Director of People

The Director of

People will provide strategic direction and operational oversight for all human

resources, talent development, and workforce planning across the CMAT. You will

ensure the workforce is agile, engaged, and structurally aligned to deliver the

highest standards of Catholic education.

Key Responsibilities

1.

Strategic Workforce Leadership & Culture

Vision &

Strategy: Lead the development of an

overarching workforce strategy that reflects the values of the Gospel, the

Trust vision and values, and contemporary best practices in Human Resources. Ethos Alignment: Ensure that all people policies, recruitment frameworks,

and employee relations emphasise dignity, equity, fairness, and the pastoral

care of our workforce. Trust

Centralisation: Drive the ongoing harmonisation and

centralisation of HR processes across all academies, ensuring consistency while

respecting individual school contexts. Executive

Advisory: Act as the chief expert to the

Trust Board of Directors, the Executive Team and our schools leaders on complex

matters including employment law, structural reorganisations, and executive succession planning.

2. Talent Acquisition, Retention

& Workforce Planning

Employer Value

Proposition: Shape a compelling brand identity

for St Francis CMAT to successfully attract high-calibre teaching and support

staff in a competitive labor market. Recruitment

Pipelines: Standardise and modernise

recruitment and onboarding systems across the CMAT to minimise vacancy rates

and significantly reduce reliance on expensive supply/agency staff. Succession &

Development: Partner with the School Improvement

Team and school leaders to map out clear professional growth pathways, ensuring

robust internal talent pipelines for future school leaders.

3. Employee Relations, Policy &

Compliance

Union

Consultation: Build and maintain mature, highly

collaborative relationships with local and national trade unions and

professional associations through our Joint Consultative and Negotiating

Committee (JCNC) frameworks. Policy

Harmonisation: Consolidate and update employment

policies across all schools, ensuring strict compliance with UK employment

legislation, the School Teachers' Pay and Conditions Document (STPCD),

the Burgundy Book, and local government Green Books. Complex Case

Management: Oversee the resolution of high-risk

or complex employee relations cases, including tribunal claims, severe

grievances, disciplinaries, and capability procedures.

4. Wellbeing, Engagement &

Performance

Workforce

Wellbeing: Establish a holistic employee

wellbeing and mental health strategy that addresses workload issues, boosts

morale, and measurably reduces staff absence rates. Performance

Development: Evolve traditional appraisal

proces