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Head of Human Resources – Governance and Policy
| Posting date: | 20 May 2026 |
|---|---|
| Salary: | £60,293 to £66,375 per year |
| Hours: | Full time |
| Closing date: | 01 June 2026 |
| Location: | Bristol |
| Company: | Government Recruitment Service |
| Job type: | Permanent |
| Job reference: | 462470/1 |
Summary
The Head of HR – Governance and Policy role plays a pivotal role in shaping an inclusive, sustainable and high‑performing organisation. The role provides strategic leadership across the Forestry Commission’s people framework, championing excellent HR policy, pensions governance, equality, diversity, inclusion and wellbeing, and the effective governance of all people programmes.
Working as a trusted adviser to the Executive Board and senior leaders, the post holder enables confident, well-informed decision-making, drives organisational transformation and ensures that people strategies and programmes deliver meaningful outcomes for colleagues and the organisation.
Key responsibilities & accountabilities
- HR Policy: Set the strategic direction for HR policy, ensuring it is clear, accessible and enables managers and leaders to act confidently, consistently and fairly. Lead the ongoing evolution of people policies and guidance so they reflect organisational values, emerging best practice and the changing needs of the workforce.
- Governance, Risk and Assurance: Provide visible leadership on HR governance and people‑related risk, creating a strong culture of accountability, transparency and continuous improvement. Anticipate change in the external environment and ensure the organisation is well‑positioned to respond effectively and proportionately.
- Strategic Advisory: Act as a trusted strategic adviser to Senior Leadership and the Executive Board, shaping discussion and decisions on people‑related opportunity, risk and organisational capability. Provide insight, challenge and assurance to support long‑term sustainability and performance.
- Employee Relations and Best Practice: Provide strategic leadership on employee relations, setting clear expectations for fair, consistent and constructive approaches to engagement with staff and trade unions. Champion best practice and support the organisation to manage complex issues with confidence and integrity.
- Pensions Leadership: Accountable for the organisation’s pension arrangements, ensuring they are well‑governed, sustainable and clearly understood. Build confidence among colleagues and leaders in the organisation’s approach to pensions through strong oversight, clear communication and effective decision‑making.
- Equality, Diversity, Inclusion and Wellbeing: Champion equality, diversity, inclusion and wellbeing across the organisation, setting a clear strategic direction and ensuring these principles are embedded into people policies, programmes and everyday ways of working. Support the development of a culture where everyone feels valued, included and able to thrive.
- People Programmes: Provide strategic oversight of all people programmes, ensuring they are well‑designed, outcome‑focused and aligned to organisational priorities. Monitor impact and benefits, providing clear insight and assurance to the People Board and Executive Board on progress and outcomes.
- Change and Transformation: Support organisational change and transformation by ensuring that people policies, governance arrangements, systems and programmes enable new ways of working and strengthen organisational capability.
And any other tasks, reasonably requested by your line manager.
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About Disability Confident
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