HR Manager

Organisation: Invictus UK 2027 Ltd
Salary: £50,000-55,000 FTE per annum
Location: Hybrid/ Birmingham/ London
Contract type: Fixed Term (Full time)
Closing date: 12 April 2026
Job Description: HR Manager

The role

We are looking for an HR Manager to join our fantastic team at Invictus UK 2027.
In this role you will support the CFO in executing the overall human resources strategy to support the delivery of the Games. This stand-alone role includes managing the full employee lifecycle, fostering a high-performance culture, ensuring compliance with HR best practices, and overseeing the recruitment of a diverse, skilled workforce essential for the successful execution of the Games.
The HR Manager will work collaboratively across all functional areas of the Organisation to ensure the Games’ staffing needs are met efficiently while creating a positive and inclusive working environment.

This is a full time (however part-time applications will be considered), fixed term role to 31/08/2027.

The salary range for this position is £50,000-55,000 FTE per annum.

This role shall be based at our London & Birmingham offices and flexible, hybrid working arrangements are available with the Organisation.

Employee Benefits include:
- 30 days annual leave per annum plus public holidays
- Flexible working arrangements
- Wellbeing time

About Invictus UK 2027
Invictus UK 2027 is a charity and delivery organisation for Invictus Games Birmingham 2027, taking place in July 2027 at the National Exhibition Centre (NEC) and Sandwell Aquatics Centre. Founded by Prince Harry, The Duke of Sussex in 2014, the Invictus Games uses adaptive sport to support the recovery of Wounded, Injured, and Sick (WIS) service personnel and veterans.
Birmingham 2027 will bring together 550 competitors from over 25 nations across 12 sports, including Archery, Athletics, Cycling, Esports, Indoor Rowing, Laser Run, Pickleball, Powerlifting, Sitting Volleyball, Swimming, Wheelchair Basketball, and Wheelchair Rugby.
The Games are about more than competition. Success is measured in every step forward, every challenge faced, every barrier overcome. Every throw, stride, and lift is a victory.
Our mission is to celebrate the unconquered spirit of WIS service personnel and veterans, deliver an outstanding Games, and create lasting social impact across Birmingham and the Midlands.
Through our Impact Programme, we will create recovery opportunities for thousands of WIS and their families, while delivering long-term benefits for Birmingham and the West Midlands.
Birmingham sits at the heart of this story, from life-saving care at Queen Elizabeth Hospital Birmingham to rehabilitation at the Defence and National Rehabilitation Centre and support at Fisher House, with many competitors returning to the place that supported them.

Role Summary

As our standalone in-house HR Manager you will support the Chief Finance Officer in leading and delivering the overall HR strategy to support the delivery of the Games. This includes managing the full employee lifecycle, fostering a high-performance culture, ensuring compliance with HR best practices, and overseeing the recruitment of a diverse and skilled workforce essential for the successful execution of the Games.

The HR Manager will act as a trusted advisor to managers, ensuring best practice across recruitment, employee relations, performance and staff development whilst creating a positive and inclusive working environment.

Key Duties and Responsibilities
• Ensures the Organisation’s people process, for employed and otherwise engaged team members meet legal and regulatory compliance, delivered through robust recruitment practice, ongoing governance and purposeful policies and procedures.
• Oversees the end-to-end recruitment process, including talent acquisition, selection, and onboarding (supported by the Office Manager), for both permanent and temporary staff and contractors.
• In partnership with Finance, ensures the employee workforce plan is robust and fully costed.
• Owns the delivery of the workforce and skill requirements plan, including retention strategies and programmes of external recruitment, recruiting a diverse and highly talented workforce.
• Develops onboarding programmes that engage new employees and prepare them for their roles effectively. Ensure that these programmes are actioned effectively with support from the Office Manager.
• Inspires an innovative and exciting internal engagement and communication programme across the Organisation, dovetailing with the overall Communications strategy where appropriate.
• Ensures Equality, Diversity and Inclusion is embedded throughout the wider team, with initiatives in place for everyone to participate.
• Ensures tools and opportunities are available to ensure essential learning is in place for all to succeed in their role.
• Monitors consistency in employee relations concerns and outcomes, using trends and insight to review positive employee relations interventions.
• Provides the CFO with appropriate information relating to people KPIs and areas of risk, to enable effective communication to People Committee and Board.
• Leads the planning and preparation of the organisation for close out including celebration, exit processing and outplacement (where appropriate).

Key Relationships
• To work across the organisation, acting as the point of contact for all People/HR queries.

Person Specification

Qualifications:
Essential
• Professional qualification (CIPD) in HR - CIPD Level 5 or equivalent experience.
Desirable
• Professional qualification (CIPD) in HR - CIPD Level 7 or equivalent experience

Experience:
Essential
• Proven experience in a stand-alone HR Manager or Senior HR Advisory role within a fast-paced, agile environment.
• Recruitment and onboarding experience.
• Experience of designing and implementing onboarding programmes that improve employee engagement and readiness.
• Strong background in internal communications and employee engagement initiatives.
• Experience embedding Equality, Diversity and Inclusion across teams or organisations.
• Experience preparing people related KPIs, reports and risk insights for senior leaders, committees or boards.
Desirable
• Experience of supporting organisational change, or close out processes, including exit and outplacement support.

Skills:
Essential
• Strong understanding of UK employment law and HR best practice.
• Skilled in workforce planning and principles of recruitment.
• Ability to analyse people data, identify trends and provide meaningful insights
• Strong understanding of ED&I principles and how to embed them operationally.
• Strong organisational ability and skilled at managing competing priorities.
Desirable
• Skilled in HR case management

Personal attributes:
Essential
• A natural communicator, with strong interpersonal and communication skills. Professionally credible and able to influence at all levels within the Organisation.
• Reliable, adaptable and committed to the success of the team and project completion.
• Skilled at delivering excellent results in a fast-paced setting
• Highly resilient, self-motivated and proud to be part of the experience
• High level of accuracy and attention to detail, particularly in administration, reporting and compliance.
How to apply: For an informal discussion about the role please contact Ben Shepherd (ben.shepherd@invictusgames2027.org) Please refer to https://www.invictusgames2027.org/join-the-team To apply please send a CV and covering letter to recruitment@Invictusgames2027.org. Please clearly state in the covering letter how your background, skills and experience meet the criteria set out in the Job Description and Person Specification. Closing date: 12th April 2026. (We reserve the right to close the listing early should we receive sufficient number of candidates before the closing date) Interview date: TBC in April 2026. Equal Opportunities Invictus Games 2027 is committed to providing equal opportunities for all. We value diversity and welcome applications from candidates from diverse backgrounds. Invictus Games 2027 is responsible for ensuring that no job applicant receives less favourable treatment on the grounds of age, gender, disability, ethnic origin, race, colour, parental or marital status, pregnancy, social or class background, nationality, religious belief, sexual preference or political belief.