Overview
Working across both our venues, you will work closely with the Interim COO and with the whole team, acting as a standalone HR Manager, responsible for all people related queries and issues. A true Generalist role, you will run and support all recruitment from start to end, onboarding new starters, exiting leavers, supporting performance management and any case work that may arise. You will act as advisor and coach to our managers and work closely with senior management to bring the Soho Theatre culture to everything we do.
Job Outline
Recruitment
Ensure a supportive and accessible recruitment process for all those who are interested in working at Soho Theatre or join the team. This includes:
• Supporting end to end recruitment using our online recruitment portal within StaffSavvy.
• Speaking to hiring managers about their current open roles, and collating information for uploading to StaffSavvy.
• Uploading new roles and assigning the correct hiring team to manage.
• Regularly reviewing our email templates on StaffSavvy and automations.
• Managing candidate progress in StaffSavvy and contacting both successful and unsuccessful candidates respectively.
• Liaising with the hiring team regularly on feedback and ensuring it is all logged on the system.
• Speaking with appropriate agencies, as necessary, for support on recruitment needs.
• Archiving roles once successfully filled or no longer needed, ensuring the appropriate management, archiving and deletion of personal data.
Performance management and appraisals
• Support managers through appraisals and performance reviews with coaching and providing appropriate tools and resources.
• Liaise with senior management on performance related pay rise requests.
• Ensure current performance review and appraisal documents are fit for purpose.
• File all documents relating to performance in relevant personnel files.
• Support managers through performance improvement procedure, and issue PIP paperwork as needed.
New starters and Leavers
• Roll out onboarding for all new starters, sending out all paperwork, contracts, welcome packs and data gathering forms.
• Conduct all exit interviews and report back to senior management on any issues raised during discussions.
• Update HRIS for starters and leavers.
• Inform payroll of any new starters and leavers, including outstanding payments, holidays or TOIL entitlements.
• Add or remove participants in our EAP scheme.
ER and Casework
• Support managers through any disciplinary, grievance and appeal processes.
• Attend hearings as appropriate and when needed.
• Support and advise senior management on case law and decision making for outcomes.
• Send all correspondence to individuals in relation to formal processes.
• Coach and support managers on informal approaches to issues raised by staff.
• Work closely with our external HR support, The Small HR Company, where needed for specific cases and appeals.
Policy and Procedures
• Ensuring that the company’s procedures comply with employment regulations.
• Track any pay changes throughout the month, then process monthly payroll with Senior Management.
• Manage the implementation of any new employment policies and regularly review / update the Company Handbook and welcome packs.
• Continuously improve engagement and welfare activities, maximising productivity, devolving HR responsibilities to line managers and building leadership capability.
• Manage the HRIS and be key contact for internal support needs.
• Lead on any people and HR related projects, such as implementation of new HRIS, recruitment tools and organisational changes.
• Manage the diversity, equality, and inclusion values and practices within the company.
• Ensure internal HR communications, including any issues, initiatives and programmes are well planned, coordinated, relevant, timely and adhere to the company’s values.
• Any other duties as may be reasonably required.
This is a guide to the nature of the work required of the HR Manager. It is not wholly comprehensive or restrictive and may be reviewed with the post holder and the line manager from time to time.
Person Specification
Qualities
• The ability to work successfully in an energetic and dynamic environment.
• A genuine interest in and enthusiasm for theatre, comedy and cabaret.
• A creative, confident, ambitious communicator who has a proactive, positive and flexible approach to work.
• Attention to detail, organised and self-motivated, has the ability to manage self and act on initiative, work individually, as part of a large team and able to inspire and nurture the same in others.
• Excellent time management skills and punctuality.
• The ability to engage with a wide range of personalities and backgrounds and an ability to develop and maintain good relationships with promoters, producers, artists and media.
• Friendly, approachable and helpful attitude.
• Flexible attitude and approach to work and working hours.
• The ability to develop strong working relationships and drive collaboration.
• The ability to accept and provide feedback, be challenged on your advice and work well under pressure.
Experience (essential)
• Working knowledge of UK employment regulations.
• Demonstrable experience in a HR role for at least 5 years.
• Good understanding and technical abilities within all HR departmental areas including recruitment, employee relations, workforce administration, employee engagement, payroll, reward and recognition, welfare, learning and development and HR systems.
• The ability to manage the implementation of effective employment policies.
• CIPD Level 5 minimum.
Experience (desirable)
• Experience in a standalone HR role, or excellent generalist experience.
• Work in a creative environment, preferably theatre or arts/media.
Skills
• Clear and accurate written and verbal communication skills, including the ability to communicate and negotiate confidentially and respectfully with colleagues, stakeholders (e.g. audiences, artists, agents, agencies and visiting companies) face to face, over the phone, on email and online.
• Ability to prioritise and work to deadlines with a willingness to contribute to collaborative working as well as work confidently alone using initiative.
• Excellent administrative, organisational and networking skills.
• Good level of computer literacy including database management, imaging and basic desktop publishing.
Terms And Conditions
Equal Opportunities
Running through the core of Soho Theatre are the values of equality of opportunity, diversity of background and inclusion and accessibility for all. Our artists, audience and staff reflect a diverse London and we work hard to increase representation across cultures and experience.
Terms of Employment
This is a permanent part-time role, with a three month probation period, working on-site from Soho Theatre’s venues (Soho and Walthamstow) year-round.
Salary
£37,000 – £42,000 per annum pro rata’d (£22,000 – 25,200 per annum)
Holiday entitlement
20 days per annum plus Bank Holidays, rising to 25 days plus Bank Holidays after one full year of continuous employment.
Hours
The full-time working week is 35 hours, with an hour unpaid for lunch. Normal office hours are 10am-6pm Monday to Friday at Soho Theatre Dean Street / Soho Theatre Walthamstow. This part time role will be 21 hours per week across 5 days. We are happy to discuss the best way for both parties for this to be split. There are no overtime payments; TOIL is negotiable on occasion and in advance with your line manager.
Pension
The Company operates an auto-enrolment pension scheme, which you are eligible to join after
three months of employment. This is at the rate of 3% from the employer and 5% from the employee on qualifying (banded) earnings. The Government will pay in 1% of qualifying earnings, which is tax relief. If you have made other arrangements, there is the option to opt out altogether.
Staff Benefits
• Complimentary tickets for Soho Theatre shows
• Employee Assistance Programme including health insurance
• Staff discount at Soho Theatre Bar and other local businesses
• Season ticket and Cycle to Work loans
• Seasonal flu jabs
• Training and development opportunities