HR Performance Manager, SEO, Perm, Liverpool/ Newport

Job summary

• Can you turn insight into influence: use people data, analytics and workforce intelligence to shape decisions at Executive Leadership Team and Board level?
• Do you thrive on leading meaningful organisational change: design fair, effective performance management, pay and succession approaches that help colleagues thrive?
• Do you want to build your strategic HR career: work across senior leadership and the wider HR team on high-profile priorities, with opportunities to develop your expertise in analytics, workforce planning and performance?

Job purpose :

The HR performance Manager is responsible for designing and implementing strategies that drive employee productivity, growth, and alignment with business objectives. Through maximising use of HR data and metrics, this role leverages HR analytics to enhance performance effectiveness, optimise goal setting processes and support leadership in creating a high-performance culture.

This role is ideal for a professional with strong analytical skills, a strategic mindset, and a passion for optimizing workforce performance through data driven approaches.

Job description

Key Responsibilities

• Gather and assess business intelligence and all data relating to people, delegated pay and reward to assess/analyse organisational performance, over time, and seek to identify trends and dips in performance to be addressed.
• Draft proposals for delegated pay remit and conduct research where needed to support proposal.
• Ensure internal controls manage the accuracy of the data from the HR system.
• Present findings through clear reporting mechanisms, suggesting recommended courses of action.
• Implement or improve procedures and devise strategies that support and enhance employee performance in line with organisational objectives.
• Accountable for the quarterly reporting dashboard and associated narrative of people performance standards to the Executive Leadership Team and Renumeration and People Board.
• Create and review Performance Management policies and procedures which are easy to follow and facilitate line managers’ ability to identify, encourage and reward high performance and efficiently manage poor performers.
• Identify, develop or recommend learning and development interventions to support effective and productive Performance Management discussions and activities.
• Engage with the line management cadre to help them identify and act on their own development needs, liaising with L&D colleagues to ensure the embedding of civil service line manager standards.
• Lead the succession planning agenda, ensuring that those identified as talented or in succession pipelines are nurtured and developed through career conversations and relevant activities, wider workforce planning

Performance Management Strategy and Execution:

• Develop and oversee the organisation’s performance management framework, ensuring alignment with strategic business goals
• Implement performance evaluation tools, such as goal setting frameworks (e.g. SMART goals) and competency models.
• Partner with leadership teams to establish KPIs and ensure performance standards are clear and consistent.
• Continuously assess and improve performance management processes to enhance fairness, engagement and effectiveness.
• Oversee performance review processes, ensuring structured and transparent evaluations.

HR Analytics and Performance Insights:

• Utilise HR data analytics to track and analyse performance trends, outputs, engagement levels as well as pay modelling and reward.
• Produce regular workforce planning tool using this to influence and advise senior leaders decision making.
• Develop dashboards and reports to provide leadership with data driven insights on workforce performance for driving decision making and influencing leadership strategies.
• Use predictive analytics to identify risks and areas for development.
• Benchmark internal performance data against industry standards to drive continuous improvement.
• Analyse qualitative and quantitative data and insights to improve processes and eliminate biases.

Employee Development and Compliance:

• Ensure performance management practices comply with employment law and regulatory requirements.
• Align performance outcomes with L&D programmes to support employee growth.
• Provide training for managers on effective feedback, coaching and performance improvement strategies.
• Foster a continuous feedback culture, making use of coaching tools and platforms
• Collaborate with the wider HR team to integrate findings into process and practice, including employee relations.

Person specification

Essential criteria

Ability:

• Analysing HR data and applying understanding to decide on an appropriate intervention or course of action.
• Exercising judgement and making decisions based on own interpretation even where information is unclear or not available.
• To confidently build and manage a diverse range of relationships including with senior stakeholders
• Excellent communication skills both in verbal and written formats
• Excellent analytical skills

Experience:

• Working as part of an HR delivery team
• Supporting others to optimise performance of People Management Skills
• Establishing facts in the face of sensitive or multiple opposing opinions, establishing the best approach; determining appropriate methodologies and analysis.
• Experience of strategic workforce planning.

Technical:

• Develop efficient systems for collecting information on performance
• Writing policies related to performance or people related issues
• Member of the CIPD or equivalent or willing to work towards a qualification as part of career development
• Proficiency in performance management software and data systems e.g. Power BI.

Behaviours

We'll assess you against these behaviours during the selection process:

• Changing and Improving
• Communicating and Influencing
• Managing a Quality Service
• Delivering at Pace

Benefits

Alongside your salary of £44,027, Charity Commission contributes

£12,754 towards you being a member of the Civil Service Defined Benefit Pension scheme.

Find out what benefits a Civil Service Pension provides (opens in a new window).

This is your chance to make a contribution that really matters and to make an impact in an organisation where your voice will be heard and your hard work noticed.

Watch this short video to find out more about us.

We operate a flexible hybrid working policy where office attendance is combined with at least 3 days homeworking per week dependent on role requirements.

We recognise everyone as an individual, accepting people for who they are and treating everyone fairly. We welcome the unique contribution diverse applicants bring from all backgrounds and we aim to have a workforce that represents the wider society that we serve. We champion inclusion and wellbeing, aiming to create a workplace where everyone feels valued and has a sense of belonging.

We do not discriminate on the basis of culture, ethnicity, race, nationality or national origin, age, sex, gender identity or expression, religion or belief, disability status, sexual orientation, educational or social background or any other factor.

We offer access to the highly competitive Civil Service Pension Scheme (employer contributions of 28.97%), far more than in the private sector, and a flexible, family-friendly environment. Additionally, you can look forward to other great benefits via our ‘Perkbox’ and ‘Edenred’ schemes. These include everything from an interest-free season ticket loan and bicycle loan (after two months) to discounts on gym membership, cinema tickets and restaurants. Please see the attached Charity Commission benefits document.

A minimum of 25 days of paid annual leave, increasing by one day per year up to a maximum of 30 days per year.

The Charity Commission’s operational ambition is to realise the Commission’s values of being an expert regulator that is fair , balanced , and independent , which works in a way that is supportive , collaborative , and i nnovative to achieve our ambitions. We want to develop our capability to regulate charities to realise this goal and meet our statutory and public duties to ensure that charity in England and Wales can deliver maximum benefit to society in a way that upholds its reputation in the eyes of the public.

Work at the Charity Commission and you’ll make a difference every day to:

• The 170,000 charities of all shapes and sizes that we regulate across England and Wales.
• The trustees we partner with and advise.
• The people and causes that benefit from the £10bn generously donated each year by the public.

Find out more about working for us here .

To note: Any move across the Civil Service on or after 4 October 2018 may have implications on an employee’s ability to carry on claiming childcare vouchers.

Things you need to know

Artificial intelligence

Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use.

Selection process details

This vacancy is using Success Profiles (opens in a new window) , and will assess your Behaviours, Strengths and Experience.

To apply for this post, you must complete an online application with the following:

• A blind CV setting out your Job History/Full Qualifications/Previous skill and experiences.
• A Personal Statement (maximum 750 words) demonstrating how you meet the essential criteria for the role outlined on the Job Description.

We will assess your CV and Personal Statement against the Essential criteria for the role.

We will ask you to carry out a Presentation at interview and we will assess you against Strengths the following Behaviours at interview:

• Changing and Improving
• Communicating and Influencing
• Managing a Quality Service
• Delivering at Pace

• Interview Arrangements
• Interviews will be taking place via MS teams
• The sift is due to take place on the 16/09/2026
• Interviews will be taking place on 28/09/2026 & 29/09/2026

We will try to meet the dates set out in the advert. There may be occasions when these dates change. You will be provided with sufficient notice of the confirmed dates.

At the interview, the panel can then probe further and ask applicants to provide further specific examples that show how they best demonstrate their skills.

We reserve the right to raise the score required at any stage of the process to manage numbers.

Behaviours:

The distinguishing Behaviours (the required skills, knowledge, and behaviours) for this role are set out in the Civil Service Behaviours Framework 2018 (Success Profiles - GOV.UK (www.gov.uk)) and should be referred to when making this application.

You are required, under the Behaviours approach, to describe how you have dealt with a specific situation.

You must give evidence of your knowledge, skills, and behaviours and how you have applied this, such as what you did or said and how you interacted with other people.

When you are giving your examples, do not spend too many words on description and background information. Avoid using general or unspecific statements. Instead say what the situation was, what you did, what your thought process was and what was the result.

This post is full time however those applicants who do or wish to work an alternative working pattern are welcome to apply. The preferred working pattern may or may not be available. You should discuss this with the vacancy holder.