We are looking for an ambitious and skilled individual to lead and develop the school's business, financial and operational functions. This is a key leadership role, working closely with the new Headteacher, Leadership Team and Governors to ensure that the school's resources are managed effectively and strategically. We are looking for someone who combines excellent financial and organisational skills with strong leadership, sound judgement and a commitment to education. Contract type : Permanent Closing date: 30 October 2026 Hours : Part Time Start date: As soon as possible PS8.2 (£38,090 FTE) Actual salary: £23,254 per annum (25 hours per week, 40 weeks per year, pro rata). Working pattern to be agreed with successful candidate. This may include some limited flexibility to work from home on specific projects. Interested? If you are excited by the opportunity to help our school thrive, we would love to arrange an appointment for you to talk with the Headteacher, tour the school and discuss the many opportunities this role can offer. An exciting opportunity to make a real difference to our St James’ community Are you an experienced, organised and commercially astute professional who wants to use your skills to make a genuine difference to the lives of our children? The role As School Business Manager, you will have responsibility for the effective management and development of the school's financial, administrative and operational functions. Your responsibilities will include: • Leading the school's financial management, budgeting, forecasting and reporting. • Working closely with the Headteacher and Governors on strategic financial planning. • Ensuring strong financial controls, value for money and compliance. • Managing procurement, contracts, suppliers and external services. • Overseeing premises, estates, facilities, health and safety, and operational arrangements. • Leading an effective, efficient and welcoming school office. • Supporting the effective management of HR, payroll and staffing processes. • Leading and developing administrative processes. • Identifying opportunities to improve efficiency, sustainability and the use of school resources. • Providing clear, accurate and timely advice to leaders and Governors. • Ensuring the school operates effectively, efficiently and in accordance with our policies and statutory responsibilities. About you We are seeking a confident and proactive professional who can demonstrate: • Strong communication and interpersonal skills. • Significant experience in financial, business or operational management. • Strong financial management and analytical skills. • Excellent organisational and problem-solving abilities. • The confidence to advise and challenge leaders constructively. • Experience of managing budgets, contracts and external suppliers. • The ability to prioritise effectively and work calmly under pressure. • High standards of integrity, professionalism and confidentiality. • A strategic mindset combined with a practical, hands-on approach. • A genuine commitment to supporting the success and wellbeing of pupils and staff. Experience of working within a school or public sector environment would be highly desirable, although we would welcome applications from candidates with relevant experience in other sectors. Why join St James? If you choose to join us, you will have the opportunity to play a central role in shaping the future of our school. We offer: • A friendly, ambitious and supportive school community. • The opportunity to work alongside an inspirational leadership team. • A role with genuine strategic influence and autonomy. • A commitment to your professional development. • A collaborative and inclusive working environment. • The opportunity to make a tangible difference to the resources, opportunities and experiences available to our pupils. Closing date: 30th October 2026 Interview date: 9th November 2026 Start date: As soon as possible We reserve the right to interview and appoint before the closing date, so early applications are encouraged. St James is committed to safeguarding and promoting the welfare of children and young people. The successful applicant will be subject to appropriate safer recruitment checks, including an enhanced DBS check and satisfactory references.

The HR Manager will support the Chief Finance and Operations Officer (CFOO) in delivering an effective, responsive and legally compliant HR service across the Trust. The postholder will manage and coordinate the Trust’s day-to-day HR operations, including recruitment, employee relations, absence management, performance management, payroll administration and maintenance of accurate employee records. Working within the strategic direction and delegated authority set by the CFOO and Headteacher, the HR Manager will provide practical advice and support to leaders and managers. They will prepare information, recommendations and documentation to support effective decision-making, escalating complex, sensitive, high-risk or strategic matters to the CFOO. The HR Manager will contribute to workforce planning and the development of HR policies, systems and practices, helping the Trust to recruit, retain, support and develop a skilled workforce capable of delivering the best possible outcomes for pupils. Job Description and Person Specification Reporting to: Chief Finance and Operations Officer (CFOO) Responsible for: People, Payroll and compliance Officer Location: Pond Meadow Academy Trust, including all current and future Trust sites Contract: Permanent 36 Hours Term Time plus 3 weeks, Part time will be considered Grade: PS9 Pt2-6 Duties and responsibilities HR management, advice and support • Support the CFOO in delivering the Trust’s HR strategy, priorities and workforce objectives. • Manage the day-to-day operation of the HR function, ensuring that enquiries, processes and cases are progressed efficiently, accurately and consistently. • Provide practical advice and guidance to managers on HR policies, employment procedures and conditions of service, within agreed Trust policies and delegated authority. • Ensure that advice provided to managers is consistent, evidence-based and appropriately documented. • Escalate complex, sensitive, high-risk or potentially precedent-setting matters to the CFOO at an early stage. • Support the CFOO with complex employee relations matters, including disciplinary, grievance, capability, attendance, probation, restructuring, redundancy and TUPE processes. • Prepare case chronologies, management reports, correspondence, meeting documentation and recommendations for consideration by the CFOO or other commissioning manager. • Attend formal and informal HR meetings as required, providing procedural support and taking accurate notes. • Support managers to conduct fair and thorough investigations, ensuring that appropriate records and evidence are maintained. • Liaise with the Trust’s external HR, legal, occupational health and other professional advisers, as directed by the CFOO. • Monitor the quality and timeliness of external HR services and raise any concerns with the CFOO. • Keep up to date with relevant employment legislation, statutory guidance, education-sector developments and HR best practice, highlighting significant changes to the CFOO. • Contribute to the identification and management of HR-related risks. • Maintain effective relationships with trade unions and professional associations, supporting consultation and casework as directed by the CFOO. HR strategy, policies and workforce planning • Assist the CFOO in reviewing and implementing the Trust’s HR strategy and workforce plans. • Produce accurate workforce information and analysis, including establishment data, vacancies, turnover, absence, recruitment, employee relations and staffing trends. • Identify emerging workforce issues, risks, skills gaps and areas requiring management attention and report these to the CFOO. • Support the CFOO and budget holders with staffing structures, establishment control and workforce-cost modelling. • Work closely with the finance and payroll functions to ensure that staffing information is accurate and that proposed staffing changes are appropriately authorised and affordable. • Review and draft HR policies, procedures, forms, letters and guidance for approval by the CFOO, Headteacher, trustees or relevant committee. • Maintain a policy review schedule and ensure approved policies and procedures are communicated and implemented effectively. • Support the implementation of organisational change, including consultation, restructuring, changes to terms and conditions, redundancy and TUPE. • Assist with HR planning and implementation associated with new provisions, additional Trust sites, service transfers and organisational growth. Recruitment, selection and induction • Coordinate recruitment activity across the Trust, ensuring vacancies are managed efficiently and in accordance with safer recruitment requirements. • Confirm that appropriate approval has been obtained before a vacancy is advertised or an appointment is made. • Support hiring managers to develop and review job descriptions, person specifications, advertisements and candidate information. • Coordinate vacancy advertising through appropriate internal and external channels, supporting the Trust to attract a strong and diverse field of candidates. • Manage recruitment timetables and communicate arrangements clearly to candidates, panel members and other stakeholders. • Oversee the preparation of recruitment and interview materials, including shortlisting paperwork, interview schedules, questions, assessment tasks and scoring documentation. • Ensure that interview panels are appropriately constituted and include a member who has completed safer recruitment training. • Monitor the completion of all required pre-employment checks, including identity, right to work, references, qualifications, employment history, medical clearance, DBS and barred-list checks where applicable. • Ensure that no individual commences regulated activity until the appropriate checks and authorisations are in place. • Review employment documentation prepared by the People Officer and ensure authorised terms are used • Coordinate onboarding and induction processes, ensuring that new employees receive the necessary information, training and support. • Monitor probationary periods and ensure managers complete reviews and confirm outcomes within the required timescales. • Monitor recruitment, retention and turnover information and identify trends or areas for improvement. Safeguarding, compliance and employee records • Support the Trust’s commitment to safeguarding by ensuring that safer recruitment and employment-checking requirements are consistently followed. • Oversee the accurate and timely maintenance of the Single Central Record, working closely with the Designated Safeguarding Lead and other responsible colleagues. • Undertake regular checks of the Single Central Record and supporting evidence, reporting any gaps or concerns immediately to the CFOO and Designated Safeguarding Lead. • Coordinate DBS checks, renewals, risk assessments and other employment vetting processes in accordance with statutory guidance and Trust policy. • Ensure personnel files are complete, accurate, secure and maintained in accordance with data protection legislation and the Trust’s retention schedule. • Undertake regular audits of employee files, contracts, pre-employment checks and HR records. • Maintain appropriate confidentiality and ensure sensitive employee information is only shared with authorised individuals. • Respond to requests for HR information, references and employment records in accordance with Trust procedures and delegated authority. • Support the Trust in responding to subject access requests, freedom of information requests or employment- related data breaches, escalating these to the CFOO and Data Protection Officer as appropriate. • Delegate routine HR, payroll and workforce compliance administration to the People, Payroll & Compliance Officer, retaining responsibility for supervision, quality assurance, procedural advice and escalation. HR systems and management information • Manage the day-to-day operation and accuracy of the Trust’s HR information system and electronic personnel records. • Maintain appropriate system access and permissions, ensuring that users only have access to the information required for their role. • Provide support and guidance to managers and staff using HR systems. • Ensure that starters, leavers, contractual changes, absence records and other employee information are entered accurately and promptly. • Produce regular and ad hoc HR reports for the CFOO, Headteacher, senior leaders, trustees and external bodies. • Monitor data quality and undertake regular reconciliations between HR, payroll, finance and establishment records. • Recommend improvements to HR systems, processes and reporting for consideration by the CFOO. • Support the implementation and testing of new HR systems or system developments. Employee relations and case management • Coordinate and monitor employee relations cases, ensuring that actions and review dates are progressed within appropriate timescales. • Provide procedural advice to managers handling attendance, conduct, capability, grievance and probation matters. • Prepare letters, meeting invitations, outcome documents, reports and other case documentation for review or approval where required. • Maintain accurate, confidential case files and clear records of advice, decisions and actions. • Support managers with investigations and formal meetings, ensuring processes are fair, consistent and compliant with Trust policies. • Refer complex cases and matters involving significant legal, financial, reputational or safeguarding risk to the CFOO. • Coordinate referrals to occupational health and support managers to consider recommendations and reasonable adjustments. • Monitor the implementation and review of agreed workplace adjustments. • Support the CFOO with employment tribunals, settlement discussions or externally managed legal cases, where required. Attendance and employee wellbeing • Manage the day-to-day implementation of the Trust’s attendance management policy and procedures. • Monitor employee absence levels, trigger points, patterns and certification requirements, ensuring managers take timely and consistent action. • Produce regular absence reports and identify areas of concern, emerging trends and cases requiring escalation. • Support managers with return-to-work meetings, attendance review meetings and formal absence-management processes. • Coordinate occupational health referrals and obtain the necessary employee consent and management information. • Support appropriate measures to help employees remain in work or return to work safely. • Promote positive employee wellbeing while maintaining clear expectations regarding attendance, conduct and performance. • Assist the CFOO and senior leaders in reviewing staff feedback, wellbeing information and employee engagement data. • Contribute to initiatives intended to improve employee experience, retention, communication and workplace culture. Performance management, probation and professional development • Coordinate the Trust’s appraisal and performance-management cycle, ensuring that reviews are completed and appropriately recorded. • Maintain records of performance-management documentation while preserving appropriate confidentiality. • Monitor probationary periods and remind managers of review dates and required actions. • Support managers to address concerns regarding performance, conduct, attendance or suitability during probation. • Coordinate the administration of professional development and mandatory training records. • Work with relevant leaders to identify training needs arising from appraisal, casework, audits, legislation or organisational priorities. • Monitor completion of statutory and mandatory training and escalate non-compliance appropriately. • Support the evaluation of training and professional development activities. • Assist the CFOO in monitoring succession-planning, leadership-development and workforce-capability requirements. Pay, contracts and payroll administration • Work closely with the CFOO, finance team, payroll provider and managers to ensure that employee pay information is accurate and appropriately authorised. • Oversee the preparation and process information relating to starters, leavers, contractual changes, salary changes, allowances, deductions, pension arrangements and absence. • Ensure the People Officer maintains accurate records; monitor quality and resolve exceptions • Check contractual and payroll information against approved establishment and authorisation records before submission. • Support the checking of pre-payroll reports and investigate discrepancies before payroll is finalised. • Ensure that contractual changes are confirmed to employees in writing and retained on the personnel file. • Respond to routine employee enquiries concerning pay, contracts, pensions and conditions of service, referring complex or disputed matters to the CFOO or payroll provider. • Support the administration of the Teachers’ Pension Scheme, Local Government Pension Scheme and other employment-related returns, as required. • Assist with pay reviews, benchmarking and the implementation of nationally or locally agreed pay awards. • Maintain accurate records of salary assessments, allowances, honoraria and other payments. • Ensure that payroll-impacting changes are not made without the required authorisation. Line management and service standards • Line manage designated HR staff, including setting objectives, supervising work, providing feedback and supporting professional development. • Allocate and monitor HR workloads to ensure deadlines and service standards are met. • Promote a professional, approachable and solutions-focused HR service. • Ensure that HR advice and communications are clear, respectful, consistent and appropriate to the circumstances. • Develop procedures, checklists and templates that improve efficiency, accuracy and consistency. • Monitor the effectiveness of HR processes and recommend improvements to the CFOO. • Ensure appropriate arrangements are in place to maintain essential HR services across all Trust sites. General responsibilities • Work collaboratively with the CFOO, Headteacher, senior leadership team, finance team, office team, safeguarding team and other colleagues. • Contribute to Trust projects, audits, inspections and due-diligence exercises as required. • Provide HR information and evidence for governors, trustees, auditors, regulators and external agencies, subject to appropriate authorisation. • Support the Trust’s commitment to equality, diversity, inclusion and fair employment practices. • Actively promote the Trust’s ethos, policies and values. • Maintain the highest standards of professional conduct, integrity, confidentiality and data security. • Undertake relevant professional development and maintain up-to-date HR knowledge. • Carry out other duties appropriate to the nature and level of the role, as directed by the CFOO or Headteacher. Decision-making and escalation The HR Manager is responsible for managing day-to-day HR processes and providing advice within approved Trust policies, procedures and delegated authority. The postholder must consult with or escalate matters to the CFOO where they: • present a significant legal, financial, safeguarding or reputational risk; • could result in dismissal, redundancy or a material change to an employee’s terms and conditions; • involve a member of the senior leadership team; • are particularly complex, sensitive or likely to set a precedent; • require external legal advice; • involve formal trade union consultation; • fall outside established policy or delegated authority; or • may materially affect the Trust’s staffing structure, budget or strategic workforce plan. Final decisions will remain with the appropriately authorised manager, the CFOO, Headteacher, governing body or Board of Trustees, in accordance with the Trust’s scheme of delegation and policies. Safeguarding statement Pond Meadow Academy Trust is committed to safeguarding and promoting the welfare of children and young people. The HR Manager will share this commitment and will ensure that safer recruitment and employment practices are consistently applied. The postholder will be required to understand and comply with statutory safeguarding guidance, Trust policies, the staff code of conduct and all requirements relating to the suitability of those working with children. They must report any safeguarding concern, omission, discrepancy or unsafe practice immediately to the Designated Safeguarding Lead or other appropriate senior leader. The successful applicant will be subject to the Trust’s safer recruitment procedures, including an enhanced Disclosure and Barring Service check and other relevant pre-employment checks. Additional information This job description describes the principal duties and level of responsibility associated with the role. It is not intended to be an exhaustive list of every task the postholder may be required to undertake. The duties of the role may be reviewed and amended following consultation to reflect the changing needs, structure and development of the Trust. Person specification Qualifications and professional development Essential • CIPD Level 5 qualification, or an equivalent relevant HR qualification or substantial equivalent professional experience. • GCSE English and mathematics at grade 4/C or above, or equivalent qualifications. • Evidence of relevant and continuing professional development. Desirable • Chartered membership or associate membership of the CIPD. • Safer recruitment training. • Training in employment investigations, mediation or employee relations. • Management or leadership qualification. Experience Essential • Significant experience of providing operational HR support and advice. • Experience of managing employee relations cases, including absence, disciplinary, grievance, capability and probation matters. • Experience of supporting managers through formal HR procedures. • Experience of recruitment, pre-employment checking and onboarding processes. • Experience of developing, maintaining and auditing HR records and systems. • Experience of preparing accurate HR correspondence, reports and case documentation. • Experience of working with senior leaders and handling sensitive or confidential matters. • Experience of producing and analysing workforce-management information. • Experience of managing competing priorities and casework deadlines. Desirable • HR experience within a school, academy trust or wider education setting. • Knowledge or experience of working within a special educational needs setting. • Experience of the Burgundy Book, Green Book and education-sector pay and conditions. • Experience of organisational change, restructuring, redundancy or TUPE. • Experience of working with trade unions and professional associations. • Experience of supporting payroll administration and pension processes. • Experience of line managing or supervising HR or administrative staff. • Experience of working across more than one site. Knowledge Essential • Sound and current knowledge of employment law and good HR practice. • Knowledge of disciplinary, grievance, capability, attendance and performance-management procedures. • Thorough understanding of safer recruitment and pre-employment checking requirements. • Understanding of safeguarding responsibilities within an education or child-focused setting. • Knowledge of data protection, confidentiality, record retention and information security. • Understanding of equality legislation and reasonable adjustments. • Understanding of the importance of appropriate authorisation, audit trails and accurate record keeping. Desirable • Knowledge of Keeping Children Safe in Education. • Knowledge of Teachers’ and support-staff pay and conditions. • Knowledge of the Teachers’ Pension Scheme and Local Government Pension Scheme. • Understanding of academy trust governance, delegated authority and accountability. • Understanding of HR considerations associated with school growth, additional sites and TUPE transfers. Skills and abilities Essential • Ability to provide clear, practical and balanced HR advice while recognising when a matter should be escalated. • Ability to work effectively under the strategic direction of the CFOO and collaboratively with other leaders. • Ability to analyse information, identify risks and present evidence-based recommendations. • Excellent written communication skills, including the ability to prepare accurate and appropriately worded letters, reports and case documentation. • Strong verbal communication and interpersonal skills. • Ability to build credible and professional relationships with employees, managers, senior leaders, unions and external advisers. • Ability to handle difficult or sensitive conversations calmly and professionally. • Excellent organisational and time-management skills. • Ability to manage several cases and deadlines simultaneously. • High level of accuracy and attention to detail. • Ability to maintain confidentiality and exercise sound professional judgement. • Competence in using HR information systems, Microsoft Word, Excel, Outlook and other relevant digital systems. • Ability to produce, interpret and present HR data and management information. • Ability to work independently on routine matters while remaining accountable and operating within delegated authority. • Ability to challenge constructively and respectfully where procedures or requirements have not been followed. Personal qualities • Professional, approachable and responsive. • Calm, resilient and able to work effectively under pressure. • Discreet and trustworthy, with a strong commitment to confidentiality. • Fair, consistent and able to remain objective in sensitive situations. • Organised, thorough and committed to completing actions within agreed timescales. • Collaborative and willing to support colleagues across different professional areas. • Solutions-focused while recognising legal, procedural and organisational risks. • Able to accept accountability, seek guidance and escalate concerns appropriately. • Committed to continuous improvement and professional development. • Committed to the ethos and values of Pond Meadow Academy Trust. • Committed to safeguarding and promoting the welfare of children and young people. • Committed to equality, diversity and inclusion. • Committed to acting with integrity, honesty, loyalty and fairness and to protecting the reputation and interests of the Trust. August 2026

The Office Manager is responsible for overseeing the daily administration of the school office, including line managing administrative staff. They are responsible for administrative, financial and organisational processes within the school, maintaining confidentiality at all times. They assist with the planning and development of support services. The Office Manager leads the day-to-day running of the front office and coordinates the school’s administrative systems and processes. This includes pupil and workforce information, recruitment and staffing administration, events and operational support. Job Description and Person Specification Reporting to: Chief Finance and Operations Officer (CFOO) Responsible for: Pupil Administrator, Receptionist Location: Pond Meadow Academy Trust, including all current and future Trust sites Contract: Permanent 36 Hours Term Time plus 2 weeks, Part time will be considered for the right candidate Salary: PS7 Pt2-6 Duties and Responsibilities Organisation • Ensure the smooth and effective running of the school office and all administrative and communication systems. • Contribute to the planning, development and organisation of support service systems, procedures and policies. • Assist in the organisation of school trips in cooperation with other staff. This includes ensuring that staff and external providers, such as coach companies, have completed all associated risk assessments. • Assist with organising parents’ evenings and other meetings and events, including rooms, equipment and refreshments as required. • Organise key school events, including Christmas events, Meadowfest, INSET days and staff celebration days. • Arrange hospitality and catering for school meetings and events. • Provide administrative support for DPM activities, including arranging events, raffle tickets, event licences and donations. • Ensure that all staff provide a professional and welcoming reception for visitors and parents. Ensure visitor checks and health and safety processes are in place to monitor entry to and exit from the school. Leadership • Line manages administrative staff, including reviewing performance and carrying out appraisals. • Train and develop administrative staff as appropriate. • Ensure that office staff present a positive image of the school to staff, parents and visitors, internally and externally. • Develop an office team that delivers and meets the needs of the school. • Take decisions in line with the vision and values of the school and encourage others to do the same. • Lead the administration team in the day-to-day running of the front office, allocating work and ensuring appropriate cover. Administration • Manage manual and computerised record and information systems. • Analyse and evaluate information and produce reports and data as required. • Provide personal, administrative and organisational support to other staff and the governing board. • Oversee and organise admissions procedures in line with the relevant local authority and Trust criteria. • Carry out filing, printing and photocopying. Maintain printers and photocopiers so that they are ready for use, resolving issues as necessary. • Assist with managing the school’s email inbox, ensuring emails are forwarded to the relevant staff member and expected response times are met. • Manage and organise completed forms from parents. • Oversee the organisation and distribution of incoming and outgoing post. • Manage the induction process for new pupils. • Book training courses for staff. • Coordinate the School Workforce Census and pupil census, checking information and meeting submission deadlines. • Maintain pupil and staff information in Bromcom. Complete the annual academic year setup, including classes, pupils and staff. • Complete daily input on Trilby. • Maintain MIAP learning records and assign unique learner numbers where required. • Administer ParentMail and keep the telephone extension list up to date. Resource management • Order, monitor and manage stock, ensuring best value and following the school’s purchasing processes. • Process orders in accordance with the Trust’s procedures. • Oversee and operate relevant equipment and IT packages, including the school’s management information system. • Provide advice and guidance to staff, pupils and others on administrative systems and school events. • Assist with procurement and securing sponsorship or funding. • Assist with marketing and promoting the school. • Assist financial administration procedures and maintain appropriate records to satisfy audit requirements. • Assist with the planning, monitoring and evaluation of the budget. • Manage office expenditure within an agreed budget. • Manage service contracts. • Assist with the organisation of premises repairs under the direction of the Chief Finance and Operations Officer or Premises Manager. • Manage school licences and insurances. • Ensure the office is tidy, organised and in good order, with sufficient resources available. • Liaise with the garage about minibus MOTs, servicing and lift inspections. Arrange breakdown call-outs and minibus tests. • Set up and distribute staff fobs, synchronise them with Inventry to activate access, and deactivate access for leavers. Recruitment, staffing and payroll administration • Maintain the Single Central Record and supporting evidence, ensuring information is accurate, complete and updated promptly. Undertake routine completeness checks, follow up outstanding information with the People, Payroll & Compliance Officer and submit records for periodic review by the HR Manager. Escalate safeguarding concerns immediately to the Designated Safeguarding Lead and HR Manager. • Work with the HR Manager and People, Payroll & Compliance Officer to provide practical office support for recruitment, induction and staff changes, including meeting arrangements, reception arrangements and access fobs. Notify the People Officer promptly of relevant staffing information received by the office. • Maintain the agency staffing spreadsheet. • Work with the HR Manager and relevant leaders on staffing matters within the responsibilities and authority of the Office Manager role. Compliance • Keep records in accordance with the school’s record retention schedule and data protection law, always ensuring information security and confidentiality. • Support the data protection officer in ensuring data protection compliance and helping the school community understand how to comply with data protection law. • Maintain administrative records and actions on OSHENS and escalate matters to the appropriate lead. • Ensure recruitment, staffing and visitor records are complete and that concerns or gaps are promptly escalated. The Office Manager leads the day-to-day running of the front office and coordinates pupil administration, school communications, events and general administrative support across Trust sites. This list describes the general nature and level of responsibility of the role. It is not a comprehensive list of every task. The postholder may be required to undertake other duties appropriate to the level of the role, as directed by the Chief Finance and Operations Officer or Headteacher. PERSON SPECIFICATION Qualifications and training • NVQ Level 3 in Business Administration, an equivalent qualification in a relevant discipline, or working towards one. Or proven track record of experience. • GCSEs in English and mathematics, health and safety or first aid qualifications. Experience • Working in an office environment at a senior level. • Organising, leading and motivating other staff. • Developing, managing and operating clerical, administrative, financial and organisational systems. • Managing staff. • Working with children or young people. • Managing school finances and budgets. • Analysing and evaluating data. • Experience of human resources or school staffing administration. Skills and knowledge • Good knowledge of financial regulations. • Excellent attention to detail, literacy and numeracy. • Competent use of IT packages, including word processing, spreadsheets, computerised accounting systems and school management information systems. • Ability to use relevant office equipment effectively. • Ability to plan, organise and prioritise work. • Understanding of data protection and confidentiality. • Understanding of safeguarding. • Knowledge of recruitment and staffing administration, including the importance of accurate records and timely escalation. Personal qualities • Commitment to promoting the ethos and values of the school and achieving the best outcomes for all pupils. • Commitment to acting with integrity, honesty, loyalty and fairness to safeguard the school’s assets, financial probity and reputation. • Ability to work under pressure and prioritise effectively. • Commitment to maintaining confidentiality at all times. • Commitment to safeguarding and equality. • Ability to embrace change and deal effectively with difficult situations. This job description may be amended at any time in consultation with the postholder. Pond Meadow Academy Trust is committed to creating a diverse workforce. We will consider all qualified applicants for employment without regard to sex, race, religion, belief, sexual orientation, gender reassignment, pregnancy, maternity, age, disability, marriage or civil partnership. The school office manager will be required to safeguard and promote the welfare of children and young people, and follow school policies and the staff code of conduct. Please note that this list of duties is illustrative of the general nature and level of responsibility of the role. It is not a comprehensive list of all tasks that the school office manager will carry out. The postholder may be required to do other duties appropriate to the level of the role, as directed by the headteacher. Last review date: Sept 2026 Next review date: April 2027

The People, Payroll & Compliance Officer will provide an efficient, accurate and professional administrative service across payroll, HR and workforce compliance. Working under the management of the HR Manager, the post holder will take responsibility for the day-to-day administration and coordination of payroll processes, employee records, recruitment and onboarding administration, contractual documentation and employment-related compliance. The role will act as a key point of contact for routine staff payroll and HR administration queries and will ensure that employee information is accurate, complete, securely maintained and processed within required deadlines. The post holder will work closely with the HR Manager, CFOO and Finance Team to ensure that payroll and staffing information is accurately reflected across HR, payroll and finance systems and that appropriate checks and controls are maintained. Job Description and Person Specification Reporting to: HR Manager - Working under the strategic oversight of the CFOO Responsible for: People, payroll and workforce compliance administration Location: Pond Meadow Academy Trust, including all current and future Trust sites Contract: Permanent 36 Hours Term Time plus 2 weeks, Part time will be considered Grade: PS6 Pt2-6 KEY RESPONSIBILITIES 1. Payroll Administration Take responsibility for the effective administration and coordination of the monthly payroll process under the oversight of the HR Manager and in liaison with the Finance Team and external payroll provider. Duties will include: • Maintain accurate payroll records for all employees. • Prepare and submit monthly payroll information in accordance with agreed payroll deadlines. • Process payroll changes including new starters, leavers, contractual changes, salary changes, additional hours, overtime, allowances and deductions. • Ensure authorised variations and changes are accurately entered onto the relevant HR/payroll systems. • Maintain accurate records relating to maternity, paternity, adoption, shared parental and other statutory leave. • Process sickness absence information affecting payroll, including occupational and statutory sick pay information where applicable. • Support the administration of pension arrangements, including Teachers' Pension Scheme and Local Government Pension Scheme requirements. • Coordinate information relating to pension changes, opt-ins, opt-outs and other employee pension queries. • Liaise with the payroll provider regarding payroll queries, corrections and adjustments. • Respond to routine employee payroll queries and escalate complex matters to the HR Manager, CFOO, Finance Team or payroll provider as appropriate. • Undertake monthly payroll checking and reconciliation processes before payroll approval. • Check payroll reports against authorised staffing and contractual information and investigate discrepancies. • Maintain appropriate evidence and audit trails for all payroll changes. • Support the checking of payroll costs against establishment and staffing records. • Ensure payroll documentation is appropriately authorised before processing. • Maintain records of payroll errors, corrections and outstanding actions and follow these through to resolution. • Support year-end payroll processes and provide information required for audit and financial reporting. • Ensure payroll information is processed securely and confidentially and in accordance with data protection requirements. Final payroll authorisation and financial approval will remain with the appropriate authorised senior officer. 2. People & HR Administration Provide comprehensive administrative support to the HR Manager throughout the employee lifecycle. This will include: • Maintain accurate and up-to-date employee records within the school's HR systems. • Ensure electronic and manual personnel files are complete, appropriately organised and securely maintained. • Prepare contracts of employment, contractual variation letters and other routine employment documentation following appropriate authorisation. • Coordinate new starter administration and onboarding. • Ensure all required documentation and information is obtained before employees commence employment. • Process employee changes including changes to hours, working patterns, roles, grades and contractual arrangements. • Coordinate leaver administration, including confirmation of leaving dates and notification to payroll and relevant internal teams. • Maintain records relating to probation periods and ensure managers are notified of upcoming review dates. • Maintain accurate records of maternity, paternity, adoption, parental and other forms of leave. • Support the administration of flexible working requests and agreed contractual changes. • Maintain sickness absence records and support the HR Manager with absence monitoring processes. • Produce routine absence reports and identify employees approaching or reaching the school's absence monitoring triggers for review by the HR Manager. • Support the administration of Occupational Health referrals and maintain appropriate records. • Arrange HR meetings where required and prepare associated documentation. • Take accurate notes at HR meetings when required. • Support the administration of formal HR processes under the direction of the HR Manager. • Maintain confidentiality at all times when dealing with employee and sensitive information. • Respond to routine HR and employment administration enquiries and refer advisory, complex or sensitive matters to the HR Manager. • Produce routine workforce reports and information as required by the HR Manager, CFOO and Senior Leadership Team. • Manage the HR inbox, responding to routine enquiries and referring complex or sensitive matters to the HR Manager. • Maintain the agency staffing compliance tracker, following up outstanding documentation and providing verified information to the Office Manager for the Single Central Record. • Administer agreed HR, absence and staff-benefit systems, ensuring records are accurate and updated promptly. • Provide accurate staffing, contractual, pay and absence information to the Office Manager to support preparation and submission of the School Workforce Census. • Notify the Office, IT and Premises teams promptly of authorised starters, leavers and relevant changes so that access, equipment and system arrangements can be updated. 3. Recruitment & Pre-Employment Compliance Provide administrative coordination for recruitment and safer recruitment processes. Responsibilities will include: • Prepare and publish recruitment advertisements following approval. • Maintain recruitment records and vacancy information. • Coordinate applications, shortlisting documentation and interview arrangements. • Communicate with candidates throughout the recruitment process. • Prepare interview documentation and recruitment packs. • Issue conditional offers and coordinate pre-employment checks. • Obtain and record references. • Coordinate DBS checks and other required safeguarding checks. • Check identity, right-to-work documentation and qualifications. • Ensure all required pre-employment checks are satisfactorily completed before employment commences. • Maintain clear evidence and records of recruitment decisions and checks. • Liaise with recruiting managers regarding outstanding documentation or checks. • Support the HR Manager in ensuring recruitment processes comply with safer recruitment requirements and Trust procedures. 4. Workforce Compliance Take responsibility for the administration, monitoring and maintenance of workforce compliance records. This will include: • Provide the Office Manager with verified recruitment and workforce compliance information and supporting evidence required to maintain the Single Central Record. Notify the Office Manager promptly of starters, leavers and relevant changes, and resolve outstanding documentation queries. • Complete routine checks of employee compliance information and identify missing or expired documentation. • Ensure required safeguarding and employment checks are appropriately recorded. • Maintain records of DBS checks, barred list checks, right-to-work checks, qualifications and other required employment checks. • Monitor time-limited documentation, including visas and right-to-work evidence, and ensure appropriate follow-up takes place before expiry. • Maintain records of statutory and mandatory staff training. • Monitor training expiry dates and notify employees and managers when refresher training is required. • Maintain records relating to safeguarding training and other mandatory workforce compliance requirements. • Support regular internal audits of personnel files and workforce compliance records. • Maintain action logs arising from compliance audits and follow up outstanding actions. • Provide evidence and documentation for external audit, safeguarding reviews, inspections and other compliance activity as required. • Escalate identified compliance concerns or gaps promptly to the HR Manager. • Support the HR Manager and CFOO in ensuring workforce-related policies, procedures and records remain compliant with current requirements. 5. Single Central Record Support the accurate and effective maintenance of the school's Single Central Record, including: • Ensuring required information is recorded promptly and accurately. • Checking that supporting evidence is available for information recorded. • Undertaking routine checks of the SCR against employee records. • Following up missing or incomplete information. • Supporting periodic SCR audits. • Ensuring starters and leavers are appropriately added or removed. • Maintaining records relating to agency staff, contractors, volunteers and other individuals where required. • Escalating any safeguarding or compliance concerns immediately to the HR Manager and/or Designated Safeguarding Lead as appropriate. 6. Systems, Data & Reporting • Maintain accurate employee information across HR and payroll systems. • Ensure information is consistent between HR, payroll and relevant finance records. • Undertake routine data-quality checks and resolve discrepancies. • Produce workforce information and reports as requested. • Maintain trackers for key HR, payroll and compliance deadlines. • Support the preparation of workforce information required for statutory returns, audit and reporting. • Maintain appropriate document retention and secure disposal arrangements. • Ensure personal information is handled in accordance with UK GDPR, data protection requirements and Trust policies. • Support improvements to administrative processes and systems to improve efficiency, accuracy and compliance. 7. General Responsibilities • Provide a professional, responsive and confidential service to employees and managers. • Develop effective working relationships across the school and Trust. • Work collaboratively with Finance, Administration and other operational teams. • Maintain the highest standards of accuracy when processing payroll and employee information. • Work to strict monthly and statutory deadlines. • Prioritise workload effectively and ensure outstanding actions are followed through. • Identify administrative or compliance risks and escalate these promptly to the HR Manager. • Contribute to the development and improvement of HR, payroll and compliance processes. • Participate in relevant training and professional development. • Undertake other duties commensurate with the level and nature of the post as reasonably requested by the HR Manager or CFOO. RESPONSIBILITY AND ACCOUNTABILITY The People, Payroll & Compliance Officer is expected to take operational ownership of the administration and coordination of the areas within this job description. The post holder will be expected to identify discrepancies, missing information, approaching deadlines and potential compliance concerns and take appropriate administrative action to resolve these or escalate them promptly. The role does not hold responsibility for determining HR strategy, providing formal employee relations advice, making decisions in relation to disciplinary, grievance, capability or absence cases, or providing final payroll authorisation. These responsibilities remain with the HR Manager and/or appropriate senior leaders. SAFEGUARDING Pond Meadow Academy Trust is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. The successful candidate will be required to undertake appropriate safeguarding and safer recruitment checks, including an enhanced DBS check where applicable. The post holder will be expected to understand and comply with the Trust's safeguarding policies and procedures and to report any safeguarding concerns in accordance with established procedures. PERSON SPECIFICATION Qualifications and Knowledge Essential • Good standard of education, including English and Mathematics or equivalent. • Good understanding of administrative processes and confidential record keeping. • Understanding of the importance of data protection and confidentiality. • Strong IT skills, including Microsoft Office and the ability to use HR, payroll or similar management information systems. • Knowledge of payroll administration. • Understanding of the importance of safeguarding and safer recruitment within an education environment. Desirable • CIPD, payroll, HR or business administration qualification, or willingness to work towards a relevant qualification. • Knowledge of Teachers' Pension Scheme and/or Local Government Pension Scheme administration. • Knowledge of safer recruitment requirements within schools. • Understanding of the Single Central Record and statutory workforce compliance requirements. • Knowledge of HR and payroll systems used within an education environment. Experience Essential • Experience of working within a busy administrative environment. • Experience of maintaining accurate and confidential records. • Experience of working to deadlines and managing competing priorities. • Experience of processing detailed information where a high level of accuracy is required. • Experience of communicating professionally with employees, managers and external organisations. Desirable • Previous experience within HR, payroll or people administration. • Previous experience within a school, academy trust or education setting. • Experience of payroll administration. • Experience of recruitment and onboarding administration. • Experience of maintaining compliance records and/or a Single Central Record. • Experience of working with external payroll providers. Skills and Attributes The successful candidate will: • Have excellent attention to detail and a high level of accuracy. • Be highly organised and able to manage recurring monthly and annual deadlines. • Be confident working with numerical and employee data. • Be able to identify discrepancies and follow issues through to resolution. • Demonstrate discretion and maintain confidentiality. • Communicate clearly and professionally. • Be confident in following established processes while recognising when an issue needs to be escalated. • Be able to work independently within agreed procedures. • Be able to prioritise effectively in a busy environment. • Demonstrate a proactive approach to compliance and record keeping. • Work collaboratively as part of the wider Business & Operations and school teams. • Demonstrate commitment to safeguarding and promoting the welfare of children and young people. This list describes the general nature and level of responsibility of the role. It is not a comprehensive list of every task. The postholder may be required to undertake other duties appropriate to the level of the role, as directed by the Chief Finance and Operations Officer or Headteacher. September 2026 Chief Finance and Operations Officer Reviewed