The Human Resources Committee of Tower Hamlets Council was scheduled to meet on Wednesday 20 May 2026 to discuss updates on senior recruitment, and to review the terms of reference for its Appointment and Employee Appeals Sub-Committees. The meeting was scheduled to consider reports on these matters, with a recommendation to approve the extension of interim arrangements for senior posts.

Update on Senior Recruitment

The committee was scheduled to receive an update on the interim occupation of senior posts, specifically Chief Officer and Deputy Chief Officer positions. This was to address business continuity needs, particularly following a purdah period. The report indicated that Amy Jackson, Interim Director of Tackling Inequality and Engagement, and Hemanth Shanthigrama, Interim Director of IT, had been in their roles on an interim basis. Their initial six-month appointments expired on 31 March 2026.

The report was expected to recommend that the committee approve the extension of these interim arrangements. For Amy Jackson, the extension was proposed from 31 March 2026 to 30 September 2026, to allow for the consideration of findings from an organisational efficiency review. For Hemanth Shanthigrama, the extension was proposed from 31 March 2026 to 30 June 2026, to ensure business continuity and align with his notice period, allowing for subsequent review and recruitment. The report highlighted that allowing employees to act up into positions supports their development needs, a priority for the Council.

The report also noted that the Human Resources Committee has responsibility for appointments to Chief/Deputy Chief Officer posts and establishes Appointment Sub-Committees for recruitment processes. Section 5.2 of the Officer Employment Procedure Rules states that permanent or interim appointments exceeding six months require oversight by the Human Resources Committee. Furthermore, Section 5.3 mandates that any interim appointment approved by the Chief Executive, if extending beyond six months, must be approved at the next available Human Resources Committee meeting, no later than two months after the extension begins.

Appointment Sub-Committee Terms of Reference 2026/27

The committee was scheduled to review and approve the procedures, terms of reference, and quorum for the Appointment Sub-Committee for the Municipal Year 2026-27. Under the Officer Employment Procedure Rules in Part 4.9 of the Council's Constitution, this sub-committee is established to make appointments to Chief Officer and Deputy Chief Officer posts. The report outlined that the criteria and appointment process are designed to be clear, transparent, and follow recruitment best practice.

The proposed terms of reference stated that the sub-committee's function is To make appointments to Chief Officer and Deputy Chief Officer posts in accordance with the Council's Constitution and the agreed Recruitment and Selection Procedures. The report detailed proposed membership arrangements, including a sub-committee of five councillors for Chief Officer and Deputy Chief Officer appointments. Four members would be nominated by the Leader of the majority group, with at least one being the Mayor or a member of the Executive. One councillor would be nominated by the Leaders of the Green and Labour Groups.

The report also specified that members can only sit on an Appointments Sub-Committee if they have received training on recruitment and selection. The quorum for the sub-committee was proposed to be at least three members. The process for appointment of Chief Officers and Deputy Chief Officers was outlined, including advertising, long-listing, shortlisting, and interviews. The report also mentioned that the Mayor and political groups are expected to assist in achieving a diverse sub-committee composition in terms of gender and ethnicity.

Employee Appeal Sub-Committee Terms of Reference 2026/27

The committee was also scheduled to agree the terms of reference and quorum for the Employee Appeals Sub-Committee for the Municipal Year 2026-27. The Constitution requires the Human Resources Committee to establish this sub-committee to determine appeals under human resources procedures that require a member-level decision, such as appeals against dismissal.

The report indicated that for employee appeals requiring member decisions, the Employee Appeals Sub-Committee is convened on an ad hoc basis, comprising a Chair and two councillors drawn from the Human Resources Committee or their appointed substitutes. The report stated that once appointed, the panel's membership must remain consistent throughout the appeal process. It was also noted that all Appeal Sub-Committees must be politically balanced, and the Director of Legal Services and Director of HR are authorised to appoint or amend sub-committee memberships based on nominations. Members must have received training on relevant policies and procedures to sit on an Appeals Sub-Committee.

The proposed terms of reference stated the function of the sub-committee is To determine appeals by employees requiring a Member level decision. The quorum was set at any three members of the sub-committee. An appeal hearing structure was also provided, outlining the process from the introduction of parties to concluding remarks and the delivery of a decision. The structure clarified that an appeal is a review process, not a rehearing, and the panel should consider the fairness and reasonableness of the original decision, including procedural correctness and whether new evidence has been presented. Appeals against disciplinary action would be considered on grounds of procedural irregularities, failure to take account of material evidence, or if the decision did not justify the level of sanction imposed.