hr manager.

HR Manager – Multi-Site Care Organisation

Location: Yorkshire

Contract: Permanent, Full Time

The Opportunity

We are working in partnership with a growing, multi-site care organisation to recruit an experienced HR Manager into a highly influential role supporting its regional operations.

This is a broad HR leadership position with a particular focus on standardising and strengthening the organisation's people framework across multiple regions and locations.

Working closely with Regional Managing Directors, Chiefs of Staff and senior operational leaders, you will review how HR currently operates across the organisation and lead improvements across HR policies, organisational structures, workforce planning, recruitment, talent management and people governance.

This is not simply a role focused on day-to-day employee relations. The successful individual will have the opportunity to shape how HR operates across the organisation, introducing greater consistency, stronger governance and scalable people processes that support continued growth and operational excellence.

Key Responsibilities

HR Strategy, Frameworks & Standardisation

• Lead the review, development and implementation of HR policies, procedures and people frameworks across multiple regions.
• Identify opportunities to standardise HR practices and establish greater consistency across geographically dispersed operations.
• Develop and maintain a central library of HR policies, management guidance, templates and people resources.
• Standardise job descriptions and role profiles across the organisation.
• Partner senior operational leaders on organisational design, ensuring structures remain appropriate for current and future requirements.
• Translate employment legislation and regulatory changes into practical policies, processes and management guidance.

Workforce Planning & Organisational Design

• Develop regional workforce plans and headcount forecasts aligned with operational and strategic requirements.
• Own the design and governance of workforce and rota models, balancing safe staffing, regulatory compliance, employee experience and operational efficiency.
• Use workforce information to identify emerging people risks, capability gaps and future resourcing requirements.
• Support regional leadership teams in developing sustainable workforce structures across their operations.

Recruitment, Talent & Succession

• Design and govern consistent recruitment frameworks for key operational leadership appointments, including General Manager and Regional Director-level positions.
• Develop structured selection criteria, interview frameworks, assessment methodologies and recruitment guidance.
• Strengthen induction and onboarding processes for senior operational appointments.
• Lead succession planning and leadership pipeline development across the organisation.
• Partner operational leaders to identify current and future leadership capability requirements.
• Support the development of more consistent approaches to attraction, retention and internal progression.

HR Governance & Employee Relations

• Maintain oversight of significant people risks across the organisation and ensure appropriate mitigation plans are in place.
• Monitor compliance with UK employment legislation, organisational policies and relevant regulatory requirements.
• Provide senior-level advice on complex and high-risk employee relations matters, including disciplinary, grievance, capability, performance and organisational change.
• Support senior leaders through significant workforce and organisational change.
• Ensure people processes remain commercially pragmatic while maintaining appropriate governance and consistency.

Supplier & Contract Management

• Manage relationships with external HR suppliers and service providers.
• Oversee recruitment advertising platforms, Applicant Tracking Systems, compliance screening providers and HR technology partners.
• Review supplier performance against agreed service and contractual requirements.
• Ensure external HR services provide appropriate quality, performance and value for money.

About You

We are looking for an experienced HR professional who combines strategic thinking with practical, hands-on delivery and is comfortable operating within a fast-moving, multi-site environment.

You will ideally bring:

• Significant HR management or senior HR Business Partner experience within a multi-site, regional or geographically dispersed organisation.
• A proven track record of designing, improving and standardising HR policies, procedures and people frameworks.
• Strong workforce planning and organisational design experience.
• Experience developing recruitment, assessment, talent or succession processes for senior and operational leadership positions.
• Strong knowledge of UK employment law and HR best practice.
• Experience managing complex employee relations and wider organisational people risks.
• The credibility to influence Managing Directors and senior operational stakeholders.
• Experience managing external HR suppliers, systems or service providers.
• A pragmatic and commercially minded approach, with the ability to understand the realities of operational workforce management.
• CIPD Level 5 or above, or equivalent relevant experience.

Experience within social care, care homes, healthcare or another regulated environment would be particularly advantageous, although we are equally interested in candidates from other complex, multi-site and frontline environments.

Experience supporting high-volume or operational workforces, particularly where attraction, retention, workforce availability and staffing costs are key considerations, would also be beneficial.

Why Consider This Opportunity?

This is an opportunity to take on considerably more than a traditional operational HR Manager remit.

You will have the autonomy to review what is currently in place, challenge existing approaches and help build a more consistent and scalable HR model across the organisation.

With direct exposure to regional Managing Directors and senior leadership, the role offers genuine scope to influence how the organisation approaches workforce planning, organisational design, recruitment, talent, succession and people governance as it continues to develop.