NW1, London (Hybrid)
£49,643 - £52,415 per year (pro-rata)
Part-time, Temporary, 12 month contract (maternity cover)
Job description

Job Title: HR Manager 

Reports to: Head of Finance and Operations

Line reports: None

Contract terms: Fixed term – 12 months (maternity cover), 28 hours per week

Grade: F

Salary: £49,643-£52,415

Location: 18 Stephenson Way, London NW1 2HD

Background Information

About The Royal College of Ophthalmologists

The Royal College of Ophthalmologists (RCOphth) is the only professional body for medically qualified eye doctors, who specialise in the prevention, treatment and management of eye disease, including surgery.

RCOphth acts as the voice of the profession and champions excellence in the practice of ophthalmology. We work collaboratively with government, health departments, charities and eye health organisations, developing policy to influence eye care services in the UK, including workforce planning.

We provide continued guidance, education and training to maintain professional standards and promote research and science for all members and other key healthcare professionals.

Our Clinical and lay volunteers on the Trustee board, Council and committees, with the senior staff leadership team, work with all staff to develop and deliver RCOphth’s strategy. The team of 35 staff work under a hybrid working model with staff working from home or at the prestigious head office is based in Euston, London depending on business need.

The HR Manager  role

The post of HR Manager is part of the Finance and Operations department, reporting to the Head of Department (who reports to the Chief Executive). This department also includes Finance, IT, Membership, and Facilities, and provides vital services and support to the College to enable it to carry out work on behalf of its members.

This challenging role requires you to provide all aspects of HR services to the College. You will be required to work at the highest levels with Senior Managers, Trustees and Officers and support line managers and front-line staff.

Main Purpose and Deliverables

The HR Manager will be the sole HR specialist at the College and will be required to provide coaching, support and challenge to line managers in the application of HR policies and procedures. The HR manager will also work with and advise the College’s Remuneration Committee and staff and is responsible for developing, implementing and monitoring effective HR strategy, policy and practice, and related procedures and systems.

Main Areas of Work and Responsibility


•            Develop and implement HR strategies and initiatives aligned with the overall College strategy, including the development of recruitment and retention strategies to meet mid to long term people requirements

•            Implement and manage KPIs for key people processes and generate reports and data to quantify performance and skills

•            Develop and implement robust HR policies and procedures and monitor HR systems and procedures across the College that reflect legislative and best practice requirements.

•            Work collaboratively with senior managers and other colleagues, assess training needs and implement learning and development programmes

•            Review all HR documents to ensure that they are of good quality and are compliant with employment legislation, including GDPR

•            Act as the internal HR adviser to the SMT and governance levels of the organisation, including the Remuneration Committee

•            Advise, coach and empower managers to build and develop engaged and effective teams

•            Drive organisational change by understanding business needs and influencing managers to implement positive practice



•            Be the trusted advisor to colleagues proactively providing HR guidance and support

•            Advise managers, staff and trustees on HR policies, processes, employment legislation and relevant updates

•            Manage informal and formal employee relations including dispute resolutions, disciplinary matters, grievances, absence, family leave, retirement and redundancy

•            Maintain strong relationships with recruiters and other stakeholders

•            Manage the recruitment process by assisting hiring managers to develop suitable job descriptions, preparing job adverts, liaising with recruitment agencies, checking application forms, shortlisting, arranging and attending interviews (where necessary)

•            Liaise with the Finance and Payroll Co-ordinator (who manages the payroll and pension scheme)

•            Work with the Remuneration Committee and SMT on reward strategy, policy and practice, budgets and reviews.  Provide professional support to job evaluation and grading

•            Nurture a positive working environment, including identification and establishment of employee engagement opportunities


Administration and information resources

•            As the sole HR practitioner, undertake all areas of HR administration and maintenance of employee records, including managing the paperless HR system.

•            Streamline and administer employee-related paperwork, such as employment contracts, new starter packs, or formal notices of termination.

•            Review and refresh all HR information resources, including staff and manager communications and information resources on HR policies, practice and processes

•            Administer the Remuneration Committee – set meetings, take minutes etc.


Key Working Relationships

•            College staff – providing advice sharing information, working collaboratively, handling complex employee relations issues Trustees and senior management team – providing strategic advice and guidance in relation to HR, employee relations, and employment legislation

•            Suppliers – negotiating with training providers, HR consultants, recruiters

•            Other Royal Colleges – networking, collaborating on joint projects


Scope and Accountability


  • Monitoring spend on HR specific activities – budget c£90,000 + recruitment costs 
  • Shared responsibility for reward budget (with SMT and Remuneration Committee)

Other resources:

  • Responsibility for managing the data in the new HR system and all HR related information and personnel records

People management:

  • N/A

Legal, regulatory and compliance responsibility:

  • Responsibility for ensuring organisational compliance with employment legislation
  • Compliance with health and safety procedures, including prompt reporting of any defects, risks or potential hazards.
  • Compliance with the organisation’s data protection and privacy policies.


Person Specification


Essential (E) Desirable (D)

Knowledge, Qualifications and Experience

CIPD qualified – ideally MCIPD or FCIPD. E

Working knowledge of relevant employment and equalities legislation and their implications for organisational policy and practice. E

Experience in advising and managing grievance and disciplinary investigations. E

Experience working as an HR generalist. E

Knowledge of best practice in specific HR areas – recruitment and selection, absence management, performance management (including capability). E

Experience in advising managers on all aspects of people and performance management issues. E

Good all-round IT skills, including Microsoft Office applications, as well as HR database systems. E

Knowledge of pay, grading and remuneration matters. D

Experience in organisational development and change management. E

Skills and Abilities

Excellent verbal and written communication skills, including policy and procedure drafting, engagement and information/reporting documents. E

Ability to build positive relationships at all levels of the organisation. E

Ability to plan and prioritise a complex and varied workload and to multi-task. E

Methodical, pragmatic and flexible approach to problem solving. E

Ability to manage difficult situations and relationships and work with those involved to devise solutions. E

Excellent organisation and administration skills, attention to detail. E

Personal Qualities (Attributes)

Have a positive, ‘can-do’ attitude. E

A high degree of emotional intelligence, self-awareness and a commitment to their personal and professional development. E

Commitment to equality and diversity and understanding of how this applies to own area of work. E

Operate in an honest and trustworthy way, with discretion and tact. E

Committed to own continuing professional development. E

Other requirements




More about The Royal College of Ophthalmologists

The College acts as the voice of the profession, we set the curriculum and examinations for trainee ophthalmologists, provide training in eye s... Read more

Refreshed on: 04 June 2022
Closed date: 15 June 2022 at 23:59
Tags: Human Resources

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