Job Description
ob Summary
To work closely with the Joint CEOs; Executive Team and Heads of Department. To be responsible for, lead and deliver on all aspects of the HR Operations function including the development and improvement of systems and processes, ER, recruitment and workforce. To work with and provide support to Heads of Department and administration teams providing functional support, HR policy advice and general HR guidance. To plan and work towards the integration of our volunteer services within the wider People Services team.
Direct line management of the HR Officer, Payroll Supervisor, Hospice Volunteer Lead and, potentially, the Retail Volunteer Lead.
Main duties of the job
Develop, execute and manage the HR strategy for St Raphaels Hospice, in liaison with the Joint CEOs.
Ensure all HR policies and procedures are legally compliant, fully understood and consistently implemented across the organisation.
Offer direction and guidance to the Joint CEOs, managers and other staff in all matters relating to HR and employee relations.
Together with the Volunteer leads, to work towards the integration of our volunteer team within the realm of People Services in a way that is sensitive to the differentials between staff and volunteers yet maximises the synergies.
About Us
St Raphaels is the local hospice for the boroughs of Merton and Sutton, webecame an independent charity in November 2021 and our aim is to continue the work that was started in 1+87 and facilitate further development, growth and positive social impact by engaging and communicating with our diverse community.
We invite you to be part of this development. Join our community. Together well progress the dialogue, engage with our communities and ensure that the Hospice is embedded in the heart of our community.
Date posted
10 February 2026
Pay scheme
Other
Salary
£58,000 to £63,000 a year
Contract
Permanent
Working pattern
Full-time, Part-time
Reference number
B0133-25-0002
Job locations
London Road
Cheam
Sutton
Surrey
SM3 +DX
St. Raphaels Hospice
London Road
Cheam
Sutton
Surrey
SM3 +DX
Job Description
Job responsibilities
Responsibilities And Accountability
To lead the HR Function and ensure standards are established and maintained.
To develop and oversee HR Officer, liaising with departmental staff as required.
To provide support to the Payroll Supervisor, providing cover for any absence.
To continually review and develop HR Policies and Procedures for the organisation and ensure their consistent implementation.
To support, develop and oversee the Hospice Volunteer Lead, liaising with departmental staff as required.
In co-operation with the Commercial Director, to support the Retail Volunteer Lead
To work with the Clinical Administration Leads, Management team and Heads of Department to ensure a robust approach to performance management and personal training and development.
To represent HR on the HR Sub-Committee.
Main Duties and Activities
To lead the HR Function and ensure standards are maintained:
Develop and lead the HR function for the hospice, ensuring compliance and high standards are met
Keep up to date with employment legislation and HR best practice.
Review existing HR policies and procedures and propose amendments to ensure compliance with legislation and current best practice.
Support line managers with HR administration.
Establish & implement procedures to enable safe and effective recruitment of personnel.
Prepare ad-hoc HR reports for Joint CEOs, Trustees and Exec Team as required.
To introduce, communicate and manage HR Measures of Success for the organisation.
Undertake regular internal audits to ensure and demonstrate effective processes, standards and compliance.
To Develop And Oversee HR Administration And Payroll
Authorisation of offer letters and employment contracts.
Develop effective procedures to maintain HR records to meet statutory and organisational requirements.
Monitor and analyse HR Officer and employee statistics including absence, turnover, headcount, discipline and grievance and take remedial action as required.
Manage the HR and Payroll Supervisor, including performance management, general coaching and guidance.
Ensure compliance with requirements for Disclosure and Barring Service clearance.
Liaise with Finance Director regarding staff costs as required.
To ensure that the following activities are completed by the HR Officer and Payroll Supervisor:
Recruitment administration (advertising, applicant interview letters, offer letters, references, ID checks, entitlement to work in the UK etc).
Monitoring of recruitment statistics for Equal Opportunities and present findings.
Administration of starter process including P45s, P46s, starter forms, uniform issue and personnel files.
Production and issue of offer letters and employment contracts.
Maintenance Of Accurate And Up-to-date Job Descriptions.
Maintenance of HR records, ensuring that records are accurate and up to date.
Monitor and analyse HR and employee statistics including absence, turnover, headcount, discipline and grievance and take remedial action as required.
Review and maintenance of the personnel filing system, including any scanning and e-filing.
Administration of the leaver process including P45s and final salary payments.
Exit interviews are completed for all leavers and that results/ feedback is collated.
Issue of annual holiday entitlement and monitoring that the holiday booking procedures are followed, and the correct amount of holiday is taken.
Administration of requests for maternity, paternity and other leave.
Issue of new contracts and paperwork for any contractual changes.
Develop and ensure consistent implementation of HR Policies and Procedures
Ensure that line managers have sound understanding of key HR policies and procedures. Carry out regular audits to ensure consistent implementation.
Support and advise line managers in disciplinary/ capability hearings, seeking external guidance if required.
Manage all HR administration in relation to disciplinary actions and grievances.
Advise line managers on internal HR policies and procedures, referring to CEOs or seeking external HR advice (including working with insurers) as required.
Ensure efficient implementation of a robust performance management process across the organisation
Manage sickness absence, providing quarterly absence management data and ensuring that line managers carry out RTW discussions and absence reviews.
Refer to Occupational Health Specialists as required and support line managers in managing long-term or short-term persistent absence.
To work with the Clinical Administration Leads and Management team to ensure a robust approach to performance management and personal training and development
Work with the Joint CEOs, Exec Team and Heads of Department to produce a Training and Development Plan that meets the needs of the organisation, teams and individuals.
To liaise with, and support, line managers to ensure appropriate and standardised induction programmes are in place.
Organise delivery of induction training as required and administer and retain induction records.
Liaise with Department Managers to establish and organise non-clinical training needs.
Manage the performance management process, working with line managers to ensure a consistent and effective approach.
Support line managers, the Volunteer Coordinator and the Clinical Administration Leads in the co-ordination of internal and external training to all employees and volunteers
To work with the Volunteer Leads to ensure the highest standards in recruitment, training, performance management and personal training and development enable us to grow the volume and variety of volunteer roles
We are privileged to work with around 400 volunteers performing over 700 roles across all aspects of the Hospices activities under the able oversight of our two excellent volunteer leads.
This role will aim to integrate this important aspect of our people management with our staff HR function in a way that strengthens both groups together.
You will create a strong working relationship between these people-centred functions as we seek to increase the contribution of our volunteers both by volume and by breadth, with the objective that all our operational areas gain from the support of suitably able volunteers.
Responsibilities
Job description Job responsibilities
Maintenance of accurate and up-to-date job descriptions.
Maintenance of HR records, ensuring that records are accurate and up to date.
Monitor and analyse HR and employee statistics including absence, turnover, headcount, discipline and grievance and take remedial action as required.
Review and maintenance of the personnel filing system, including any scanning and e-filing.
Administration of the leaver process including P45s and final salary payments.
Exit interviews are completed for all leavers and that results/ feedback is collated.
Issue of annual holiday entitlement and monitoring that the holiday booking procedures are followed, and the correct amount of holiday is taken.
Administration of requests for maternity, paternity and other leave.
Issue of new contracts and paperwork for any contractual changes.
Develop and ensure consistent implementation of HR Policies and Procedures
Ensure that line managers have sound understanding of key HR policies and procedures. Carry out regular audits to ensure consistent implementation.
Support and advise line managers in disciplinary/ capability hearings, seeking external guidance if required.
Manage all HR administration in relation to disciplinary actions and grievances.
Advise line managers on internal HR policies and procedures, referring to CEOs or seeking external HR advice (including working with insurers) as required.
Ensure efficient implementation of a robust performance management process across the organisation
Manage sickness absence, providing quarterly absence management data and ensuring that line managers carry out RTW discussions and absence reviews.
Refer to Occupational Health Specialists as required and support line managers in managing long-term or short-term persistent absence.
To work with the Clinical Administration Leads and Management team to ensure a robust approach to performance management and personal training and development
Work with the Joint CEOs, Exec Team and Heads of Department to produce a Training and Development Plan that meets the needs of the organisation, teams and individuals.
To liaise with, and support, line managers to ensure appropriate and standardised induction programmes are in place.
Organise delivery of induction training as required and administer and retain induction records.
Liaise with Department Managers to establish and organise non-clinical training needs.
Manage the performance management process, working with line managers to ensure a consistent and effective approach.
Support line managers, the Volunteer Coordinator and the Clinical Administration Leads in the co-ordination of internal and external training to all employees and volunteers
To work with the Volunteer Leads to ensure the highest standards in recruitment, training, performance management and personal training and development enable us to grow the volume and variety of volunteer roles
We are privileged to work with around 400 volunteers performing over 700 roles across all aspects of the Hospices activities under the able oversight of our two excellent volunteer leads.
This role will aim to integrate this important aspect of our people management with our staff HR function in a way that strengthens both groups together.
You will create a strong working relationship between these people-centred functions as we seek to increase the contribution of our volunteers both by volume and by breadth, with the objective that all our operational areas gain from the support of suitably able volunteers.
Person Specification
Experience Essential
• Significant experience in an operational HR role
• Substantial experience in managing and leading staff
• Proven HR administration experience
• Experience of providing support and advice to line managers on a range of HR issues.
• Experience of complex HR issues, including managing several cases simultaneously.
• Experience of working under pressure in a changing environment.
• Experience of performance management including identifying training needs.
Desirable
• Sector experience
• Experience of the practical application of employment law
• Experience of training delivery
• Experience of policy development
• Knowledge and experience of payroll and tax matters
• Experience of working in organisations supported by volunteers
Knowledge & Skills Essential
• Effective written and verbal communication skills.
• In-depth knowledge of recruitment processes and practices.
• Sound knowledge of current HR issues and employment legislation in relation to discrimination, contracts of employment, dismissal, recruitment etc.
• Ability to manage own workload and to deliver work on time.
• Commitment to ensuring equality of opportunity in employment practice.
• Ability to work flexibly as part of a team.
• Ability to use Microsoft Office software.
• Ability to demonstrate an innovative and problem-solving approach to issues.
• Understanding of the importance of providing a high level of service that reflects the needs of staff and applicants.
• Ability to manage training plan including training delivery as required
Desirable
• Experience of using HR software
• Experience of influencing others in areas of HR policy implementation and strategy
• Knowledge and experience of performance management and personal development planning
• Experience of budget management
Qualifications Essential
• CIPD qualified
Person Specification Experience Essential
• Significant experience in an operational HR role
• Substantial experience in managing and leading staff
• Proven HR administration experience
• Experience of providing support and advice to line managers on a range of HR issues.
• Experience of complex HR issues, including managing several cases simultaneously.
• Experience of working under pressure in a changing environment.
• Experience of performance management including identifying training needs.
Desirable
• Sector experience
• Experience of the practical application of employment law
• Experience of training delivery
• Experience of policy development
• Knowledge and experience of payroll and tax matters
• Experience of working in organisations supported by volunteers
Knowledge & Skills Essential
• Effective written and verbal communication skills.
• In-depth knowledge of recruitment processes and practices.
• Sound knowledge of current HR issues and employment legislation in relation to discrimination, contracts of employment, dismissal, recruitment etc.
• Ability to manage own workload and to deliver work on time.
• Commitment to ensuring equality of opportunity in employment practice.
• Ability to work flexibly as part of a team.
• Ability to use Microsoft Office software.
• Ability to demonstrate an innovative and problem-solving approach to issues.
• Understanding of the importance of providing a high level of service that reflects the needs of staff and applicants.
• Ability to manage training plan including training delivery as required
Desirable
• Experience of using HR software
• Experience of influencing others in areas of HR policy implementation and strategy
• Knowledge and experience of performance management and personal development planning
• Experience of budget management
Qualifications Essential
• CIPD qualified
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1+75 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Employer details
Employer name
St Raphael's Hospice
Address
London Road
Cheam
Sutton
Surrey
SM3 +DX
Employer's website
https://www.straphaels.org.uk/ (Opens in a new tab)
Report this listing
To work closely with the Joint CEOs; Executive Team and Heads of Department. To be responsible for, lead and deliver on all aspects of the HR Operations function including the development and improvement of systems and processes, ER, recruitment and workforce. To work with and provide support to Heads of Department and administration teams providing functional support, HR policy advice and general HR guidance. To plan and work towards the integration of our volunteer services within the wider People Services team.
Direct line management of the HR Officer, Payroll Supervisor, Hospice Volunteer Lead and, potentially, the Retail Volunteer Lead.
Main duties of the job
Develop, execute and manage the HR strategy for St Raphaels Hospice, in liaison with the Joint CEOs.
Ensure all HR policies and procedures are legally compliant, fully understood and consistently implemented across the organisation.
Offer direction and guidance to the Joint CEOs, managers and other staff in all matters relating to HR and employee relations.
Together with the Volunteer leads, to work towards the integration of our volunteer team within the realm of People Services in a way that is sensitive to the differentials between staff and volunteers yet maximises the synergies.
About Us
St Raphaels is the local hospice for the boroughs of Merton and Sutton, webecame an independent charity in November 2021 and our aim is to continue the work that was started in 1+87 and facilitate further development, growth and positive social impact by engaging and communicating with our diverse community.
We invite you to be part of this development. Join our community. Together well progress the dialogue, engage with our communities and ensure that the Hospice is embedded in the heart of our community.
Date posted
10 February 2026
Pay scheme
Other
Salary
£58,000 to £63,000 a year
Contract
Permanent
Working pattern
Full-time, Part-time
Reference number
B0133-25-0002
Job locations
London Road
Cheam
Sutton
Surrey
SM3 +DX
St. Raphaels Hospice
London Road
Cheam
Sutton
Surrey
SM3 +DX
Job Description
Job responsibilities
Responsibilities And Accountability
To lead the HR Function and ensure standards are established and maintained.
To develop and oversee HR Officer, liaising with departmental staff as required.
To provide support to the Payroll Supervisor, providing cover for any absence.
To continually review and develop HR Policies and Procedures for the organisation and ensure their consistent implementation.
To support, develop and oversee the Hospice Volunteer Lead, liaising with departmental staff as required.
In co-operation with the Commercial Director, to support the Retail Volunteer Lead
To work with the Clinical Administration Leads, Management team and Heads of Department to ensure a robust approach to performance management and personal training and development.
To represent HR on the HR Sub-Committee.
Main Duties and Activities
To lead the HR Function and ensure standards are maintained:
Develop and lead the HR function for the hospice, ensuring compliance and high standards are met
Keep up to date with employment legislation and HR best practice.
Review existing HR policies and procedures and propose amendments to ensure compliance with legislation and current best practice.
Support line managers with HR administration.
Establish & implement procedures to enable safe and effective recruitment of personnel.
Prepare ad-hoc HR reports for Joint CEOs, Trustees and Exec Team as required.
To introduce, communicate and manage HR Measures of Success for the organisation.
Undertake regular internal audits to ensure and demonstrate effective processes, standards and compliance.
To Develop And Oversee HR Administration And Payroll
Authorisation of offer letters and employment contracts.
Develop effective procedures to maintain HR records to meet statutory and organisational requirements.
Monitor and analyse HR Officer and employee statistics including absence, turnover, headcount, discipline and grievance and take remedial action as required.
Manage the HR and Payroll Supervisor, including performance management, general coaching and guidance.
Ensure compliance with requirements for Disclosure and Barring Service clearance.
Liaise with Finance Director regarding staff costs as required.
To ensure that the following activities are completed by the HR Officer and Payroll Supervisor:
Recruitment administration (advertising, applicant interview letters, offer letters, references, ID checks, entitlement to work in the UK etc).
Monitoring of recruitment statistics for Equal Opportunities and present findings.
Administration of starter process including P45s, P46s, starter forms, uniform issue and personnel files.
Production and issue of offer letters and employment contracts.
Maintenance Of Accurate And Up-to-date Job Descriptions.
Maintenance of HR records, ensuring that records are accurate and up to date.
Monitor and analyse HR and employee statistics including absence, turnover, headcount, discipline and grievance and take remedial action as required.
Review and maintenance of the personnel filing system, including any scanning and e-filing.
Administration of the leaver process including P45s and final salary payments.
Exit interviews are completed for all leavers and that results/ feedback is collated.
Issue of annual holiday entitlement and monitoring that the holiday booking procedures are followed, and the correct amount of holiday is taken.
Administration of requests for maternity, paternity and other leave.
Issue of new contracts and paperwork for any contractual changes.
Develop and ensure consistent implementation of HR Policies and Procedures
Ensure that line managers have sound understanding of key HR policies and procedures. Carry out regular audits to ensure consistent implementation.
Support and advise line managers in disciplinary/ capability hearings, seeking external guidance if required.
Manage all HR administration in relation to disciplinary actions and grievances.
Advise line managers on internal HR policies and procedures, referring to CEOs or seeking external HR advice (including working with insurers) as required.
Ensure efficient implementation of a robust performance management process across the organisation
Manage sickness absence, providing quarterly absence management data and ensuring that line managers carry out RTW discussions and absence reviews.
Refer to Occupational Health Specialists as required and support line managers in managing long-term or short-term persistent absence.
To work with the Clinical Administration Leads and Management team to ensure a robust approach to performance management and personal training and development
Work with the Joint CEOs, Exec Team and Heads of Department to produce a Training and Development Plan that meets the needs of the organisation, teams and individuals.
To liaise with, and support, line managers to ensure appropriate and standardised induction programmes are in place.
Organise delivery of induction training as required and administer and retain induction records.
Liaise with Department Managers to establish and organise non-clinical training needs.
Manage the performance management process, working with line managers to ensure a consistent and effective approach.
Support line managers, the Volunteer Coordinator and the Clinical Administration Leads in the co-ordination of internal and external training to all employees and volunteers
To work with the Volunteer Leads to ensure the highest standards in recruitment, training, performance management and personal training and development enable us to grow the volume and variety of volunteer roles
We are privileged to work with around 400 volunteers performing over 700 roles across all aspects of the Hospices activities under the able oversight of our two excellent volunteer leads.
This role will aim to integrate this important aspect of our people management with our staff HR function in a way that strengthens both groups together.
You will create a strong working relationship between these people-centred functions as we seek to increase the contribution of our volunteers both by volume and by breadth, with the objective that all our operational areas gain from the support of suitably able volunteers.
Responsibilities
Job description Job responsibilities
Maintenance of accurate and up-to-date job descriptions.
Maintenance of HR records, ensuring that records are accurate and up to date.
Monitor and analyse HR and employee statistics including absence, turnover, headcount, discipline and grievance and take remedial action as required.
Review and maintenance of the personnel filing system, including any scanning and e-filing.
Administration of the leaver process including P45s and final salary payments.
Exit interviews are completed for all leavers and that results/ feedback is collated.
Issue of annual holiday entitlement and monitoring that the holiday booking procedures are followed, and the correct amount of holiday is taken.
Administration of requests for maternity, paternity and other leave.
Issue of new contracts and paperwork for any contractual changes.
Develop and ensure consistent implementation of HR Policies and Procedures
Ensure that line managers have sound understanding of key HR policies and procedures. Carry out regular audits to ensure consistent implementation.
Support and advise line managers in disciplinary/ capability hearings, seeking external guidance if required.
Manage all HR administration in relation to disciplinary actions and grievances.
Advise line managers on internal HR policies and procedures, referring to CEOs or seeking external HR advice (including working with insurers) as required.
Ensure efficient implementation of a robust performance management process across the organisation
Manage sickness absence, providing quarterly absence management data and ensuring that line managers carry out RTW discussions and absence reviews.
Refer to Occupational Health Specialists as required and support line managers in managing long-term or short-term persistent absence.
To work with the Clinical Administration Leads and Management team to ensure a robust approach to performance management and personal training and development
Work with the Joint CEOs, Exec Team and Heads of Department to produce a Training and Development Plan that meets the needs of the organisation, teams and individuals.
To liaise with, and support, line managers to ensure appropriate and standardised induction programmes are in place.
Organise delivery of induction training as required and administer and retain induction records.
Liaise with Department Managers to establish and organise non-clinical training needs.
Manage the performance management process, working with line managers to ensure a consistent and effective approach.
Support line managers, the Volunteer Coordinator and the Clinical Administration Leads in the co-ordination of internal and external training to all employees and volunteers
To work with the Volunteer Leads to ensure the highest standards in recruitment, training, performance management and personal training and development enable us to grow the volume and variety of volunteer roles
We are privileged to work with around 400 volunteers performing over 700 roles across all aspects of the Hospices activities under the able oversight of our two excellent volunteer leads.
This role will aim to integrate this important aspect of our people management with our staff HR function in a way that strengthens both groups together.
You will create a strong working relationship between these people-centred functions as we seek to increase the contribution of our volunteers both by volume and by breadth, with the objective that all our operational areas gain from the support of suitably able volunteers.
Person Specification
Experience Essential
• Significant experience in an operational HR role
• Substantial experience in managing and leading staff
• Proven HR administration experience
• Experience of providing support and advice to line managers on a range of HR issues.
• Experience of complex HR issues, including managing several cases simultaneously.
• Experience of working under pressure in a changing environment.
• Experience of performance management including identifying training needs.
Desirable
• Sector experience
• Experience of the practical application of employment law
• Experience of training delivery
• Experience of policy development
• Knowledge and experience of payroll and tax matters
• Experience of working in organisations supported by volunteers
Knowledge & Skills Essential
• Effective written and verbal communication skills.
• In-depth knowledge of recruitment processes and practices.
• Sound knowledge of current HR issues and employment legislation in relation to discrimination, contracts of employment, dismissal, recruitment etc.
• Ability to manage own workload and to deliver work on time.
• Commitment to ensuring equality of opportunity in employment practice.
• Ability to work flexibly as part of a team.
• Ability to use Microsoft Office software.
• Ability to demonstrate an innovative and problem-solving approach to issues.
• Understanding of the importance of providing a high level of service that reflects the needs of staff and applicants.
• Ability to manage training plan including training delivery as required
Desirable
• Experience of using HR software
• Experience of influencing others in areas of HR policy implementation and strategy
• Knowledge and experience of performance management and personal development planning
• Experience of budget management
Qualifications Essential
• CIPD qualified
Person Specification Experience Essential
• Significant experience in an operational HR role
• Substantial experience in managing and leading staff
• Proven HR administration experience
• Experience of providing support and advice to line managers on a range of HR issues.
• Experience of complex HR issues, including managing several cases simultaneously.
• Experience of working under pressure in a changing environment.
• Experience of performance management including identifying training needs.
Desirable
• Sector experience
• Experience of the practical application of employment law
• Experience of training delivery
• Experience of policy development
• Knowledge and experience of payroll and tax matters
• Experience of working in organisations supported by volunteers
Knowledge & Skills Essential
• Effective written and verbal communication skills.
• In-depth knowledge of recruitment processes and practices.
• Sound knowledge of current HR issues and employment legislation in relation to discrimination, contracts of employment, dismissal, recruitment etc.
• Ability to manage own workload and to deliver work on time.
• Commitment to ensuring equality of opportunity in employment practice.
• Ability to work flexibly as part of a team.
• Ability to use Microsoft Office software.
• Ability to demonstrate an innovative and problem-solving approach to issues.
• Understanding of the importance of providing a high level of service that reflects the needs of staff and applicants.
• Ability to manage training plan including training delivery as required
Desirable
• Experience of using HR software
• Experience of influencing others in areas of HR policy implementation and strategy
• Knowledge and experience of performance management and personal development planning
• Experience of budget management
Qualifications Essential
• CIPD qualified
Disclosure and Barring Service Check
This post is subject to the Rehabilitation of Offenders Act (Exceptions Order) 1+75 and as such it will be necessary for a submission for Disclosure to be made to the Disclosure and Barring Service (formerly known as CRB) to check for any previous criminal convictions.
Employer details
Employer name
St Raphael's Hospice
Address
London Road
Cheam
Sutton
Surrey
SM3 +DX
Employer's website
https://www.straphaels.org.uk/ (Opens in a new tab)
Report this listing
💡 Quick Summary
Seeking a career-building opportunity? The Head of People Services position is now open for candidates interested in the Human Resource (HR) Jobs sector. This role in Sutton offers a professional environment and growth potential.
Requirement Snapshot: Candidates should possess basic communication skills, a proactive attitude, and the ability to work in a team. Experience in Human Resource (HR) Jobs is a plus.
