St Paul’s draws together a very diverse set of activities, projections and aspirations. It is the Cathedral of the Diocese of London and the seat of its Bishop, a national church and an international spiritual focus, a space for worship and holiness, a place of debate and challenge, an icon of resilience in the face of adversity, an architectural heritage centre, a partner in the City of London, and a commercial enterprise. In addition to holding four services every day (five on Sundays), St Paul’s is open for sight-seeing six days a week, and in 2018 welcomed over 850,000 paying visitors.
This is a key role in a small, busy department responsible for our people - employees, clergy and volunteers. We strive to help the Cathedral achieve consistency with our vision and values, and support colleagues in the delivery of our strategies and mission and business plans. The Senior HR Advisor is responsible for providing a comprehensive, proactive HR advisory service to senior and line managers and staff, progressing casework to conclusion and advising on policy application. The post-holder supports the Head of HR in reviewing and up-dating policies and on projects, and is responsible for efficient, timely and accurate administration, records, reporting and process improvement, direct and through line management of the HR Administrator. The Canon Pastor is the Chapter member with oversight of this area of work.
Provide a comprehensive, proactive, pragmatic, value-adding HR advisory service to senior and line managers and staff, evolving and developing the service to meet the changing needs of the Cathedral and its people.
Advise on and support recruitment campaigns, designing and implementing selection processes, ensuring compliance with Safer Recruitment, security and right-to-work policies.
Maintain up-to-date knowledge of, and relationships with, third party recruitment providers, including social media; controlling the recruitment budget.
Conduct autonomously most staff management casework on the full range of HR activity, including but not limited to contract changes, absence, capability and performance, all types of leave, grievance, disciplinary, and restructuring; provide HR support at occasional formal meetings, hearings and appeals as necessary.
Maintain relationships with third party HR service providers as the main regular point of contact (EAP, OHS, DBS, HRIS, benefits/pension providers etc.), to ensure effective resolution of queries and casework.
Ensure accuracy of payroll, obtaining authorisations and being the lead contact with payroll; lead on other regular rewards and benefits activity (annual pay awards, gender pay reporting, childcare voucher administration, sign-posting on pensions etc.).
Lead on administration of the current defined contribution pension scheme, auto-enrolment and related employee communications, liaising with payroll and third party financial advisors as necessary.
Responsible for efficient, timely and accurate administration, database/records and reporting, ensuring that the HR Department’s output, including the work of the HR Administrator, is delivered to agreed standards, turnaround times and deadlines.
Manage, train, support and coach the HR Administrator.
Identify and, with appropriate liaison and approval, implement process improvements and efficiencies; keep templates and checklists up-dated as necessary.
Support the Head of HR on reviewing and up-dating policies, ensuring up-to-date employment law is accurately reflected; take forward autonomously delegated policy research and updating, liaising with third party advisors as necessary.
Support the Head of HR on strategic projects and take forward delegated projects autonomously.
Provide the secretariat service to the Staff Consultative Committee; assist the Head of HR with administration and actions from other formal and informal meetings and workshops.
Assist the collective, collaborative effort of the HR team and the Chaplaincy by effective integration with and contribution to the activities supporting employee and volunteer engagement, organisational development, learning and development and carrying out joint working on cases, projects and policies where relevant.
Carry out HR/Training Department logistics, administration and record-keeping where necessary.
Any other appropriate duties that the line manager, senior management or Chapter may occasionally request.
We are looking for someone with:
substantial generalist experience and a proven track record of success at the HR Advisor level;
up-to-date knowledge, and demonstrable experience, of UK employment law;
considerable relevant case management experience and successful advisory work with all levels of stakeholder on HR policies and procedures;
excellent relationship-building skills and the confidence in influencing and coaching leaders, and able to push back when needed;
proven policy development experience;
exceptional organisation skills and attention to detail with the ability to multi-task to ensure administration is managed and delivered to a high standard; and
strong experience of the use of HR Information Systems to run processes and monitor progress; ideally able to demonstrate process improvement through implementing or developing HRIS use in an organisation of a similar scale and complexity.
You will also have:
the ability to deal with ambiguity;
good judgement and the ability to recognise when to escalate;
good skills in MS applications, especially Excel;
a good standard of written English, clear spoken English and a good telephone manner;
good inter-personal skills, a welcoming approach and the confidence to deal with people from all walks of life; and
total discretion – good judgement and the ability to keep sensitive information absolutely confidential.
be at least part CIPD qualified, have the motivation and ability to become fully qualified, keep up-to-date with HR policies & practices, and committed to pursuing an HR career;
naturally take responsibility, be pro-active and have the ability to work autonomously;
enjoy developing and implementing improved ways of organising work and solving problems;
be robust, with a calm and friendly disposition and able to thrive in a busy role;
have positive attitude, be flexible and able to adapt to changing circumstances and work with limited resources; and
be a good team worker with a collaborate style who enjoys being part of a team effort.
The successful candidate will be in sympathy with, and in their work support, the Christian aims and mission of St Paul’s Cathedral.
For more information about this application process, please use this link
Our Mission Statement
St Paul’s Cathedral seeks to enable people in all their diversity to encounter the transforming presence of God in Jesus Christ.
St Paul’s is seen primarily as a living Christian Church
We will be a centre for welcome, worship and learning, and though our care and imagination, will inspire successive generations to engage with the richness of the Christian faith and its heritage.
Working with the Bishop and Diocese of London and the wider Church, we will be a spiritual focus for people across London, the nation and a broader international audience.
Our work will promote dignity and justice for everyone.
Welcome – we all offer a warm inclusive welcome to everyone: our colleagues, volunteers and each and every visitor
Responsible – we are all responsible for each other and for part of the whole of the Cathedral’s work, not the whole of a part
Effective – we are professional and do what we say we are going to do