Interim HR Operations Manager (Grade 7)
| Posting date: | 21 March 2026 |
|---|---|
| Salary: | £28.56 per hour |
| Hours: | Full time |
| Closing date: | 20 April 2026 |
| Location: | Taunton, Somerset |
| Remote working: | Hybrid - work remotely up to 2 days per week |
| Company: | Wax Recruitment Ltd |
| Job type: | Contract |
| Job reference: |
Summary
Job title: Interim HR Operations Manager (Grade 7)
Job Category: Human Resources
Hours per week: 37
Location: The Crescent, Taunton, Somerset, TA1 4DY, Somerset Council
Pay: £28.56 per hour
Hybrid with 2 to 3 days office-based
Role Purpose
The Interim HR Operations Manager will provide senior-level operational leadership across the HR Operations service, with a particular focus on stabilising, developing and embedding the Reward function during a period of organisational transition.
The role will ensure high-quality delivery of core HR operational services, lead continuous improvement activity, and strengthen service-wide processes, systems and governance. The post-holder will manage and develop the Pay & Reward team, oversee establishment-management processes, and work collaboratively across HR to support effective, consistent, and efficient people management practices.
This interim role is critical in supporting organisational readiness for the Total Pay & Reward Programme, ensuring interdependencies are managed and that BAU service quality is maintained.
Key Results Areas & Accountabilities
1. HR Operations Leadership (Service-Wide)
Provide senior-level operational support across HR Operations, contributing to the delivery of a cohesive, customer-focused HR service.
Lead service-wide improvement activity, identifying opportunities to streamline processes, reduce silos, and build consistency in ways of working.
Provide expertise in HR operations process redesign, working with colleagues across the organisation to simplify workflows and improve digital enablement.
Support the Head of HR Operations with operational oversight, risk identification, service prioritisation, and management of cross-cutting issues.
2. Reward, Recognition & Establishment Management
Lead the Pay & Reward team to deliver an effective, professional and responsive reward service.
Oversee a robust job evaluation process ensuring fairness, consistency and compliance with Council policy.
Maintain up-to-date approaches to reward, benefits and recognition, keeping strategies under review to support attraction and retention.
Manage the day-to-day delivery, communication and marketing of staff benefit schemes.
Oversee the establishment control framework in partnership with HR and Finance colleagues, ensuring high-quality data, governance and reporting.
Lead the allowance request and approval processes, ensuring transparency, risk monitoring and appropriate escalation where needed.
Commission or procure external reward or benchmarking support when required, ensuring compliance with procurement and corporate policies.
3. Policy, Compliance & Advisory Support
Contribute to the development and implementation of HR policies, particularly those relating to Reward, Establishment Management and HR Operations processes.
Provide expert advice to senior managers and HR colleagues on complex operational issues, including reward, organisational change and establishment matters.
Maintain knowledge of relevant legislation, case law, and sector best practice to ensure compliance and inform service improvements.
4. Stakeholder Engagement
Build strong relationships with HR Business Partners, Service Directors, Executive Directors and operational managers to support effective decision-making.
Work collaboratively with staff networks, Trade Unions and JE evaluators to support fair and transparent reward processes.
Work with digital, data and systems colleagues to support the transformation and modernisation of HR services.
5. Team Leadership & Development
Manage, coach and develop the Pay & Reward team to build capability, resilience, and high-quality service delivery.
Recruit, train and maintain a pool of job evaluation panellists, including TU representatives, ensuring engagement and consistency in practice.
Foster a positive team culture based on accountability, continuous improvement and professional development.
Knowledge / Skills / Experience
Knowledge
Relevant degree or professional qualification (e.g., CIPD) � Essential
Evidence of ongoing CPD � Essential
Strong understanding of Pay & Reward practices � Essential
Knowledge of recruitment processes � Desirable
Understanding of statutory, policy and local government frameworks � Desirable
Experience
Demonstrable experience leading or supporting Reward, Recognition or Compensation & Benefits services � Essential
Experience in job evaluation and its practical application � Essential
Proven ability to lead operational HR projects and influence policy development � Essential
Experience delivering effective communication and engagement activities � Essential
Experience implementing performance and quality assurance frameworks � Essential
Experience managing and
Job Category: Human Resources
Hours per week: 37
Location: The Crescent, Taunton, Somerset, TA1 4DY, Somerset Council
Pay: £28.56 per hour
Hybrid with 2 to 3 days office-based
Role Purpose
The Interim HR Operations Manager will provide senior-level operational leadership across the HR Operations service, with a particular focus on stabilising, developing and embedding the Reward function during a period of organisational transition.
The role will ensure high-quality delivery of core HR operational services, lead continuous improvement activity, and strengthen service-wide processes, systems and governance. The post-holder will manage and develop the Pay & Reward team, oversee establishment-management processes, and work collaboratively across HR to support effective, consistent, and efficient people management practices.
This interim role is critical in supporting organisational readiness for the Total Pay & Reward Programme, ensuring interdependencies are managed and that BAU service quality is maintained.
Key Results Areas & Accountabilities
1. HR Operations Leadership (Service-Wide)
Provide senior-level operational support across HR Operations, contributing to the delivery of a cohesive, customer-focused HR service.
Lead service-wide improvement activity, identifying opportunities to streamline processes, reduce silos, and build consistency in ways of working.
Provide expertise in HR operations process redesign, working with colleagues across the organisation to simplify workflows and improve digital enablement.
Support the Head of HR Operations with operational oversight, risk identification, service prioritisation, and management of cross-cutting issues.
2. Reward, Recognition & Establishment Management
Lead the Pay & Reward team to deliver an effective, professional and responsive reward service.
Oversee a robust job evaluation process ensuring fairness, consistency and compliance with Council policy.
Maintain up-to-date approaches to reward, benefits and recognition, keeping strategies under review to support attraction and retention.
Manage the day-to-day delivery, communication and marketing of staff benefit schemes.
Oversee the establishment control framework in partnership with HR and Finance colleagues, ensuring high-quality data, governance and reporting.
Lead the allowance request and approval processes, ensuring transparency, risk monitoring and appropriate escalation where needed.
Commission or procure external reward or benchmarking support when required, ensuring compliance with procurement and corporate policies.
3. Policy, Compliance & Advisory Support
Contribute to the development and implementation of HR policies, particularly those relating to Reward, Establishment Management and HR Operations processes.
Provide expert advice to senior managers and HR colleagues on complex operational issues, including reward, organisational change and establishment matters.
Maintain knowledge of relevant legislation, case law, and sector best practice to ensure compliance and inform service improvements.
4. Stakeholder Engagement
Build strong relationships with HR Business Partners, Service Directors, Executive Directors and operational managers to support effective decision-making.
Work collaboratively with staff networks, Trade Unions and JE evaluators to support fair and transparent reward processes.
Work with digital, data and systems colleagues to support the transformation and modernisation of HR services.
5. Team Leadership & Development
Manage, coach and develop the Pay & Reward team to build capability, resilience, and high-quality service delivery.
Recruit, train and maintain a pool of job evaluation panellists, including TU representatives, ensuring engagement and consistency in practice.
Foster a positive team culture based on accountability, continuous improvement and professional development.
Knowledge / Skills / Experience
Knowledge
Relevant degree or professional qualification (e.g., CIPD) � Essential
Evidence of ongoing CPD � Essential
Strong understanding of Pay & Reward practices � Essential
Knowledge of recruitment processes � Desirable
Understanding of statutory, policy and local government frameworks � Desirable
Experience
Demonstrable experience leading or supporting Reward, Recognition or Compensation & Benefits services � Essential
Experience in job evaluation and its practical application � Essential
Proven ability to lead operational HR projects and influence policy development � Essential
Experience delivering effective communication and engagement activities � Essential
Experience implementing performance and quality assurance frameworks � Essential
Experience managing and