Interim HR Transition Lead · Hybrid

Location:

Region: North West
Country: United Kingdom

Role:

  • Industry: Public Sector and Government, UK Public Sector
  • Job Type: Contract / Freelance
Working Arrangement: Hybrid
Rate: Negotiable

Application Details:

Start Date: ASAP
Expiry Date: 31/10/2026
Job Reference: 140920261

Interim HR Transition Lead · Hybrid

Job Opportunity – Interim HR Transition Lead – Predominantly Remote (North West) – Combined Authority

 

Job Role: Interim HR Transition Lead

Location: North West

Contract Duration: 3 Months +

Rate: DOE

Hybrid: X1 day per week/fortnight in office, rest would be remote working.

Days: Preference is full time hours but also happy to consider part time.

Start Date: ASAP

 

A newly formed Combined Authority client of mine are currently in the market and are on the lookout for an Interim HR Transition Lead with significant local government TUPE transfer of staff experience to join their team.

 

Main duties:

    • Acting as lead for the combined authority in respect of receiving employees as part of TUPE.
    • Help to run the people workstreams.
    • Readiness and preparation, collecting information, receiving policies and procedures, looking at potential measures, looking at how and what they do to bring in services, assess practicalities (e.g. what happens with ID badges, emails etc.).
    • Could be an opportunity to look across operational management also.
    • Possibly matrix management, making things happen in a work group that isn’t directly in your control.
    • This will be a purely hands on role and there will be no line management responsibilities.

Candidate Requirements:

    • Must have specific experience working on a large complex TUPE of staff within local government.
    • This doesn’t need to be specifically for a local authority as happy to accept other local government backgrounds.
    • Must be CIPD level 5 or above.
    • Need to have good personal skills to be able to build quality relationships to achieve things that are out of their direct control.
    • Will be an expectancy to hit the ground running.

 

g2 Recruitment are committed to equality of opportunity for all applications from individuals are encouraged regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships or any other characteristic protected by law.

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L&D Team

We are very lucky that g2 recruitment see Learning and Development as a vital part of a consultants journey which is why we have 4 people in the team who you will work very closely with from day 1 in your career. The team are on hand to guide you through your career at all levels and provide extra support working closely with the management team to give all consultants the best chance of success.  

Our Three Pillars of Training

Academy:
Week 1 is a series of remote sessions to learn all things systems, followed by a 1 week academy process which is a mixture of classroom and deskside this will be in one of our UK offices and usually consists of 3-8 other consultants all starting their journey together.

Experienced Modules:
These are a variety of sessions curated by us designed to support consultants as they are progressing through the career ladder, the aim is to ensure consultants at all levels have access to L&D.

Junior Management Programme:
Ran by our head of L&D this programme is designed to support junior managers as they start their management career. This involves things like personal branding, time management and ends in a business plan which is presented to members of the Exec board and senior management team.

Jaz123
Jaz D’Avola
Head of Learning & Development

Jaz joined g2 Recruitment in 2013.

She now leads our Learning and Development programme, transferring the knowledge and wisdom she learnt as a recruiter to the new generation of talent.

Imani
Imani WIlliams
Learning and Development Consultant

Imani joined g2 Recruitment in 2022.

His role involves developing individuals in all areas of the business, varying from inducting and onboarding consultants to working with them 1 to 1 to identify areas of development.  He aids with growth of L&D across the business, watching consultants experience and develop.

Meghan1
Meghan Mcloughlin
Learning and Development Consultant

Meghan joined g2 in 2023 as an L&D consultant, Working in recruitment for 6 years, her role is to  help consultants at all levels to upskill and focus on development points. This could be anything from sales calls or candidate calls to organisation improvements.

Kane Gray
Systems & Academy Trainer

Kane joined g2 in April 2023 as an Academy & Systems Trainer.

His role involves teaching the consultants that are new to the company the foundations of recruitment and our systems before then helping them to upskill in areas specific to each consultant. Working closely with different consultants and watching them implement the feedback, apply it, and then benefit off the back of it.

Candidates

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Clients

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