HR Manager

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We are The Housing Network (THN), a private Limited Company with a purpose.

We exist to provide 'More than a Roof', because when life is at its toughest, we believe everyone deserves a safe and stable place to rebuild their lives.

Homelessness is a vast and complex issue that does not have a single solution. In understanding that reality, we've learned the importance of perspective; appreciating that if we continue to innovate, collaborate, and give our best, we are playing our part in making a vital difference.

We are a team that is absolutely committed to innovate, excel and be dependable in all that we do.

Working hard together to achieve our mission of providing Better Accommodation, Better Support, Better Partnerships, and as a result Better Business.

The HR Manager leads the organisation's approach to employee relations, ensuring a consistent, fair, and values-aligned framework that supports both organisational growth and the wellbeing of our people. Sitting within the senior People Team, this role is responsible for setting the tone and direction for how we manage complex people issues-balancing legal compliance, risk management, and a pragmatic, person-centred approach.

As the strategic lead for employee relations, the HR Manager provides expert guidance on high-risk or sensitive cases, while overseeing the consistent application of policy and practice across the business. The role also line-manages the People Advisor, supporting their continued professional development and deepening their confidence, judgement, and operational impact.

A core focus of this role is to strengthen the people management capability across the organisation. Working closely with the L&D Lead and People Advisor, the HR Manager designs and delivers interventions to equip managers with the skills, mindset, and tools to lead confidently and consistently. This includes championing a culture of early resolution, trauma-informed practice, and commercial awareness in all aspects of people management.

The HR Manager is both hands-on and forward-looking-combining operational rigour with strategic insight to improve policies, strengthen line manager capability, and ensure that the organisation's people practices are legally sound, culturally aligned, and commercially fit for purpose.

Key Responsibilities

Employee Relations Leadership

• Leads the organisation's employee relations approach, ensuring consistent, fair, and legally compliant practices across all areas of people management.
• Provides expert advice on complex or high-risk cases, including disciplinaries, grievances, restructures, TUPE, performance management, and safeguarding.
• Oversees the application of HR policies and procedures, identifying opportunities for clarity, consistency, and improvement.
• Champions early intervention and resolution, helping managers address issues promptly and confidently.

Line Management & Team Development

• Line-manages and develops the People Advisor, providing coaching, stretch opportunities, and structured professional development.
• Supports the Advisor's growth in judgement, risk assessment, and pragmatic problem-solving-helping them evolve into a high-impact HR practitioner.
• Collaborates with the Director of People on team planning, professional standards, and People Team ways of working.

Line Manager Capability & Engagement

• Partners with the L&D Lead and People Advisor to design and deliver interventions that improve line manager confidence and skill in people management.
• Develops and delivers manager training, toolkits, and guidance that reinforce values, clarity, and commercial thinking in day-to-day leadership.
• Acts as a visible point of support and challenge for managers navigating people challenges, fostering a culture of shared responsibility and accountability.

Commerciality & Organisational Alignment

• Ensures all HR advice and ER outcomes are proportionate, risk-aware, and commercially sound, balancing people needs with organisational priorities.
• Provides insight and input into workforce planning, organisational change, and policy development from a pragmatic, people-focused perspective.
• Works closely with internal stakeholders to ensure alignment of HR activity with business needs.

Continuous Improvement & Culture

• Reviews and improves HR policies, processes, and documentation to ensure legal compliance, cultural relevance, and accessibility.
• Supports the embedding of trauma-informed, inclusive, and reflective people practices across the organisation.
• Contributes to wider People projects that strengthen culture, engagement, and the overall employee experience.

We believe our values should reflect in our behaviour towards our colleagues, partners and residents while we work to achieve our Strategy 2024>29. These values are to be; Innovative, Dynamic, Dependable, Respectful, and Kind.

The Housing Network is committed to eliminating discrimination and encouraging diversity amongst the workforce.

We aim to be an equal opportunities employer and we are determined to ensure no applicant or employee receives less favourable treatment on the grounds of gender, age, disability, religion, belief, sexual orientation, marital status, or race, or is disadvantaged by conditions or requirements which cannot be shown to be justifiable.

As an employer we welcome applications from candidates with lived experience, demonstrating our commitment to capturing the value of "expertise by experience" and providing More than a Voice for our residents.

All job offers are subject to a DBS check (level to be advised through the hiring process) and references.