OXFORD CITY COUNCIL. Chief Executive Executive Director: Peter Sloman. Human Resources. FURTHER PARTICULARS FOR THE POST OF Human Resources Manager:

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1 OXFORD CITY COUNCIL Chief Executive Executive Director: Peter Sloman Human Resources FURTHER PARTICULARS FOR THE POST OF Human Resources Manager: The specific details of the post are as follows:- GRADE: To be confirmed SALARY: Circa 50K POST NUMBER: HOURS OF DUTY: REPORTING TO: OTHER INFORMATION: 1085C Permanent -37 hours per week. Flextime scheme in operation. Head of Human Resources Relocation expenses are not payable for this post. Two references are required. CLOSING DATE: Completed application forms should be returned to Human Resources, Town Hall, St Aldate s, Oxford, OX1 1BX by no later than Monday March 30 th Applicants please note that if you have not received notification from us within 3 weeks of the above closing date, please assume that your application has not been successful on this occasion. UK BORDER AGENCY Oxford City Council is not currently licensed as a sponsor and cannot employ migrant workers outside the European Economic Area and Switzerland under the Point Based System rules, issued by the UK Border Agency. INTERVIEW DATE Monday April 6 th /Tuesday April 7 th 2009

2 SPECIFIC DUTIES AND RESPONSIBILITIES Job Title: Human Resources Manager Job Purpose:- To develop and maintain a customer focused, efficient and effective Human Resources Service and make a key contribution to delivery of the service transformation plan. The service will: Be responsive to the needs of the Council; Deliver excellent core functions; Be regarded as a high quality, value adding business partner, equipping clients in best practice people management resources and techniques To manage and coach a team of professional HR Advisors and Support Officers to achieve excellence in HR service delivery for the organisation. HR Services:- 1. To deliver effective, high quality customer focused HR services to the Council in accordance with corporate policies, procedures and best practice and to review and monitor performance on a regular basis. 2. To lead, manage and coach a team of HR professionals, support officers and other posts as necessary to deliver a complete service, which achieves high quality in HR service delivery. The team will be high performing, highly organised, well trained and motivated to achieve high quality outputs and 3. To be a focal point of contact with the directorates to develop and maintain an effective HR relationship through establishing good customer relationships, assessing and planning HR service requirements, organising and delivering an excellent service with appropriate and pro-active advice and guidance, by regularly monitoring and reviewing performance. 4. To contribute to the development and implementation of effective policies, procedures, systems and practice, including: Employee relations Employee engagement and well being Recruitment, selection and retention Reward and contractual arrangements Equalities 5. To develop and maintain innovative and flexible human resources policies, systems and practices that integrate with service delivery through working with Executive Directors, Heads of Service and line managers. 6. To be a member of the HR Management Team and to make a major contribution to HR strategy, service delivery, co-ordination of operations and promotion of a one team ethos 7. To assist in the development and promotion of effective processes and practices for communicating, consulting and negotiating with trade unions, employee representatives and employees.

3 8. To manage any allocated budgets and to commission and manage external contracts in accordance with the Council s Standing Orders and Financial Regulations. 9. To undertake casework on more complex cases in the applications of the Council s HR Policies and Procedures. 10. To provide consultancy advice and/or lead projects on the broad range of people management issues to support corporate and service initiatives. 11. To promote a positive image of Oxford and the HR service, represent both Council at corporate, local and national level, attending, presenting and contributing to conferences, seminars and work groups, as required. 12. To deputise for the Head of Human Resources in partnership with the Payroll & HR Administration Manage and the Organisational Development & Learning Manager, and to act in their respective roles in their absence. 13. To promote corporate working, work flexibility within the HR and undertake any other work as required commensurate with the requirements of the grade. Corporate 1. To work actively with all Executive Directors and the Heads of Service to ensure services are integrated at the point of delivery. 2. To be an active and positive member of the HR Management team, and participate in Corporate Boards and Directorate Management teams as appropriate. 3. To support the development of HR through an operational and performance management framework. 4. To support organisational change at Service level ensuring appropriate systems of performance and development, communications, quality measures, monitoring and review are in place. 5. To work as part of a multi-disciplinary team to enable the breaking down of directorate barriers and encourage the concept of both internal and external partnership working. 6. To work positively with external regulation and inspection agencies, e.g. The Audit Commission to encourage improvement in council services. 7. To promote a positive image of Oxford City and represent the Council at local and regional level, attending and presenting at such conferences, seminars and working parties as may be required. 8. To provide professional advice to Directors and other officers in areas of service delivery within their portfolio. 9. To comply with legal requirements, the Council s Standing Orders and Financial Regulations and to advise Members, Officers and Committee s as appropriate.

4 10. To comply with the Council s Equal Opportunities Policy and lead with its development and promotion across the Council, including opposing and where possible eradicating, all forms of discrimination as an employer and service provider. 11. To promote corporate working, undertake corporate projects as required and undertake any other duties that are consistent with the Council s expectations of a senior manager

5 Candidates will be shortlisted on the basis of illustrating in their application that they fulfill the following criteria. Examples that demonstrate the ability to fulfill the criteria should be included. This applies to all candidates*. * Disabled applicants who demonstrate that they meet the following essential criteria will be invited to interview PERSON SPECIFICATION Job Title: Human Resources Manager Post No: 1085C SPECIFICATION ESSENTIAL DESIRABLE Education/ 1. Degree or equivalent qualification. Training 2. Member of the CIPD 3. Relevant professional qualification and /or postgraduate degree in an HR related subject. 4. Evidence of continuous professional development. 23. A management qualification at NVQ level 4 or equivalent (e.g. DMS) 24. MCIPD accreditation Relevant Experience 5. Significant experience advising on complex HR matters (e.g. advising on gross misconduct cases, preparation of casework for ET s, advising panels on bullying and harassment cases and appeals) 6. Significant experience of managing a HR service function and team of professionals; e.g. performance management, setting objectives, exceeding customer expectations 7. Track record of success in implementing HR policies in an unionised environment. 25. Experience of working within Local Government. 26. Budget management and procurement. 27. Experience of operating in a business partnering relationship

6 Knowledge 8. Professionally confident and demonstrates a full understanding of the broad range of HR practice, including business partnering, policies & systems. Can work complex situations with limited guidance. 9. Shows expert advice knowledge in providing appropriate employment law and equal opportunities advice in a range of HR cases. Seeks advice in complex cases. Can coach others in this area. 10. Fully understands current HR challenges in local government and makes proposals for changes in HR practice. 11. Fully applies their understanding and commitment to diversity and equality issues in HR practice, policy development and implementation. Competencies and abilities 12. Have leadership and management skills to motivate a range of teams and other professionals and support staff to deliver excellent services to customers. 13. Has high level customer care skills and can develop good relationships with clients. 14. Delivers wide range of HR services, which integrate with corporate and service level agreements. 15. Confident and self sufficient in carrying out the role. A good team player regularly coaches colleagues and can work across a range of teams and tasks. 16. Have personal credibility, communicating, influencing and negotiating skills to work effectively with Elected Members, management, and trade unions. 17. Shows high level of competency in workload organisation, managing conflicting priorities and in achieving outcomes through self and through others. 18. Has the resilience and organisational abilities to keep a wide range of HR Services and performance on track. 19. Good analytical skills together with the ability to innovate in the delivery of HR services. Able to advise on complex problems and coach others in resolution

7 21. Can operate successfully as a consultant offering a range of HR/OD interventions. Proficient in project and research work and training in HR issues. Has the ability to lead on projects and to be a professional expertise leader with limited guidance. 22. Develops and applies IT solutions to improve HR management. Have good IT skills in general software, in spreadsheets and HR systems. Shortlisted candidates will be required to undertake a personality profile questionnaire and a test of their verbal reasoning ability online. They will also undertake a competence based interview, presentation and a panel interview. Other Information The City Council is involved in serving the public and as part of your duties you may be required to undertake work and attend meetings outside normal office hours. A sessional fee, overtime, or time off in lieu may be available on these occasions in accordance with the conditions of the scheme. Payments for childcare responsibility may be claimed. Applicants wishing to enter a job-sharing arrangement for these posts should indicate this on the application form and give details of preferred hours. A minimum of 16 hours must be worked by all job-sharers. Job sharers in general attract all the same conditions of service as full-time postholders, for example if they carry out between 16 and 21 hours per week they are entitled to join the pension scheme and also have the same benefits such as sick pay, maternity leave, annual leave, qualified at the appropriate rates. Job share applicants are not responsible for finding somebody else to job share with and their applications are given equal consideration for employment as full-time applicants. The Council has a childcare voucher scheme. Employees who pay a registered childcare provider may be able to make tax and National Insurance savings on some or all of their childcare costs. The Council s normal retirement age is 65. In line with the Age Discrimination Legislation exemptions the Council does not accept applications from people over 65yrs of age or who are within 6 months of our normal retirement age. This authority is under a duty to protect the public funds it administers, and to this end may use the information you provide on your application form for the prevention and detection of fraud. It may also share this information with other bodies responsible for auditing or administering public funds for these purposes. For further information, see The postholder must at all times carry out their duties and responsibilities with due regard to the Council s Equal Opportunities and Health and Safety Policies.

8 Oxford City Council aims to recruit, retain and develop a committed and diverse workforce. Criminal records will be taken into account for recruitment purposes only when the conviction is relevant. Unless the nature of the work demands it, you will not be asked to disclose convictions that are unspent under the Rehabilitation of Offenders Act 1974 (ROA 74). Having an unspent conviction will not necessarily bar you from employment. This will depend on the circumstances and background of your offence. Certain positions within Oxford City Council meet the requirements in respect of exempted questions under the Rehabilitation Act 1974 (ROA 74) because of the nature of the work involved. Where posts meet these requirements, the successful applicant will therefore be subject to a criminal record check from the Criminal Records Bureau before appointment is confirmed. This will include cautions, reprimands or final warnings as well as convictions. The level of the criminal record check required for this post is a Standard Disclosure. A copy of the Council's Policy on the Employment of People with Criminal Records is included in the application pack. IMPORTANT NOTICE PLEASE NOTE Following the Local Government and Housing Act 1989 certain local government employees have restraints placed on their political activity. Broadly this affects employees paid at scp 44 ( 36,730 p.a. as of ) and above (including all regular payments) and those in post identified as politically sensitive. Employees in these 2 categories cannot: 1. Write or speak publicly in a way which appears to affect public support for a political party. 2. Canvass on behalf of a political party at any election for Councillors, MPs or MEPs. 3. Hold office in a political party. 4. Publicly declare themselves a candidate for Councillor, MP or MEP. Further information on whether or not the post for which you apply is affected by this legislation can be obtained from Human Resources, as well as further information on the rights of appeal against inclusion. Candidates will be shortlisted on the basis of illustrating that they fulfil the criteria as outlined in the attached person specification in their application. Examples that demonstrate the ability to fulfil the criteria should be included. This applies to all candidates. Disabled applicants who demonstrate that they meet the following essential criteria will be invited to interview.

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