
Present findings through clear reporting mechanisms, suggesting recommended courses of action.
Implement or improve procedures and devise strategies that support and enhance employee performance in line with organisational objectives.
Accountable for the quarterly reporting dashboard and associated narrative of people performance standards to the Executive Leadership Team and Renumeration and People Board.
Create and review Performance Management policies and procedures which are easy to follow and facilitate line managers ability to identify, encourage and reward high performance and efficiently manage poor performers.
Identify, develop or recommend learning and development interventions to support effective and productive Performance Management discussions and activities.
Engage with the line management cadre to help them identify and act on their own development needs, liaising with L&D colleagues to ensure the embedding of civil service line manager standards.
Lead the succession planning agenda, ensuring that those identified as talented or in succession pipelines are nurtured and developed through career conversations and relevant activities, wider workforce planning

Performance Management Strategy and Execution:

Develop and oversee the organisations performance management framework, ensuring alignment with strategic business goals
Implement performance evaluation tools, such as goal setting frameworks (e.g. SMART goals) and competency models.
Partner with leadership teams to establish KPIs and ensure performance standards are clear and consistent.
Continuously assess and improve performance management processes to enhance fairness, engagement and effectiveness.
Oversee performance review processes, ensuring structured and transparent evaluations.

HR Analytics and Performance Insights:

Utilise HR data analytics to track and analyse performance trends, outputs, engagement levels as well as pay modelling and reward.
Produce regular workforce planning tool using this to influence and advise senior leaders decision making.
Develop dashboards and reports to provide leadership with data driven insights on workforce performance for driving decision making and influencing leadership strategies.
Use predictive analytics to identify risks and areas for development.
Benchmark internal performance data against industry standards to drive continuous improvement.
Analyse qualitative and quantitative data and insights to improve processes and eliminate biases.

Employee Development and Compliance:

Ensure performance management practices comply with employment law and regulatory requirements.
Align performance outcomes with L&D programmes to support employee growth.
Provide training for managers on effective feedback, coaching and performance improvement strategies.
Foster a continuous feedback culture, making use of coaching tools and platforms
Collaborate with the wider HR team to integrate findings into process and practice, including employee relations.

Person specification

Essential criteria

Ability:

Analysing HR data and applying understanding to decide on an appropriate intervention or course of action.
Exercising judgement and making decisions based on own interpretation even where information is unclear or not available.
To confidently build and manage a diverse range of relationships including with senior stakeholders
Excellent communication skills both in verbal and written formats
Excellent analytical skills

Experience:

Working as part of an HR delivery team
Supporting others to optimise performance of People Management Skills
Establishing facts in the face of sensitive or multiple opposing opinions, establishing the best approach; determining appropriate methodologies and analysis.
Experience of strategic workforce planning.

Technical:

Develop efficient systems for collecting information on performance
Writing policies related to performance or people related issues
Member of the CIPD or equivalent or willing to work towards a qualification as part of career development
Proficiency in performance management software and data systems e.g. Power BI.

Behaviours

We'll assess you against these behaviours during the selection process:

Changing and Improving
Communicating and Influencing
Managing a Quality Service
Delivering at Pace

Benefits

Alongside your salary of £44,027, Charity Commission contributes £12,754 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides .

This is your chance to make a contribution that really matters and to make an impact in an organisation where your voice will be heard and your hard work noticed.

Watch this short video to find out more about us.

We operate a flexible hybrid working policy where office attendance is combined with at least 3 days homeworking per week dependent on role requirements.

We recognise everyone as an individual, accepting people for who they are and treating everyone fairly. We welcome the unique contribution diverse applicants bring from all backgrounds and we aim to have a workforce that represents the wider society that we serve. We champion inclusion and wellbeing, aiming to create a workplace where everyone feels valued and has a sense of belonging.

We do not discriminate on the basis of culture, ethnicity, race, nationality or national origin, age, sex, gender identity or expression, religion or belief, disability status, sexual orientation, educational or social background or any other factor.

We offer access to the highly competitive Civil Service Pension Scheme (employer contributions of 28.97%), far more than in the private sector, and a flexible, family-friendly environment. Additionally, you can look forward to other great benefits via our Perkbox and Edenred schemes. These include everything from an interest-free season ticket loan and bicycle loan (after two months) to discounts on gym membership, cinema tickets and restaurants. Please see the attached Charity Commission benefits document.

A minimum of 25 days of paid annual leave, increasing by one day per year up to a maximum of 30 days per year.

The Charity Commissions operational ambition is to realise the Commissions values of being an expert regulator that is fair, balanced, and independent, which works in a way that is supportive, collaborative, and innovative to achieve our ambitions. We want to develop our capability to regulate charities to realise this goal and meet our statutory and public duties to ensure that charity in England and Wales can deliver maximum benefit to society in a way that upholds its reputation in the eyes of the public.

Work at the Charity Commission and youll make a difference every day to:

The 170,000 charities of all shapes and sizes that we regulate across England and Wales.
The trustees we partner with and advise.
The people and causes that benefit from the £10bn generously donated each year by the public.

Find out more about working for us here.

To note: Any move across the Civil Service on or after 4 October 2018 may have implications on an employees ability to carry on claiming childcare vouchers.

Things you need to know

Artificial intelligence

Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use.

Selection process details

This vacancy is using Success Profiles , and will assess your Behaviours, Strengths and Experience.

To apply for this post, you must complete an online application with the following:

A blind CV setting out your Job History/Full Qualifications/Previous skill and experiences.
A Personal Statement (maximum 750 words) demonstrating how you meet the essential criteria for the role outlined on the Job Description.

We will assess your CV and Personal Statement against the Essential criteria for the role.

We will ask you to carry out a Presentation at interview and we will assess you against Strengths the following Behaviours at interview:

Changing and Improving
Communicating and Influencing
Managing a Quality Service
Delivering at Pace

Interview Arrangements

Interviews will be taking place via MS teams

The sift is due to take place on the 16/09/2026

Interviews will be taking place on 28/09/2026 & 29/09/2026

We will try to meet the dates set out in the advert. There may be occasions when these dates change. You will be provided with sufficient notice of the confirmed dates.

At the interview, the panel can then probe further and ask applicants to provide further specific examples that show how they best demonstrate their skills.

We reserve the right to raise the score required at any stage of the process to manage numbers.

Behaviours:

The distinguishing Behaviours (the required skills, knowledge, and behaviours) for this role are set out in the Civil Service Behaviours Framework 2018 (Success Profiles - GOV.UK (www.gov.uk)) and should be referred to when making this application.

You are required, under the Behaviours approach, to describe how you have dealt with a specific situation.

You must give evidence of your knowledge, skills, and behaviours and how you have applied this, such as what you did or said and how you interacted with other people.

When you are giving your examples, do not spend too many words on description and background information. Avoid using general or unspecific statements. Instead say what the situation was, what you did, what your thought process was and what was the result.

This post is full time however those applicants who do or wish to work an alternative working pattern are welcome to apply. The preferred working pattern may or may not be available. You should discuss this with the vacancy holder.

Reasonable Adjustment:

If a person with disabilities is put at a substantial disadvantage compared to a non-disabled persons, we have a duty to make reasonable changes to our processes.

If you need a change to be made so that you can make your application, you should:

Contact Government Recruitment Service via [email protected] as soon as possible before the closing date to discuss your needs.
Complete the Assistance required section in the Additional requirements page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at an interview, or if youre deaf, a Language Service Professional.

Reserve Lists:

If we have more successful candidates than available vacancies, we will hold a 12-month reserve list as standard.

During that time, we may use the list to fill the same, or similar roles with closely matching essential criteria, without further testing of merit. Any appointments from the Reserve list will be made in strict merit order.

Applying:

We recognise everyone as an individual, accepting people for who they are and treating everyone fairly.

All applications for these vacancies must be made online. There are limited exceptions to this. Paper applications will only be considered if you have a disability that will prevent you from applying online. If this is the case, please email [email protected]

Once you have submitted your application it cannot be amended; only submit your application when you have completely finished and answered all the relevant questions.

Please note that late applications will not be accepted.

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.

New entrants are expected to join on the minimum of the pay band.

Concerns/Complaints:

If you feel your application has not been treated in accordance with the values in the Civil Service Code and/or if you feel the recruitment has been conducted in such a way that conflicts with the Civil Service Commissioners Recruitment Principles, and wish to make a complaint, then you should contact in the first instance [email protected].

If you are not satisfied with the response that you receive, then you can contact the Civil Service Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web page https://civilservicecommission.independent.gov.uk/contact/.

Feedback

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must undergo a basic (or equivalent) criminal record check.

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

This job is broadly open to the following groups:

UK nationals
nationals of the Republic of Ireland
nationals of Commonwealth countries who have the right to work in the UK
nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS)
nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles .

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

Diversity and Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy .

Apply and further information

This vacancy is part of the Great Place to Work for Veterans initiative.

The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job contact :

Name : Sarah Taylor
Email : [email protected]

Recruitment team

Email : [email protected]

Further information

The Charity Commissions recruitment processes are underpinned by the Civil Service Commissioners Recruitment Principles, which outlines that selection for appointment is made on merit based on fair and open competition.
If you feel your application has not been treated in accordance with the values in the Civil Service Code and/or if you feel the recruitment has been conducted in such a way that conflicts with the Civil Service Commissioners Recruitment Principles, and wish to make a complaint, then you should contact in the first instance [email protected].
If you are not satisfied with the response that you receive, then you can contact the Civil Service Commission. For further information on bringing a complaint to the Civil Service Commission please visit their web page here.

Apply Now

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Details

Reference number

Salary

Job grade

Contract type

Business area

Type of role

Working pattern

Number of jobs available

Contents

Location

About the job

Job summary

Job description

Person specification

Behaviours

Benefits

Things you need to know

Artificial intelligence

Selection process details

Security

Nationality requirements

Working for the Civil Service

Diversity and Inclusion

Apply and further information

Contact point for applicants

Job contact :

Recruitment team

Further information