Head of HR

Role Purpose

The Head of HR will provide both strategic and operational leadership of the HR function during a period of growth and transition.As a member of theSenior Management Team (SMT), theHead of HRcontributes to organisation-wide decision-making and plays a critical role in ensuring that the people strategy underpins EIA's mission and long-term goals.Reporting to the Director of Operations, the Head ofHRuses their initiative toprovideexpert advice on organisational change and transformation through people-focused initiatives. The role requires an experienced, self-sufficient HR Leaderwho will undertakeacombination of strategic planning, operational delivery, and advisory skills to support change, foster a positive culture, and ensure compliance with UK employment law and best practice.TheHead of HRline-manages the HR Officer and oversees high-quality, responsive HR services across the charity.

Key areas of responsibility Strategic Leadership & Planning

• Lead the design and implementation of a people strategy aligned to theEIA UK's mission, values, and long-term goals, contributing actively as a member of the SMT.
• Advise the Director of Operations,Executive team, and Trustees on workforce planning, organisational design, and culture change.
• Hold responsibility for the HR budget, preparing forecasts and managing expenditure onsystems,strategic planning & development,external services, and learning & development. Present the HR strategy and budget to the Director of Operations for review and recommendation to Finance.
• Provide leadership and assurance on the HR aspects ofarestructure, ensuring fair, transparent, and legally compliant processes.
• Act as a strategic partner to theSeniorLeadershipTeam, bringing evidence-based insights and solutions to workforce challenges.
• Oversee learning, managementtrainingand development priorities to build leadership and management capability and support staff growth.
• Provide leadership on Talent Management. Oversee recruitment,onboardingand retention strategies to attract andretaintop talent. Provide Guidance on career development and succession planning.

Organisational Development & Culture

• Drive initiatives that strengthen organisational culture, wellbeing, and engagement.
• Champion equality, diversity, and inclusion, embedding it across policies, processes, and leadership practices.
• Shape leadership and management capability across the organisation through coaching and guidance.
• Support change management during restructure,growthand succession planning, ensuring staff are engaged, supported, and well-informed.
• Work proactively with managers toidentifyworkforce needs and build positive staff engagement.

Governance & Risk Management

• Ensure that HR governance, compliance,policiesand risk management processes are robust and aligned with charity regulation and UK employment law.
• Provide the Board of Trustees with regular reporting and assurance on people-relatedpolicy,risks, opportunities, and performance.
• Use workforce data and HR analytics to inform decision-making at the most senior levels.

Operational Leadership of HR Services

• Provide hands-on leadership for the day-to-day delivery of HR services, including recruitment, onboarding, employee relations, performance management, and staff-wellbeing initiatives.
• Oversee the effective management and development of HR platforms and systems (e.g. HRIS,applicant tracking) and of training and learning platforms, ensuring they arecost effective,efficientandused effectivelyto support staff and managers.
• Line-manage and mentor the HR Officer, building their capacity to deliver high-quality operational HR.
• Lead on complex employee-relations casework (e.g. grievance, conduct, capability, and absence) ensuring legally compliant, fair, andtimelyresolution.
• Provide coaching and guidance tomanagerstobuild confidence in early resolution of people management issues.
• Ensure HR policies, procedures, and practicesremainup to date, consistently applied, and responsive to organisational needs.
• Oversee and set direction for external HR consultancy input, ensuring alignment with organisational priorities.
• Manage relationships with the Employer of Record provider to ensure compliant and effective employment arrangements abroad.
• Act asEIA'sauthorised Level 1 user on the Home Office Sponsor Management System (SMS), managing all Certificate of Sponsorship activity.
• Model values-led leadership, supporting a culture of accountability, collaboration, and continuous improvement.

Person Specification Essential Experience, Skills and Competencies Essential

• CIPD Level 7 (or equivalent experience) with significant senior HR leadership experience.
• Proven ability tooperateeffectively as part of aSeniorManagementTeam, contributing to organisational-wide decision-making beyond the HR remit.
• Proven success in shaping and delivering people strategies that support organisational change and growth.
• Strong knowledge of UK employment law and HR governance at a strategic level.
• Experience of leading organisational change andrestructures and advising Boards or senior leadership teams.
• Strong influencing and relationship-building skills, with credibility at senior levels.
• Ability to balance strategic vision with pragmatic advice in a mission-driven environment.
• Proven ability tooperateas a self-sufficient HR leader, providing confident, solutions-focused leadership to the HR team and wider organisation, with minimal supervision andappropriate escalationonly where necessary.
• Experience of working with international employment arrangements, including Employer of Record models.

Desirable

• Experience working within the charity, NGO, or campaigning sector.
• Familiarity with HR governance and reporting requirements for UK charities.
• Knowledge of international employment law or cross-border HR practices.
• Experience of developingaHRfunctionwithin a small or medium-sized organisation.