Reed HR are working alongside a small Not for Profit Organisation based in South East London who are recruiting for an experienced HR Manager/Consultant to support/lead on a complex consultancy project.
This is likely to last around 2-3 months and is also hybrid.
violence in all forms, supporting safety in both personal and professional lives
Role Overview:
The Interim HR Manager will be responsible for facilitating, coordinating, administrating and quality-assuring the organisation’s redundancy and organisational change process, from notice of proposed redundancy through to confirmation of outcomes, in line with UK employment law, organisational policies.
The postholder will act as a trusted operational HR lead, ensuring the process is fair, lawful, compassionate, well-documented and delivered to agreed timelines, while supporting operational managers and staff through the change process.
Duties & Responsibilities
Redundancy & Change Process Management
- Facilitate and coordinate the end-to-end redundancy process, from initial proposal and consultation through to confirmation of outcomes.
- Implement the agreed Deputy CEO redundancy and change plan, ensuring consistency and adherence to timelines.
- Ensure compliance with UK employment law, including collective and individual consultation requirements, fair selection processes, and statutory entitlements.
- Coordinate redundancy pools, selection criteria, scoring frameworks and moderation processes.
- Draft, issue and quality-check all formal documentation, including:· Notices of proposed redundancy, Consultation letters, Outcome and confirmation letters and Redundancy calculation summaries etc..
Consultation & Employee Relations Support
- Support, advise and minute Deputy CEO in conducting redundancy consultation meetings.
- Attend consultation meetings, providing HR guidance and procedural oversight.
- Ensure employees are treated with dignity, respect and clarity throughout the process.
- Manage sensitive employee relations issues arising during consultation, escalating risks appropriately.
Governance, Risk & Documentation
- Maintain clear audit trails and accurate records of all consultation activity.
- Ensure decision-making is evidence-based, objective and defensible.
- Prepare summary reports and updates for the Deputy CEO and Interim CEO.
- Identify and mitigate legal, reputational and people-related risks throughout the process.
Person Specification
Essential
- Significant experience managing redundancy and organisational change processes in the UK.
- Strong working knowledge of UK employment law, particularly collective and individual redundancy.
- Proven ability to manage sensitive and complex employee relations issues.
- Experience drafting and managing formal HR correspondence and consultation documentation.
- High level of emotional intelligence, discretion and professionalism.
- Strong organisational skills with the ability to manage multiple workstreams to tight deadlines.
- Confident communicator, able to advise senior leaders and managers with authority and clarity.
