HR Manager - Maternity Cover - 12 Months Fixed Ter...

Children with Cancer UK
08 Jun 2021
24 Jun 2021
Human Resources
Contract Type
Full Time
Role overview

Reporting to the CEO this role will be responsible for providing a comprehensive HR service to staff and managers and volunteers at Children with Cancer UK. Here at Children with Cancer UK, a HR Manager is the go-to person for all employee-related issues. This means that your HR Manager duties will involve managing activities such as recruitment, employee relations, performance management, training & development and talent management.

The job of HR Manager is important to the Charity’s success. People are our most important asset, and you will be the one to ensure we have a happy and productive workplace where everyone works to realise our established mission and objectives. Promoting the Charity’s values and shaping a positive culture is a vital aspect of a complete HR Manager.

As the HR manager you will  provide a comprehensive HR service which ensures that managers and employees are equipped with best practice to foster a high performance culture.

The HR manager can expect their role to be hands-on and will be required to assist with the management of the overall HR operations and the delivery of strategic objectives. This involves the development and implementation of a talent management strategy to ensure the recruitment, retention, learning and development and motivation of appropriate numbers of skilled staff.

The role will also lead on the development of organisational culture, values, employee engagement and all aspects of organisational change and development, linking these to and improving and developing the existing performance management system and have responsibility to ensure the organisation is compliant with all relevant legislation.

This job description outlines the current main responsibilities of the post. However the duties of the post may change and develop over time and this job description may, therefore be amended in consultation with the post holder.


Children with Cancer UK

Our vision is of a world where no child dies of cancer.

Established in 1988, by our Chairman Eddie O’Gorman, following his youngest son Paul O’Gorman passing away from Acute Lymphoid Leukaemia, ALL, Children with Cancer UK has gone on to become a leading force in paediatric oncology.

 In the last 33 years we have raised a staggering £275m in the fight against childhood cancer. Over the years, working with the scientific community, we have made significant breakthroughs in the treatment of ALL, and have contributed to raising survival rates from 63% to 84%. Alongside this we have also invested in patient family accommodation and grants to families, in addition to supporting family days out and welfare programmes throughout the UK, helping children and their families to maintain as normal a life as possible during their treatment.

 We are moving into a new phase of growth and are investing in our teams to expand our reach, grow our awareness and deliver greater income to ensure we can continue our fight against childhood cancer. Our leading pillar of work continues to be research into the cause, treatment and cure of this cruel disease, and we will not stop until every child survives.


Main Responsibilities

Manage complex employee relations casework including dispute resolutions, disciplinaries, grievances, absence, retirement and redundancy.
Apply HR and business knowledge evidencing appropriate decision making skills.
Advise managers on the terms and conditions of employment and knowledge share best practice with them.
Develop HR policy and procedures to drive performance and mitigate disputes.
Implement learning and development policy.
Provide first line advice on current and existing benefits for employees and managers.
Administer payroll and payroll records and keep accounts appraised of any changes.
Maintain and update employee records.
Work with appropriate parties on reward strategy.
Provide advice on recruitment and selection strategies.
Support the recruitment process – this may include writing job descriptions and preparing interview questions and application forms etc.
Carry out new starter inductions.
Overseeing staff attendance, annual leave and absence monitoring.
Providing detailed HR reports to senior management teams, such as annual leave balance reports, per department.
Administration of employee-related paperwork, such as employment contracts, new starter packs, or formal notices of termination.
Manage talent and succession planning.
Drive alignment between HR strategy and business goals.
Continuously monitor and review HR policies and processes and implement changes where necessary.
Participate in the implementation of specific projects, procedures and guidelines to help align the workforce with the strategic goals of the organisation.
Support change management processes.
Handling highly confidential information in an honest and trustworthy way.

 Previous Experience

Proven HR generalist experience of three to five years is expected.
Exceptional organisational and communication skills is required together with proven leadership capabilities and solid knowledge of employment legislation and its application.
HR managers should be proactive team players with strong customer service and problem solving skills.
Experienced in developing and supporting line managers through change.
An ability to maintain confidentiality and act with discretion and diplomacy is crucial.
Self-motivated and able to work under own autonomy or as part of a team.

Person Specification

Experience and Skills

Skills / Ability

Technical knowledge and experience in up-to-date good practice in talent management, recruitment, performance management, employee engagement & motivation
Good knowledge of UK employment laws.
Knowledge and practical skills in facilitation and implementation of workplace learning.
Experience and proven ability to act as an HR Manager.
Highly organised and able to manage a broad portfolio of activities.
Computer skills in MS Word, Excel, PowerPoint
Strategic thinking, planning and analysis skills, with the ability to develop creative solutions to support the management of change.
Experience of leading, managing and motivating others and driving change.
Creativity and imagination in seeing new approaches, painting the vision, overcoming obstacles and showing that ambitious goals can be achieved.

Experience of IrisHR (or equivalent system
Excellent judgement and analysis with the ability to broker solutions to complex problems.
Able to influence and build effective relationships with key, senior stakeholders including the Executive Team.


Experience of delivering organisational change and transformation.
Experience in leading an effective, integrated cultural improvement programme.
Extensive senior management experience in a complex delivery environment.
Considerable experience in the design and delivery of organisation wide change management programmes.
Significant Leadership and management experience working with executive and senior management teams in complex environments.
Experience of policy development and implementation

Qualifications and Experience

Educated to degree level/ CIPD Qualified or equivalent experience.
5 years’ experience in a busy HR department
At least 2 years of the above at managerial level
Either professional membership of Chartered Institute of Personnel & Development or other certificating body or post graduate qualification in Human Resource Management

Disposition / Personal qualities

Able to work independently under your own initiative as well able to maintain your own personal development in this area, in keeping up with service management innovations.
Able to persuade, challenge and influence when needed.
Adaptable and flexible.
Service and Goal oriented.
Attentive to detail.
Responsible patient and trustworthy.
Good people skills.
‘Can do’ attitude, bright, energetic and having a sense of humour!

At Children with Cancer UK we value diversity, and we are committed to creating an inclusive culture where everyone is able to be themselves and to reach their full potential. The statements are not intended to be construed as an exhaustive list of all duties, responsibilities and skills required for this position.