Total 29 job vacancies by Teaching Vacancies

What skills and experience we're looking for

Sunnyside Academy is part of Ad Astra Academy Trust. Following the ‘Good’ Ofsted judgement, in November 2023, the school continues to further develop it’s excellent inclusive provision.

The school is seeking to appoint an experienced, talented and dynamic teacher to lead our Vision Resource Base. They will work alongside the Assistant Head Teacher to develop the provision to ensure the pupils receive bespoke pastoral and academic support which meets their needs and allows them to reach their full potential.

We are seeking to appoint a passionate, Qualified Teacher of the VI or a QTVI in current training, to join our dedicated, caring team, and who, in turn, will benefit from access to a wide range of professional opportunities as an employee of Ad Astra Academy Trust.

Applicants are asked to demonstrate their skills and experience that they will bring to the post and how they will meet the requirements of the Person Specification.

What the school offers its staff

The successful applicant will:

• Assist the Academy Leadership Team in ensuring continued success by providing vision and leadership for the Vision Impairment Provision.

• Have substantial experience of working directly with children with vision loss.
• Have knowledge and an understanding of the National Curriculum and the SEND Code of Practice and the implications for children with complex additional needs.

• Demonstrate outstanding teaching skills.
• Embrace and continue to uphold the caring, nurturing ethos of the school.
• Demonstrate real enthusiasm and commitment towards raising standards within a diverse school community.
• Be able to contribute to creative curriculum development.
• Demonstrate excellent behaviour management and communication skills.
• Have opportunity to further develop their skills through a variety of professional development opportunities within an inclusive and supportive environment.

The successful candidate will lead and teach in the designated Vision Resource Base, teaching pupils with SEN which will require the exercise of a teacher’s professional skills and judgement in the teaching of children with SEN, along with either holding or studying the Mandatory SEN Qualification – specialist teachers of pupils with vision impairment, and for this a SEN Allowance 2 will be payable. In addition, a TLR2C Allowance will be payable for the leadership aspects of this role.

Applications are warmly welcomed from candidates who would wish to work on a part-time basis.

Further details about the role

For an informal discussion about this position please contact Julie Sutton, Headteacher on 01642 596422 or via julie.sutton@sunnyside.adastraschools.org

Requesting an application form

Application forms and further details are available via the Ad Astra website site:

http://www.adastraacademytrust.com/careers/

Completed application forms to be emailed to recruitment@adastraacademytrust.com

Commitment to safeguarding

Our organisation is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. We expect all staff, volunteers and trustees to share this commitment. Our recruitment process follows the keeping children safe in education guidance. Offers of employment may be subject to the following checks (where relevant): childcare disqualification Disclosure and Barring Service (DBS) medical online and social media prohibition from teaching right to work satisfactory references suitability to work with children You must tell us about any unspent conviction, cautions, reprimands or warnings under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.

What skills and experience we're looking for

We are seeking an experienced HR professional to lead on HR Operational matters including advising staff and managers, recruitment and retention, employee relations matters, workforce wellbeing and managing the HR Administrator.

You will need a CIPD level 5 qualification or equivalent, substantial experience in a HR operational role as a Manager or Business Partner and up to date employment law knowledge.

What the school offers its staff

•
• Welcome and induction: A chance to be part of our friendly and supportive team. We offer a comprehensive induction and a commitment to your professional development
• Wellbeing: a host of wellbeing tools and advice including employee assistance
• A generous site in a well-established community location close to the River Thames and the beautiful surrounding countryside
• An exciting and challenging role where you can make a difference
• A fantastic pupil population with supportive parents and families
• A highly professional staff team
• On-site parking
• A generous Local Government Pension Scheme
• Employer provided refreshments

Further details about the role

Provide a comprehensive and effective hands-on HR service for the School in liaison with West Berkshire Council/Ascendancy Partnership Trust

Ensure that the School complies with current employment legislation and guidelines in liaison with West Berkshire Council/Ascendancy Partnership Trust

Provide support on employment matters in liaison with West Berkshire Council/Ascendancy Partnership Trust

Management of the HR Assistant

Commitment to safeguarding

The school is committed to safeguarding children and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. We are committed to securing genuine equality of opportunity in all aspects of our activities as an employer and education provider

What skills and experience we're looking for

Required January 2025

Working from a purpose-built, resource we offer specialist provision to support students with an EHCP for Autism to be supported and benefit from mainstream education.

We are seeking to appoint an enthusiastic, suitably qualified, and experienced Head of the Autism Resource to lead and manage the provision, its staff and continue its development into the future.

The successful candidate will have managerial experience, an understanding of autism and be skilled in working with and meeting the needs of SEND students within a mainstream setting, ensuring that aspirational standards of progress and achievement are set in collaboration with teachers, teaching assistants and external professionals.

Blessed Hugh Faringdon Catholic School is a successful and oversubscribed school. We are committed to character education, helping students flourish not only through academic excellence but by offering them the opportunities to grow and develop.

This is an exciting time in the development of our provision. If you share our commitment to ensuring the success of each of our students and are keen to take on this exciting new challenge, we welcome your application.

It’s an exciting time to join our friendly, supportive and dedicated staff.

What the school offers its staff

A job description and application form can be downloaded from our website - https://www.hughfaringdon.org/home/join-us/vacancies

You can also submit your application via the upload application link on our website.

Further information can also be obtained fromJuliet Lyons – Operations Assistant - recruitment@hughfaringdon.org

Closing Date - Sunday 17th November 2024

Applications considered upon receipt.

Interviews will be organised as and when applications are received.

The school is committed to safeguarding and promoting the welfare and safety of children and young people and expects all staff to share this commitment. This post is subject to a satisfactory Disclosure and Barring Service check.

Commitment to safeguarding

Our organisation is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. We expect all staff, volunteers and trustees to share this commitment. Our recruitment process follows the keeping children safe in education guidance. Offers of employment may be subject to the following checks (where relevant): childcare disqualification Disclosure and Barring Service (DBS) medical online and social media prohibition from teaching right to work satisfactory references suitability to work with children You must tell us about any unspent conviction, cautions, reprimands or warnings under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.

What skills and experience we're looking for

We are looking for an enthusiastic office /HR manager who would have experience in a similar role and ideally be familiar with working in an educational environment.

The ideal candidate will have an understanding of the school process, high-level organisation, administration and ICT skills along with excellent written and oral communication skills. The ability to work to tight deadlines, prioritise and manage expectations is also essential. They must be used to working in a busy office, be flexible, adaptable and a team player, ability to work under pressure and still maintain a sense of humour!

What the school offers its staff

• Local Government Pension Scheme (LGPS)/ Teacher Pension Scheme (TPS)
• Career progression and leadership opportunities
• Unlimited access to CPD and career development through providers such as The National College and The Key.
• A dynamic, dedicated team of teachers and support staff who want the best for their children
• Enthusiastic, friendly and aspirational children who are determined to make the most of their schooling
• A vibrant and rapidly improving school with rewards and opportunities for motivated and committed individuals
• Employee Assistance Program available for you and your immediate family, offering 24/7 year-round support and resources for personal, professional, and family matters

• Perks at Work exclusive rewards and discounts programme providing employees with special savings on a wide range of products and services, including travel, electronics, entertainment, and everyday shopping

• Cycle to work, technology and home salary sacrifice schemes

Commitment to safeguarding

Our organisation is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. We expect all staff, volunteers and trustees to share this commitment. Our recruitment process follows the keeping children safe in education guidance. Offers of employment may be subject to the following checks (where relevant): childcare disqualification Disclosure and Barring Service (DBS) medical online and social media prohibition from teaching right to work satisfactory references suitability to work with children You must tell us about any unspent conviction, cautions, reprimands or warnings under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.

What skills and experience we're looking for

The successful candidate will be a valued staff member who will interact with a range of stakeholders including

staff, governors, parents, pupils and other advisors. They will have a close working partnership with the existing

SBM, with both reporting to the Co-Headteachers. They will need to be highly organised, work well as part of a

team and have excellent communication and interpersonal skills.

The ideal candidate will have:

• CSBM qualification, although this is not essential, candidates should have a willingness to undertake the qualification or be in the process of obtaining it.

• Sound experience of financial management

• A good understanding and knowledge of human resources management and payroll

• An understanding of facilities management, including health and safety

• An ability to identify, research and develop, cost and implement new initiatives

What the school offers its staff

We can offer you:

● Welcoming and hard working colleagues, who work collaboratively to achieve the best for the school

● Continued Professional Development

● Local Government pension scheme

● Flexible working arrangements to accommodate family commitments

● A dedicated and experienced SBM who will work alongside the successful candidate on managing the above

● Personal laptop

Further details about the role

Interested applicants are encouraged to visit the schools, in advance of the closing date. Please contact Danielle Kelly, dkelly@stpeterswalworth.co.uk for an application form and to arrange a visit to any/all of our schools.

A fully completed application form should be submitted, giving two recent, relevant professional referees (one of which is your current Headteacher, if working in a school). This should include a personal statement identifying your suitability for the role based on the job description.

Closing date: Tuesday 24th September 2024. 5pm Interview: Date to be confirmed.

Only those shortlisted for interview will be contacted. References will be requested for those shortlisted ONLY and prior to interview.

We are committed to safeguarding and protecting the welfare of our children and expect all staff and volunteers to share this commitment. Offers of employment are subject to satisfactory enhanced DBS disclosure and other employment checks. The school is also committed to equality and diversity in employment practice and service delivery.

Commitment to safeguarding

Our organisation is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. We expect all staff, volunteers and trustees to share this commitment. Our recruitment process follows the keeping children safe in education guidance. Offers of employment may be subject to the following checks (where relevant): childcare disqualification Disclosure and Barring Service (DBS) medical online and social media prohibition from teaching right to work satisfactory references suitability to work with children You must tell us about any unspent conviction, cautions, reprimands or warnings under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.

What skills and experience we're looking for

This is an office-based role however, some form of hybrid working can be applied at times, subject to business need.

We are looking for a candidate with expert-level knowledge and significant experience in HR to manage and oversee Human Resources across our academies in the Yorkshire Cluster of United Learning. The academies are Secondary schools based in Barnsley and Sheffield; Barnsley Academy, Sheffield Park Academy and Sheffield Springs Academy, with a fourth joining in the near future.

This role presents a rewarding opportunity to step into a new managerial position within the Cluster. The successful candidate will have overarching responsibility of managing and coordinating comprehensive HR services.

The ideal candidate will be a highly focused and organised individual, passionate about making a difference for our academies and local communities. You must be efficient and possess outstanding attention to detail. This is a challenging yet highly rewarding role with a supportive and welcoming employer.

As part of United Learning our mission is to bring out ‘the Best in Everyone,’ ensuring that both students and staff are given every opportunity to achieve their full potential and thrive with our support.

United Learning is one of the largest and most successful Trusts in the UK, offering unparalleled opportunities for Continuing Professional Development (CPD) and training. We also provide access to extensive nationwide networking and collaboration, allowing you to grow within a community of professionals committed to excellence.

We are looking for:

• An experienced line manager with excellent communication and team building skills.
• A reliable, highly motivated and self-driven professional.
• Ability and confidence to coach and mentor colleagues.
• A professional with validated HR management experience, excellent knowledge of best practice and a strong understanding of Employment Law.
• Experience of managing HR in a multi-establishment organisation or relatable experience.
• Strong problem-solving capabilities.
• Strong collaborator management skills, including an ability to set expectations and balance conflicting demands.
• Report writing and presenting to a variety of audiences.
• Excellent IT skills.
• Ability to effectively contribute to the review and development of policies and procedures.
• You must have strong organisational skills, a keen eye for detail, high standards and take pride in your work.
• Ability to adapt to changing and diverse workload with autonomy and resilience.
• Demonstrate a positive, proactive and professional approach at all times.

Please see the job description and person specification for further detail.

What the school offers its staff

We will offer you:

• Highly competitive pay above national average.
• 26 days annual leave plus 8 statutory bank holidays per annum.
• At least one Personal day a year.
• Excellent facilities and resources.
• Access to an outstanding professional development programme.
• A respectful working environment.
• Supportive, friendly colleagues who are committed to each other’s professional development.
• A chance to become part of United Learning, one of the largest groups of academies in the country.
• Opportunities to work collaboratively with colleagues in each academy across the Cluster and United Learning.
• Excellent employee benefits which include a highly sought-after pension scheme with high employer contributions.
• Access to training through the Apprenticeship Levy.
• Perkbox benefits platform.
• Free on-site parking.
• Access to an Employee Assistance Programme (EAP).
• We encourage open and regular conversations about work-life balance.

To apply, please click the ‘Apply Now’ button at the top of the advert on our website using the following link to our vacancies page: Sheffield Park Academy Vacancies and complete our online application form. Please note that CVs are not accepted. The closing date for this post is midnight on Sunday 27 October 2024. Interviews will take place soon after.

If you would like to discuss this exciting opportunity, please contact hr@unitedlearningyorks.org.uk

United Learning is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. Employees will, in accordance with statutory guidance, be subject to a comprehensive checking process including references from current and previous employers, health, Right to Work in the UK, an Enhanced DBS check and a further check against the appropriate barred list.

Commitment to safeguarding

United Learning is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. Employees will, in accordance with statutory guidance, be subject to a comprehensive checking process including references from current and previous employers, health, Right to Work in the UK, an Enhanced DBS check and a further check against the appropriate barred list.

What skills and experience we're looking for

• This role is line managed by the Executive Headteacher, however on the day-to-day basis the Headteacher at the given school is the point of contact.
• The HR Manager will be expected to become familiar with staff and procedures across the federation and have office space in all three sites.
• As HR Manager, you will have a direct influence and positive impact on the people in the organisation. You will benefit from person-to-person interaction and relationship building, supporting employees directly, coordinating, planning and executing HR activities.
• You will work closely with our HR Business Partners at Hackney Education to ensure that the federation is compliant and well prepared for Human Resources issues as they arise.
• The HR manager aims overall to deliver effective and efficient support, maintaining the agreed standards of service to the school community.

What the school offers its staff

You will work closely with our HR Business Partners at Hackney Education to ensure that the federation is compliant and well prepared for Human Resources issues as they arise.

Staff benefits such as cycle to work scheme, massage sessions, training and excellent school food

As HR Manager, you will be on a salary of £36,421 in inner London.

Our schools now have more freedom to develop their own pay policies to attract and retain the staff that have the greatest impact at our Federation. So what you are paid will be linked to performance and not length of service – meaning you can increase your salary faster than ever before.

Commitment to safeguarding

Our organisation is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. We expect all staff, volunteers and trustees to share this commitment. Our recruitment process follows the keeping children safe in education guidance. Offers of employment may be subject to the following checks (where relevant): childcare disqualification Disclosure and Barring Service (DBS) medical online and social media prohibition from teaching right to work satisfactory references suitability to work with children You must tell us about any unspent conviction, cautions, reprimands or warnings under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.

What skills and experience we're looking for

We are seeking to appoint an experienced Head of HR to lead and manage the Human Resources function across our growing trust. This pivotal role will oversee strategic HR planning, staff development, and employee relations, ensuring that our trust continues to attract, develop, and retain talented staff. The ideal candidate will have a strong background in HR leadership and a passion for fostering a positive and inclusive working culture.

We are laying strong foundations for growth and have a clear vision for the trust. This role is a key part of our growth strategy and could be an excellent opportunity for the right candidate ready for their next step. We are a values driven organisation, are highly ambitious, passionate about doing things with integrity whilst maintaining a good sense of humour.

If you want to make a difference to young people and join a trust at an exciting part of its journey, we would love to hear from you.

We ask that you do not send CV’s, please complete and send your application form to hr@oaklp.co.uk

For any inquiries about the role, please contact the trust central team on 0161 553 0030 or email HR directly using the email provided above.

For further information about the trust please visit our website:

www.oaklp.co.uk

What the school offers its staff

Our trust is cross phase and consists of primary, special, and secondary schools. We have a vision to transform lives through a highly inclusive approach. ‘Inclusion is at the heart of our trust’. Which means we are compassionately rigorous and support all of our pupils to reach their full potential, have unconditional positive regard, leave no one behind and everyone is welcome.

Our schools work closely with one another; they collaborate with purpose, support each other and share collective systems across both educational and business provisions. But it’s also important to us that each school has their own identity and individuality. We focus on impact, always making sure common sense is at the heart of our decision making, ensuring clarity and consistency from our leaders.

Our people matter; we understand that we can only achieve our vision by recruiting the right people and providing them with the support, training and time they need to allow them to flourish and be the best that they can be.

Whatever role an individual undertakes within our organisation, they are contributing to our collective aim of transforming lives. We invest heavily in our people ensuring they feel valued, and their well-being is always considered. We understand that if staff feel valued and if the impact they are having is recognised, they can perform at their best.

Commitment to safeguarding

Our organisation is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. We expect all staff, volunteers and trustees to share this commitment. Our recruitment process follows the keeping children safe in education guidance. Offers of employment may be subject to the following checks (where relevant): childcare disqualification Disclosure and Barring Service (DBS) medical online and social media prohibition from teaching right to work satisfactory references suitability to work with children You must tell us about any unspent conviction, cautions, reprimands or warnings under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.

What skills and experience we're looking for

Kenilworth Multi-Academy Trust (KMAT) is a growing organisation and is currently made up of two schools, with an expectation to include further schools in the future.

This is a senior appointment to provide leadership and management of KMAT’s HR operations. We are looking for a forward-looking professional with significant strategic HR expertise, to provide a vision and deliver a high level of service across the KMAT. Ideally you will have a familiarity in education sector, though this is not an essential requirement.

The Role

To provide strategic and technical leadership of KMAT’s HR operations in accordance with the ‘7 Nolan Principles of Public Life’, ensuring the overall HR management of the Trust and its academies is effective, and sustainable.

The post-holder will lead, manage and drive consistent HR services across all academies and is accountable to the CEO of the Trust.

To contribute fully as a key member of the Trust Leadership Team to the development of the Trust’s strategy across all areas of the business, bringing a holistic viewpoint to discussions and facilitating decision making, as appropriate.

For an informal discussion on the role, please contact Kirsty Gane, Executive Assistant by email at k.gane@kmat.org.uk to arrange a meeting with Hayden Abbott, CEO.

Further information is available https://www.kmat.org.uk/3466/vacancies-1 where you can download a job description with the person specification.

What the school offers its staff

Kenilworth Multi-Academy Trust (KMAT) is a growing organisation and is currently made up of two schools, with an expectation to include further schools in the future.

Commitment to safeguarding

Our organisation is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. We expect all staff, volunteers and trustees to share this commitment. Our recruitment process follows the keeping children safe in education guidance. Offers of employment may be subject to the following checks (where relevant): childcare disqualification Disclosure and Barring Service (DBS) medical online and social media prohibition from teaching right to work satisfactory references suitability to work with children You must tell us about any unspent conviction, cautions, reprimands or warnings under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.

What skills and experience we're looking for

The vision is to centralise all HR functions for the Trust. This is a temporary job description and may change according to the needs of the Trust.

You will be leading HR for one of the secondary schools and supporting the Trust HR Manager with general HR policy and procedures across the Trust.

The core purpose of the post is to work closely with the Headteacher, members of SLT and the Trust HR Manager to ensure that the personnel and administrative aspects of school management are highly effective and fully support high quality teaching and learning. It is a diverse role that requires flexibility, along with knowledge and experience in the key areas of personnel and the day-to-day running of a school.

Main duties and responsibilities within the secondary school:

Personnel

• Preparing letters of appointment.
• Maintaining the Single Central Record (as required by Ofsted), a database of all current staff, ensuring DBS clearance and other relevant Safer Recruitment checks have been carried out.
• Assisting and supporting the Headteacher and members of SLT in completing job descriptions for all teaching and associate staff.
• Supporting the Assistant Headteacher with the induction programme for all new employee’s, trainee teachers, visitors and work placement students.
• Liaising with and seeking advice from Central Trust on all aspects of human resources.
• Supporting/advising the Headteacher and members of SLT on all personnel issues, including disciplinary issues.
• Maintaining personnel records in SIMS and staff files.
• Inputting new staff details on to SIMS and issuing new staff contracts.
• Arranging all changes to staff contracts.
• Liaising with staff leavers, ensuring that exit interviews take place, and all exit interview paperwork is completed prior to the leave dates.
• Supporting the Headteacher/members of SLT in the administrative aspects of teaching staff appraisal and related staff development.
• Ensuring an effective performance management system is in place for associate staff.
• Training associate staff on the performance management system.
• Training associate staff (line managers) on the induction/probationary system.
• Overseeing performance management reviews and probationary meetings for associate staff – Ensuring all meetings are taking place in a timely fashion, in line with the Trust Induction and Probationary policy.

Health and Wellbeing:

Ensuring the Trust Health and Wellbeing policy is implemented effectively by:

• Keeping accurate records of staff absence.
• Liaising with Central Trust as appropriate on health and wellbeing issues.
• Providing the Headteacher with regular reports and attending meetings to discuss/resolve and personnel issues.
• Alerting the Headteacher when absence has reached short term/long term absence trigger points.
• Contacting staff re: long term absence. Attending meetings, advising senior leaders
• Advising the Headteacher/members of SLT at the welfare and formal attendance meetings in line with Trust policy.
• Taking minutes at formal and informal meetings.
• Making Occupational Health referrals when necessary.
• Alerting line managers to the need for return-to-work meetings.
• Preparing letters and documentation in respect of formal meetings and appeals.
• Arranging and minuting appeals, advising the Headteacher and members of SLT accordingly.

Compliance with Statutory Requirements:

Support the Trust HR Manager, Headteachers and Senior Leaders in ensuring that the schools comply with statutory requirements in the following areas:

• Equality policies.
• HR policies – responsible for notifying staff of any new policies, or policy updates and

updating Headteacher and staffroom HR Policy files.

The Assistant HR Manager will support the Trust HR Manager with the following responsibilities:

Recruitment and induction:

• Supporting with the advertisement of vacancies, for both internal and external candidates, including working with external partners to publicise available roles.
• Working with the Headteacher’s/Senior Leaders to support candidate shortlisting and selection, providing relevant advice as necessary.
• Following the Trust’s procedures for conducting pre-employment checks.
• Working with the Trust HR Manager, Headteachers and Senior Leaders to ensure new members of staff have an induction programme appropriate to their role.

General HR Procedures:

• Collating information in preparation for Trust Board meetings.
• Supporting with paperwork and procedures for disciplinary, capability and grievance cases.
• Supporting with statutory HR returns and publications e.g. school workforce census.
• Supporting with organisational change, such as restructuring, redundancy and TUPE as directed by Central Trust.
• Supporting with advice to Trust leaders on all aspects of HR practice, developments, and legislation, ensuring the Trust adheres to best practice and operates within the law.
• Contributing towards the build of HR capacity within the Trust, helping Trust leaders to develop their knowledge and skills related to managing their staff.
• Collating workforce statistics, including KPIs.
• Adhering to the Trust’s HR policies and procedures, including those on pay, performance management, induction, parental leave, managing attendance and welfare, whistleblowing, paternity/maternity/adoption leave.
• Supporting the annual review of contracts to ensure they are fit for purpose and in line with any statutory employment changes.
• Supporting with the paperwork and procedures for disciplinary, capability and grievance cases Trust wide.
• Supporting the update of HR documents for the Trust, e.g. the Trust staff handbook.
• Partaking in and supporting with the delivery of HR CPD to ensure leaders understand and can effectively implement all HR policy.
• Supporting the Trust HR Manager with quality assurance processes to ensure the effective implementation of policy.

Performance management, pay, and conditions.

The Assistant HR Manager will support effective pay and performance management processes, to ensure alignment with the Trust’s strategic plans and aims by:

• Supporting the Trust’s professional development programmes, working closely with the Trust HR Manager to ensure that needs are prioritised and addressed, and that accurate records of training are kept.
• Supporting the Trust’s approach to a robust performance management programme.
• Liaising with the Trust HR Manager/Trust CFO on Trust’s payroll operations to ensure payroll and recruitment processes are fully aligned.

Employee engagement and wellbeing

The Assistant HR Manager will be responsible for supporting employee wellbeing and job satisfaction, which aids the Trust in its efforts to recruit and retain the best staff by:

• Working with the Trust HR Manager to develop, implement and monitor staff wellbeing and engagement programmes Trust wide.
• Supporting staff questions about HR policies and procedures.
• Supporting consultations with staff on job satisfaction and helping to implement changes or improvements where appropriate.

Safeguarding

The Assistant HR Manager will be responsible for supporting the Trust’s work to safeguard its students/pupils, its staff and the wider community by:

• Following the Trust’s safer recruitment procedures, including compliance with Disclosure and Barring Service (DBS) checks and training requirements.
• Understanding the Trust’s single central record, ensuring compliance with requirements.
• Complying with the Trust’s responsibilities for safeguarding, specifically in relation to employee matters.
• Following the Trust’s procedures for handling allegations against adults and liaising with Central Trust as required.
• Completing safeguarding training and following Trust procedures.

General accountabilities:

The Assistant HR Manager will comply with:

• Ensuring that the output and quality of work is to a high standard and complies with current legislation/standards.

So far as reasonably practicable, the post holder must ensure that safe working practices are adopted by employees.

What the school offers its staff

Thank you for considering joining our trust. We are privileged to be the CEOs of the Brighter Futures Learning Partnership Trust (BFLPT) and to be working with like‐minded headteachers, leaders, staff and board members who understand how important education is to life chances and social mobility. The BFLPT Board is determined to see a high‐performing multi‐academy Trust which delivers exceptional and enriching learning experiences for all its children, young people and staff. We believe that by working collaboratively, we will create an educational platform on which to build the strong foundations needed for educational success.

There could not be a better time to join our Trust, which includes a diverse and successful range of schools; four Doncaster primary schools, an infant school, an 11-16 secondary school (Hungerhill) and Doncaster University Technical College. Hungerhill School benefitted from being a Teaching and National Support school for many years; its legacy of strong collaboration is still recognised today both locally and nationally with strong student outcomes above national averages. Doncaster UTC opened in 2020 in a state-of-the-art building which supports the strong employer led curriculum designed to create the engineers and technologists of the future. The school has already won several national and local awards and is recognised by Baker Dearing Trust as being one of its flagship schools. More recently we have been awarded a second Free School Bid and the Trust will open a second Doncaster UTC specialising in Green Technologies and Health Care Sciences. We are excited about the future and the many expanding professional development opportunities for our staff.

In September 2021 we implemented a new Primary Knowledge Curriculum in all primary and infant schools and all our schools are heavily invested in the development of a mathematics mastery curriculum and lead on a number of projects supported by the South Yorkshire Maths Hubs.

We are extremely proud that our Ofsted reports have acknowledged that all our schools are good or better. The reports demonstrate that our schools are delivering better student/pupil outcomes by working together, sharing leadership and teacher knowledge and resources. All of this, of course, could not be achieved without our strong body of exceptionally hard-working and committed support staff. This has been testament to the strong investment in staff and pupils; our standards are high, but we take the investment in our staff very seriously.

We are also part of a network of national schools who are reshaping their curriculum, drawing on research and cognitive based science which will ensure all our children make accelerated progress. We employ a number of Ofsted trained consultants across the Trust who are supporting our subject leaders to design and shape the best learning experiences for our young people and in doing so, we are providing very bespoke support and training for teaching staff who want to invest in themselves. We are very proud of our story so far.

Our robust teacher development programmes and associate staff performance management systems allow for internal recognition and support to help encourage colleagues to thrive and develop within role. We are also very clear about reasonable, professional expectations, so that colleagues understand what is required of them, and are confident in their ability to deliver.

We also have many associate staff who are being supported to develop themselves through additional professional courses as we believe this is the hallmark of an outstanding Trust.

The successful candidate will be based at Hungerhill School in the Trust accommodation but may be required to work elsewhere within the Trust, as may reasonably be required by the Headteacher/Principal, CEO for the discharge of their duties.

Commitment to safeguarding

Our organisation is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. We expect all staff, volunteers and trustees to share this commitment. Our recruitment process follows the keeping children safe in education guidance. Offers of employment may be subject to the following checks (where relevant): childcare disqualification Disclosure and Barring Service (DBS) medical online and social media prohibition from teaching right to work satisfactory references suitability to work with children You must tell us about any unspent conviction, cautions, reprimands or warnings under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.

What skills and experience we're looking for

Based at: The main place of work would be agreed with the successful applicant, with the postholder being required to travel between schools within the trust as required to effectively fulfil their duties.

Arrangement: Full time – 37 Hours. Term time + 2 weeks.

Annual leave to be taken during school holidays unless authorised by the CEO.

Main purpose:

• To provide the Trust with specialist HR knowledge and expertise to ensure compliance, to promote employee wellbeing, motivation, retention, productivity and performance and ultimately enhance the student experience.

• To be a trusted adviser on all aspects of the HR function and employee relations matters across the Trust.

• To lead the development and delivery of HR related projects and policies as and when required.

• To lead the learning and development of HR Team members in schools and, more widely, to support the development of line managers’ people/employee relations skills.

• To lead, working closely with the CFOO, an efficient and effective payroll and pensions function.

• To ensure that HR systems/databases, policies and procedures are developed, maintained and updated in a compliant, effective, manner efficient and support the WMAT mission and principles.

Key responsibilities: Employee relations

• Provide pro-active and tailored support to line managers across the range of employee relations casework including grievance, disciplinary, capability etc.

• Foster an open employee relations culture where colleagues feel comfortable raising concerns and are open to suggestions for improvement.

• Provide support and advice to employees on work related matters.

• Support the delivery of sound absence management practices which includes holding health review meetings, liaising with occupational health providers and working to reduce the impact of long term absence.

• Be wellbeing champion for the trust in line with DFE Well-Being charter.

• To ensure that there are arrangements in place to secure Staff Voice.

• To ensure that there are arrangements in place to receive feedback from staff if they leave WMAT, and from candidates (both appointed and unsuccessful) regarding the application and selection process. , including regular and/or thematic, including staff surveys.

• Utilising a strong knowledge of Keeping Children Safe in Education, support any reviews into allegations against individuals working onsite (including Low Level Concerns).

• Provide guidance on any restructures or reviews of employees’ Job Descriptions.

• Lead engagement with trade union representatives, including both scheduled engagement (such as a JCC) or on any proposals that require consultation.

Key responsibilities: Compliance

• Remain up-to-date with changes to legislation to ensure that the Trust’s HR practices meet its statutory employment, equality, safeguarding and health and safety obligations and reflect best practice in the school/academy sector.

• Support the CFOO and Executive Team in the development and review of employment related policies to ensure compliance and support the WMAT mission and principles; ensure that due consultation is completed and that any changes to processes are communicated accordingly (including the development of employee guides in key areas).

• Work collaboratively with the HR Team in schools to ensure that all actions relating to Safer Recruitment are managed appropriately e.g. accurate maintenance of the Single Central Record, pre-engagement checks for volunteers etc.

• Ensure the schedule of Trust policies remains up-to-date.

• Lead the completion of the workforce census.

• Documents are retained in line with GDPR.

• Ensure that the Trust complies with requirements for data collection, publication and/or reporting to external organisations (for example, diversity, gender pay gaps etc).

Key responsibilities: HR policy and practice

• Be responsible for the WMAT template contracts of employment for teaching and support staff (all-year and term-time contracts).

• Ensure that processes for recruitment, induction, contract variation, and staff leaving employment are clear and are consistently applied.

• Support the CFOO and Executive Team in the scoping, development and delivery of projects across the range of HR practice relating to the people strategy.

• If appropriate, take the lead on specific projects, delegating work as needed with the HR Team.

• Act as the Investigating Officer in disciplinary casework, or support the Investigating Officer when that is a colleague.

• Support the CEO and Headteachers in instances of allegations or grievance.

• Lead evaluation of workforce and staff attendance data to identify when triggers for formal action have been reached (such as sickness absence or special leave), and lead/support Headteachers in progressing cases appropriately. Providing reports for trustees.

• Develop, agree, and monitor/analyse workforce and staff Key Performance Indicators, including reporting to the Executive Team and Board of Trustees.

Key responsibilities: Payroll

• Working in conjunction with the outsourced payroll providers, CFOO, school HR teams and the Executive Team, support delivery of the payroll process to include the accurate inputting of instructions into the online system and verifying payroll reports.

• Complete any pay-related calculations accurately.

• Support the annual pay review processes including the preparation of communications to staff.

• Develop a strong working knowledge of pensions/benefits/statutory and organizational deductions to be able to provide sound advice to employees’ queries.

• Ensure completion of statutory requirements including pensions, auto enrolment, P11ds, pension end of year certificates , IR35.

Key responsibilities: Learning and development

• Utilise opportunities through day-to-day operational work and more formalised training to develop HR professional knowledge and expertise of staff across WMAT, especially the HR Team.

• Support the development of a CPD programme for line managers to include delivery of training sessions and the development of materials to all employees relating to HR policies.

Key responsibilities: Trust growth

• Support due diligence, conversion, joining and TUPE processes leading up to, during and after onboarding of new schools to the Trust, demonstrating flexibility to work with new colleagues as needed.

Additional duties:

• Occasional evening and weekend work could be required.

• Ability and willingness to travel regularly between school sites.

• Any other reasonable tasks commensurate with the role, which could involve non-HR project work with the Executive Team.

• To undertake appropriate personal professional development including adhering to the principle of performance management.

• To have a responsibility for promoting and safeguarding the welfare of children and young people you are responsible for or come into contact with.

• To ensure all tasks are carried out with due regard to Health and Safety and GDPR.

What the school offers its staff

HR Principles

The Board of Trustees has approved the following HR Principles for WMAT:

1. Continue to employ all teachers in accordance with School Teachers Pay and Conditions Document (STPCD) and Burgundy Book terms and conditions as a minimum;

2. Continue to employ all support staff in accordance with Green Book terms and conditions as a minimum;

3. Continue to recognise those trade unions recognised by Birmingham City Council; and

4. Ensure continuing professional development for all staff.

In recognition of its commitment to employing staff in accordance with national terms and conditions as a minimum, WMAT commits that any proposal that is not in accordance with those principles would require:

• Consultation with all affected staff and the recognised trade unions prior to a decision;

• A 14-day notice period for Trustees of the Board meeting where a decision would be made;

• A requirement for 80% of Trustees to be present at the Board meeting where a decision would be made; and

• A requirement for 80% of those Trustees present at the Board meeting to vote in favour of the decision.

Current staff Each school currently has:

• Hall Green: Approximately 150 staff, 120 FTE in total (includes approximately 75 teachers (65 FTE), and 75 support staff (55 FTE)). Cleaning and catering are outsourced.

• Kings Norton Girls’: Approximately 130 staff (100 FTE) in total (includes approximately 70 teachers (65 FTE) and 60 support staff (35 FTE)). Cleaning is in house and catering is outsourced.

• Swanshurst: Approximately 220 staff (185 FTE) in total (includes approximately 125 teachers (120 FTE) and 95 support staff (65 FTE)). Cleaning and catering are both in house – staff are included in support staff total.

Additional support

WMAT will have access to external legal support, including for HR, which you would be able to call upon where required.

Commitment to safeguarding

Hall Green School is committed to safeguarding and promoting the welfare of its pupils and expects all those working at the School to share this commitment. If you are shortlisted online searches may be carried out as part of due diligence checks (i.e. Google and Social Media Platforms). The successful applicant will be subject to the following checks: Enhanced DBS, Childcare Disqualification (where applicable), a prohibition from teaching (where applicable), qualifications (where applicable), medical fitness, identity and right to work. All applicants will also be required to provide two suitable references.

What skills and experience we're looking for

You will have a level 3 or equivalent in Business Administration and ideally have experience of staff recruitment and advertising procedures.You will have excellent interpersonal skills and have experience of managing staff.

What the school offers its staff

Our benefits include:

• A competitive salary

• You will be eligible to join the Local Government Pension Scheme/Teachers pension scheme

• Family friendly policies

• Cycle to Work Scheme

• Eye test vouchers

• Continued Professional Development

Commitment to safeguarding

The Trust is committed to safeguarding and promoting the welfare of children and young people and expects all staff, workers, volunteers, governors and trustees to share this commitment. All successful applicants will be subject to appropriate pre-employment checks and will be required to complete a Disclosure and Barring Service (DBS) Enhanced Check, a Safeguarding Self-Declaration Form and satisfactory online searches undertaken.

What skills and experience we're looking for

We are looking for a professional colleague who can support our staff, parents and students in a variety of ways:

• To support the successful development of UTCN by heading up the HR and working with the Finance Manager to complete the Payroll provision
• Providing an efficient PA service to the Headteacher

If you are:

• Educated to Level 3 (A Level, NVQ III) or above with high standards of literacy and numeracy
• Experienced in providing high quality administrative and / or secretarial support
• Friendly, personable and professional
• Able to deal with employers, staff, Trust member, parents and students
• Organised, a team player and optimistic
• First Aid trained or happy to be trained

Then we want to hear from you. For further information and to apply, please see our website www.utcn.org.uk or please contact Alison Howes, HR Manager on 01603 580282.

What the school offers its staff

Basic Salary

Salaries are paid in twelve equal instalments on the 15th day of the month by direct credit transfer.

Additional Remuneration

Every year, three collegiate targets will be set which will attract a bonus. These targets will be the same for all UTCN staff.

Other Benefits

Membership of the Local Government Pension Scheme will apply to this role. UTCN staff also benefit from membership of BHSF.

Working Pattern

This role is for 37 hours per week on a Term Time plus 2 weeks basis. The core hours of work will be from 8.00am to 4.00pm (3.30pm Fridays) with 30-minutes unpaid for lunch: this totals 37 hours per week. There may be some scope to vary these hours slightly.

Occasional working outside of normal school hours will be required and time off in lieu will be granted on these occasions. UTCN term dates largely follow the pattern of Norfolk schools.

Professional Appearance and Dress

The principle of smart business dress for staff applies.

Commitment to safeguarding

Our organisation is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. We expect all staff, volunteers and trustees to share this commitment. Our recruitment process follows the keeping children safe in education guidance. Offers of employment may be subject to the following checks (where relevant): childcare disqualification Disclosure and Barring Service (DBS) medical online and social media prohibition from teaching right to work satisfactory references suitability to work with children You must tell us about any unspent conviction, cautions, reprimands or warnings under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.

What skills and experience we're looking for

Are you a committed HR practitioner looking for a new and exciting opportunity? If so, we want to hear from you!

We are seeking to appoint a HR Manager to join our high performing Trust and ‘People Team’. The post holder will deliver an efficient and effective HR service across all our schools. This is an exciting opportunity for a hardworking, committed HR practitioner to be part of our growing Central Team.

Reporting directly to and working closely with our Director of People & Culture, you will be the lead advisor for case management. You will support the implementation of our People Strategy and support our HR Business Partner to develop our recruitment and onboarding systems across the Trust.

We're looking for enthusiastic individuals to make a meaningful impact, who resonate with our guiding principles and values. We want to hear from flexible people ready to dive into exciting 'People' challenges with our full support. As a Trust with a strong family of schools serving Pontefract, we take pride in our work, driven by a deep moral commitment.

To be successful in this role you will have strong HR generalist experience, ideally have education experience, be an effective communicator, have a desire to develop and be an excellent team player. Compliance will be a key focus of this role so excellent attention to detail will be essential.

You will be qualified to CIPD Level 5 with a good understanding of HR policies and procedures.

We are confident that new staff joining our Trust will feel welcome and happy to have chosen us from day one.

What the school offers its staff

Our People are at the heart of everything we do and our new Trust strategy reflects this. Click here to find our more information: Strategy 2025-2028 : Pontefract Academies Trust . The role is varied with an exciting blend of organisational development and case management.

Pontefract Academies Trust is a cross phase Multi-Academy Trust comprising of nine schools: seven primaries and two 11-16 secondary schools. Our mission is running high quality, high achieving schools that give our children and young people the chance in life they deserve. The Trust is renowned for its commitment to excellence and has achieved remarkable success. Five of our primary schools rank within the top 1% nationally for progress, and our secondary schools feature among the top three secondary schools in the Wakefield district. In a testament to our dedication to educational excellence, De Lacy Primary School was recognised as an “Outstanding” school across all categories by Ofsted in March 2024, underscoring our unwavering pursuit of high standards.

We are hosting a virtual coffee morning for prospective candidates to meet some of our team and ask any questions you may have about the role or our Trust. To book a timeslot, please click here.

If you are unable to make these dates but would still like a discussion regarding this role, please contact Pam Hewitt, Director of People and Culture, via email at recruitment@patrust.org.uk.

To apply for this vacancy please click here to submit your application form via our Face-Ed system before the closing date of Monday 14th October 2024 at 10:00.

Commitment to safeguarding

We are an equal opportunities employer, welcoming applications from everyone. Pontefract Academies Trust is wholly committed to ensuring children and young people are fully supported and safe. We are dedicated to safeguarding all children and young people whilst promoting their welfare. Any offer of employment will be subject to receipt of a satisfactory DBS Enhanced Disclosure and pre-employment checks. Shortlisted applicants will also be asked to provide a self-declaration form.

What skills and experience we're looking for

You will be an outstanding practitioner who:

• is dedicated to raising standards and is able to demonstrate highly effective teaching skills
• demonstrates excellent and innovative pedagogical approaches for teaching and learning
• can demonstrate the ability to plan an exciting, inspiring curriculum
• is able to coach and mentor staff to reach high standards in our school and also across the wider Trust
• who recognises parents as vital partners in learning and is committed to building strong relationships.

The successful candidate will also have the following experience and attributes:

• Experience of working with children with Autism Spectrum Disorder, complex language and communication needs and/or other complex specialist educational needs.
• Qualified Teacher Status with the attributes of a great future leader.
• A proven track record of achieving academic excellence.
• Evidence of implementing innovative approaches to learning, particularly in regard to children with ASD.
• Experience of meeting the needs of children and young people who benefit from specialist provision within a mainstream setting.
• Resilience, energy and optimism.

What the school offers its staff

As a trust, we want to ensure that professionals at every stage in their career have the opportunity to enjoy expert support and training. We are pleased to offer a generous benefits package to our team – as we work together to create a rewarding future for all including:

• Membership to a local government pension scheme.

• Access to an Employee Assistance Programme which provides confidential professional advice and support 24 hours a day, 7 days a week.

• A commitment to continued investment in our professionals, supporting every member of staff throughout their career in the trust.

• Discounts and online offers at major high street/online retailers.

• £2k Cycle to work scheme.

Commitment to safeguarding

Our organisation is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults. We expect all staff, volunteers and trustees to share this commitment. Our recruitment process follows the keeping children safe in education guidance. Offers of employment may be subject to the following checks (where relevant): childcare disqualification Disclosure and Barring Service (DBS) medical online and social media prohibition from teaching right to work satisfactory references suitability to work with children You must tell us about any unspent conviction, cautions, reprimands or warnings under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975.