Director of People

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Job Description - Director of People ()

Job Description

Director of People ( Job Number: )

HR & OD

Grade 10 : - Competitive

Open-Ended/Permanent - Full Time

Closing Date Closing Date : 10-Aug-2025, 3:59:00 PM

Disclosure and Barring Service Requirement : Not Applicable.

Post Title: Director of People

Grade: 10 - Band 2

Location: HR and Organisational Development

Responsible to: Chief People Officer

Responsible for: HR Business Partner Team, Employee Relations, Recruitment and Selection, Relocation and Immigration, Occupational Health, HR Lead on Equality, Diversity and Inclusion

The University

At Durham University we are proud of our people. A globally outstanding centre of educational excellence, a collegiate community of extraordinary people, a unique and historic setting - Durham is a university like no other.

We believe that inspiring our people to do outstanding things at Durham enables Durham people to do outstanding things professionally and personally.

Across the University we have a huge variety of roles and career opportunities, which together make us a large and successful community, which is a key hub of activity within our region and nationally.

We would be thrilled if you would consider joining our thriving University. Further information about the University can be found here .

Find out more about the benefits of working at the University and what it is like to live and work in the Durham area on our Why Join Us? - Information Page .

The Role and Department

We are recruiting a Director of People to join us at Durham University. Working closely with the Chief People Officer, and the HR senior leadership team, to contribute to the implementation of the People Strategy. Translating the aims and objectives of the People Strategy into clearly defined polices and plans.

The post holder will be the nominated deputy for the Chief People Officer. In addition they will have primary responsibility for Employee Relations (via the Business Partner Team), Occupational Health, Recruitment and Selection and Relocation and Immigration. They will also act as HR Lead for Equality, Diversity and Inclusion, ensuring any HR related actions are highlighted to HR SLT and delivered in support of the University EDI plan.

The post holder will provide effective leadership and give direction and management to the teams in their area of responsibility, and will lead on the effective provision of HR and employee relations across all areas of the University.

The post-holder will:

Leadership
• Provide effective leadership to all teams that the postholder has responsibility for.
• Deputise for the Chief People Officer when required.
• Uphold the stated core lived values of Durham University, including promoting EDI requirements and initiatives.
• Ensure the delivery of the aims and objectives of the People Strategy in their areas of responsibility.
• Be accountable for leading the Business Partner Team to ensure a risk based, effective and successful management of ER cases and change/restructuring projects across academic and professional staff, working closely with campus trade unions to promote positive trade union relations.
• Be accountable for leading the Recruitment and Selection team to ensure a world class, cost effective recruitment service that reflects best practice, within the sector and beyond.
• Be accountable for leading the relocation and immigration functions, to ensure best practice and compliance with legislative requirements.
• Be accountable for the University's Occupational Health Service, to ensure an effective and compliant occupational health service.
• Advising on complex employee relations issues and overseeing preparations for Employment Tribunals.
• Act as HR Lead on the equality and diversity working group, ensuring HR actions are highlighted and delivered.
• Be accountable for the development, implementation and timely updating of all HR policies and processes within the remit of the role.
• Be accountable for the development and implementation of plans and continuous improvement that reflect best practice in the above areas.
• Leading or contributing to HR project groups, cross functional project groups and University wide Working Groups.
Analysis and Reporting
• Monitor performance within area of responsibility and drive through improvements linked to best practice.
• Maintain a continuous review of quality and external benchmarks to deliver the best possible service.
• Use data to understand and report on trends and issues and thereafter to implement any relevant solutions.

Interpersonal
• Be focused on delivering the People Strategy by identifying and developing positive working relationships, partnerships and/or business relationships.
• Chair, service, manage and attend various committees and meetings, as required.

Planning and Organising
• Deliver projects in a pre-planned, well-managed way.
• Ensure compliance with statutory obligations in their area of responsibility (e.g. employment law and UKVI).
• Write and contribute to HR reports, including reports to all University committees.
• Horizon scanning for new developments and changes in HR practice, employment law, UKVI requirements and ensuring these are highlighted and appropriate changes implemented.

Finance and Resource Management
• Review, assess and consider efficiency opportunities in areas of responsibility, recommending and/or implementing changes, as appropriate.
• Manage relevant budgets, ensuring expenditure is within defined limits, provides value for money and return on investment.
• Ensure external providers are procured and managed in a cost effective way and compliant with the agreed University procedures.
• Contribute to the production of accurate and meaningful management information to inform strategic decision making.
• Ensure relevant evidence and data is used as part of strategic decision making.
• Contribute to the HR planning process.
• Ensure that staffing levels are maintained to provide effective, efficient and economic services.

Liaison and Networking
• Develop effective internal working relationships and act as advocate for HR best practice.
• Work with and influence staff at all levels across the University.
• Proactively engage in professional and HE related networks to support benchmarking, horizon scanning and updating on developments in and out with the sector.
• Participate in external regional and national networking opportunities virtually and in person.
• Engage in at least one ongoing citizenship role or responsibility outside of HR.

People Management
• Lead and manage staff, ensuring appropriate develop opportunities and monitoring of performance and productivity.
• Monitor workloads and staffing levels to ensure the provision of a high quality service and the wellbeing of staff.

Continuous Improvement
• Lead continuous improvement of services and monitor external benchmarks to promote the best possible service.
• Undertake regular audits of immigration policies and procedures, ensuring our practices are in line with statutory requirements.

Communication
• Undertake day-to-day interaction with people of any level, including internal and external stakeholders, representing the interests of the function / University.
• Design and/or deliver training and development programmes for areas of responsibility, e.g. employment law updates, Head of Department Induction, University Induction.
• Ensure effective communication of new HR initiatives, policies and initiatives.
• Engagement in University events such VC Fora.

Business Awareness
• Up to date knowledge of developments in Higher Education.
• Develop (or continue to develop) a deep understanding of issues specific to Higher Education eg the engagement and organisation of academic staff.
• Up to date knowledge of HR best practice in large complex organisations.
• Work with colleagues across the University to ensure that policies, systems, procedures and guidelines are in place to enable compliance with legislative, regulatory and best practice requirements.
• Undertake personal CPD, and proactively facilitate team CPD, to ensure skills and knowledge required are kept up to date.

Service and Policy Development
• Develop and use appropriate key performance indicators for the teams in areas of responsibility, including financial efficiencies, operational effectiveness.

Any other reasonable duties commensurate with the role.

Working at Durham

A competitive salary is only one part of the many fantastic benefits you will receive if you join the University: you will also receive access to the following fantastic benefits:
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