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Form of work
SalaryThis new role will lead on Platform’s People and Process functions as we progress through the next stage of our exciting restructure process.
We are a flat-structured organisation that makes decisions collectively. We are currently developing and designing a new organisational structure based on sociocracy where staff are supported to work more collectively and strategically across our seven programs.
The focus of this role will be on transforming and strengthening our HR systems and processes to centre compassion, care and liberation. As well as delivering the day-to-day HR functions within our small organisation, this role will lead on the long-term design and implementation of a People Strategy and a Learning and Development Strategy, supporting our staff to develop their own roles while growing as a team within our new structure. Key priorities for this work will be:
Leading a review of recruitment practices, with a particular focus on equity and anti-oppression
Leading a review of our line management practices and processes
Supporting the review of our Socially Just Waging System policy
This role will sit within our new ‘Resourcing Circle’ - working with the Finance and Fundraising staff and liaising with our Board of Trustees.
We are looking for someone passionate about radical HR practices, who is excited to help us develop a structure that empowers and adequately resources our team to deliver their work.
Details:
Hours: 4 days: 32 hours per week based on a 40 hour week, flexible hours possible.
Contract: Permanent, subject to 6 months probation.
Salary: Baseline salary as of March 2024 is £42,248 pro rata (£33,791 at 4 days a week) and is subject to Platform’s Socially Just Waging System.
Location: Oxford House, Derbyshire Street, London, E2 6HG, but remote working is possible. Most Platform staff are supported to work from home most of the time, but all permanent members of staff are expected to attend in-person monthly meetings, and other in-person meetings when required.
Responsible to: Management Group, Trustees (in conjunction with the Treasurer)
Duties and responsibilities:
People work
Working within the Resourcing circle to manage all aspects of our People work
Leading the development of a People Strategy, Wellbeing Strategy and Learning and Development Strategy
Managing recruitment, selection and contracting
Managing all employee on and off boarding procedures ensuring the company meets its statutory obligations and delivers an effective probationary process
In collaboration with line managers, developing and managing performance appraisals, probationary reviews and annual reviews
Providing necessary HR administration and remaining up to date on employment legislation (training provided) ensuring that any changes are communicated in a clear and timely manner
Developing and managing our organisational policies and procedures in line with Platform’s values
Support the Fundraising and Finance Manager in a collaborative review and redesign process of our Socially Just Waging System
Leading a collaborative review of our line management process and overseeing its implementation
Culture and wellbeing
Coordinating the anti-oppression working group, and bottom-lining the development, delivery and monitoring of the anti-oppression strategy
Managing individual and team development and training
Supporting and maintaining a culture of care, compassion and liberation in Platform where team members can thrive and achieve personal development
Maintaining safe working environments for staff and volunteers in line with our policies and procedures
Providing an additional point for pastoral care for staff
Operational support and office management
Provide general operational coordination to the staff team on a day to day basis.
Manage the office, ensuring everyone has the supplies and equipment they need, the post is well managed, and the office is well organised and safe
Liaise with our IT consultants to manage assets and IT needs/processes
Lead and manage our organisational systems and processes
Board of Directors
Prepare reports for the board meetings and subgroup meetings, providing advice and recommendations where necessary.
Attend board meetings and subgroup meetings (involves a few hours of work in the evening, outside normal working hours, which you’ll be able to claim back).
Collective organisational management
Pro-actively participate in sociocratic, consensus decision making in our team meetings, contributing to the general strategic development of Platform.
Participate in line management processes, including line management of colleagues after probationary period
Active participation and collaboration in Platform’s restructure process, including development of roles, circles and teams
Any other reasonable requests made by the Platform staff team, Management Group and/or Trustees.
Person Specification:
Outlined below is our understanding of the skills, experience and knowledge that would be beneficial in the role of People and Process Manager. We define this as skills, knowledge and experiences, whether in paid work, volunteering or through your lived experience.
We welcome people to apply even if they do not meet all of the criteria: we are very aware that people, in particular those who are racialised and/or otherwise minoritised may not have had formal opportunities to demonstrate their skills and competence.
Please do get in touch if you have any questions or want more information about the role.
Essential
Commitment to Platform’s vision, values and principles, in particular a strong commitment to anti-oppression, wellbeing, compassion and care as it relates to HR practices
Experience (2 years or more) in People (Human Resources) Management
Experience of designing and implementing HR policies and processes that actively counteract disableism, classism and racism
Knowledge and interest in progressive HR policies and procedures, for example alternative ‘just’ waging systems
Experience of leading conflict resolution processes in organisations
Strong organisational skills and self-starting initiative
Experience of collaborative team working as well as autonomous, independent working including clear communications and ability to prioritise and adapt
Experience of collectively running a group, and/or working and/or organising within a collective management structure and/or a flat or non-hierarchical structure
Desirable
Knowledge of employment law
Experience in managing and improving office systems and processes
Experience of developing HR strategy with a focus on staff wellbeing, learning and development
Experience of reporting to Board of Trustees on HR risks and opportunities
Experience or training in counselling and/or mediation and/or group work/facilitation.
Experience in organisational strategy development.
