The HR Trustee will provide strategic oversight, guidance, and challenge on all matters relating to people, culture, organisational development, leadership capability, and workforce wellbeing.
The postholder will support BelEve in building a sustainable and inclusive organisational culture that reflects its mission, values, safeguarding responsibilities, and readiness-led approach. This role is particularly important as BelEve continues to evolve its organisational structure, strengthen leadership accountability, and develop systems that enable both staff and young women to thrive.
The HR Trustee will act as a critical friend to the CEO and Board on:
• People strategy
• Organisational culture
• Leadership development
• Workforce wellbeing
• Governance and HR compliance
• Equity, diversity and inclusion
• Performance and accountability frameworks
Key Responsibilities
Strategic People Leadership
• Support the development and oversight of BelEve’s People & Culture strategy.
• Advise on organisational design, workforce planning, succession planning, and leadership development.
• Support the embedding of a high-performance culture aligned to BelEve’s values and readiness vision.
• Contribute to strategic discussions regarding organisational sustainability and growth.
Governance & Compliance
• Ensure appropriate HR governance, policies, procedures, and employment practices are in place.
• Support the Board in overseeing organisational compliance with employment legislation, safeguarding responsibilities, and best practice.
• Provide strategic oversight on organisational risk relating to people and culture.
Culture & Wellbeing
• Champion a psychologically safe, inclusive, and empowering working culture.
• Support BelEve in strengthening staff wellbeing, engagement, accountability, and retention.
• Encourage approaches that promote belonging, leadership growth, and healthy workplace dynamics.
Equity, Diversity & Inclusion
• Support BelEve in embedding equity, diversity, inclusion, and anti-discriminatory practice across the organisation.
• Ensure organisational culture reflects the lived realities and aspirations of the communities BelEve serves.
Performance & Leadership Development
• Advise on performance management frameworks, leadership capability, and professional development structures.
• Support the Board and CEO in ensuring clarity of accountability, expectations, and organisational standards.
• Encourage leadership approaches that develop emerging talent and future female leaders.
Board Contribution
• Attend and actively contribute to Board meetings and relevant subcommittees.
• Provide constructive challenge and strategic insight.
• Act as an ambassador for BelEve and its mission.
Person Specification
Essential
- Senior-level HR, People, Culture, OD, or Workforce expertise
- Experience advising at strategic or executive level
- Strong understanding of employment law, culture, and people governance
- Experience supporting organisational change, leadership development, or culture transformation
- Commitment to equity, inclusion, safeguarding, and youth empowerment
- Ability to think strategically while balancing operational realities
- Strong interpersonal skills with the ability to provide supportive challenge
Desirable
- Experience in the charity, education, youth, public, or social impact sectors
- Previous Trustee or Non-Executive experience
- Experience supporting scaling organisations or organisational transformation
- Knowledge of trauma-informed practice, psychologically safe cultures, or youth
development frameworks
- Understanding of the challenges impacting girls and young women today
What We Are Looking For
We are looking for a Trustee who:
- Believes in the power and potential of girls and young women.
- Understands that strong organisations create stronger outcomes for communities.
- Can help BelEve build the systems, culture, and leadership needed for long-term impact.
- Is excited by the opportunity to help shape the next phase of BelEve’s growth and readiness
movement.
Estimated Hours: 6–8 hours per month
Board Meetings: Quarterly
Subcommittees: As required; participation in relevant strategic discussions
Advisory Support: Occasional meetings with senior leadership where appropriate
Term of Office: Initial three-year term, with the opportunity for renewal subject to Board approval
