Head of human resources Work, Jobs in Shotton, Fln (with Salaries)

Head of HR Strategic Partnering, Grade 7 , Perm, Liverpool, Newport (CLOSING DATE EXTENDED 08/07/2026)
Charity Commission —Bootle
- £57,245 a year
- Part-time
- Hybrid work
- Management
- Presentation skills
- Human resources
- Annual leave
- Employee discount
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- Analysis skills
- Human resources
- Business
- Annual leave
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- Management
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NewPrinces Group —Liverpool
- Microsoft Excel
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- Microsoft Office
- Annual leave
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Executive Assistant
NewPrinces Group —Liverpool
- Microsoft Powerpoint
- Microsoft Outlook
- IT
- Annual leave
- Work from home
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HR Administrator
NewPrinces Group —Liverpool
- Microsoft Excel
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Business Support Co-ordinator
NewPrinces Group —Liverpool
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Payroll Officer
Mellors Catering Services Limited —Skelmersdale
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USS —Liverpool
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Aqua Consultants —Warrington
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IVC —Oswestry
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Head of HR Strategic Partnering, Grade 7 , Perm, Liverpool, Newport (CLOSING DATE EXTENDED 08/07/2026)

Charity Commission -
Bootle

Apply Now

Job details

Permanent | Part-time | Full-time
£57,245 a year

Benefits

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

Qualifications

Management
Presentation skills
Human resources
Leadership

Full job description

Details

Reference number

467069

Salary

£57,245

A Civil Service Pension with an employer contribution of 28.97%

GBP

Job grade

Grade 7

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

Are you excited by the opportunity to shape organisational strategy by partnering with leaders and ensure people decisions drive business success?
Do you thrive on developing and leading a high performing HR Partnering team, coaching others to become trusted strategic advisors across the organisation?
Are you motivated by driving transformational change, influencing culture and delivering innovative people solutions that create lasting organisational impact?

Job purpose:

Your role is to lead the delivery of strategic HR partnering across the Charity Commission.

This role leads the areas of People Performance, Strategic Capability and Employee Experience as well as being responsible for delivering against the strategic HR objectives outlined in the organisational Business Plan. You will proactively seek opportunities for continuous improvement in our people practices, using data and evidence to determine the priority areas. You will act as a trusted advisor to senior leaders on HR matters, and represent the People and Development function in projects and external networks.

Job description

Key Responsibilities:

Provide strategic oversight to all people practices within the organisation and ensure alignment with the organisational Business Plan.
Lead strategic workforce planning, producing consistent and reliable workforce planning tools and have regular workforce planning discussions with Directors and Assistant Directors.
Use data and evidence to monitor and drive people performance across the organisation.
Design and implement succession planning and talent management strategies with clear alignment between both areas.
Oversee the annual pay remit.
Implement capability interventions that meet the needs of the organisation, for example developing leadership skills, developing a 5-year training plan and career pathways for all roles, and leading a new Casework Academy programme to strengthen the skills and knowledge of new starters.
Lead the ongoing employee engagement cycle including gathering employee feedback in a variety of ways (for example, People Survey, exit interviews, stay interviews, pulse surveys, Time to Talk with CEO, etc). Turning this feedback into tangible actions and keeping employees regularly updated on progress.
Take responsibility for key factors that impact the employee experience including our overall employee offer, how we recognise and reward our employees, and seeking continuous feedback on improving the employee experience through our engagement events.
Regularly liaise with Directors and Assistant Directors to ensure they are engaged with all strategic people areas, positively and strategically influencing as necessary.
Regularly evaluate strategic HR workstreams and demonstrate value they are adding to the business.
Draft papers and reports for presenting to Executive Leadership Team, Remuneration and People Committee, and other boards when required.
Be an active member of the People and Development Senior Leadership Team, the Resources Directorate Leadership Team and other Boards as required.
Develop positive, collaborative working relationships with stakeholders and trade unions on HR matters.
Work across government through involvement with Communities of Practice and working groups informing future direction of Civil Service wide initiatives.

Person specification

Ability:

Identify people issues in a proactive way and communicate confidently and persuasively about solutions, constructively challenging and providing appropriate feedback with tenacity and ethical integrity.
Understand and implement people-related change and initiatives with evidence of the impact on the business through the analysis of appropriate metrics and insight.
Actively promote the reputation of P+D and the Organisation, both internally and externally, displaying enthusiasm for the work, helping to inspire colleagues and stakeholders to fully engage with the aims and long-term vision.
Seek out shared interests beyond own area of responsibility, understanding the extent of the impact actions have on an organisation, particularly in relation to people-management issues.

Experience

Experience of developing and implementing HR strategy.
Experience of building strong, trust-based relationships with a range of diverse and demanding stakeholders (particularly in relation to people management issues and in an environment of organisational change).
Acting as a coach and trusted confidante for senior leaders across the directorates you partner.

Technical

CIPD qualified at Chartered level, or equivalent qualifications and experience and actively demonstrating Continuous Professional Development.
Identification & analysis of HR metrics for reporting and decision making.
Strong understanding of the key drivers of employee engagement, clearly linking people activities and interventions to a business outcome.

Behaviours

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

Seeing the Big Picture
Changing and Improving
Leadership
Communicating and Influencing

Benefits

Alongside your salary of £57,245, Charity Commission contributes £16,583 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 homeworking days dependent on role and corporate 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, tenancy deposit loan scheme 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. You have the opportunity to purchase up to an additional 5 days annual leave (pro rata) per year, requests must be submitted in the February of that 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.

As part of the application process as a minimum you are asked to complete a CV and statement of suitability (up to 1000 words).

Further details around what this will entail are listed on the application form.

At interview. We will assess Strengths and the following Behaviours at interview alongside a presentation:

Seeing the Big Picture
Changing and Improving
Leadership
Communicating and Improving

Interview Arrangements

Interviews will be taking place MS TEAMS

The sift is due to take place on 10/07/2026

Interviews will be held on: w/c 20/07/2026

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.

The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment.

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.

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.

Feedback

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

Security

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