Faculty Manager

Role: Faculty Manager
Salary: Upto 45000

Who You Are
You are an organised and people-focused professional with experience in workforce planning, staff management, recruitment, compliance, and supporting high-performing academic teams.

About Us
Regent College London is a leading independent higher education provider, offering flexible and inclusive learning across multiple London campuses. We are student-focused, digitally forward, and committed to academic excellence.

The Role
Lead faculty workforce operations, ensuring effective resourcing, recruitment, compliance, staff support and performance management to enable excellent programme delivery and student experience.


 Key Responsibilities

1. Workforce Planning and Resource Management

• Lead faculty workforce planning across all schools to ensure appropriate staffing levels.
• Work with Programme Leaders, Head of Programmes and Deans to identify current and future staffing requirements.
• Coordinate teaching resource allocation (i.e cover rota)  and workload planning.
• Monitor faculty utilisation, capacity and deployment.
• Ensure appropriate cover arrangements are in place to minimise disruption to students.
• Support succession planning and workforce risk management.

Key Stakeholders

• Deans
• Heads of Programmes
• Programme Leaders
• Academic Operations Teams
• Human Resources

2. Recruitment and Selection

• Lead and coordinate faculty recruitment activities across all schools. Contribute to the recruitment and selection of academic staff across all schools through participation in interview and assessment panels.
• Ensure recruitment processes are fair, inclusive and compliant.
• Work with Heads of Programmes, Programme Leaders and Deans to assess academic suitability and subject expertise.
• Support talent pipeline development and workforce planning initiatives.

Consultation Required
Academic appointments and academic suitability decisions will be made by the Dean, Head of Programme, and Programme Leader, following consultation with the Faculty Manager.

Key Stakeholders

• Human Resources
• Recruitment Team
• Programme Leaders
• Heads of Programmes
• Deans

3. Onboarding and Induction

• Coordinate comprehensive onboarding programmes for all new faculty.
• Ensure completion of mandatory induction and compliance training.
• Facilitate introductions to institutional systems, policies and procedures.
• Coordinate academic induction activities delivered by Programme Leadership (i.e HoP and PL’s) within Schools.
• Monitor probation objectives and onboarding effectiveness.
• Ensure new faculty receive appropriate support and mentoring.

Consultation Required
The delivery of staff induction will involve a range of stakeholders across the College. Academic leadership will be responsible for academic induction content, teaching expectations, and assessment requirements, while other departments will contribute to areas relevant to their expertise and responsibilities

Key Stakeholders

• Human Resources
• Programme Leaders
• Heads of Programmes
• Deans
• Learning and Teaching Teams
• Quality Team

4. Faculty Development and Engagement

• Support the coordination of faculty development activities throughout the employment lifecycle, in consultation with the Head of Programme and Dean.
• Facilitate staff participation in professional development programmes and mandatory training activities identified by academic leadership.
• Promote awareness of and engagement with Advance HE, digital learning initiatives, and institutional staff development opportunities.
• Support the monitoring of development needs arising from appraisal, probation, and performance review processes, working with the Head of Programme and Dean as appropriate.
• Assist in the implementation of talent development and career progression initiatives identified by academic leadership and Human Resources.
• Support initiatives aimed at enhancing faculty engagement and staff experience across the School.

Coordinate faculty feedback and staff voice mechanisms, ensuring themes and actions are reported to the Head of Programme and Dean for consideration and action where appropriate.

Key Stakeholders

• Associate Provost
• Human Resources
• Learning and Teaching Teams
• Digital Learning Specialists
• Deans and Heads of Programmes

5. Performance Management

• Conduct regular one-to-one meetings with faculty members to discuss operational matters, workload, wellbeing, and professional support needs.
• Maintain appropriate records of one-to-one meetings and monitor progress against agreed actions.
• Support the Head of Programme and Dean in the setting, monitoring, and review of performance objectives.
• Monitor compliance with institutional expectations, policies, mandatory training requirements, deadlines, and operational responsibilities.
• Contribute to probation, appraisal, and performance review processes in consultation with the Head of Programme, Dean, and Human Resources.
•  Identify operational, performance, or wellbeing concerns and coordinate appropriate support and development interventions where required.
• Monitor the implementation of agreed action plans arising from probation, appraisal, and performance review processes.
• Support staff engagement with professional development opportunities and institutional initiatives.
• Escalate performance, conduct, capability, wellbeing, or operational concerns to the Head of Programme, Dean, and Human Resources as appropriate.
• Provide management information and reports relating to faculty performance, compliance, workload, and staff development to support decision-making by academic leadership.

Teaching quality, academic performance, curriculum delivery, and academic standards are overseen by Programme Leaders, Heads of Programme, and Deans. Faculty Managers support the implementation of agreed actions but are not responsible for academic evaluation or academic decision-making.

Key Stakeholders

• Human Resources
• Programme Leaders
• Heads of Programme
• Deans
• Quality Team

6. Employee Relations and Wellbeing

• Provide day-to-day management support to faculty.
• Support attendance management and wellbeing initiatives.
• Manage informal employee relations matters.
• Work with HR to address grievances, conduct concerns and capability matters.
• Promote a positive and inclusive working environment.
• Support implementation of wellbeing and engagement strategies.

Consultation Required
Formal employee relations cases will be managed in partnership with Human Resources.

Key Stakeholders

• Human Resources
• Senior Academic Leadership including Deans

7. Compliance and Governance

• Ensure faculty compliance with institutional policies and procedures.
• Monitor completion of mandatory training and regulatory requirements.
• Support compliance with OfS requirements, partner requirements and institutional regulations.
• Maintain accurate staffing and compliance records.
• Support audits and quality assurance reviews.

Consultation Required
Academic quality and standards matters will be managed in conjunction with academic leadership and quality specialists.

Key Stakeholders

• Quality Team
• Human Resources
• Deans
• Associate Provost

8. Academic Operations Support

• In consultation with the Dean, Head of Programme, and Programme Leader, support the implementation of decisions relating to teaching delivery, academic operations, and programme administration.
• Coordinate the communication of academic and operational requirements, ensuring faculty members are informed of decisions, priorities, policies, and actions agreed by academic leadership.
• Support the implementation and monitoring of enhancement actions identified by the Dean, Head of Programme, and Programme Leader arising from teaching observations, student feedback, quality reviews, external examiner reports, and other quality assurance processes.
• Ensure faculty members are aware of and comply with institutional policies, procedures, deadlines, mandatory training requirements, and operational expectations.
• Identify and escalate operational issues that may impact programme delivery, student experience, or staff performance to the appropriate academic leader.
• Work collaboratively with the Dean, Head of Programme, and Programme Leader to support the effective delivery of programmes and the achievement of school and institutional objectives.

9. Employee Lifecycle Management and Offboarding

• Coordinate faculty resignation, retirement and termination processes.
• Ensure all offboarding activities are completed.
• Conduct or coordinate exit interviews.
• Analyse exit data and identify workforce trends.
• Work with HR to ensure compliance with employment legislation and institutional procedures.
• Ensure recovery of institutional assets and removal of system access.
• Support workforce transition planning.

Consultation Required
Termination decisions will be made in accordance with institutional procedures and in partnership with Human Resources and relevant academic leaders.

Key Stakeholders

• Human Resources
• IT Services
• Academic Leadership
• Payroll
• Operations Teams

Decision-Making Authority
The Faculty Manager has authority to:

• Manage faculty operational performance.
• Coordinate workforce planning.
• Manage day-to-day people management activities.
• Implement institutional policies and procedures.
• Escalate risks and concerns appropriately.

The Faculty Manager will not independently determine, direct, approve, or make judgements regarding:

• Academic standards or academic quality.
• Assessment design, marking, moderation, or assessment outcomes.
• Curriculum design, module content, or programme structure.
• Learning outcomes or academic requirements.
• Student progression, award, classification, or assessment board decisions.
• Teaching quality, pedagogic effectiveness, or academic performance

• Academic interventions, academic development priorities, or subject-specific guidance provided to faculty members.
• Programme approval or modification.

These responsibilities rest with Programme Leaders, Heads of Programme, Deans, and relevant academic committees in accordance with the College's academic governance framework.

 What We Offer (some benefits subject to completion of successful probation)

• Health Benefits 
• Life Assurance Plans 
• Salary Sacrifice Schemes (Pension, Cars, Cycle to Work)
• Annual Leave & Holiday Benefits (Buy Holiday, Additional Christmas Leave & Carry Over Leave) 
• Employee Assistance Plan (EAP) & 24/7 Access to GPs 
• Employee Discounts (Gym, Shopping, Cinema)

• 40 hours per week

 

Compliance Statement

Successful applicants will be required to complete pre-employment checks, including a criminal records check, two references, ID and Right to Work verification, and education confirmation. We are an equal opportunity employer and value diversity and inclusion, selection for employment is based solely on an individual’s skills, qualifications, and experience relevant to the role.