People and Culture Manager

Action for Carers (Surrey) is a county wide charity dedicated to improving the outcomes of young and adult carers.  We have 68 employees, 15 sessional workers and volunteers. We are looking for a People and Culture Manager who will:

• Lead and develop the HR function including recruitment, retention, reward, learning and development, employee relations, staff engagement and culture.
• Develop our volunteer function by building extra capacity.
• Ensure we look after our people and develop a values-led ethos.
• Provide organisational leadership as part of the senior leadership team.
• Ensure compliance with legal and statutory duties and embed a best-in-class approach to HR management.

The postholder will:

Strategic HR

• Contribute towards the organisation’s strategic plan and deliver against assigned outcomes.  
• Develop a people plan which includes the use of added value people solutions such as volunteers, work placements and apprenticeships.
• Provide leadership, guidance and compliant advice to the leadership team, particularly during times of change.
• Ensure our workforce represents and reflects the diversity of the people that we support and work with.

Leadership

• Contribute to the corporate leadership of the organisation and work collaboratively and effectively across the senior management team, providing robust support and challenge as required.
• Present information, recommendations and plans to trustees, senior colleagues and our employees in a clear and persuasive way.
• Proactively manage and develop the HR and Volunteering team comprising of a Volunteer Coordinator and HR and Executive Assistant.
• Support cross-organisational projects that further the strategic aims of the organisation

Delivery

• Use a coaching style approach to support managers develop their HR knowledge and capability, providing advice and guidance on all aspects of human resources to managers.
• Oversee the recruitment process, ensuring ACS follows best practices and attracts a diverse range of candidates, with a particular focus on safer recruitment.
• Ensure compliance with safer recruitment guidance and ensure all HR processes are legally sound and fit for purpose.
• Manage the employee life cycle, from induction to exit, ensuring a seamless and positive experience for all staff.
• Maintain and update HR policies and procedures to reflect legal requirements, best practices, and the values of the organisation.
• Provide proactive advisory support on all employee relations matters, including performance management, disciplinary issues, and grievances.
• Ensure compliance with mandatory training requirements and oversee the planning and delivery of learning and development activities to help our people and the organisation evolve and thrive.
• Work with managers to develop and promote the volunteering function within the wider organisation.
• Provide practical and strategic support and guidance to the Volunteer Coordinator and proactively support the development of volunteering activities.
• Work with the Finance Manager to ensure that the payroll information provided is accurate and monthly checks are completed.
• Ensure that workplace practices prioritise employee Health, Safety and Well-being including oversight of DSE assessments, liaising with occupational health, reasonable adjustments and emergency evacuation plans.

Culture & Engagement

• Foster a culture of well-being, ensuring staff feel supported and valued in their roles.
• Promote and embed the organisational values of Inclusion, Respect, Excellence, and Focus across all HR initiatives.
• Develop a culture that embraces and celebrates diversity across our workforce, ensuring we are reflective of the communities we serve.
• Ensure internal communications are effective and accessible to all staff, especially those who are not office-based, in collaboration with the Marketing and Communications Manager.
• Develop initiatives, such as the staff forum, to continue to enhance employee engagement, retention, and satisfaction.
• Ensure ACS is a workplace that supports staff with their own caring responsibilities, embedding flexible and supportive policies, whilst still delivering organisational priorities.

EXPERIENCE

Essential

• CIPD Level 5 qualification (or equivalent professional experience).
• Excellent knowledge of employment law and HR best practices.
• Experience in handling employee relations matters.
• Significant experience in a HR generalist role, covering the full employee life cycle including recruitment, employee relations, change management, engagement and HR policy development.
• Experience in developing and implementing ED&I initiatives.
• Experience of supporting and managing change processes (e.g., restructures, TUPE, organisational culture shifts).
• Experience in overseeing learning and development programmes.

Desirable

• CIPD Level 7 qualification.
• Experience of leading or managing an HR function, including line management responsibilities.
• Experience of managing volunteers or developing volunteer engagement strategies.
• Understanding of safer recruitment principles and practices including DBS.
• Experience of advising senior leadership and contributing to strategic decision-making.
• Experience with developing and delivering learning and development sessions to staff.   

SKILLS & KNOWLEDGE

Essential

• Strong interpersonal and communication skills, with the ability to influence and engage at all levels.
• Ability to present ideas, policies, and reports to senior leadership, trustees, and staff in a clear and persuasive manner.
• Good knowledge of HR systems, processes, and employment law compliance.
• Ability to manage HR projects, including policy updates, recruitment campaigns, and culture initiatives.
• A proactive approach to problem-solving, with the ability to provide pragmatic and legally sound HR advice.
• Strong organisational and time management skills, with the ability to prioritise workload effectively.
• Strong numeracy skills, able to calculate and check payroll information.
• Confident in handling sensitive and confidential information with discretion.
• Knowledge of HR software for managing HR records and running report and analysing information. 

Desirable

• Familiarity with employee engagement initiatives to enhance workplace culture.
• Knowledge of workplace well-being initiatives and mental health support strategies.

PERSONAL ATTRIBUTES

Essential

• A commitment to the values of Inclusion, Respect, Excellence, and Focus.
• A collaborative and adaptable approach, working effectively across teams.
• A desire to support staff well-being and fostering a positive workplace culture.
• Able to work independently, take initiative, and drive HR improvements.
• A commitment to equality, diversity, and inclusion and the drive to embed these principles.

Desirable

•  Personal experience of having a caring role, or an infinity with unpaid / family carers. 

OTHER REQUIREMENTS 

Essential:

• Willingness to work occasional evenings and weekends as required.
• Ability to be on-call for approximately six weekends per year.
• Willingness to travel across Surrey occasionally for meetings or events or to support volunteering activities.