ROLE PROFILE. Performance Consultant (Fixed Term) Assistant Director for Human Resources

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1 ROLE PROFILE Job Title Reports to Service area No. of staff responsible for Budget responsibility ( ) Performance Consultant (Fixed Term) Assistant Director for Human Resources HR 0 None Purpose of Job To maintain ownership of the range of performance and talent issues on behalf of the HR department, ensuring that the Council s approach to performance and talent helps to attract, motivate and retain employees and that the performance management framework links tangibly to, and supports effectively, the Council s business strategy. To ensure that the organisation maximises the use of its human resources by developing and delivering an effective talent management strategy to build organisational capability and support the retention and development of the people resources to meet organisational needs Key Accountabilities Lead the development and implementation of a people performance management culture and framework, integrating performance measurement and accountability, to drive forward a high performance culture across all areas of the Council. Define, develop, implement and monitor the generic core competency and leadership and management competency framework Develop and deliver an effective talent management strategy to build organisational capability and support the retention and development of the people resources to meet organisational needs Support the development and implementation of the strategy for HR Business Partnering and Employee Engagement team to meet management performance and customer satisfaction metrics Contribute to senior management strategy decision making and prioritisation across the business, informing key decisions with people implications Articulation of business needs to shape and influence Barnet s strategies, policies and plans Project management of specific performance and talent management projects across the areas of employee engagement, performance, culture, competencies etc Role Specific Responsibilities Strategy & Policy Development and Delivery Translate the council s corporate objectives and values into a set of corporate HR/People strategies, policies and guidance in the areas of performance management and talent agenda that will shape the way services are delivered to the local community, including

2 o the design, development and implementation of a people performance management culture and framework and the associated policies, guidance and programmes to drive forward a high performance culture across all areas of the Council. o the development and implementation of a talent recognition and succession planning framework and toolkit o the development and implementation of a leadership and management development framework and programmes As part of the Business Partnering and Employee Engagement management team, establish the service s strategic direction, formulate the services/business plan, set standards and monitor the services overall performance. Influence and help shape work by HR Leadership team on development of integrated HR plan and strategy and evaluate the effectiveness of the HR Strategy within the Council Developing and Delivering the Performance Management Framework Ensure effective planning, design, development & delivery of the performance management framework and associated activities, ensuring alignment with Council objectives Manage and drive the Performance Appraisal Review Cycle across the Council Accountable for the programme management of critical performance management processes and interventions across the company Develop, deliver and manage performance management expertise to the business through close alignment with stakeholders, the wider HR team senior managers Lead and manage the performance management portfolio of programmes, interventions and resources Undertake analysis, scope and design of new or modified performance management interventions to support the Council Developing and Delivering the Talent Agenda Ensure effective planning, design, development & delivery of the leadership development activities, ensuring alignment with development frameworks Manage and drive the Organisational Talent Review and succession planning across the company Accountable for the programme management of critical talent management processes and interventions across the Council Develop, deliver and manage bespoke talent management and development expertise to the business through close alignment with stakeholders, the wider HR team senior managers Leads and manages the leadership development portfolio of programmes, interventions and resources Undertake analysis, scope and design of new or modified cultural, development and learning interventions to support the Council Project management of specific talent management projects across the areas of employee engagement, performance, culture, competencies etc Employee Relations Lead on, or input to as appropriate, discussions with the recognised Trade Unions with regard to performance and talent management strategies. Maintain formal and informal links with key TU contacts throughout the Council, taking their views into account when designing and implementing performance frameworks, thereby ensuring that matters are managed in such a way as to minimise any ER complications.

3 Project Management/Change Implementation Working with HR colleagues and senior managers, plan, manage and deliver major change programmes on behalf of the Head of People and Policy, using standard project methodology, against agreed objectives, timescales, quality standards, cost constraints and benefits. Contracts and Agreements Negotiate and commission the procurement of leadership and management development and performance management services on behalf of the Council. Monitor and review contracts and agreements for the delivery of leadership and management development and performance management services to internal and external customers against specified SLAs Investigate partnerships and business development opportunities that can effectively improve the quality and standards of service to the majority stakeholders. Communication Design, deliver and evaluate employee engagement surveys to drive forward continuous improvement Working independently, or with colleagues in HR and/or employee communications as necessary, to ensure that performance management frameworks and talent solutions are communicated effectively to various target groups within the Council, to include senior managers, front-line managers and employees generally. This to include business as usual matters as well as communications which relate to high-profile change projects. Thought Leadership & Development Maintain a high level of awareness of best practice in high performing organisations and the talent agenda Maintain an awareness of approaches to performance frameworks and talent management in the public sector and to use such knowledge to inform the Council s approach to managing performance and talent As required, undertake research into specific areas of performance management and talent development, recommending expenditure on, for example, reference materials as appropriate or networking with external contacts where the Council might learn from others experiences of managing various aspects of performance management and the talent agenda. Financial Responsibilities Respond to internal and external audits and contribute to implement action plans within agreed deadlines. Flexibility In order to deliver the service effectively, a degree of flexibility is needed and the post holder may be required to perform work not specifically referred to above. Such duties, however, will fall within the scope of the post, at the appropriate grade. Health and Safety Ensure safe and efficient delivery of service by achieving high standards of health and safety and reducing risk. The Council s Commitment to Equality Deliver the council s commitment to equality of opportunity both in the provision of services and as an employer. Promote equality in the work place and in the services the council delivers

4 PERSON SPECIFICATION Qualifications Required Type Professional qualifications/memberships Management Education Level required CIPD or equivalent qualification desirable or relevant HR experience at an appropriate level. Evidence of continuing professional development. Senior management experience of leading a Human Resources function within a large, complex organisation. Excellent literacy and numeracy skills Technical / Knowledge Requirements Experience Type Description A senior performance management and talent development specialist, with demonstrable experience of delivering comprehensive performance management and leadership and talent development strategies within a client focused, change and delivery orientated environment. Experience in leading benchmarking, market analysis, the design and implementation of policies and procedures. Exposure to senior management succession planning Experience of providing a service across a multi-site organisation Experience of a range of performance management frameworks and tools Demonstrated experience of successfully managing change In depth understanding of HR policy and legislation and aspects of equality and diversity A good understanding of current thinking/best practice in relation to HR and diversity issues. A good understanding of Employee Relations, the application of employment law Proven experience of delivery of services through third parties and operating successfully in a matrix environment Behavioural Competencies Competency Self management Time management Teamwork Project and Change management Level Ability to motivate, guide and support other staff. Ability to work effectively to deadlines. Ability to display initiative to resolve problems. Ability to manage own workload and to meet deadlines. Communicate and influence, working effectively in providing leadership to a team and as part of a senior management team Able to make sound and timely decisions based on an analysis of the relevant information and deliver innovative solutions to complex

5 Political awareness Influencing & negotiation problems. Effective user of consultancy and project management tools and techniques Ability to work effectively in a political environment and establish positive relationships with councillors, senior managers, staff, colleagues at all levels within the organisation, external stakeholders and interest groups in a way that establishes confidence, credibility and trust. Strong interpersonal skills and able to challenge, support, influence and engage peers and senior managers, including successfully facilitating joint decision-making Able to negotiate and liaise with trade unions to enable change within the organisation. Ability to influence change at senior levels Able to negotiate and liaise on behalf of the Council with partners on specific HR projects. Management and Performance Ability to identify, initiate and deliver service improvements. Able to demonstrate an understanding of how the organisation works, both formally and informally, and how policies impact the organisation and day-to-day work. Ability to maintain and contribute to the development of performance indicators and use them proactively to improve performance. Able to deliver the council s commitment to equality of opportunity both in the provision of services and as an employer. Communication skills Able to communicate effectively with colleagues and customers at all levels. High standards of written communication, verbal and numerical reasoning Demonstrable experience of coaching skills at a senior level Ability to analyse and interpret complex written information. IT skills Able to fully utilise standard Microsoft Office products.

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