Vacancies
Salary: Band 7 £32,061 - £36,363
Contract: Permanent
Hours: 37 hours per week/52 weeks per year (on site only)
Are you a people-first professional with a passion for delivering a first-class customer service to drive HR excellence? We are looking for a driven HR Advisor who’s ready to make a difference and bring expertise to our central HR team. In this pivotal role, you will deliver high-quality, centralised support to our Leaders and employees across the Trust, playing a key role in how we manage, support, and empower our people.
What’s on offer
- Access to the Blue Light Card discount scheme.
- Public sector benefits.
- Development with continuous training for a future in HR.
- Evolving and forward-thinking HR department.
- A range support for colleagues.
Overview of what you will be doing
- Provide centralised expert advice and guidance to Leaders on a wide range of employee relations matters including disciplinary, grievance, capability, absence. Ensuring fairness and alignment with employment law and company policies.
- Deliver centralised HR support by building trusted relationships, maintaining consistency in approach and collaborating closely with the People Director.
- Attend and support formal hearings (disciplinary, grievance, capability) as the HR representative, ensuring due process is followed and outcomes are documented appropriately.
- Develop your skills and expertise by contributing to HR related projects and initiatives in line with the wider People Strategy.
- Ensure the school you are allocated is complaint in all aspects of employment in the end-to-end employment lifecycle.
- Support organisational change activity including restructures, role design and redundancy, preparing supporting documentation and guiding Leaders, unions and employees through each stage.
- Contribute and support the People Director review and continuous improvement of HR policies, procedures and templates, ensuring alignment with current legislation and best practice.
- Complete end to end recruitment and ensure educational compliance.
- Prepare reports and analyse HR data to identify trends, risks and opportunities for improvement as required, escalate findings to the People Director.
- Provide coaching to Leaders on HR policies and best practice people management, building confidence and capability in handling employee matters effectively as required.
- Ensure compliance with Trust HR policies, values and guidelines and other relevant standards/ regulations at all times.
- There are days you will be working in an HR office on your own (however, music is provided!).
- This role maybe based at any school and you may need to travel between schools.
Qualifications and experience
- CIPD level 3 or above.
- HRIS system use (ideally iTrent (MHR) but not essential).
- 1 years’ experience of working in a HR Department in either a HR Officer or HR Advisor role.
Core skills we are looking for to succeed in the role
HR expertise: You will bring solid generalist HR experience, with a strong background in employee relations and case management.
Communication & influence: You will have excellent written and verbal communication skills and feel confident engaging with stakeholders at all levels to build trust and drive meaningful outcomes.
Organisation & detail: You will know how to prioritise, stay organised, and juggle multiple tasks. With a sharp eye for detail, you will spot the small things that make a big difference.
Teamwork & initiative: You are a collaborative team player with a proactive mindset, ready to roll up your sleeves, bring the energy, and support wherever it is needed.
Tech savvy: You are comfortable using MS Office, especially Excel and PowerPoint, to present data and ideas in a clear, compelling way. You will have experience using an HRIS system.
Problem solving & customer focus: You are a logical thinker who thrives on solving challenges using relevant and accurate information, and you are passionate about delivering great service with a people-first approach.
Listener and enabler: You will listen to people to understand situations and concerns and enable people to make decisions rather than be reliant. You are objective and remain impartial.
HOW TO APPLY
Please complete an application form and cover letter which is located on the Salterns Academy Trust website or request an application form from
We are unable to provide sponsorship for this role.
Important information
The Salterns Academy Trust and is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. We will ensure that all our recruitment and selection practices reflect this commitment.
All successful candidates will be subject to Disclosure and Barring checks along with other relevant employment checks including an online check.
Some forms of employment, occupations and professions are exempted from the Rehabilitation of Offenders Act 1974.
Working within a School is exempted from the Rehabilitation of Offenders Act 1974.
You are applying for a role that is eligible for an enhanced DBS check and access to the barred list and if shortlisted for interview you will be required to complete the relevant self-declaration and disclosure form and taking into account the offences that are protected or filtered declare:
- All unspent convictions and conditional cautions.
- All spent convictions and adult cautions that are not protected (i.e., that are not filtered out) as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2020).
- If you have been barred from working with Children and/or Adults at risk.
The DBS check will reveal both spent and unspent convictions, cautions, reprimands and final warnings, and any other information held by local police that’s considered relevant to the role. Any information that is “protected” under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 will not appear on a DBS certificate. The successful candidate will then be asked to complete an application for the relevant Disclosure and Barring Service check or if subscribed to the update service provide the necessary details to allow a check to be made.
The amendments to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020) provides that when applying for certain jobs and activities, certain convictions and cautions are considered ‘protected’. This means that they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account. Guidance about whether a conviction or caution should be disclosed can be found on the Ministry of Justice website.
The filtering rules were updated on 28 November 2020 as follows:
- Warnings, reprimands, and youth cautions will no longer be automatically disclosed on a DBS certificate.
- The multiple conviction rule has been removed, meaning that if an individual has more than one conviction, regardless of offence type or time passed, each conviction will be considered against the remaining rules individually, rather than all being automatically disclosed.
Vacancies
Key Stage 2 Leader
Salary Information: M1 to UP3
TLR information: TLR 2b
Closing date: 11.05.2026
Start date: September 2026
Interview date: Week commencing 18.05.2026
(early applications may be invited before this date)
Overview
Mayfield School seeks to appoint an outstanding, dedicated Key stage 2 Leader to increase leadership in the school. This is an exciting time to join us as we recently completed a transfer to the successful Salterns Academy Trust to become a Trust of three schools and going through a period of rapid improvement.
What does Mayfield have to offer:
- A supportive ethos and genuine concern for wellbeing of all our employees
- A highly skilled, diverse and driven team of committed employees to work with
- Excellent CPD opportunities
- Employee Assistance Programme
- Access to an Occupational Health provider
- A genuine opportunity to make a difference to the benefit of students and their local community
- An exciting and vibrant environment in which to work
- Opportunity of career growth as part of a Trust
We are looking for someone who:
- Will contribute to whole-school self-evaluation and school improvement planning
- and be responsible for mentoring and developing staff within key stage 2. They will offer guidance and support to key stage 2 teaching staff, modelling best practices and showing up-to-date knowledge of current theory and practice
- Can contribute and lead strategic direction
- Is able to lead the curriculum alongside the Assistant Headteacher
- Is experienced in leading and managing staff
- Works efficiently and able to deploy effective resources
- Will create a safe and welcoming environment
Our school
Our school is a very special place where pupils, staff and governors work in a community where we aim to 'Believe. Achieve. Succeed.' every day. This is driven by our new set of shared values - Ambition, Inclusion and Respect.
Mayfield School is at the heart of a thriving and diverse local community. We are one of the first single-site, all-through maintained schools in the country, which we believe provides us with a unique opportunity to improve and shape the lives of all students (Year R – Year 11) in our community. We strive for all students at Mayfield School to receive a high-quality education, in a safe environment where all children are valued, supported, inspired and future ready. Mayfield prides itself on the positive relationships fostered, knowing every young person as an individual and challenging each of them to have the highest possible aspirations through our ambitious and inclusive curriculum.
How to apply
Please go to our website: www.mayfield.portsmouth.sch.uk and complete the Teaching Staff Application Form, and return to
Early applications are encouraged as we reserve the right to close the vacancy if a suitable candidate is found.
Further information
If you have any questions about the role or would like to arrange a tour, please contact our HR Department on 02392 693432.
Safeguarding
Mayfield School is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. We will ensure that all our recruitment and selection practices reflect this commitment.
All successful candidates will be subject to Disclosure and Barring checks along with other relevant employment checks.
Some forms of employment, occupations and professions are exempted from the Rehabilitation of Offenders Act 1974. Working within a School is exempted from the Rehabilitation of Offenders Act 1974.
You are applying for a role that is eligible for an enhanced DBS check and access to the barred list and if shortlisted for interview you will be required to complete the relevant self-declaration and disclosure form and taking into account the offences that are protected or filtered declare:
- All unspent convictions and conditional cautions
- All spent convictions and adult cautions that are not protected (i.e. that are not filtered out) as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2020)
- If you have been barred from working with Children and/or Adults at risk
The DBS check will reveal both spent and unspent convictions, cautions, reprimands and final warnings, and any other information held by local police that’s considered relevant to the role. Any information that is “protected” under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 will not appear on a DBS certificate.
The successful candidate will then be asked to complete an application for the relevant Disclosure and Barring Service check or if subscribed to the update service provide the necessary details to allow a check to be made. The amendments to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020) provides that when applying for certain jobs and activities, certain convictions and cautions are considered ‘protected’. This means that they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account.
Guidance about whether a conviction or caution should be disclosed can be found on the Ministry of Justice website. Guidance on the Rehabilitation of Offenders Act 1974 and the Exceptions Order 1975 - GOV.UK (www.gov.uk)
The filtering rules were updated on 28 November 2020 as follows:
- warnings, reprimands and youth cautions will no longer be automatically disclosed on a DBS certificate
- the multiple conviction rule has been removed, meaning that if an individual has more than one conviction, regardless of offence type or time passed, each conviction will be considered against the remaining rules individually, rather than all being automatically disclosed
Salary information: M1 to UP3
Closing date: 18th May 2026
Start date: September 2026
Do you want a teaching career in a progressive school where children's learning is at the centre of everything you do? Are you dedicated to the subject of English and creating a positive environment to inspire and engage students?
Then this is the vacancy for you!
Overview
Mayfield School seeks to appoint an outstanding, dedicated and inspirational English Teacher. This is an exciting time to join us as we recently completed a transfer to the successful Salterns Academy Trust of three schools and going through a period of rapid improvement.
What does Mayfield have to offer:
- A highly skilled, diverse, and driven team of committed employees who are dedicated to the education of children
- Employee Assistance Programme
- An exciting and vibrant environment in which to work
- Being part of an inclusive Trust across primary and secondary education
- A supportive ethos and genuine concern for wellbeing of all our employees
- A genuine opportunity to make a difference to the benefit of students and their local community
We are looking for someone who:
- Is engaged to support our students' success
- Has a supportive and one team work ethic
- Is positive with a can-do attitude
- Has a caring persona for those around them
- Takes notice of the details and observant of the little things
- Flexible to cover the exam periods
Our school
Our school is a very special place where pupils, staff and governors work in a community where we aim to 'Believe. Achieve. Succeed.' every day. This is driven by our new set of shared values - Respect, Inclusion and Ambition.
Mayfield School is at the heart of a thriving and diverse local community. We are one of the first single-site, all-through maintained schools in the country, which we believe provides us with a unique opportunity to improve and shape the lives of all students (Year R – Year 11) in our community. We strive for all students at Mayfield School to receive a high-quality education, in a safe environment where all children are valued, supported, inspired and future ready. Mayfield prides itself on the positive relationships fostered, knowing every young person as an individual and challenging each of them to have the highest possible aspirations through our ambitious and inclusive curriculum.
How to apply
Please go to our website: www.mayfield.portsmouth.sch.uk and complete the application form, and return to
Early applications are encouraged as we reserve the right to close the vacancy if a suitable candidate is found.
Further information
If you would like to have an informal discussion about the role or would like to arrange a tour, please contact our HR Department on 02392 693432. If you require any special arrangements or assistance in completing the application form, please do contact the HR department.
Safeguarding
Mayfield School is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. We will ensure that all our recruitment and selection practices reflect this commitment.
All successful candidates will be subject to Disclosure and Barring checks along with other relevant employment checks.
Some forms of employment, occupations and professions are exempted from the Rehabilitation of Offenders Act 1974. Working within a School is exempted from the Rehabilitation of Offenders Act 1974.
You are applying for a role that is eligible for an enhanced DBS check and access to the barred list and if shortlisted for interview you will be required to complete the relevant self-declaration and disclosure form and taking into account the offences that are protected or filtered declare:
- All unspent convictions and conditional cautions
- All spent convictions and adult cautions that are not protected (i.e. that are not filtered out) as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2020)
- If you have been barred from working with Children and/or Adults at risk
The DBS check will reveal both spent and unspent convictions, cautions, reprimands and final warnings, and any other information held by local police that’s considered relevant to the role. Any information that is “protected” under the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 will not appear on a DBS certificate.
The successful candidate will then be asked to complete an application for the relevant Disclosure and Barring Service check or if subscribed to the update service provide the necessary details to allow a check to be made. The amendments to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020) provides that when applying for certain jobs and activities, certain convictions and cautions are considered ‘protected’. This means that they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account.
Guidance about whether a conviction or caution should be disclosed can be found on the Ministry of Justice website. Guidance on the Rehabilitation of Offenders Act 1974 and the Exceptions Order 1975 - GOV.UK (www.gov.uk)
The filtering rules were updated on 28 November 2020 as follows:
- warnings, reprimands and youth cautions will no longer be automatically disclosed on a DBS certificate
- the multiple conviction rule has been removed, meaning that if an individual has more than one conviction, regardless of offence type or time passed, each conviction will be considered against the remaining rules individually, rather than all being automatically disclosed
Vacancies
