LEVEL & SALARY Level 9 up to (Inclusive of 2% pay award effective 1 st April 2014)

Transcription

1 JOB DESCRIPTION: Human Resources Manager LEVEL & SALARY Level 9 up to (Inclusive of 2% pay award effective 1 st April 2014) RESPONSIBLE TO: Director of Human Resources and Organisational Development RESPONSIBLE FOR: DEPARTMENT: Human Resources Officers x2 Learning & Development Officer Human Resources Administrator Apprentice in HR Business Administration Human Resources OVERALL JOB PURPOSE: To assist the Director of HR & OD, Executive Directors, Directors and Managers in the development and implementation of leading edge HR and Organisational Development policies and procedures to support and facilitate the achievement of required organisational objectives and cultural change. To be responsible for and oversee the delivery of the HR team for Halton Housing Trust (HHT). To line manage the HR team to ensure a high standard of service to internal and external customers. To assist in the planning of effective people resourcing of the Trust to meet business needs. Work with the Director of HR & OD, Executive Directors, Directors and Managers to communicate and promote the Trusts corporate vision internally. To assist in promoting diversity and the equality of opportunity and respect for all. The Trust s six key strategic behaviours are: Adapt to change Challenge how we do things Work with others Take Ownership Make decisions Enjoy your job The behaviours apply to all roles within the Trust.

2 In the selection process you will be required to provide an example(s) of how you have demonstrated each behaviour in the context of the role. PRINCIPLE ACCOUNTABILITES: 1. Management of a professional, modern HR function and to oversee all day to day activities of the HR Team. 2. To contribute to the development and implementation of the HR and OD Strategy, co-ordinating the Trust s resources to deliver the longer term vision and objectives of the Trust. 3. To build a strong employer brand through the development of modern working practices to enable the Trust to attract, recruit, retain and reward employees and be recognised as an employer of choice. 4. To assist in the development and implementation of organisational cultural and change programmes to support a modern and forward thinking organisation and encourage innovation 5. To lead on people related projects and initiatives and adopt the Trusts project management methodology when appropriate. 6. To take a lead role, along with the HR team, in the development of the HR Team s annual Business Plan and to be responsible for setting the annual HR budget. 7. To lead on absence management for the Trust, support and coach mangers in managing absence cases. Closely monitor performance and report on a monthly basis. 8. To lead on Health and Wellbeing (H&W) for the Trust and implement a number of H&W related initiatives through the development of an annual programme 9. To lead on the Trusts Employee Satisfaction Survey (currently the annual Times Top 100 Best Companies to work for survey), from delivery to data analysis and reporting. 10. To contribute to the development of modern, up to date people policies in line with the policy framework, using CIPD guidelines and taking account of relevant employment legislation 11. Autonomously manage, monitor and review the HR budget in line with the business plan. 12. To act as the lead, and support the HR Officers, on all employee relations issues including disciplinary, grievance and capability cases, sometimes of a complex nature and ensure they are dealt with swiftly. Attend the employment

3 tribunal if required. Oversee all HR activities including recruitment, performance management, reward and recognition. 13. To conduct annual and half year formal performance reviews and regular oneto-ones with the HR team as part of the Trusts performance management process, and ensure delivery against objectives 14. To assist in the preparation and planning for the Employee Forum meetings and take an active role along with the Director of HR and OD 15. To monitor and regularly report on the performance of suppliers through the Trusts Supplier Performance Management System (SPMS) e.g. employment law solicitors, Occupational Health provider(s), and complete supplier performance information. 16. To monitor and regularly report on the performance of the HR team though the Trusts strategic and operational balanced scorecards. 17. To lead on the annual employee conference or an equivalent event or initiative 18. To provide an excellent internal and external customer centred service and ensure high levels of satisfaction through a consultancy based approach. 19. Develop and maintain excellent working relationships with all recognised trade unions 20. To manage, support and encourage the HR team using a coaching style of management 21. To lead on flexible working for the Trust and contribute to embedding a flexible working culture 22. To identify and achieve efficiencies in the way the HR team operate to ensure maximum effectiveness, and achieve value for money. Ensure the HR team adds value to the Trust. 23. To meet regularly with the HR team to ensure team communication operates effectively and ensure resources are directed to meet business need and priorities. Provide specialist advice to management teams to ensure legislative and legal requirements are met. 24. To maintain specialist knowledge of employment legislation and act as a primary source of advice and support for managers. 25. Ensure commitment to professional and managerial continuous professional development and develop links with networks, agencies, partners and local businesses within and outside of the housing sector, looking for opportunities for the Trust.

4 26. Carry out any other duties appropriate to the post as necessary or as requested. 27. Represent, promote and maintain a positive attitude and image for Halton Housing Trust. KNOWLEDGE AND EXPERIENCE: Graduate membership of the Chartered Institute of Personnel and Development (CIPD) with significant experience at senior level or Chartered membership of the CIPD Evidence of continuing professional and management development A full UK Driving Licence. Proven management ability at senior level with an ability to work on multiple short and long term tasks to specific deadlines and an ability to work at a strategic level. Generalist HR management experience in an organisation of similar complexity and size. Ability to manage and control budgets. Monitor and report on costs, budgets and performance statistics in order to make recommendations on value for money and to achieve best practice. Experience of consultation and negotiation with Trade Unions Experience of working with a policy framework and policy development Significant experience of general HR matters including employee relations, reward and recognition, employee engagement, learning and development, supporting culture change In depth and up to date knowledge of employment legislation and relevant codes of practice Detailed working knowledge of equal opportunities and the Equality Act 2010 Experience of implementation and maintenance of HR/Payroll systems Experience of managing, training, co-ordinating and developing staff to ensure continuous development and improvement. Knowledge of health and safety regulations and to ensure that the HR team have been adequately trained Excellent organisational skills and the ability to be able to prioritise conflicting priorities and delegate work

5 Ability to plan and prioritise resourcing to ensure staffing levels meet the needs of the business Ability to assimilate and analyse complex information and data and advise on appropriate actions Ability to use ICT skills to translate management information and data into user friendly effective reports Ability to produce formal reports for Directors and Board members. Ability to produce and present a suite of monthly/quarterly KPI s to communicate performance to the Directors Team and Board. Effective in potential problem analysis and practical decision making Ability to communicate concisely and effectively, both verbally and in writing Able to lead, motivate and develop teams ICT literate ability to use Word, Excel, PowerPoint Ability to work with HR and payroll systems SKILLS Ability to influence, persuade and negotiate with others in a positive way Political awareness Ability to motivate self and others and make decisions without direct supervision A commitment to delivering an excellent, credible, professional and high performing HR service Excellent time keeping skills and commitment to delivering a high standard of service. Excellent interpersonal skills with the ability to build strong relationships, gaining the confidence and respect of peers Ability to manage and work co-operatively as part of a team and to engage positively with customers and other staff. Self-motivated, innovative, motivated, energetic

6 Able to identify ways to improve policies, procedures and service delivery to meet customers needs and be proactive in identifying barriers to change and seeking ways to overcome them. Understand how changes to employment legislation can be integrated into strategy and plans how to manage this. Ability to keep up-to-date with best practice, initiatives and opportunities in all areas relating to this role and to amend working practices to achieve efficiencies through smarter thinking. Able to work consistently with requirements relating to: The Trust s overall need to comply with legislative, regulatory, constitutional and financial requirements and to work to high professional and ethical standards The Trust s Equality and Diversity policy The Trust s Health and Safety policy The Trust s management of risk Signature of Job-holder:..... Signature of Line Manager: Signature of Line Manager s Manager Date:......