Interim Human Resources Business Partner

Interim HR Business Partner 6-month Fixed Term Contract (FTC) Start Date: ASAP Location: On-site, Birmingham Reports to: Board of Trustees

About Wythall Animal Sanctuary We are a registered, independent charity that has been rescuing, rehabilitating, and rehoming animals since 1968. We are a non-destruct charity, keeping animals until they find their forever homes or, occasionally, for the entirety of their lives.

What will you be doing? (Main Responsibilities) The HR BP will be the Board’s primary means of defining, designing, and executing on our people strategy. Working with the Board’s lead Trustee for Strategy, you will be delivering impactful change in support of the Charity’s mission. The HR BP will lead on the People workstream under the Charity’s Strategy Review, which has the following indicative deliverables:

• A defined Organisational Design featuring clear role descriptions and escalation routes that demarcate operational execution from Board governance.
• A Role-Based Competency and Training Matrix defining mandatory training by role, moving away from a "one-size-fits-all" approach to a matrix that specifies requirements by job function.
• A Professional Development Framework including a training matrix for formal certifications (e.g., NEBOSH, City & Guilds) and an apprenticeship roadmap.
• Modernised Employment Contracts that reflect modern working practices, reflect the on-the-ground demands of the Sanctuary and ensure equity across the team.
• A formalised Joiners, Movers, and Leavers (JML) Process setting out the end-to-end process for staff and volunteers, ensuring all security access, equipment, and legal documentation (contracts/DBS) are handled consistently.
• A New Starter Induction Process , developing a structured onboarding programme that introduces the Sanctuary’s mission, safety protocols, and policies from day one.
• A Probation and Performance Framework implementing a standardised probation review and a monthly 1-2-1 cadence to provide "top cover" and feedback.
• A formal Pay and Reward Framework setting out the pay scales by roles and seniority, and the timetable for annual review.

The HR BP will support the following deliverables in the Process workstream:

• A comprehensive Policy and Procedure Library covering Health & Safety, Incident Management, and Business Continuity/Disaster Recovery.
• A formal Delegation of Authority Matrix setting out decision types, their materiality, and where those decisions should be made.

The HR BP will also take the lead on implementing an HRMS/HRIS, which is currently proposed as Breathe HR . This will fall under the Technology workstream of the Strategy Review and will support the resolution of items identified under the Compliance and Remediation workstream. The above responsibilities are in addition to the as-yet unscoped work under the Compliance and Remediation workstream.

What are we looking for? (Ideal Candidate) We are seeking an experienced project-focused HR professional to support our transition to a process-led organisation.

HR Project Expertise: We are seeking an HR leader with a CIPD Level 7 qualification or MCIPD and practical experience in HR project roles.

Organisational Design & Change Management: Experience in managing organisational development and change management is essential. You will be the project lead on our move towards a systems-led management model, ensuring operational processes are robust, scalable, and free of single points of failure.

Employment Law & Compliance: You should have a deep understanding of employment law to guide the formalisation of contracts and policies, ensuring that the Sanctuary remains compliant and protected from liability.

Most Important Skills: HR projects experience, Organisational Development (OD), cultural evolution, and the design of high-performance management frameworks. Experience with implementing Breathe HR or a similar small-scale HRMS/HRIS would be beneficial but not essential. You will work with the Board’s Strategy lead to implement the new HR system, and “learning on the go” is perfectly acceptable.

Application Process Our recruitment process is designed to be transparent and collaborative:

• Initial Review: Applications will be reviewed upon receipt.
• Informal Discussion: Shortlisted candidates will be invited to an informal 'listening session' with Stefan Maxwell (Trustee Director) to discuss our Strategy Review.
• Formal Interview: Suitable candidates will then meet with members of the Board of Trustees.

We are looking for individuals who can help us move from a person-centric legacy model to a process-centric, scalable future. We look forward to hearing from you. Please note that we reserve the right to close the application window before the advertised closing date if we experience a high volume of applications. Strictly no agencies.