Salma Shah

Key Responsibility

• Senior leadership Team: attending meetings, strategic development planning and other SLT activities required

• To be an active member of the wider family of HR teams within the John Lyon's Foundation, seeking opportunities for combined approaches where appropriate; sharing best practices; and ensuring that the John Lyon School including Prep School perspective is understood

• Advise SLT and other managers on complex employee relations cases, ensuring that they are dealt with in a pragmatic way to minimise risk to the school and ensure compliance with the regulatory framework within which the School operates.

• Support SLT team and other manager with departmental reviews, restructuring.

• Oversee the School recruitment's processes, including the HR teams' processing of safeguarding checks and maintenance of the Single Central Register.

• Ensure that SCR for all staff is compliant with regulations and kept up to date.

• Lead on the review and development of the contractual and policy framework in line with legislation and best practices changes.

• Advise on terms and conditions of services, including pay and benefits as required and oversee all the contractual administration matters

• Manage the annual salary review process, including implementation of any annual salary increase onto the relevant School pay scales, as approved by the Governors

• Management of the HR and support staff training budget for both the Senior and Prep Schools, in conjunction with finance Director and Bursar

• Actively review the HR function for efficiency and process improvement, including considering the need for additional or amends support to meet organizational demands

• Implement a new, simplified performance appraisal system and work with management to ensure all staff have clear objectives and development plans, and to provide the right training and development, particularly in staff management and fundraising skills.

Key Responsibility

• Partner with senior leadership to develop and implement effective HR policies and practices that will support the strategic growth of a business.

• Provide timely information and/or education for all levels of a company on HR issues.

• Educate, coach, and partner with managers on performance management and employee development goals.

• Provide HR expertise in the areas of feedback, employee relations, development and coaching, compensation, and organizational development.

• Participate in the continual development of HR programs, such as recruiting, retention, compensation, benefits, and Learning & Development.

• Analyses and interpret various types of employee reports (e.g., compensation, job levels, and attrition) to guide decision making and provide proactive solutions to their client group.

• Educate team members on compensation practices, including compensation, performance feedback, performance calibration, and career transitions.

• Writing Policies and Employee Handbook

Key Responsibility

• Provide an effective employee relations support service to all Nursery Managers which enables a productive, engaged and inspired team; to include absence, disciplinaries and grievances.

• Provide the necessary tools and coaching to managers in support of performance excellence and the development of high performing teams.

• Provide guidance on development for managers and their teams, including working with external suppliers of learning and development.

• Work closely with the Founder in determining the compensation and benefits offering and provide advice and support to Nursery Managers and employees on company benefits, remuneration issues and benchmark data.

• Proactively identify best practice to develop People initiatives, present recommendations to the Founder and Leadership team for approval, including spend and added value outcomes, and lead project delivery.

• Provide training, support and coaching on processes and procedures, ensuring managers are updated on changes to employment legislation and best practice.

• Supporting line managers to ensure sustainability best practices are at the heart of everything they do and is fully embedded in the Fountain Montessori culture.

• Responsible for the leaver process including processing leavers correspondence, completing the leaver information for payroll processing, calculating outstanding annual leave, co-ordinating exit interviews and monitoring and recording information contained within it and updating structure charts.

• Administration and maintenance of training records for all staff

• Keeping records up to date including records related to grievances, performance reviews, and disciplinary actions.

• Support managers with the recruitment of new employees, more specifically in the advertising, selection and interviewing and then latterly the creation of offer letters and contracts, completing the reference process, right to work checking and onboarding of new staff.