Location: Global
Department: Business Support
Reports to (Line Manager): Initially to Head of HR (to 31 March 26), Director of Business Support (from 1 April 26)
Responsible for (Line managing): HR Business Partner
Grade: UK Salary Grade E or its equivalent according to location
Contract Type: Open-ended contract
About HelpAge
HelpAge International works with a diverse global network of around 200 organisations across 99 countries to promote the rights of older people to lead dignified, healthy and secure lives.
Through partnership and collaborations, we work to ensure the inclusion of older people across society and strive to deliver a just and fair world for everyone as they get older. Our work is driven by our desire to achieve real impact for older people, to be inclusive, to work in partnership and to learn from our shared experience.
About the Department
The Business Support Department provides Finance, Audit, Operations, IT and HR support to the organisation, ensuring strategic advice on all these areas, that all compliance requirements are met and staff receive the support they need from the functions. It ensures robust systems, processes, and oversight that support decision-making, mitigate risk, and maintain organisational integrity and ensure organisational records and data are properly kept in ways that meet all regulatory compliance requirements.
About the Job
The Senior HR Manager will initially work alongside the Head of HR to support the transition to the new organization design and implementation of the People Strategy. Once the Head of HR position ends, to be the HR lead for the organization providing strategic leadership on all people related issues.
The role holder will work collaboratively with both internal stakeholders; and external stakeholders; Network members/Partner organisations, Service providers – eg Payroll, Cascade and International HR Networks
Key areas for impact/influence and responsibilities
• Ensure best practice people management by delivering on the People Strategy and culture change work as required
• Work closely with the People Committee of the Board of Trustees to ensure alignment on thinking and actions relating to people management
• Line manage the HR Business Partner and ensure best practice HR Management across the full employee life cycle
• Ensure Safeguarding practices and polices relating to employment are implemented and updated as needed
• Lead on the response to any Safeguarding incidents and complex employee relations cases
• Lead on the placement of staff in key locations so as to ensure we have a diverse workforce and that we are working amidst our Network/Partners
• Ensure that relationships with key Network Members and partners are professional, supportive and reflect our values.
• Ensure continuous improvement in people management by reviewing and developing new policies and practices
• Manage the HR team budget
Skills and experience required
• Previous experience as a Senior HR professional within an international environment
• Experience of providing strategic HR advice to a senior leadership team and Board of Trustees
• Experience of ensuring that HR provides excellent service across the employee life cycle
• Strong understanding of Safeguarding of staff, volunteers and trustees
• Experience of managing complex safeguarding and employee relations cases
• Line management experience
• Excellent interpersonal and influencing skills
• Ability to solve problems and find creative solutions
• Demonstrated understanding of and a commitment to the principles of Partner Led Programming is essential
Key Behavioural Competencies
Working Collaboratively with Others. Work collaboratively, building mutual trust and respect, with external organizations and partners to achieve our strategic aims and objectives; being accountable for the work we do together.
Adaptability and Flexibility. Adapt to new directions or opportunities arising within the organisation and in our work area; being flexible in our role, constantly using the feedback to learn more and evolve further.
Supporting and Facilitating Change. Lead behavioural and cultural change through embracing a supportive, collaborative and highly inclusive environment where everybody feels supported, respected and engaged.
Extend HelpAge’s Reach and Impact. Extend HelpAge’s reach and impact by creating and identifying new business development opportunities and building relationships with new partners.
Diversity and Inclusion. Lead and promote a culture of including the voices of older people across our support, convening and thought leadership roles, in a way that is transformative, empowering and highly inclusive of those marginalised by gender, economic status, disability and other factors of discrimination.
Leading Others (for managers). Demonstrate strong leadership to own unit/department and manage people in a well and reputable manner. Create an atmosphere of trust and an enabling environment where staff can contribute their best and develop their potential.
Safeguarding
HelpAge International is committed to safeguarding the communities with which we work, our partners, staff and any others who we come into contact with. The post holder will also be responsible for:
• Preventing harm and abuse from our people, operations and programmes to anyone that encounters our work.
• Reporting all safeguarding incidents you see, hear, hear about or suspect, using our internal reporting mechanism.
• Complying with all safeguarding framework policies and practices.
• Completing mandatory training courses relating to our safeguarding policy framework and complying with HR vetting procedures.
SAFER RECRUITMENT
All employments at HelpAge International will be subject to satisfactory references and appropriate screening checks, which can include misconduct disclosure schemes and terrorism finance checks.
How to apply
Interested and qualified individuals are encouraged to review the details of the Job Description via www.helpage.org and submit their Cover Letter and CV only to Jobs@helpage.org not later than the deadline Sunday, 31 August 2025.