HR and Workforce Coordinator

Key Responsibilities 1. HR Advice and People Support • Provide day-to-day HR and workforce support to staff, managers and service leads. • Support managers to apply HR policies fairly, consistently and compassionately. • Coordinate and support HR processes, including absence management, conduct, grievance, performance, capability, probation and reasonable adjustments. • Prepare and maintain appropriate documentation, letters, notes and records relating to HR processes. • Support managers to have compassionate, clear and psychologically safe conversations with staff. • Provide practical guidance on employment processes, organisational policy and fair practice. • Liaise with external HR advisers, legal support or occupational health where required. • Ensure HR and people matters are handled confidentially, proportionately and in line with organisational requirements. 2. Recruitment, Onboarding and Workforce Compliance • Coordinate recruitment activity across relevant Nurture services. • Support the preparation of job descriptions, adverts, interview packs, interview questions and recruitment correspondence. • Promote inclusive recruitment practice, ensuring that recruitment processes are fair, accessible and values-led. • Coordinate pre-employment checks, including references, right-to-work checks, DBS checks and professional registration checks where applicable. • Prepare and maintain offer letters, contracts and onboarding documentation. • Support new starters through induction, probation and initial employment processes. • Maintain accurate workforce records relating to recruitment, onboarding, training, compliance and employment status. • Work with managers to ensure staff are appropriately inducted, supported and ready to undertake their roles. • Support recruitment approaches that help attract a diverse workforce with the right values, experience and potential. 3. HR Systems, HRIS and Workforce Reporting • Maintain Nurtures HR systems, HRIS records and people files. • Ensure HRIS data is accurate, current, secure and fit for purpose. • Develop and improve people systems, trackers, templates and reporting processes over time. • Produce workforce reports relating to headcount, absence, turnover, recruitment, onboarding, compliance, probation, training and employee relations themes. • Use people data to identify workforce risks, trends, gaps and improvement opportunities. • Support the development of dashboards and workforce reports for governance and executive oversight. • Work with payroll and operational colleagues to ensure contractual, pay and workforce changes are recorded accurately. • Ensure HR systems comply with confidentiality, data protection and information-governance expectations. 4. Workforce Policy and People Processes • Maintain HR policies, templates, letters, forms and workforce guidance. • Support the review and development of people policies in line with organisational need and employment practice. • Ensure managers and staff have access to clear and accessible HR guidance. • Support the development of standard operating procedures for workforce processes within the Nurture Hub. • Maintain accurate and confidential personnel records. • Ensure HR records are stored securely and managed in line with information governance and data protection requirements. • Support the organisation to remain prepared for audit, governance review or regulatory scrutiny. 5. Inclusive and Equitable Employment Practice • Promote inclusive, fair and equitable employment practice across the organisation. • Support managers to consider equality, diversity, inclusion and belonging throughout recruitment, onboarding, supervision, development and employee processes. • Help ensure reasonable adjustments are identified, considered and implemented appropriately. • Support fair access to development, supervision, wellbeing support and progression opportunities. • Identify and escalate any patterns or concerns relating to inequity, exclusion, discrimination or barriers to participation. • Contribute to a workplace culture where staff feel respected, included, safe to speak up and able to belong. • Ensure people policies and processes reflect Nurtures values and commitment to psychological safety. 6. Staff Wellbeing, Retention and Engagement • Support staff wellbeing, recognition, engagement and retention initiatives. • Work with the Nurture Hub Coordination Lead to identify themes arising from sickness absence, turnover, supervision, staff feedback and wellbeing concerns. • Support the development of psychologically safe team cultures. • Signpost staff to appropriate wellbeing support, including supervision, reflective practice, counselling, occupational health or external support where appropriate. • Promote a values-led approach to workforce care, ensuring staff feel listened to, supported and respected. • Contribute to staff surveys, feedback processes and learning activity. • Support managers to respond appropriately to staff stress, conflict, distress or workplace pressure. 7. Absence, Performance and Workforce Planning • Support managers with sickness absence review, return-to-work processes and reasonable adjustments. • Maintain oversight of absence records and themes, supporting early intervention where appropriate. • Support performance and capability processes, ensuring clarity, fairness and appropriate support. • Contribute to workforce planning, including staffing pressures, recruitment needs, retention risks and skill mix. • Provide workforce input into rota pressures, workforce gaps and service sustainability discussions. • Support managers to identify development needs and appropriate staff support. 8. Partnership Working and Communication • Work closely with the Executive Director of Workforce, Nurture Hub Coordination Lead, service leads and managers. • Liaise with payroll regarding starters, leavers, contractual changes, sickness and pay-related information. • Liaise with occupational health, external HR advisers, legal advisers and training providers where required. • Support effective communication between staff, managers and the Hub. • Provide clear, timely and professional written and verbal communication. • Contribute to workforce reports, dashboards, action logs and governance updates. 9. Governance, Confidentiality and Professional Standards • Maintain high standards of confidentiality, discretion and professional judgement. • Ensure HR records are accurate, up to date and securely maintained. • Identify and escalate workforce risks appropriately. • Contribute to learning, quality improvement and workforce assurance processes. • Promote fair, inclusive and values-led people practice. • Act in accordance with Nurtures policies, values and expectations. • Model professional integrity, compassion, curiosity and psychological safety in all interactions. Behavioural Expectations The HR and Workforce Coordinator will be expected to: • Model Nurture values in every interaction. • Take responsibility for the day-to-day coordination of the people function, with appropriate support and escalation. • Be compassionate, fair, calm and professionally curious. • Create trust with staff and managers. • Promote psychologically safe conversations. • Support learning rather than blame. • Maintain confidentiality and professional boundaries. • Challenge poor practice respectfully. • Support managers to make fair, inclusive and proportionate decisions. • Recognise the emotional demands of work across Nurture services. • Contribute to a workforce culture where staff feel valued, included and supported. Person Specification - on attached Job description Pay and Benefits In addition to your salary, Nurture offers: • A structured induction and onboarding programme. • Regular supervision and professional support. • Access to reflective practice and wellbeing support. • Opportunities for continuing professional development. • A supportive, values-led team culture. • Annual leave entitlement of 5.6 weeks per annum. • Pension contributions in line with statutory and organisational arrangements. • Access to staff wellbeing support. • Opportunities to contribute to the development of a new and growing workforce model. • The opportunity to work within an organisation committed to psychological safety, learning and compassionate practice. Success in the First 12 Months Success in the first year will include: • Establishing yourself as the trusted HR and workforce coordination point for a workforce of under 70 people. • Creating clear, organised and accessible HR systems within the Nurture Hub. • Supporting recruitment, onboarding and workforce readiness across Nurture services. • Ensuring HRIS data, employee records, HR trackers and compliance information are accurate and up to date. • Developing practical people reports that support workforce oversight and decision-making. • Supporting managers to manage absence, probation, performance and employee relations confidently and fairly. • Strengthening inclusive recruitment and equitable employment practice. • Contributing to a positive staff wellbeing and retention culture. • Identifying workforce themes and escalating risks appropriately. • Supporting the development of clear HR policies, templates and people processes. You will not be expected to hold complex people matters alone. Although this is the sole dedicated HR and workforce coordination role, you will work within a supportive structure with access to executive oversight, external HR advice, legal support and occupational health input where required. Applications will be considered on a rolling basis, and early applications are encouraged. Job description Job responsibilities Key Responsibilities 1. HR Advice and People Support • Provide day-to-day HR and workforce support to staff, managers and service leads. • Support managers to apply HR policies fairly, consistently and compassionately. • Coordinate and support HR processes, including absence management, conduct, grievance, performance, capability, probation and reasonable adjustments. • Prepare and maintain appropriate documentation, letters, notes and records relating to HR processes. • Support managers to have compassionate, clear and psychologically safe conversations with staff. • Provide practical guidance on employment processes, organisational policy and fair practice. • Liaise with external HR advisers, legal support or occupational health where required. • Ensure HR and people matters are handled confidentially, proportionately and in line with organisational requirements. 2. Recruitment, Onboarding and Workforce Compliance • Coordinate recruitment activity across relevant Nurture services. • Support the preparation of job descriptions, adverts, interview packs, interview questions and recruitment correspondence. • Promote inclusive recruitment practice, ensuring that recruitment processes are fair, accessible and values-led. • Coordinate pre-employment checks, including references, right-to-work checks, DBS checks and professional registration checks where applicable. • Prepare and maintain offer letters, contracts and onboarding documentation. • Support new starters through induction, probation and initial employment processes. • Maintain accurate workforce records relating to recruitment, onboarding, training, compliance and employment status. • Work with managers to ensure staff are appropriately inducted, supported and ready to undertake their roles. • Support recruitment approaches that help attract a diverse workforce with the right values, experience and potential. 3. HR Systems, HRIS and Workforce Reporting • Maintain Nurtures HR systems, HRIS records and people files. • Ensure HRIS data is accurate, current, secure and fit for purpose. • Develop and improve people systems, trackers, templates and reporting processes over time. • Produce workforce reports relating to headcount, absence, turnover, recruitment, onboarding, compliance, probation, training and employee relations themes. • Use people data to identify workforce risks, trends, gaps and improvement opportunities. • Support the development of dashboards and workforce reports for governance and executive oversight. • Work with payroll and operational colleagues to ensure contractual, pay and workforce changes are recorded accurately. • Ensure HR systems comply with confidentiality, data protection and information-governance expectations. 4. Workforce Policy and People Processes • Maintain HR policies, templates, letters, forms and workforce guidance. • Support the review and development of people policies in line with organisational need and employment practice. • Ensure managers and staff have access to clear and accessible HR guidance. • Support the development of standard operating procedures for workforce processes within the Nurture Hub. • Maintain accurate and confidential personnel records. • Ensure HR records are stored securely and managed in line with information governance and data protection requirements. • Support the organisation to remain prepared for audit, governance review or regulatory scrutiny. 5. Inclusive and Equitable Employment Practice • Promote inclusive, fair and equitable employment practice across the organisation. • Support managers to consider equality, diversity, inclusion and belonging throughout recruitment, onboarding, supervision, development and employee processes. • Help ensure reasonable adjustments are identified, considered and implemented appropriately. • Support fair access to development, supervision, wellbeing support and progression opportunities. • Identify and escalate any patterns or concerns relating to inequity, exclusion, discrimination or barriers to participation. • Contribute to a workplace culture where staff feel respected, included, safe to speak up and able to belong. • Ensure people policies and processes reflect Nurtures values and commitment to psychological safety. 6. Staff Wellbeing, Retention and Engagement • Support staff wellbeing, recognition, engagement and retention initiatives. • Work with the Nurture Hub Coordination Lead to identify themes arising from sickness absence, turnover, supervision, staff feedback and wellbeing concerns. • Support the development of psychologically safe team cultures. • Signpost staff to appropriate wellbeing support, including supervision, reflective practice, counselling, occupational health or external support where appropriate. • Promote a values-led approach to workforce care, ensuring staff feel listened to, supported and respected. • Contribute to staff surveys, feedback processes and learning activity. • Support managers to respond appropriately to staff stress, conflict, distress or workplace pressure. 7. Absence, Performance and Workforce Planning • Support managers with sickness absence review, return-to-work processes and reasonable adjustments. • Maintain oversight of absence records and themes, supporting early intervention where appropriate. • Support performance and capability processes, ensuring clarity, fairness and appropriate support. • Contribute to workforce planning, including staffing pressures, recruitment needs, retention risks and skill mix. • Provide workforce input into rota pressures, workforce gaps and service sustainability discussions. • Support managers to identify development needs and appropriate staff support. 8. Partnership Working and Communication • Work closely with the Executive Director of Workforce, Nurture Hub Coordination Lead, service leads and managers. • Liaise with payroll regarding starters, leavers, contractual changes, sickness and pay-related information. • Liaise with occupational health, external HR advisers, legal advisers and training providers where required. • Support effective communication between staff, managers and the Hub. • Provide clear, timely and professional written and verbal communication. • Contribute to workforce reports, dashboards, action logs and governance updates. 9. Governance, Confidentiality and Professional Standards • Maintain high standards of confidentiality, discretion and professional judgement. • Ensure HR records are accurate, up to date and securely maintained. • Identify and escalate workforce risks appropriately. • Contribute to learning, quality improvement and workforce assurance processes. • Promote fair, inclusive and values-led people practice. • Act in accordance with Nurtures policies, values and expectations. • Model professional integrity, compassion, curiosity and psychological safety in all interactions. Behavioural Expectations The HR and Workforce Coordinator will be expected to: • Model Nurture values in every interaction. • Take responsibility for the day-to-day coordination of the people function, with appropriate support and escalation. • Be compassionate, fair, calm and professionally curious. • Create trust with staff and managers. • Promote psychologically safe conversations. • Support learning rather than blame. • Maintain confidentiality and professional boundaries. • Challenge poor practice respectfully. • Support managers to make fair, inclusive and proportionate decisions. • Recognise the emotional demands of work across Nurture services. • Contribute to a workforce culture where staff feel valued, included and supported. Person Specification - on attached Job description Pay and Benefits In addition to your salary, Nurture offers: • A structured induction and onboarding programme. • Regular supervision and professional support. • Access to reflective practice and wellbeing support. • Opportunities for continuing professional development. • A supportive, values-led team culture. • Annual leave entitlement of 5.6 weeks per annum. • Pension contributions in line with statutory and organisational arrangements. • Access to staff wellbeing support. • Opportunities to contribute to the development of a new and growing workforce model. • The opportunity to work within an organisation committed to psychological safety, learning and compassionate practice. Success in the First 12 Months Success in the first year will include: • Establishing yourself as the trusted HR and workforce coordination point for a workforce of under 70 people. • Creating clear, organised and accessible HR systems within the Nurture Hub. • Supporting recruitment, onboarding and workforce readiness across Nurture services. • Ensuring HRIS data, employee records, HR trackers and compliance information are accurate and up to date. • Developing practical people reports that support workforce oversight and decision-making. • Supporting managers to manage absence, probation, performance and employee relations confidently and fairly. • Strengthening inclusive recruitment and equitable employment practice. • Contributing to a positive staff wellbeing and retention culture. • Identifying workforce themes and escalating risks appropriately. • Supporting the development of clear HR policies, templates and people processes. You will not be expected to hold complex people matters alone. Although this is the sole dedicated HR and workforce coordination role, you will work within a supportive structure with access to executive oversight, external HR advice, legal support and occupational health input where required. Applications will be considered on a rolling basis, and early applications are encouraged.