Leading Experts in Employment Law, Industrial Relations and best practice Human Resource Management in Ireland

Size: px
Start display at page:

Download "Leading Experts in Employment Law, Industrial Relations and best practice Human Resource Management in Ireland"

Transcription

1 Leading Experts in Employment Law, Industrial Relations and best practice Human Resource Management in Ireland

2 Who We Are Established in 2003, we are one of Ireland s best-known and respected providers of Employment Law, Industrial Relations (IR), Human Resource Management (HRM) and Health and Safety Services. Adare Human Resource Management is an Irish Company with a unique knowledge of the needs of Irish business - as well as the experience, expertise and dedication to excellence required to fulfil them. When it comes to HR and people management, our experience has shown us that as no one solution is right for every business, we need to work closely with each and every client to design a tailored solution for them. We are a forward thinking and progressive consultancy Organisation and assist and advise Businesses on how to manage their individual people management challenges. We offer a range of solutions varying from assistance in ensuring compliance with employment legislation through to implementation of best practice solutions to enable organisational change. Our Consultants are all experienced HR professionals who bring a range of cross sectoral experience to the clients that we work with. All of our Consultants hold a qualification in Human Resource Management and hold qualifications from the Chartered Institute of Personnel and Development (CIPD). Besides the direct benefits associated with using the up-to-the-minute expertise and professionalism of one of Ireland s leading Consultancies, our clients also benefit from having more time to concentrate on their core business areas.

3 advice guidance support representation best practice

4 01 Employment Law Support Services Leading Experts in Employment Law, Industrial Relations and best practice Human Resource Management in Ireland

5 With our wealth of Employment Law, Industrial Relations and HRM experience and with the requirement among Organisations for more long term HR management relationships, our Partnership Programme provides the solution for Organisations. From compliance with your contracts of employment and Employee policies and procedures, IR disputes through to legal representation at third parties, our Partnership Programme provides you with the advice and support your Organisation requires. The services to our Partnership Programme clients include: HR AND EMPLOYMENT LAW ADVISOR A designated HR and Employment Law Advisor is provided to each client to understand and support your Organisation. Our advice and supports are guided by our Employment Law Solicitors who we work closely with to minimise risk and exposure for our clients. HR AND EMPLOYMENT LAW HELPDESK Each client has access to our Helpdesk providing telephone, and face to face advice on all Employment Law, Industrial Relations and HR queries or issues. Our Advisors are in a position to answer any questions that arise on people management related matters in the Organisation and give legislatively compliant, best practice, step by step and easy to follow advice. EMPLOYEE RELATIONS / INDUSTRIAL RELATIONS GUIDANCE Through the issuing, review and management of letters / correspondence relating to employee and / or industrial relations issues, we ensure effective oversight to reduce any potential exposure for the Organisation. INDUSTRIAL RELATIONS ADVICE & DISPUTE MANAGEMENT Our IR supports assists both unionised and non-unionised Organisations with all aspects of industrial relations from conciliation and negotiation through to representation at industrial relations institutions. LEGAL REPRESENTATION Our Employment Law Solicitors provide legal advice on all aspects of complex employment law issues and represent our clients as needed in third parties. The Benefits for our clients: Access to timely Employment Law, Industrial Relations and HRM advice through your dedicated HR and Emloyment Law Advisor and to our Employment Law Solicitors. A hands-on approach to ensuring your Organisation can effectively manage any query or issue that arises. Peace of mind knowing that through our advice you have access to dedicated, knowledgeable and passionate Employment Law, Industrial Relations and HR Advisors guiding you and your Organisation. COMPLIANCE AND BEST PRACTICE Ensuring that your contracts of employment and your Employee Handbook (policy and procedures) are fully compliant and reflect best practice. Your Advisor will then keep you abreast of any changes to Employment Legislation to ensure your documentation keeps up to date.

6 advice guidance support representation best practice

7 02 Human Resource Management Consultancy Leading Experts in Employment Law, Industrial Relations and best practice Human Resource Management in Ireland

8 At Adare Human Resource Management, our HR consulting services help leading Organisations across key sectors throughout Ireland manage the complex HR challenges they face. We provide a range of HR consulting services that are not only solution focused, but are proactive to ensure we consistently deliver upon the needs of your Organisation. CONFLICT / DISPUTE RESOLUTION AND INVESTIGATIONS Organisations are increasingly aware of the importance of conflict management processes and facilitating collaboration to resolve disputes, enhance productivity and personal satisfaction in their Employees. Our Conflict Management and Dispute Resolution services promote the resolution of workplace disputes at the lowest level possible using conflict resolution and collaborative processes. Our Consultants serve as an impartial third party to help managers and Employees express their workplace concerns, resolve and manage conflict, and learn more productive ways of communicating. We specialise in and are a leading provider of independent workplace investigation services to Organisations that are dealing with allegations of inappropriate workplace behaviour including grievance, disciplinary, bullying and harassment. Our Consultants provide a range of investigation services, from dealing with informal complaints to significant and complex formal investigations. Our Services: MEDIATION Mediation is a problem-solving process used to resolve disputes and conflicts. It is an informal, yet structured process guided by our trained mediator who serves as an impartial third party. Our mediator assists the parties involved hold honest discussions, to feel safe in expressing emotions, and to work through problems in order to reach a resolution. FACILITATION Similar to mediation, facilitation is a problem solving process guided by an impartial third party. The primary difference is that the facilitator is more likely to involve the parties in making decisions about the content, including the development of ground rules and the agenda. Facilitators do not contribute to the substance of the discussion nor do they have decision-making authority. INDUSTRIAL RELATIONS (IR) DISPUTES We offer a range of services to Organisations around preventing and resolving workplace disputes and disagreements involving individual workers, groups of workers, Organisations and their representatives. Our specialist IR Consultants represent Organisations on all aspects of Industrial Relations, from conciliation to negotiations with Trade Unions at Industrial Relations Institutions. INDEPENDENT INVESTIGATIONS We ensure our independent workplace investigations relating to grievance, discipline, bullying and harassment are fair, impartial, prompt and thorough. Our independent workplace investigators are focused and sensitive throughout the investigation process. We work utilising the Organisations policies and procedures and are guided by the relevant Codes of Practice. We deliver our findings in a written report, which deals with evidentiary matters.

9 ORGANISATIONAL DEVELOPMENT AND CHANGE Effective people and performance management presents an ongoing challenge for Organisations, particularly in a continuously changing environment. The misalignment of your people management strategy and your business strategy can have a significant negative impact not just with your Employees, but also on the success of any Organisational change initiatives. We review existing systems and make recommendations for change based on our experience of best practice. We help Organisations develop and grow in line with their HR and business strategy and draw upon our expertise and experience across key sectors and Organisations. We offer a number of key services to achieve this. Our Services: ORGANISATIONAL CHANGE A significant number of Organisational change initiatives end in failure which can then lead to a negative spiralling effect of poor practices and reinforcing the perception of change in itself being negative. Organisational Development is a planned, holistic approach to improving Organisational effectiveness - one that aligns strategy, people and processes. Leadership, management, morale and culture are all key areas where Organisations seek to introduce change and are all areas where our Consultants have successfully introduced change initiatives to meet the requirements of our clients. Our Consultants bring together and involve Employees and key stakeholders when approaching any change initiative to ensure we have created a clear vision and secured buy-in to the change process. HR STRATEGY Through the development of a HR Strategy we identify a roadmap for the Organisation to build a competitive advantage by creating value through the Organisation s Employees. This of course is developed to address the Organisational challenges and achieve the Organisational Strategic objectives. We design HR strategy to focus on the core fundamental areas of HR to ensure an effective and efficient internal human resource and people management framework that is aligned with the future direction of HR policy and practice within the Organisation.

10 HR AUDITS A primary purpose of the HR Audit for Organisations is to conduct a more in depth analysis of the HR function to identify areas of strength and weakness and where improvements may be needed. Conducting an audit involves a review of current practices, policies, and procedures, and may include benchmarking against Organisations not just of similar size and industry, but also in relation to other industries and best innovative practices. Our Consultants when conducting audits A. focus on compliance and seek to establish the level of compliance with existing employment legislation & B. focus on key HR areas and structures that Organisations should have in place to assist them with the achievement of their plans and effective people management. This includes proactively identifying priority areas and proposed deliverables for a HR Strategic and Operational plan that can create a possible strategic advantage. EMPLOYEE SURVEYS An employee survey is a valuable tool that can assist and lead to changes in both Organisational culture and improved Organisational performance. We partner with our clients to identify the right type and structure of employee survey, assist with the internal communications process to secure maximum participation right through to roll out of the survey and the follow up actions out of the survey. HUMAN RESOURCE MANAGEMENT EXCELLENCE Human Resource Management Excellence seeks to ensure that each aspect of HR from recruitment and induction through to performance and retention are meeting the short to longer-term people and Organisational needs. Effective Human Resource Management can be a complex process as the needs of the Organisation as well as the theory are constantly evolving. PERFORMANCE AND TALENT MANAGEMENT In well-managed Organisations, Performance and Talent Management is one of the most powerful instruments that Management has to mobilise the energy of every employee toward the achievement of strategic goals. However, an ineffective or poorly implemented system has the opposite effect and becomes a non-value paper based exercise. At Adare Human Resource Management we have extensive experience in Performance and Talent Management consulting and have assisted Organisations across sectors design and implement systems that optimise performance and develop talent. Our processes can be applied to Organisations that have no Performance and Talent Management systems in place, or we can review existing systems and make recommendations for change based on our experience of best practice in system design and implementation.

11 EQUALITY, DIVERSITY AND DIGNITY AT WORK Adare Human Resource Management has been a member of the approved panel of Consultants under the Grant Scheme to Develop and Implement Employment Equality Policies and Diversity Training since 2003, under the Equality Authority. We work with Organisations to review existing practice and implement employment equality compliance and best practice through the development and implementation of tailored policies and procedures and provision of Equality and Diversity related training. We provide management and employee training to Organisations in the areas of Dignity at Work, Managing Bullying, Harassment and Sexual Harassment in the workplace and Investigation Skills training for managers. MANAGEMENT TRAINING At Adare Human Resource Management we work with Organisations to identify the training needs of management and staff throughout the Organisation, and develop client specific training and development solutions to address these requirements. We work with our clients to evaluate the transfer of learning back into the work environment and to assess any further skills or knowledge gaps that may be filled through further coaching or training initiatives. We offer key Management Training in areas such as HR and Employment Law, Performance Management and Dignity at Work. REWARD AND RECOGNITION Reward and recognition plays a key role in attracting and retaining staff. Our Consultants can provide solutions to ensure your Organisation attracts the best people as well as developing effective staff retention strategies. Our areas of expertise include: Conducting Job Evaluations Development and implementation of Competency Frameworks Introducing Staff Wellbeing Programmes Looking at Total Reward and Communication Drafting of Retention and Reward Strategies

12 03 Health and Safety Support Services Leading Experts in Employment Law, Industrial Relations and best practice Human Resource Management in Ireland

13 Organisations have access to timely telephone, and face to face advice and support as required on any Health and Safety related issues. Health and Safety Support Services Organisations with excellent occupational health and safety records have incorporated a system of continuous improvement in their health and safety programmes. This process allows them to meet Organisational standards that reflect best practices for their industry. Regular occupational health and safety audits are key to such performance. In order to successfully establish due diligence, Organisations must prove that programmes aimed at preventing injuries and hazards were in place, implemented, and operating effectively. At Adare Human Resource Management we offer a comprehensive range of Health and Safety consultancy services to Organisations throughout Ireland. We work with Organisations in the design, development and implementation of Safety, Health and Welfare solutions not only to ensure compliance with all the requirements of Health and Safety Legislation, but also to ensure best practices are implemented and being followed. Our approach Safety Audit A safety audit will contribute to improvements in the Organisations health and safety management and reduce legal liabilities. The audit system evaluates a number of key elements including: Health and Safety Policy Organising for Health and Safety and Responsibility Structure Planning and Implementing Measuring Performance Reviewing Performance The Onsite Risk Assessment will assist with the updating / amendment / development of the Safety Statement in line with, health and safety legislation, Organisational requirements and risk assessment. In addition to examining the safety management system, the audit will also examine other key subject areas to check compliance with Health and Safety legislation and Organisational Policies. Typical examples of the subject areas covered by the audit are: Fire Safety Manual Handling Control of Hazardous Substances Risk Assessment Contractors First Aid Emergency Planning Safety Inspections Safety Induction and Training By carrying out these additional checks the audit will also confirm or amend the findings of the checks on the safety management system elements. Our Health and Safety Support Services provide Organisations with phone, and onsite advice and support via our H&S Consultants throughout the year. Our team of experts Adare Human Resource Management Consultants are highly experienced practitioners, coming from backgrounds where they have worked alongside Executive, Senior and Line Management. Here, our team gained firsthand experience in understanding business and Organisational needs so as to deliver effective management of personnel and best practice solutions.

14 advice guidance support representation best practice

15 04 Linea Leading Experts in Employment Law, Industrial Relations and best practice Human Resource Management in Ireland

16 Linea is the most comprehensive, up to date online resource available for HR practitioners, owner managers, accountants and those tasked with responsibility for people management. Linea gives members exclusive access to: The most up to date information: Covering all aspects of Employment Law and HR Practice. Online HR Calculators: Online access to HR Calculators to compute diverse employee entitlements (such as Maternity and Annual Leave); Absence rates and Redundancy Payments. Policies: Policies which can be adopted immediately within the workplace. Forms: Forms for immediate use; for process guidance and collation, and to assist in driving well informed internal decision making. Letters: Template letters than can be used instantly and tailored, where necessary and appropriate, to reflect individual client needs. LINEA MEMBERSHIP BENEFITS Members exclusively enjoy access to: Comprehensive guidance on all aspects of Employment Law Legislation and regulations, employment related cases practical solutions, FAQ s. Extensive list of Human Resource best practice toolkits, templates, company policies, forms, letters, checklists and employment related calculators. Detailed access to information relating to Health and Safety regulations and requirements in Ireland. Networking opportunities through the Members Forum and regular updates on seminars, Employment Law and HR news through our newsletters. 24/7 access to a powerful knowledge resource with high search functionality. Case Law & Precedence: Cases in all areas of Employment Law, Human Resource Management and Health and Safety. EXPERTISE The full complement of content has been developed by our team of expert Consultants. These resources allow members to follow best practice in all HR and people management related matters. Of course, these expert Consultants are also available to assist as needed.

17

18 Adare Human Resource Management Contact Us: Visit Us: Follow Us: Adare HRM Adare Human Resource Management

A world of HR at your fingertips

A world of HR at your fingertips A world of at your fingertips Bradfield group 1 Contents The Bradfield Group... 4 Our Services... 11 Training... 6 Implants... 12 Leadership Courses... 7 Projects... 13 The Bradfield Certificate in Leadership...

More information

HR Enabling Strategy 2012-2017

HR Enabling Strategy 2012-2017 This document is yet to be put into corporate format but this interim version can be referred to for the time being. Should you have any queries, please refer to Sally Hartley, University Secretary, x

More information

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

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

More information

Human Resource Management Training, Advisory & Consultancy Services

Human Resource Management Training, Advisory & Consultancy Services Institute of Public Administration Human Resource Management Training, Advisory & Consultancy Services Supporting Public Sector Transformation and Reform IPA HRM Training, Advisory & Consultancy Services:

More information

STRESS POLICY. Stress Policy. Head of Valuation Services. Review History

STRESS POLICY. Stress Policy. Head of Valuation Services. Review History STRESS POLICY Title Who should use this Author Stress Policy All Staff SAC Approved by Management Team Approved by Joint Board Reviewer Head of Valuation Services Review Date 2018 REVIEW NO. DETAILS Review

More information

Job description HR Advisor

Job description HR Advisor Job description HR Advisor Main purpose of job To work closely with colleagues in the HR Business Partner team along with the wider PDO directorate to ensure delivery of a first class, professional and

More information

Employee Relations. Purpose. Employee Relations Standards Practitioner-level Standards

Employee Relations. Purpose. Employee Relations Standards Practitioner-level Standards Employee Relations Purpose Employee relations is concerned with how to gain people s commitment to the achievement of the organisation s business goals and objectives in a number of different situations.

More information

Talent Management and OD Specialist

Talent Management and OD Specialist Position Employee category level Department Reporting to Line reports Purpose of the role Key Responsibilities Talent Management and OD Specialist Professionally qualified HR professional and experienced

More information

Management. Level 3 Diploma in Management (QCF) 2014 Skills CFA Level 3 Diploma in Management (QCF) Page 1

Management. Level 3 Diploma in Management (QCF) 2014 Skills CFA Level 3 Diploma in Management (QCF) Page 1 Management Level 3 Diploma in Management (QCF) 2014 Skills CFA Level 3 Diploma in Management (QCF) Page 1 Level 3 Diploma in Management (combined qualification) Qualification Title Credit Value 55 Level

More information

Group Income Protection Employer and Employee Assistance Programme

Group Income Protection Employer and Employee Assistance Programme For commercial customers only Group Income Protection Employer and Employee Assistance Programme A service for all our Group Income Protection policyholders Group Income Protection EAP Employer Assistance

More information

LEVEL & SALARY Level 9 up to 39402 (Inclusive of 2% pay award effective 1 st April 2014)

LEVEL & SALARY Level 9 up to 39402 (Inclusive of 2% pay award effective 1 st April 2014) JOB DESCRIPTION: Human Resources Manager LEVEL & SALARY Level 9 up to 39402 (Inclusive of 2% pay award effective 1 st April 2014) RESPONSIBLE TO: Director of Human Resources and Organisational Development

More information

The role of Head of HR

The role of Head of HR The role of Head of HR Brook is looking to appoint its first permanent Head of Human Resources as part of the final stages of merging into single, unified organisation. This role will develop an ongoing

More information

HR Corporate Objectives and Strategy Action Plan January 2013

HR Corporate Objectives and Strategy Action Plan January 2013 Reference Objective / Strategy Action Responsibility Target Date (CO1) By 2016 we will be in the top 20% of Acute Trusts as measured by the NHS National Staff Survey Embed the Trust values into reward

More information

Self Assessment STANDARDS

Self Assessment STANDARDS Self Assessment STANDARDS www.wellbeingcharter.org.uk This pack contains an overview of the Workplace Wellbeing Charter, including the Charter Framework, the Assessment Standards and other useful information.

More information

Occupational Profile and Curriculum Summary

Occupational Profile and Curriculum Summary Occupational Profile and Curriculum Summary Presented for Comment OFO code 143905 Related Occupation Contact Centre Manager Table of Content Occupational Profile and Curriculum Summary... 1 Presented for

More information

Effective People Management Interpersonal Skills for Managers. 23-25 April 2013 Danilovgrad, Montenegro PROVISIONAL PROGRAMME

Effective People Management Interpersonal Skills for Managers. 23-25 April 2013 Danilovgrad, Montenegro PROVISIONAL PROGRAMME Effective People Management Interpersonal Skills for Managers 23-25 April 2013 Danilovgrad, Montenegro PROVISIONAL PROGRAMME Background Effective people management requires that managers use a range of

More information

EQUALITY IMPACT ASSESSEMENT INITIAL FORM (FOR HR POLICIES)

EQUALITY IMPACT ASSESSEMENT INITIAL FORM (FOR HR POLICIES) EQUALITY IMPACT ASSESSEMENT INITIAL FORM (FOR HR POLICIES) Name of policy/procedure/function to be assessed: H01 Disciplinary Procedure Name of manager responsible for this policy/procedure/function: Martin

More information

Employment & HR Support Package

Employment & HR Support Package Employment & HR Support Package Managing your people effectively will help your business succeed. Employment Law can be a headache and many businesses do not have the internal resources, skills or knowledge

More information

Mary Immaculate College. Human Resources Strategy 2014-2016

Mary Immaculate College. Human Resources Strategy 2014-2016 1.0 Introduction Mary Immaculate College Human Resources Strategy 2014-2016 1.1 Mary Immaculate College Strategic Plan 2012-2016 rests on 7 foundational pillars, each pillar representing a thematic imperative

More information

CareNZ Job Description GENERAL MANAGER HUMAN RESOURCES

CareNZ Job Description GENERAL MANAGER HUMAN RESOURCES CareNZ Job Description GENERAL MANAGER HUMAN RESOURCES Responsible to: Responsible for: Chief Executive HR and Payroll Administrator HR Interns and Volunteers Dimensions Location of work Other information

More information

Fixed fee employment law and HR support for employers

Fixed fee employment law and HR support for employers Fixed fee employment law and HR support for employers HR Rely is a fixed fee package provided by Weightmans LLP for employers who want to access employment law and HR advice from experienced professionals,

More information

Annexure A PROPOSED GENERIC STRUCTURE FOR HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT COMPONENTS

Annexure A PROPOSED GENERIC STRUCTURE FOR HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT COMPONENTS Annexure A PROPOSED GENERIC STRUCTURE FOR HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT COMPONENTS PROPOSED GENERIC STRUCTURE FOR HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT COMPONENTS PAGE 1 MAIN FUNCTION LEVEL

More information

Corporate Staff Survey Action Plan 2008. DRAFT v2.0

Corporate Staff Survey Action Plan 2008. DRAFT v2.0 Corporate Staff Survey Action Plan 2008 1 DRAFT v2.0 1 1. Working Conditions 1.1 Issue Possible Impacts Actions Owners Timescale Success Measures Identify key areas where dissatisfaction is dissatisfaction

More information

B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes

B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes Synopsis of the Vocational Learning Outcomes* The graduate has reliably demonstrated the ability to 1. contribute to the development,

More information

Hereward College Equality, Diversity and Inclusion

Hereward College Equality, Diversity and Inclusion Hereward College Equality, Diversity and Inclusion Our College Population Students: Male 44% Female 56% Black Minority Ethnic 20% Declared disability 62% Staff Male 21% Female 79% BME 22% Declared disability

More information

Recognition of Prior Learning (RPL) Kit. BSB50607 Diploma of Human Resources Management

Recognition of Prior Learning (RPL) Kit. BSB50607 Diploma of Human Resources Management Recognition of Prior Learning (RPL) Kit BSB50607 Diploma of Human Resources Management Applicant: Date: Diploma of Human Resources Management RPL Kit 1 Applicant declaration: I have completed the following

More information

Certified Human Resources Professional Competency Framework

Certified Human Resources Professional Competency Framework Certified Human Resources Professional Competency Framework Table of Contents About the CHRP 3 Application of the Competency Framework 3 Path to Obtain the CHRP 4 Maintaining the CHRP 4 Overview of the

More information

People Strategy 2013/17

People Strategy 2013/17 D a t a L a b e l : P U B L I C West Lothian Council People Strategy 2013/17 Contents 1 Overview 2 2 Council Priorities 8 3 Strategy Outcomes 10 1 Engaging and motivating our employees 13 2 Recognised

More information

Human Resources Report 2014 and People Strategy

Human Resources Report 2014 and People Strategy 24 February 2015 Council 5 To consider Human Resources Report 2014 and People Strategy Issue 1 The annual report on Human Resources issues and a proposed People Strategy. Recommendations 2 Council is asked

More information

CDC 502 Support policies, procedures and practice to safeguard children and ensure their inclusion and well-being

CDC 502 Support policies, procedures and practice to safeguard children and ensure their inclusion and well-being Child Care Occupational Standard MQF Level 5 CDC 501 Establish and develop working relationships CDC 502 Support policies, procedures and practice to safeguard children and ensure their inclusion and well-being

More information

HR Service Partner (Specialist Services & Regional Offices) Location: Shared Services, SVP House Sean McDermott Street, Dublin 1

HR Service Partner (Specialist Services & Regional Offices) Location: Shared Services, SVP House Sean McDermott Street, Dublin 1 Job Description Job Title: Job Holder: Reports To: HR Service Partner (Specialist Services & Regional Offices) Vacant Head of Human Resource Shared Services Location: Shared Services, SVP House Sean McDermott

More information

Prestige Staffing Personnel is locally owned and operated and has continuously provided

Prestige Staffing Personnel is locally owned and operated and has continuously provided Company profile The Complete HR package Prestige Staffing Personnel is locally owned and operated and has continuously provided the complete human resources package on a national level since 1998 including:

More information

MANAGER, HUMAN RESOURCES CONSULTING JOB & PERSON SPECIFICATION NOVEMBER 2010

MANAGER, HUMAN RESOURCES CONSULTING JOB & PERSON SPECIFICATION NOVEMBER 2010 MANAGER, HUMAN RESOURCES CONSULTING JOB & PERSON SPECIFICATION NOVEMBER 2010 POSITION TITLE Position Title: Manager HR Consulting Position Number: 3520 Faculty/Division: Division of Services and Resources

More information

Business Plan for Strategic Human Resources - March 2012 to 30 September 2013

Business Plan for Strategic Human Resources - March 2012 to 30 September 2013 Business Plan for Strategic Human Resources - March 2012 to 30 September 2013 1. Introduction 1.1 The Service s key responsibilities are to: 1.2 Context Design & deliver people and organisational development

More information

Group HR Director. Experienced HR Professional on Top/Senior management level

Group HR Director. Experienced HR Professional on Top/Senior management level Position Employee category level Department Reporting to Line reports Purpose of the role Key Responsibilities Group HR Director Experienced HR Professional on Top/Senior management level Human Resources

More information

Code of Corporate Governance

Code of Corporate Governance www.surreycc.gov.uk Making Surrey a better place Code of Corporate Governance October 2013 1 This page is intentionally blank 2 CONTENTS PAGE Commitment to good governance 4 Good governance principles

More information

The Human Resources Department Work Plan for the period 1 April 2015 to 31 March 2016 is attached.

The Human Resources Department Work Plan for the period 1 April 2015 to 31 March 2016 is attached. Council, 25 March 2015 Human Resources Department Work Plan 2015-2016 Executive summary and recommendations Introduction The Human Resources Department Work Plan for the period 1 April 2015 to 31 March

More information

Stratford on Avon District Council. The Human Resources Strategy

Stratford on Avon District Council. The Human Resources Strategy Stratford on Avon District Council The Human Resources Strategy Page 1 1 Purpose of The Human Resources (HR) Strategy The purpose of this document is to review the role and effectiveness of human resource

More information

JOB AND PERSON SPECIFICATION

JOB AND PERSON SPECIFICATION JOB AND PERSON SPECIFICATION Job Title: Division Grade: Reward Adviser G Reports To: Head of Organisational Development and Systems General Information The Commonwealth Secretariat is the principal inter-governmental

More information

HR/Employment Law Consultancy Services. Your Service, Your Way

HR/Employment Law Consultancy Services. Your Service, Your Way HR/Employment Law Consultancy Services Your Service, Your Way About Abbey Abbey HR Consultancy Services is a trading division of LHS Solicitors LLP. LHS Solicitors LLP is regulated by the Solicitors Regulation

More information

Job description HR Operations Manager

Job description HR Operations Manager Job description HR Operations Manager Main purpose of job The HR Operations Manager is responsible for the effective operational management and delivery of the HR Service Centre, recruitment, people management

More information

Our Services. Employment, Industrial Relations and Occupational Health and Safety

Our Services. Employment, Industrial Relations and Occupational Health and Safety k Industrial Relations and Occupational Health and Safety There are two primary choices in life: to accept conditions as they exist, or accept the responsibility for changing them. Dr. Denis Waitley IR

More information

JOB DESCRIPTION: Senior Manager HR & Talent Management

JOB DESCRIPTION: Senior Manager HR & Talent Management JOB DESCRIPTION: Senior Manager HR & Talent Management RESPONSIBLE TO: RESPONSIBLE FOR: Group Director The overall management and development of all aspects of HR and Talent Management for the company,

More information

Chartered Professional in Human Resources. Competency Framework

Chartered Professional in Human Resources. Competency Framework Chartered Professional in Human Resources Competency Framework Contents 1 About the CPHR 1 Application of the Competency Framework 2 Path to Obtain the CPHR 2 Maintaining the CPHR 3 Overview of the Functional

More information

Stress Management Policy

Stress Management Policy Level 3 - H&S Policy Structure Stress Management Policy BACKGROUND The Health & Safety Executive (HSE) define stress as the adverse reaction people have to excessive pressures or other types of demand

More information

Human Resources & Facilities Services. Service Delivery Plan 2014/15. Overview of the Human Resources Service

Human Resources & Facilities Services. Service Delivery Plan 2014/15. Overview of the Human Resources Service Human Resources & Facilities Services Service Delivery Plan 2014/15 Overview of the Human Resources Service The role of the HR Service is to support the Council in achieving its corporate objectives, priorities

More information

Capability Statement for Project Consulting

Capability Statement for Project Consulting Capability Statement for Project Consulting Company Profile SAFcomm and our Associate Partners provide practical, innovative and financially viable solutions that result in optimum project outcomes to

More information

Grievance and Disputes Policy and Procedure. Document Title. Date Issued/Approved: 10 August 2010. Date Valid From: 21 December 2015

Grievance and Disputes Policy and Procedure. Document Title. Date Issued/Approved: 10 August 2010. Date Valid From: 21 December 2015 POLICY UNDER REVIEW Please note that this policy is under review. It does, however, remain current Trust policy subject to any recent legislative changes, national policy instruction (NHS or Department

More information

Ambulance Victoria Position Description

Ambulance Victoria Position Description Ambulance Victoria Position Description Position Title: Claims Management Coordinator Reports To: Injury & Claims Management Team Leader Division: People & Community Department: Health, Safety & Wellbeing

More information

Revised Body of Knowledge And Required Professional Capabilities (RPCs)

Revised Body of Knowledge And Required Professional Capabilities (RPCs) Revised Body of Knowledge And Required Professional Capabilities (RPCs) PROFESSIONAL PRACTICE Strategic contribution to organizational success RPC:1 Contributes to the development of the organization s

More information

Title: Workplace Health & Safety Advisor Position type (Full Time, Part Time, Contract etc.): Full Time Classification: Non EBA Position purpose:

Title: Workplace Health & Safety Advisor Position type (Full Time, Part Time, Contract etc.): Full Time Classification: Non EBA Position purpose: Title: Workplace Health & Safety Advisor Position type (Full Time, Part Time, Contract etc.): Full Time Classification: Non EBA Position purpose: The purpose of this role is to assist Independence Australia

More information

Government of Trinidad and Tobago

Government of Trinidad and Tobago Ref #: A007 Government of Trinidad and Tobago JOB DESCRIPTION CONTRACTUAL POSITION JOB TITLE: HEAD HUMAN RESOURCE JOB SUMMARY: The incumbent is required to provide overall management and coordination of

More information

Equality and Diversity Protocol

Equality and Diversity Protocol Equality and Diversity Protocol Document information Document title Equality and Diversity Protocol Owner Equality, Safety and Welbeing (ESW) Status Live Version 3 Effective from 18 June 2013 Approved

More information

Corporate Health and Safety Policy Issue 9

Corporate Health and Safety Policy Issue 9 Corporate Health and Safety Policy Issue 9 July 2011 1 Contents Foreword by the Chief Executive 3 1. General health and safety policy statement 4 a Our responsibilities 5 b Health and safety management

More information

MTD Human Resource Consulting

MTD Human Resource Consulting MTD Human Resource Consulting Online Brochure Web: www.mtdhr.com Telephone: 0800 849 6732 1 MTD HR Consulting, 5 Orchard Court, Binley Business Park, Coventry, CV3 2TQ Web: www.mtdhr.com Phone: 0800 849

More information

Employment Law, HR and Health & Safety Services for Charities. elliswhittam.com/charities

Employment Law, HR and Health & Safety Services for Charities. elliswhittam.com/charities Employment Law, HR and Health & Safety Services for Charities elliswhittam.com/charities WELCOME TO ELLIS WHITTAM Ellis Whittam Achieving excellence and ensuring legal compliance in the way you manage

More information

Human Resources Trainee

Human Resources Trainee Human Resources Trainee SUMMARY INFORMATION HR TRAINEE (Vacancy Number 351) Duration 3 years Salary 16,131 to 18,588 per annum Entry qualifications English and Maths Highers What is HR? Human Resources

More information

POSITION DESCRIPTION, PERFORMANCE MEASURES AND TARGETS

POSITION DESCRIPTION, PERFORMANCE MEASURES AND TARGETS POSITION DESCRIPTION, PERFORMANCE MEASURES AND TARGETS Attachment 1 Position Title: Programs & Client Relations Manager Responsible to: Chief Executive Officer Responsibility: Programs Management and Client

More information

Human Services Quality Framework. User Guide

Human Services Quality Framework. User Guide Human Services Quality Framework User Guide Purpose The purpose of the user guide is to assist in interpreting and applying the Human Services Quality Standards and associated indicators across all service

More information

GREATER GEELONG: BUILDING OUR COMMUNITY THROUGH ENTERPRISE, OPPORTUNITY AND INNOVATION IN A QUALITY ENVIRONMENT

GREATER GEELONG: BUILDING OUR COMMUNITY THROUGH ENTERPRISE, OPPORTUNITY AND INNOVATION IN A QUALITY ENVIRONMENT GREATER GEELONG: BUILDING OUR COMMUNITY THROUGH ENTERPRISE, OPPORTUNITY AND INNOVATION IN A QUALITY ENVIRONMENT POSITION TITLE: POSITION NUMBER: 2356 DIVISION: DEPARTMENT: CLASSIFICATION: Band 7 REPORTS

More information

Strategic Human Resource Management Catherine Truss, David Mankin & Clare Kelliher

Strategic Human Resource Management Catherine Truss, David Mankin & Clare Kelliher Catherine Truss, David Mankin & Clare Kelliher Oxford University Press (2012) ISBN: 978-0199583065 Theme of the Book What makes a good HR strategy and how does one develop it? These are just two of the

More information

The Diverse Law Firm. www.clarkslegal.com

The Diverse Law Firm. www.clarkslegal.com The Diverse Law Firm www.clarkslegal.com A unique partnership The partnership with Carillion Advice Services allows us to increase our resources substantially in an economically effective way. With this

More information

ASAE s Job Task Analysis Strategic Level Competencies

ASAE s Job Task Analysis Strategic Level Competencies ASAE s Job Task Analysis Strategic Level Competencies During 2013, ASAE funded an extensive, psychometrically valid study to document the competencies essential to the practice of association management

More information

mybpos are a leading provider of business support services based in the UK

mybpos are a leading provider of business support services based in the UK mybpos are a leading provider of business support services based in the UK 1 Introduction to mybpos 2 Services 3 Workforce Management 4 Payroll 5 Contractor Pool 6 Relocation 7 Contractors 8 IT Support

More information

The dissatisfaction with employee retention was the driver. Everything else stemmed down from that. (Recruitment and Training Manager)

The dissatisfaction with employee retention was the driver. Everything else stemmed down from that. (Recruitment and Training Manager) Case study Dealing with staff turnover a case study on getting and keeping the right people This case study looks at the experience of a high tech organisation that aimed to improve its staff retention..

More information

Finance. Melbourne Storm HR Management System - Position Description HR Manager, May 2014 Page 1 of 6

Finance. Melbourne Storm HR Management System - Position Description HR Manager, May 2014 Page 1 of 6 Position Description This position description provides an indicative outline of the purpose and accountabilities of the role. Specific performance requirements and expectations will be included in your

More information

Position Description

Position Description Position Description POSITION TITLE Risk and Compliance Coordinator POSITION NO 500024 DIRECTORATE DEPARTMENT UNIT REPORTS TO Corporate Services Organisational Development Risk and Compliance Manager Organisational

More information

HR Professionals Building Human Capital

HR Professionals Building Human Capital Human Resource WSQ 1 Marina Boulevard #16-01 One Marina Boulevard Singapore 018989 Tel: 6883 5885 Fax: 6512 1111 Email: http://portal.wda.gov.sg/feedback Website: www.wda.gov.sg Printed in Feb 2015 HR

More information

ABOUT REWARDS MANAGING DIRECTOR FOR SCOTLAND. Recruitment. Modern Apprenticeships

ABOUT REWARDS MANAGING DIRECTOR FOR SCOTLAND. Recruitment. Modern Apprenticeships ABOUT REWARDS Established in 1989 in Haywards Heath, Rewards has grown to become a nationally recognised training company with offices located throughout England and Scotland. Through our working relationships

More information

Developing HR Strategies in Public Administration Institutions Recruitment and Retention Strategies and Workforce Plans

Developing HR Strategies in Public Administration Institutions Recruitment and Retention Strategies and Workforce Plans Developing HR Strategies in Public Administration Institutions Recruitment and Retention Strategies and Workforce Plans 27th to 29th May 2014 and October 2014 Danilovgrad, Montenegro PROVISIONAL PROGRAMME

More information

Author: Claire Howarth Tel: 01992 556670

Author: Claire Howarth Tel: 01992 556670 HERTFORDSHIRE COUNTY COUNCIL CABINET MONDAY 13 SEPTEMBER 2004 AT 2.00 P.M. Agenda Item No. 6 EMPLOYMENT POLICIES Report of the Corporate Director (People & Property) Author: Claire Howarth Tel: 01992 556670

More information

Safety Excellence Matrix

Safety Excellence Matrix Safety Excellence Matrix 1 = Performance just meets minimum standards 2 = Performance is satisfactory got the basics 3 = Performance is good going beyond the norm 4 = Performance is very good best practice

More information

Equality, Diversity and Inclusion Policy UK and Republic of Ireland v4 10/09/ Introduction and Scope Aims Policy Application 3

Equality, Diversity and Inclusion Policy UK and Republic of Ireland v4 10/09/ Introduction and Scope Aims Policy Application 3 ON-SITE SERVICES HR POLICY DOCUMENT Equality, Diversity and Inclusion Policy UK and Republic of Ireland v4 10/09/2015 Contents Page Number 1. Introduction and Scope 1 2. Aims 2 3. Policy Application 3

More information

Expert Advice. Protecting Your Business. Protecting Your Business. Canter Levin & Berg Employment Solutions REAL LAWYERS OFFERING REAL ADVICE

Expert Advice. Protecting Your Business. Protecting Your Business. Canter Levin & Berg Employment Solutions REAL LAWYERS OFFERING REAL ADVICE Expert Advice Protecting Your Business REAL LAWYERS OFFERING REAL ADVICE Protecting Your Business REAL LAWYERS OFFERING REAL ADVICE Canter Levin & Berg Employment Solutions Call us now for a free consultation

More information

POSITION DESCRIPTION. Role Purpose. Key Challenges. Key Result Areas

POSITION DESCRIPTION. Role Purpose. Key Challenges. Key Result Areas POSITION DESCRIPTION Position Title Manager, Technical Services Support Position Number Reports to Manager Technology Services Functional Auth HRM Auth Region IT Services Centre Head Office Date Feb 2011

More information

Human Resources and Training update

Human Resources and Training update 4 November 2014 Performance and Resources Board 11 To consider Human Resources and Training update Issue 1 This report provides an update on policy developments relating to Human Resources and Training.

More information

Ethical Trading Initiative Management Benchmarks

Ethical Trading Initiative Management Benchmarks Ethical Trading Initiative Management Benchmarks The Management Benchmarks are the means by which ETI (a) sets out its expectations of members and (b) measures members progress in applying the ETI Base

More information

JOB DESCRIPTION. Director of Workforce and Organisational Development. Director of HR and Organisational Development

JOB DESCRIPTION. Director of Workforce and Organisational Development. Director of HR and Organisational Development JOB DESCRIPTION Director of Workforce and Organisational Development Post: Director of HR and Organisational Development Band: VSM Division: Trust HQ Department: Human Resources and Organisational Development

More information

NCHA. Human Resources Strategy

NCHA. Human Resources Strategy NCHA Human Resources Strategy 2015/2019 Promoting Positive Working Lives 1 Human Resources Strategy Responsibility of: Responsible Officer: Chief Executive Head of Human Resources Last Update: January

More information

INTRODUCTION 1 STRUCTURE AND APPROACH 1 CONTEXT AND PURPOSE 2 STATEMENT OF PURPOSE 3

INTRODUCTION 1 STRUCTURE AND APPROACH 1 CONTEXT AND PURPOSE 2 STATEMENT OF PURPOSE 3 June 2007 Table of Contents INTRODUCTION 1 STRUCTURE AND APPROACH 1 CONTEXT AND PURPOSE 2 STATEMENT OF PURPOSE 3 3 Standard 1: Statement of purpose 3 Standard 2: Written guide to the adoption service for

More information

SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA

SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA SELF AUDITING TOOL FOR HUMAN RESOURCE MANAGEMENT THE UNIVERSITY OF WESTERN AUSTRALIA Aim of the Self Auditing Tool To help Schools and other University work areas become more accountable in relation to

More information

Gravitate HR. Your HR Expert Resource

Gravitate HR. Your HR Expert Resource Your HR Expert Resource HR Introduction to Gravitate HR Our Mission is To be at the leading edge of HR management practice embracing positive change, creativity and competence and to encourage others to

More information

Human Resources Advisor 12 month fixed term contract

Human Resources Advisor 12 month fixed term contract Human Resources Advisor 12 month fixed term contract About the HCPC The Health and Care Professions Council (HCPC) is the regulator of 16 different health and care professions. We were set up to protect

More information

DORSET CLINICAL COMMISSIONING (CCG) WORKFORCE LEAD - DEVELOPMENT BAND 7. Poole, with requirement for some travel across Dorset

DORSET CLINICAL COMMISSIONING (CCG) WORKFORCE LEAD - DEVELOPMENT BAND 7. Poole, with requirement for some travel across Dorset DORSET CLINICAL COMMISSIONING (CCG) WORKFORCE LEAD - DEVELOPMENT BAND 7 POST DETAILS Post Title: Directorate: Work Base: Reports to: Accountable to: Workforce Lead - Development Engagement and Development

More information

CPD RECORD. of sickness absence in the Contact Centre than in other areas of the Council. The cost, both in monetary terms and in

CPD RECORD. of sickness absence in the Contact Centre than in other areas of the Council. The cost, both in monetary terms and in CPD RECORD NAME: Debbie Childs MEMBERSHIP NUMBER: COVERING THE PERIOD FROM: November TO: March Key dates What did you do? Why? What did you learn from this? How have/will you use this? November Instigated

More information

Human Resources Management Program Standard

Human Resources Management Program Standard Human Resources Management Program Standard The approved program standard for Human Resources Management program of instruction leading to an Ontario College Graduate Certificate delivered by Ontario Colleges

More information

STRESS MANAGEMENT AND WORKING TIME HR28

STRESS MANAGEMENT AND WORKING TIME HR28 STRESS MANAGEMENT AND WORKING TIME HR28 Applies to: ALL EMPLOYEES AND OTHER WORKERS Date of Board Approval: March 2011 Review Date: March 2014 Stress Management and Working Time Introduction 1 The Authority

More information

Defining Human Resources Moving to Strategic HR

Defining Human Resources Moving to Strategic HR Defining Human Resources Moving to Strategic HR P r e s e n t e d b y : S a s k a t c h e w a n S c h o o l B o a r d s A s s o c i a t i o n S c h o o l F o r T r u s t e e s - J a n u a r y 1 7, 1 8,

More information

Vale of Glamorgan. Overview Report: Review of HR and Workforce Planning. November 2011

Vale of Glamorgan. Overview Report: Review of HR and Workforce Planning. November 2011 Vale of Glamorgan Overview Report: Review of HR and Workforce Planning November 2011 Content 1 Introduction 1 2. Review Findings 3 3. The Way Forward 17 2012 Grant Thornton UK LLP. All rights reserved.

More information

Line Management Factsheet

Line Management Factsheet Line Management Factsheet 1. Introduction Research has shown that front line managers are critical to the success of any business because they have a considerable influence on the behaviour of employees

More information

Procurement Capability Standards

Procurement Capability Standards IPAA PROFESSIONAL CAPABILITIES PROJECT Procurement Capability Standards Definition Professional Role Procurement is the process of acquiring goods and/or services. It can include: identifying a procurement

More information

HUMAN RESOURCES STRATEGY: IMPLEMENTATION PLAN. Devised: September 2004 Review: September HR Strategy Implementation Plan 1

HUMAN RESOURCES STRATEGY: IMPLEMENTATION PLAN. Devised: September 2004 Review: September HR Strategy Implementation Plan 1 HUMAN RESOURCES STRATEGY: IMPLEMENTATION PLAN Devised: September Review: September 2005 HR Strategy Implementation Plan 1 PEOPLE OBJECTIVE ACTIONS ACHIEVEMENT Create a work life balance culture within

More information

HEALTH AND SAFETY POLICY AND PROCEDURES

HEALTH AND SAFETY POLICY AND PROCEDURES HEALTH AND SAFETY POLICY AND PROCEDURES 1 Introduction 1. The Health and Safety at Work etc. Act 1974 places a legal duty on the University to prepare and revise as often as may be appropriate, a written

More information

Our top tips are here to hopefully assist you avoid claims.

Our top tips are here to hopefully assist you avoid claims. Our Top Tips to Avoid Employment Claims Employment Law has an impact on the daily operations of every business. Employment relationships are highly regulated there are currently more than 40 pieces of

More information

IOSH. Job Description

IOSH. Job Description IOSH Job Description 1 Job details Job Title: Human Resources Manager Division: Corporate Services Responsible to: Corporate Services Director Responsible for: The management of the HR and Reception team

More information

Employee Assistance Programme

Employee Assistance Programme 32938_ONEGI_GEN1914.qxp:32938_ONEGI_GEN1914 30/9/11 03:45 Page 1 Employee Assistance Programme Winner Best Occupational Health Provider Health Insurance Awards 2007, 2008, 2009 and 2010 Contents: Why consider

More information

HUMAN RESOURCES CONSULTING

HUMAN RESOURCES CONSULTING HUMAN RESOURCES CONSULTING At a Glance Headstogether is a specialist human resources consulting firm, founded in 2007, with offices in Belfast and London. We help our clients to effectively plan, organise

More information

Equality and Diversity Policy. Deputy Director of HR Version Number: V.2.00 Date: 27/01/11

Equality and Diversity Policy. Deputy Director of HR Version Number: V.2.00 Date: 27/01/11 Equality and Diversity Policy Author: Deputy Director of HR Version Number: V.2.00 Date: 27/01/11 Approval and Authorisation Completion of the following signature blocks signifies the review and approval

More information

Workforce Management Plan 2013-2017

Workforce Management Plan 2013-2017 Workforce Management Plan 2013-2017 Adopted on Wednesday 19 June 2013 Contents Message from the General Manager 5 city Plan: Cascade of Plans 6 our Vision, Mission and Community Outcomes 7 Introduction

More information

Management & Leadership

Management & Leadership Management & Leadership Overview The Management and Leadership qualifications aim to contribute to the skills, knowledge and overall performance of management and aid career progression. The qualifications

More information