TAUHEEDUL EDUCATION TRUST

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1 TAUHEEDUL EDUCATION TRUST JOB DESCRIPTION Job Title: Base: Head of Human Resources Tauheedul Education Trust Central Office Reports to: Chief Executive Grade: TSM4 Sc Staff Responsibility for: As assigned Salary: 47,646-52,589 Contract Responsibility: Payroll Term: Full Year HR Advisory Service Full Time Occupational Health Permanent JOB PURPOSE: To lead and manage the Human Resource strategy and function for the Tauheedul Education Trust and its schools, and support the Chief Executive and other members of senior leadership team, by providing professional skills, technical capabilities specialist subject knowledge and show integrity in decision making. To co-ordinate all HR related matters across our Schools network ensuring compliance with all statutory requirements and the Trust s systems of operation. To performance manage outsourced HR services on behalf of the Trust ensuring Best Value is obtained in the procurement of services and high standard of service delivery is obtained. KEY RESPONSIBILITIES AND ACCOUNTABILITIES 1. Tauheedul Education Trust Human Resources Strategy a. Develop the overall HR strategy and People Agenda for the Trust. b. Create and manage the implementation of an equality and diversity strategy for the Trust. c. Create and manage the implementation of a talent acquisition and retention strategy. d. Create and manage the implementation of a learning and development strategy that focuses on management development and continuous improvement of teaching and learning, joint practice and professional development opportunities and fast track leadership schemes. e. Develop group wide strategy in the areas of employee relations, resourcing, performance, pay and reward and terms and conditions. 2. Human Resources Service a. Design and set up an HR service for the Trust based on a model which includes School Business Managers and utilisation of outsourced HR providers for provision of advice and assistance with more complex Human Resources matters. b. Provide management support, employment law and best practice advice to these Business Managers and to members of Trust management. c. Provide and maintain a document bank of templates covering regular HR functions. d. Communicate effectively with the providers to ensure a consolidated, smooth and timely approach to resolution of all matters arising.

2 e. Coordinate the advertisement of vacancies across the Trust, taking advantage of discounts for grouped advertisements, opportunities for secondment and advancement within the Trust, and the wider delivery of the Trust brand into the education community. 3. Human Resources Management Information Systems a. Develop the HR management information systems in use at all schools within the Trust. b. Develop plans to specify requirements for HR data and information across the Trust and provide one coordinated management information system for all schools within the network. c. Develop and compile common reporting processes across all schools that keep managers and governors informed on performance indicators such as absences, turnover and qualifications. d. Develop suitable reporting to the Trust as required. 4. Employee Relations a. Support and liaise with School Business Managers to effectively manage daily employee relations issues that arise relating to discipline, grievance, attendance and performance management matters. b. Assist with cases that may need assistance from the outsourced HR providers and to liaise with these providers to ensure all cases are dealt with promptly and resolved satisfactorily. c. Lead on any change management situations that arise within the network, including but not limited to restructure, redundancies and TUPE. d. Develop a staff consultation, Works Council, mechanism for each School as required. e. Support Trade Union meetings and arrangements and provide administration support to key HR meetings and activities as required. 5. Employee Recruitment and talent acquisition a. Develop a recruitment service for the Trust and its schools that provides group procedures and advertising protocols to ensure efficient and effective recruitment. b. Support and liaise with School Business Managers to manage effective and efficient recruitment and selection process to ensure the selection of the best possible staff for all roles across the Trust schools. c. Lead on and manage all recruitment for the core Trust functions. d. Ensure correct contract arrangements are put in place for all staff recruited by the Trust. e. Analyse the resourcing policies across the Trust to ensure that the HR service contributes to the development and support of an effective workforce. f. Evaluate the Trust s strategic objectives and obtain information to support workforce planning within our Schools. g. Lead the delivery of a talent acquisition and retention strategy. 6. Performance a. Analyse the performance management, performance review and appraisal processes existent in schools within the network for teaching and support staff. b. Create and manage the implementation of new performance management and review schemes where needed. c. Support and liaise with School Business Managers to manage performance processes effectively and in a timely fashion. d. Ensure performance processes and their delivery support overall school improvement and specifically support the schools in the Trust to constantly improve their teaching and learning. Page 2 of 6

3 7. Pay and Reward a. Keep under review the terms and conditions of all staff employed within the Trust and report on the pay, benefits and rewards structures and any changes required to meet statutory and best practice requirements as appropriate. b. Liaise with Trust management and employee Work Council where any changes to terms and conditions are to be proposed and consulted upon. c. Create and manage the implementation of new pay and reward schemes whilst minimising the risks, where this is needed to ensure parity across the Trust. 8. Policies and Procedures a. Develop a suite of HR policies and procedures in those areas which are statutory requirements for the Trust b. Develop HR policy statements in all other areas which set out the Trust expectations in that area and then direct users to the school based policy or procedure c. Work with school management and the works council when this policy work results in proposed changes to terms and conditions, in agreement with the Governing Council. d. Work with school management and the Trust to undertake annual review of all HR policies. 9. Payroll a. Lead on the development of an effective and efficient payroll service for the Trust that meets the needs of the Schools and Trust. b. Manage the payroll service, including the management of pension schemes and associated services. 10. Outsourced Services a. Manage the outsourced HR services utilised by the Trust to ensure that together with the School Business Managers they deliver an effective and sustainable service. b. Research and source the most cost effective providers of these services on an annual basis, including an appraisal of whether the service can come in-house. 11. Safeguarding a. Responsibility for DBS, and identity checking and work permit processes for all staff, volunteers and governors. b. Ensure effective services and facilities are in place to enable these checks to be completed at all schools within the Trust, before any person enters the school to start working or volunteering within it in line with DBS policy and legal requirements. c. Responsibility for managing the School Business Managers to create and maintain confidential single central registers that meet the required OFSTED standards and that will combine into a single Trust register bearing in mind the DBS code of practice and the Rehabilitation of Offenders Act. 12. Other Responsibilities a. Provide expert, best practice, best fit and up to date employment law advice at all levels on strategic Human Resources matters for the Trust. b. Provide input as required to in-house and external events. c. Contribute to the leadership of the Trust and ongoing projects as needed. d. Other duties, as reasonably required. Page 3 of 6

4 This appointment is with the Trust as the employer. The job description forms part of the contract of employment of the person appointed to this post. It reflects the position at the present time only and may be reviewed in negotiation with the employee in the future. The appointment is subject to the terms and conditions outlined in the Tauheedul Contract. Page 4 of 6

5 TAUHEEDUL EDUCATION TRUST PERSON SPECIFICATION Job Title: Base: Head of Human Resources Tauheedul Education Trust Central Office Reports to: Chief Executive Grade: TSM4 Sc Staff Responsibility for: As assigned Salary: 47,646-52,589 Contract Responsibility: Payroll Term: Full Year External HR Services Full Time Occupational Health Permanent Assessed by: No CATEGORIES Essential/ Desirable QUALIFICATIONS App Form Interview /Task 1. CIPD graduate or equivalent formal HR qualification E 2. Educated to degree level E 3. Postgraduate qualification D EXPERIENCE 4. At least 3 years experience of working in a strategic HR role E 5. Experience of driving through organisational change 6. Experience of developing effective HR systems and procedures 7. Experience of working in an educational environment D 8. Experience of working across multiple sites D KNOWLEDGE, SKILLS and COMPETENCIES 9. In-depth knowledge of current HR legislation 10. Strong ICT Skills 11. Good written and verbal communication skills and be able to relate well to all stakeholders 12. Ability to work as part of a team 13. Knowledge of Academy legislation D Page 5 of 6

6 Assessed by: No CATEGORIES Essential/ Desirable App Form Interview /Task 14. Understanding of national terms and conditions and Education legislation that impact on employment of staff in academies D 15. Understanding of the workings of a multi academy trust D PERSONAL QUALITIES 16. Highest levels of integrity and probity and a commitment to highest levels of effort, endeavour and focus on standards. 17. Sympathetic to and supportive of the Muslim Faith ethos of the Trust; and its commitment to promote fundamental British Values. 18. Adaptability to change and embracing of innovation and creativity. 19. Committed to the professional development of colleagues and self. Page 6 of 6

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