JOB DESCRIPTION. Job Title: Division: Department: Contract: Reporting to: Head of HR. Background. Purpose of job

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1 JOB DESCRIPTION Job Title: Senior HR Manager (Employee Relations) Division: Finance & Resources Department: HR and Organisation Development Contract: Permanent, Full Time Reporting to: Head of HR Background The Human Resources Department provides HR, organisational development and welfare services to the Museum. The team are responsible for developing and advising on matters of pay and conditions of service, recruitment & retention, employee relations, organisational change, training and development and staff welfare. Recruitment advertising, payroll and pensions administration along with the Museum s occupational health services are all provided by external contractors. Working closely with the Head of HR, this is one of two Senior HR Manager posts within the department. This post will have a primary focus on employee relations and management of the HR Operations team, working alongside the Senior HR Manager whose primary focus is organisational development. Together, both post holders will collaborate on a range of initiatives that support the V&A s strategic plan delivering a People Strategy that meets key business objectives and provides expert advice to managers and leaders to optimise the potential of staff and structures at all levels within the Museum. Purpose of job Support the V&A s People Strategy by developing and implementing HR policy and practice in order to meet key business objectives and to provide expert advice to managers so that they can optimise their management of human resources. Ensure efficient and customer focussed HR services are delivered to the Museum and promote good HR practice.

2 Main tasks 1. Be accountable for the effective management of the HR operations team ensuring the team provides a full HR service in matters of HR advice and support to managers and staff, pay, recruitment, pension, occupational health and information services. 2. Promote good HR practice and ensure that managers and individuals receive professional and practical advice and support from the HR team, which takes account of relevant legal implications and considers any risks for the Museum. Coach and advise managers in the interpretation and application of employment policies and procedures, particularly in the implementation of robust recruitment & selection, performance management and employee relations practices; research, design and deliver workshops and training modules on employee relations and performance management topics to staff and managers. 3. Maintain an expert knowledge of employment law and relevant case law, particularly in the areas of contracts, diversity & discrimination and dismissals. Provide briefing notes, reports and guidance for the department and senior managers on current/forthcoming legislation and its impact on the Museum. Work to disseminate understanding and good practice across the Museum and act as a departmental specialist on areas related to employment law, presenting to both senior management and trade union meetings. 4. Act as a specialist in the matters of discipline, harassment and complaints; undertaking investigations, dealing with complicated case work, chairing hearings or attending tribunals as required. Provide a detailed brief for employment lawyers as required and be able to discuss cases with legal experts. 5. Research, develop and implement HR policy and act as a principal liaison point for the TU side on HR maters, ensuring appropriate consultation takes place if dealing with matters relating to policy review. Undertake ad-hoc negotiations with national/local TU officers, agreeing local changes to working arrangements and terms & conditions outside of the normal pay round. Contribute to the maintenance and promotion of the staff handbook. Develop guidance and information on HR related matters for inclusion in the Museum s HR Intranet. 6. Act as Secretary to the Joint Consultative Committee and the annual Joint Pay Negotiations Committee, providing appropriate action notes and briefings for managers. 7. Provide advice and assistance to management in organisational development/reviews as required and consult with the Trade Union side as necessary. Develop innovative solutions to organisational problems and take these forward with managers. 8. Contribute to the regular review and development of the People Strategy and the Annual HR Report.

3 9. Undertake job analysis and job evaluation, using the Museum s job evaluation system [JEGS], consulting with managers and trade union representatives. 10. Lead the department s modernisation plans, particularly the further development and use of Cascade, the online HR system; and the HR intranet site. Promote the role and contribution of HR within the organisation and the implementation of the annual people and organisation development plan. 11. Act as the Department's representative on cross-museum groups as assigned, and network effectively with staff across the Museum, and in appropriate external organisations. 12. Ensure that all data and employment changes are maintained in line with the Data Protection Policy and that employee information is treated confidentially. 13. Provide practical support for the Senior HR Manager (Organisational Development) and OD team in general as required. 14. Deputise for the Head of HR when required. 15. Be committed to health and safety and ensure familiarity with all of the Museum's health and safety policies and procedures. 16. Be security conscious, ensure familiarity and compliance with all museum security procedures and policies and ensure you wear a security pass at all times when on museum premises. 17. Carry out ad hoc duties as requested by an appropriate line manager. PERSON SPECIFICATION Essential requirements 1. Educated to Degree level (or equivalent) with substantial experience at a senior/middle level in a HR/OD environment. Evidence of having undertaken a range of HR case-work, e.g. dealing with disciplinary matters and chairing hearings, ill-health/absence cases, grievance and harassment cases, experience of Employment Tribunals. 2. Experience of operating in a unionised environment, with knowledge of good employee relations practice, and of working with National as well as local trade union officials. 3. Good knowledge of employment law and good HR practice and the ability to interpret legislation/best practice and formulate/implement appropriate policies in a practical way. A track record of experience in integrating legal requirements into effective organisational practice.

4 4. Knowledgeable about diversity issues and the impact of equal pay and various anti-discrimination laws on employment policies and procedures. 5. Excellent written and oral English communication skills. Written skills will include the ability to compose relevant and succinct memos/letters/ s, prepare draft reports and produce informed and relevant summaries of meetings. Oral skills should include good telephone manner, excellent interviewing and presentation skills and the ability to chair meetings, disciplinary hearings and the like, and to conduct consultation/negotiation with trade union representatives. 6. Experienced team manager with the ability to motivate individuals to perform at the highest levels and to develop professional HR skills. Able to deal with difficult staffing situations and use informed judgment and discretion in dealing with all team management matters. 7. High level of IT literacy in a networked Windows environment, including extensive use of Microsoft office software such as MS Word, MS PowerPoint and MS Excel. Knowledge/experience of using HR Information Systems and intranets. 8. Good presentation skills, able to summarise and promote a position to a diverse audience. Able to champion HR initiatives such as diversity, employee engagement and wellbeing. 9. Highly inquisitive mind and the ability to research a subject in full and produce meaningful reports and conclusions. Ability to think clearly, formulate HR strategy and articulate this to senior managers. 10. Proven track record as a flexible and effective member of a team. Desirable requirements 1. Experience of working in a government / public sector environment, with knowledge of government guidance and practice relating to bodies like the V&A, perhaps gained in the civil service, local government or the NHS. Good understanding of a high profile world class organisation attracting a large and diverse audience. 2. Experience of undertaking job analysis and job evaluation.

5 OTHER INFORMATION Hours/Salary Net working hours (i.e. excluding meal breaks) are 36 per week. The salary for this role will be 39,200-44,300 per annum. Salaries are reviewed on an annual basis. Annual leave: 28 days plus 8 days public holidays Pension benefits: You will be auto enrolled into the Museum s Group Personal Pension Scheme and have the opportunity on completion of Probation to an enhanced pension provision, including an employer contribution of 10%. Other benefits include: Non-contributory life assurance policy (to value of 4 x annual salary) An interest free season ticket or bicycle loan is available after three months Free entrance to all the major museums and exhibitions in London as well as many others Subsidised staff restaurant Discounts on purchases in V&A shops Childcare Voucher Scheme Application process: Please apply online via the V&A s website at If you have any queries regarding the recruitment process, you can us or telephone us on Closing date for receipt of applications is midday 22 January 2016 Interview expenses will not be paid unless there is a prior agreement.

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