Head of HR Operations

Job Title: Head of HR Operations

Location: London, Hybrid (up to 3 days per week in office)

Hours: Full Time

Salary: £70k – £85k, dependent on experience

Contract Type: Permanent

Reports To: HR Director

Direct Reports: HR Operations Manager, Talent Acquisition Manager, HR Projects Manager, ER Advisor

Indirect Reports: HR Advisor, HR Assistants, Recruitment Advisor

Key Internal Contacts/Relationships:  Head of HR Programmes, Programme Directors and Programme Managers, CFO, Finance, UK/HQ Functional Leads, Central support functions, ExCo (as required)

Key External Contacts/Relationships:  Suppliers – Benefit providers, HRIS/ATS/Systems, EORs, employment lawyers, screening/vetting provider.

Job Purpose: The Head of HR Operations holds single point accountability for end-to-end workforce execution across the organisation, bringing recruitment, contracting, deployment, employee lifecycle administration into one accountable function.  The role ensures HR activity for UK/HQ staff is delivered consistently, at pace and to the required standard, and that HR systems, data, reporting, controls, policies & documentation, services and audit readiness meet organisational and regulatory requirements. In addition, the role works with the team to deliver efficient and effective people services and identifies and implements appropriate process improvements as agreed.   

HALO is the leading global NGO addressing the impact and drivers of conflict in 30 countries and territories, with over 8,000 staff. Most of our staff are local employees and include a growing number of women.

Our primary duty is to serve people affected by conflict, clearing landmines and the explosive remnants of war that threaten lives and livelihoods long after fighting has finished. We make land safe where war has ended, while also assisting those affected by active conflict and endemic violence.

HALO addresses human suffering caused by armed violence in some of the world’s most fragile places, securing weapons and ammunition and working with both state and community actors to reduce the prevalence of armed violence.

The role operates through defined HR service ownership and process authority. Programme-level people partnership, judgement and accountability sit with programme leadership and are supported by the Head of HR Programmes role. The Head of HR Operations enables these arrangements through robust policies, processes, systems and data, operating within agreed organisational governance. 

HR Operations and Service Delivery:

• Build and maintain a high-quality, dependable HR operations service with clear service standards and accountability.
• Ensure UK employee relations processes are supported by timely, accurate and well-managed operational handling, including case administration, documentation and escalation to legal counsel as appropriate.
• Own the accurate and timely administration of all employee contracts, benefits and insurance arrangements, ensuring eligibility, enrolment and changes, including starter/mover/leaver controls are correctly applied and auditable.
• Lead HR Operations through capability building, process discipline and service design.
• Drive the continual development of HR operational services, systems and controls to support a high-quality, resilient and scalable HR function.

Policy, Compliance & ER:

• Establish and enforce clear HR decision-making authorities and approval thresholds, ensuring HR actions are taken within delegated limits and appropriately documented.
• Ensure contractual terms are accurate, authorised and aligned with HALO policies and procedures, funding constraints and delegated budget holder authority.
• Ensure HR policies, contracts and processes comply with legal and regulatory requirements and support organisational needs.
• Develop and operate a risk-based HR assurance programme, undertaking periodic reviews of HR controls, records, recruitment, employment practices and compliance across programmes and departments, and ensuring corrective actions are implemented.

HR Systems, Data and Reporting:

• Own the HR systems roadmap, architecture and delivery in partnership with ICT and relevant enabling teams.
• Establish strong HR data governance, ensuring accuracy, integrity and usability of workforce data.
• Deliver reliable HR reporting and metrics to support strategic decision-making and risk oversight.
• Manage and report on agreed SLAs and KPIs.

Reward and Core People Processes:

• Own the operational delivery of reward processes, including salary reviews and benefits renewals.
• Ensure consistency, fairness and compliance in reward administration.
• Ensure sickness absence and sick pay are administered accurately, consistently and in line with policy, with clear tracking and timely intervention.

Talent Acquisition Governance and Workforce Planning:

• Ensure talent acquisition (TA) processes, approvals and controls are consistently applied and aligned to approved workforce plans and organisational requirements. 
• Oversee TA performance, external recruitment providers and associated risks, ensuring hiring activity is compliant, cost effective and timely. 
• Ensure TA data, approvals, suppliers and audit trails are robust, consistent and decision ready.

Talent, Performance and Development:

• Deliver all performance & talent processes, ensuring consistent and timely application across all functions, and reporting on outcomes.
• Ensure organisational processes for talent identification, succession planning, appraisal, 360 feedback, learning and development are supported by appropriate systems, guidance and reporting. 
• Provide workforce reporting and insights on talent, performance, engagement and development to support decision-making and risk oversight.

Working with HR Programmes:

• Provide HR Programmes with clear policies, procedures, guidance and reliable data, ensuring policy intent, process requirements and operational constraints are understood and applied consistently.
• Support HR Programmes in applying organisational policies and processes without assuming ownership of programme-level people decisions or judgement.
• Respond to issues and improvement needs raised through HR Programmes, prioritising
• Work jointly with the Head of HR Programmes to maintain common standards, shared escalation routes and a joined-up approach to case handling across the organisation.

Leadership and Capability Development:

• Manager and develop the HR Operations team ensuring consistency of approach and standards.
• Ensure HALO’s values and standards are reflected in all operational fixes that reduce organisational risk and systemic friction.

General:

• Uphold HALO’s core values and standards, promoting its ethos and mission statement.
• Ensure familiarity with and adherence to all HALO policies and procedures, especially the code of conduct and safeguarding

Travel Requirements:

• Some international travel to programmes

Technical / Professional:

• Qualified CIPD
• Strong expertise in HR operations, service design and process improvement.
• Demonstrated experience building and stabilising HR operations in complex or growing organisations.
• Solid understanding of employment law, employee relations, contracts and HR compliance.
• Excellent data, systems and reporting capability.
• Experience managing HR teams and setting/monitoring service standards.
• Experience in implementing or optimising an HRIS platform

Behavioural / Leadership:

• Leads operational excellence and continuous improvement in complex environments.
• Actively surfaces operational issues, control weaknesses and service failures early, proposing corrective action rather than allowing issues to persist.
• Disciplined, methodical and delivery-focused.
• Clear communicator with strong service ethos.
• Resilient and credible in a challenging operational environment.

Desirable Requirements:

• Experience working within a not-for-profit / global matrix organisation.
• Experience of working within remote teams.

• 25 days’ annual leave plus 8 statutory holidays

• Non-contributory life assurance
• Private medical insurance
• Pension contributions matched by HALO up to 5%
• Emergency medical insurance while travelling overseas
• Flexible working policy

Please submit a CV (no more than 2 pages) and a cover letter (no more than 1 page) outlining how your experience matches the key skills and competencies required by 24th September 2026. Applications without a cover letter tailored to this position will not be considered.

We reserve the right to amend the closing date depending on the number of applications received.

The HALO Trust is an Equal Opportunity Employer and does not discriminate against any applicant for employment because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation.

The HALO Trust is committed to attracting, developing, and retaining talented individuals from a wide range of backgrounds, experiences, and perspectives.

The HALO Trust is committed to ensuring that it provides a safe and trusted environment which safeguards and promotes the welfare and wellbeing of anyone who comes into contact with, or is part of, the Charity, with a zero-tolerance approach to behaviours which challenge this.