The Human Resources Committee of Tower Hamlets Council met on Monday 8 June 2026 to discuss a range of HR matters, including updates on senior recruitment and employee relations casework. Key decisions included the extension of interim appointments for several senior roles and the endorsement of the Senior Leadership Recruitment plan.

Corporate Directors Update

David Joyce, Corporate Director of Housing and Regeneration, provided an overview of his directorate, which employs over 1,000 staff and manages 21,000 council homes. He highlighted the significant pressure on housing demand, particularly for the Housing Options and Homelessness teams, and outlined the directorate's strategic vision. This includes plans to build approximately 3,000 new homes across 42 existing council sites and the ongoing review of 2,000 planning applications annually. The Local Plan aims to deliver 52,000 new homes and support economic growth.

Mr Joyce detailed the directorate's key functions, including planning, regeneration, and the management of council properties. He noted the challenges posed by the Renters Reform Act and the ongoing work to address dangerous cladding on private sector buildings through the London Remediation Acceleration Plan. The presentation also touched upon the directorate's Equalities Action Plan, which aims to address the underrepresentation of women and Black, Asian, and Minority Ethnic (BAME) staff at senior levels and to recruit younger members of staff to better reflect the borough's demographics.

Following questions from the committee, Mr Joyce confirmed that extra resources have been allocated to the directorate and that staffing levels are under constant review. He acknowledged the critical role of councillors in shaping the council's strategic direction and participating in appointment panels. He also clarified that the Employment Skills and Growth team's move to the Development and Regeneration division is intended to help mitigate youth unemployment concerns and increase the employment of care leavers. Mr Joyce explained that the Transformation and Modernisation Board oversees the IT system upgrade and capacity building for homelessness prevention. He assured the committee that leasehold service charges are set at appropriate levels with safeguards in place, and that repayment support options are available for residents. He also noted that the housing waiting list is increasing nationally, but the backlog of applications within the borough has decreased.

Senior Recruitment Update

Ellen Clark, Director of Human Resources and Organisational Development and Business Support, presented an update on senior officer recruitment. No permanent appointments had been made since the previous meeting. The committee was presented with the proposed Senior Leadership Recruitment plan and asked to endorse it.

Ms Clark assured the committee that recruitment agencies are aware of the required calibre of senior staff and that members will be kept updated on the process. She acknowledged challenges in recruiting for certain roles but noted that Korn Ferry Hay Consultancy is evaluating HR pay structures to ensure the council remains competitive.

The Human Resources Committee resolved to:

• Note the report on the current position of senior management vacancies.
• Endorse the proposed Senior Leadership Recruitment plan, noting that recruitment for the Corporate Director of Resources and Director of Finance roles will run concurrently to test the market for the statutory Section 151 Officer position.
• Approve the extension of interim arrangements beyond six months for:
  • Gillian Marston as interim Corporate Director of Communities until 30 November 2026.
  • Bridget Cameron as Interim Director of Adult Social Care/Commissioning for a maximum nine-month period from 10 May 2026.
  • Mark Norman as Interim Director of Governance until 30 June 2027.

Employee Relations Casework and Policy Quarterly Review

Ellen Clark presented the Q4 report (01 January to 31 March 2026) on employee relations casework. The report detailed 73 open cases, with 19 relating to underperformance and attendance. There were 32 grievance cases and 22 disciplinary cases, primarily within the Communities directorate, many of which were historical.

A three-year trend analysis indicated an increasing number of cases, despite the insourcing of over 1,000 employees. Ms Clark highlighted the need for improved management of cases related to operational issues, proactive change management, and better integration into Tower Hamlets teams. The report also noted areas for focus regarding HR policies and processes, particularly for the largely unionised workforce. Efforts are underway to increase informal resolutions and streamline grievance processes, in collaboration with trade unions and employee networks. Additional support will be provided to members involved in dismissals and appeals.

The committee was informed about the development of a Tower Management Programme to embed effective people management and the use of AI tools to track case timeframes. An independent review will be conducted to help close open cases. Ms Clark also mentioned that a hybrid working policy is in development, which will provide guidance on the minimum number of days staff are required to work in Tower Hamlets.

The Human Resources Committee resolved to note the report.

Human Resources Committee Terms of Reference for Municipal Year 2026/27

Justina Bridgeman, Democratic Services Officer, presented the committee's terms of reference, membership, quorum, and meeting dates for the municipal year 2026/27.

The Human Resources Committee resolved to:

• Note its terms of reference, quorum, and meeting dates as set out in the report appendices.
• Agreed to hold all Human Resources Committee meetings at 6:30 pm in Committee Room 1 for the municipal year 2026/27.