Role Description

Job purpose

The National Archives is home to 1,000 years of our nation’s histories, from the Domesday book to Downing Street tweets, our vast collection of archival treasures is as varied as it is inspiring. Four years ago, we took bold decisions about the kind of institution we wanted to be. We decided to think and organise ourselves differently. Most importantly, we fully recognised our potential truly to become an archive for everyone.

Our strategy Archives for Everyone is about that potential and how we will realise it. With a highly motivated and engaged staff of around 500 based at our beautiful building in Kew, The National Archives is a surprising and inspirational mixture of talents, from our world-leading experts in history, digital technology, and conservation to our impressive operational teams delivering public services and providing leadership for the archive sector. With the diversity of backgrounds, quality and passion of our people, we know that we have in place most of the vital ingredients for our success.

Taking on a new board-level role, as the Director of People, Inclusion and Change you will operate as the Chief Executive’s expert advisor for transformation and act as a potent force for change. A brilliant leader, with a sharp intellect, emotional intelligence and the ability to inspire and energise, you will understand how to foster an inclusive culture, while challenging the status quo. Strongly solutions-focused, you will help ensure that every choice we make pushes us on to become the inclusive, entrepreneurial and disruptive national archive our country, and the world, needs us to be.

Role and responsibilities

Strategic HR and OD

• Actively lead, as part of the executive team and board, all aspects of the organisation’s people strategy and culture, leveraging subject matter expertise for strategic organisational design and development interventions and being an exemplar for transformational change.
• Lead, inspire, develop and energise the Human Resources function, so that resources and effort are directed to building the organisational culture and workforce needed to deliver the inclusive, entrepreneurial and disruptive archive.
• Engage and connect with leaders across the organisation to develop and communicate a clear vision for a fresh new people strategy that invigorates the organisational strategy, working collaboratively to put that into practical plans, actions and outcomes.
• Lead work to review and reform core strategies, policies and services, including pay and benefits and performance management, ensuring they meet the needs of individuals and the organisation.
• With the Chief Operating Officer, lead a programme that will change the way we work, so that beyond the experience of Covid 19, we embrace opportunities to innovate for cultural, technical and institutional reform.
• Work with the Chief Operating Officer to ensure that information systems and data are accurate and provide timely insight to support business performance.
• Sponsor and promote the development of inclusive, inspirational leadership and management, taking a dynamic approach to succession planning and talent management.

Becoming the Inclusive Archive

• Lead, resource and develop a new, corporate Diversity & Inclusion function, starting with the recruitment of a Head of Diversity & Inclusion role.
• Lead our work to drive the changes needed for us to become the Inclusive Archive for our people, our audiences and our collection, with diversity and inclusion integral to our culture so that in all that we do, we better reflect and represent the society we serve.
• Lead the Executive Team’s work to champion equality, diversity and inclusion, putting these right at the heart of all executive team discussions and decision-making.
• Develop and amplify our employer brand; leading innovation to design truly inclusive processes and interventions that attract and recruit the very best people, and appreciate their talent through all stages of their career.
• Lead a refresh of our values so that they are relevant and meaningful for where we are now and where we want to be.
• Build constructive progressive relationships with Trade Union colleagues and our staff networks and forums, including ED&I, LGBT+, Racial Equality and Neurodiversity, providing active and appropriate leadership and support.