Executive Head of Human Resources and Organisational Development

Are you an experienced HR and Organisational Development leader looking for a role where you can make a genuine difference?

At Rossie, we work with some of Scotland's most vulnerable children and young people, providing secure care, residential care, education and support that helps transform lives. We are seeking an exceptional leader to join our Executive Management Team and help shape the future of our organisation. The role details and senior leadership status are detailed within the Executive Head of Human Resources and Organisational Development job description.

As our Executive Head of Human Resources and Organisational Development, you will lead our people strategy, organisational development, workforce planning, learning and development, employee relations and corporate support functions. Working closely with the CEO, Executive Management Team and Board of Governors, you will play a key role in building a positive culture, developing leadership capability and ensuring Rossie remains a great place to work.

We are looking for a strategic and values-driven leader with significant senior HR experience, CIPD membership (or equivalent), strong employment law knowledge and a passion for developing people and organisations. The essential qualifications and experience are set out in Executive Head of Human Resources and Organisational Development person specification.

In return, you'll join an ambitious organisation where your leadership will directly contribute to improving outcomes for children and young people across Scotland. We offer a competitive salary and benefits package, a supportive leadership team, and are willing to consider hybrid working arrangements for the successful candidate.

The closing date for completed applications for this post is 9am on Monday 23 November 2026 and it is anticipated interviews will take place on Wednesday 02 December 2026.

Hours: 37 hours per week

Salary: £86,765 - £95,059 (SCP 65 - 69)

JOB DESCRIPTION:

To manage the Management Support and Organisational Development functions of the organisation, enabling teams to provide effective service delivery in line with stated organisational policies, procedures, aims and objectives.

Responsible for - Human Resource Management, Organisational Development, Management Information Systems and Support, Data Management and Archiving Functions, Administration and Reception Functions.

To assist the CEO and EMT in developing the strategic direction and policies and procedures, in relation to resource management functions, thereby ensuring effective and efficient service delivery:

• To assist and advise the CEO in the strategic direction and development of relevant policies and procedures in relation to Human Resource Management.

• To maintain an up to date knowledge of current legislation and regulatory requirements and to advise the CEO on all aspects of employment law, with a view to ensuring compliance with said requirements.

• To advise the CEO and the Board of Governors in relation to all aspects of implementing and recording disciplinary, dismissal and grievance procedures.

• To ensure that information management systems provide up to date and accurate data that is available to managers/employees and open to analysis and audit.

• With the HRM take lead responsibility for developing and reviewing statements of employment particulars; job descriptions; person specifications; contracts of employment and the employee/worker handbooks, in accordance with legislative change or organisational review.

• To ensure that all data collection complies with current Data Protection legislation and that data returns for the Care Inspectorate; Education Scotland; Registrar of Independent Schools; Scottish Government Census; Scotland Excel; and HSE are returned on time and in the correct format required

• To provide oversight to the Learning and Development Manager and function ensuring compliance with regulatory requirements; identifying key improvement projects to enhance organisational delivery.

To assess, plan, implement and evaluate the resource management and management support functions and to develop appropriate strategies and programmes to maximise limited financial and physical resources:

• To develop a customer services policy that ensures that all visitors to Rossie are made to feel welcome, provided with hospitality, made aware of security requirements, and receive a positive impression of the organisation.

• To ensure that the administrative systems for admissions, care planning, minuting of meetings, and filing/records are robust, effective and sufficient to meet the needs of the service.

• To ensure that all newly appointed staff are made aware of the Employee Handbook and provided with induction experiences which explain relevant employment issues.

• To promote safe working practices through the implementation of the Health and Safety policy.

To implement and monitor the policies and procedures required to meet the strategic aims and objectives for the organisation as determined by the CEO and Board of Governors:

• To monitor and provide management information/reports in relation to agreed quality assurance systems within the management support service.

• With the HRM have oversight of all recruitment campaigns are planned, structured and organised on an annual basis, that processes are efficient and cost effective, and that all employment checks are rigorously applied.

• With Team Manager and HR oversee the attendance management statistics and notifying managers and staff when agreed attendance management triggers have been met.

• To effectively organise Management Support staffing rosters and duties and deploy staff and resources accordingly for effective management support, within limited budgets.

To report all relevant employment law, disciplinary and grievance, data management, performance management and administrative support issues directly to the CEO through appropriate communication, reports, briefings, management and team meetings, and formal supervision:

• Report directly to the CEO and advise on all matters relating to human resource and personnel management, administration and health and safety.

• To develop, manage and implement effective information storage, retrieval and archiving systems relating to personnel files, case records and meeting minutes.

• To ensure the Management Support and Organisational Development teams have the opportunity to hold regular team meetings, to discuss operational issues and service improvement.

• To ensure the effective transmission of information through structured and minuted meetings and recorded hand-overs.

• To provide regular management information and reports to the Rossie Board of Governors and the Finance, Property and Personnel Sub-Committee.

To provide professional support, advice, guidance, direct line management and formal supervision to the HR Manager, Team Manager, Learning and Development Manager, Business Support Coordinator and Partnership Manager.

• To provide formal 1-1 supervision.

• To ensure that each of the Management Support and Organisational Development teams have an annual self-development plan based upon an individual training needs analysis.

• To ensure that each member of the Management Support and Organisational Development teams have an annual service development plan for their specific service area, which encompasses SMART targets for service delivery.

• To ensure that each member of the Management Support and Organisational Development teams actively participate and contribute towards an annual appraisal process.

• To create a team culture characterised by effective service provision, clear accountability, personal responsibility and high standards of resource management.

• To ensure the Management Support and Organisational Developmentteams are familiar with the Employee Assistance Programme and the purpose and function of the Attendance Management Policy.

Please note this job description is to provide a clear and concise statement of the main tasks and activities of the post, and it is not intended as an exhaustive list of every aspect of the post holder's duties. All the above duties will be carried out in line with Rossie policies and procedures.

PERSON SPECIFICATION:

Qualifications (Essential):

• Degree level qualification in Human Resource Management, Organisational Development, Business Management, Leadership, or related discipline.

• Chartered Membership of the Chartered Institute of Personnel and Development (CIPD Level 7) or equivalent professional qualification.

• Evidence of continuous professional development.

Qualifications (Desirable):

• Postgraduate qualification in HR, Leadership, Organisational Development or related field.

• Chartered Fellow CIPD.

• Management or Leadership qualification

Skills (Essential):

• Strategic leadership and organisational development skills.

• Ability to influence, advise and challenge senior leaders and Governors.

• Strong corporate governance and report-writing skills.

• Ability to analyse organisational data and translate findings into improvement plans.

• Strong project and programme management capability.

• Excellent relationship management, negotiation and influencing skills

Experience (Essential):

• Significant senior management experience within HR and organisational development.

• Leading organisational change

• Leading multi-disciplinary support services teams.

• Employment relations, disciplinary, grievance and attendance management processes.

• Workforce planning and organisational change.

• Policy development, implementation and review.

• Presenting reports to Boards, Committees or senior leadership groups.

• Managing budgets and resources.

Experience (Desirable):

• Working within care, education, health, charity or public service environments.

• Working within a regulated care setting.

• Quality assurance and compliance frameworks

Knowledge Base (Essential):

• Employment law and HR best practice.

• Organisational development and workforce planning.

• Data Protection and information governance.

• Health and Safety legislation.

• Equality, diversity and inclusion legislation.

• Performance management and employee relations.

• Regulatory and inspection frameworks relevant to children's services.

Knowledge Base (Desirable):

• Care Inspectorate requirements.

• Charity governance.

• Scottish care and education policy.

Qualities (Essential):

• Values-led leader committed to improving outcomes for children and young people.

• Strategically minded and solutions focused.

• High levels of personal integrity and professional credibility.

• Resilient and able to work effectively under pressure.

• Collaborative and emotionally intelligent.

• Innovative and committed to continuous improvement.

• Able to inspire, motivate and develop others.

• Committed to Rossie's values, mission and strategic objectives.

Safeguarding (Essential):

• Commitment to safeguarding and promoting the welfare of children and young people.

• Understanding of trauma-informed and relationship-based practice.

• Understanding of the values, principles and ambitions of The Promise.

• Demonstrable commitment to equality, diversity and inclusion

Full Clean Driving Licence (Essential)

Sponsorship - Please note that Rossie do not hold a licence to sponsor any visa applications at present.

We acknowledge that AI can support applications, but we ask that yours reflects your true self. By applying, you confirm that all information is accurate and represents your own knowledge, skills and experience.