Post Introduction

We Include. You Belong.

Our Belonging and Inclusion Strategy aims for everyone in the National Church Institutions (NCIs) to feel that they belong, and are valued for who they are and what they contribute. Together, our people contribute in different ways towards our common purpose, whichever NCI they work in and whatever their background.

The Church Commissioners for England is an innovative, leading UK asset owner, responsible for managing the Church of England’s £10bn+ endowment fund and with an exceptional position at the forefront of responsible investment.

The fund is exceptionally diverse with major allocations to traditional and non-traditional assets – equities, real estate, credit, and a wide range of alternatives, including private equity and venture, timber, absolute return funds and others. The fund also deploys innovative and value adding tactical asset allocation (TAA) strategies to manage risk and enhance returns.

The Investment Division is responsible for all aspects of managing, stewarding, and supporting the fund, mixing both internal and external asset management models. The internal management includes the TAA derivatives-based strategies, some equity strategies and most of the highly diverse real estate portfolio. As such, the Investment Team provides an exceptional learning environment with a flat structure and culture that provides excellent opportunities for exposure to all investments, operational and leadership teams.

The Church of England is for everyone and we want to reflect the diversity of the community the Church serves across the whole country. Therefore, while of course we welcome all applications from interested and suitably experienced people, we would particularly welcome applicants from UK Minoritised Ethnicities (UKME)/Global Majority Heritage (GMH) and other under-represented groups.

Main Responsibilities

People Strategy, Planning & Projects

• Develop and implement the Investments People Plan.
• Partner on HR budgeting and resource planning.
• Lead people-related projects aligned with HR and organisational strategy.

Resourcing & Onboarding

• Manage recruitment policies and end-to-end hiring processes.
• Enhance employer branding and candidate experience.
• Oversee onboarding and workforce planning.

Engagement & Inclusion

• Analyse and report on belonging and inclusion data.
• Lead employee survey reporting and engagement initiatives.
• Coordinate the Investments Summer Internship Programme.

Reward & Benefits

• Manage salary reviews and incentive assessments.
• Conduct benchmarking and prepare reports for the Remuneration Committee.
• Support job evaluation processes.

Learning & Development

• Coordinate training programmes and evaluate their effectiveness.
• Identify development opportunities and improvements.

Performance Management

• Advise on employee relations and organisational change.
• Develop policies to support effective performance management.

Policies & Procedures

• Provide HR policy guidance and ensure legal compliance.
• Improve HR systems and processes.
• Support strategic HR projects and maintain accurate HR information.

Person Specification

ESSENTIAL

Knowledge/Experience

• 3–4 years in a generalist HR role covering areas like resourcing, reward, development, and compliance.
• Proven experience in HR operations and delivering reward/benefit processes (e.g. salary reviews, incentives).
• Strong project management skills.
• Proficiency in HR systems and digital tools, especially Microsoft Excel.

Skills/Abilities

• High professional standards and credibility as an HR representative.
• Integrity, confidentiality, and sound judgment in sensitive matters.
• Strategic thinking with a continuous improvement mindset.
• Strong communication skills, adaptable to various audiences.
• Excellent written and verbal communication with attention to detail.
• Coaching and mentoring capabilities.
• Collaborative and proactive team player with strong relationship-building skills.
• Highly organised, detail-oriented, and deadline-driven.
• Resilient and adaptable in fast-paced environments.
• Analytical and confident in presenting data.
• Strong problem-solving and stakeholder influencing skills.

Qualifications/Training

• CIPD Level 5 or equivalent HR experience.

DESIRABLE

• HR experience in the private, finance, or investment sectors