JOB DESCRIPTION. Regional Human Resources Manager (RHRM) Department/Region/Section: Human Resources Based at North Region, Leeds RHQ

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1 A JOB DESCRIPTION Job Title: Regional Human Resources Manager (RHRM) Division: Human Resources Department/Region/Section: Human Resources Location: Based at North Region, Leeds RHQ Reports to: Head of HR Operations Responsible for: 1 x HR Assistant/Officer (FTE 0.50) Grade: 1. Purpose of the job Responsible for the delivery of the human resources strategy across the North Region and for supporting line managers to deliver the DAWS divisional plans, in support of the wider Society strategy whilst ensuring adherence to Society policy and procedure. Enable managers to take full responsibility for people management, acting as an adviser and providing professional support for high risk/complex issues. To provide a consultancy service for the regions branch network and to proactively engage with the branches to support the development of sound people management. 2. Dimensions The Human Resources Manager has responsibility for providing a professional HR service to a designated group of approximately 25 line managers across the region and for advising the Regional Manager in such matters. The post holder is an ambassador for the Society s HR vision and values. 3. Principal Accountabilities To work with line managers in developing suitable and cost effective recruitment and retention strategies, including succession planning, ensuring compliance with the Society s Resource Management Policy and underpinning procedures. To advise and assist line managers in all aspects of the recruitment and selection and induction processes, ensuring that Society policy, statutory and best practice requirements are satisfied. This will include participating in selection panels as necessary. To manage the local introduction of new or revised policy and process issues, including delivery of local workshops, ensuring that line managers are appropriately equipped and ongoingly supported in introducing and managing such changes.

2 To provide ongoing line management briefing and coaching, through one to one or group learning sessions, to ensure consistent application of Society policy and adherence to best practice in the management of all people management issues. To advise and support line managers in the handling of all employee relations matters. To support the business in resolving matters of conflict at the earliest opportunity and providing an independent mediation role where appropriate and to be involved in an advisory capacity in the management of any formal processes within these areas and to attend formal hearings. To investigate sensitive and complex situations as the appointed Society representative and to act as the decision making manager in the progression of such cases as may be necessary. To escalate concerns in relation to HR business risk where advice is not acted upon appropriately. To advise managers on staffing structures and job design, and provide guidance on the processes involved. To act as advisor in the appropriate revision of job descriptions and person specifications in readiness for job evaluation. To ensure the impact of change on other roles and responsibilities is assessed. To agree with line managers in determining appropriate reward and recognition levels, through accurate and timely management of both the appraisal and reward schemes introduced by the Society. To monitor and analyse data including turnover rates, absence, equal opportunities information, health & safety issues and trends etc, reporting to line managers/hq with recommendations for future action. To monitor both short and long-term sickness, advising line managers and ensuring that staff are managed in accordance with policy, to enable return to work at the earliest opportunity and that, where necessary, rehabilitation programmes are in place, liaising with 3 rd party external health providers. To ensure offers of employment and associated contract documentation are within HR policy, including appropriate employment checks. Provide policy advice and guidance to all employees requiring assistance and providing options for individual support as appropriate, encouraging the use of the Society s counselling service. To locally manage areas of legal challenge, such as employment tribunal applications or personal injury/liability claims in liaison with both internal and external parties, including solicitors To provide regular updates to line management on key activities. To attend meetings, briefings and ad-hoc working groups as appropriate, and contribute to the development of the HR function throughout the Society. To meet regularly with senior management to discuss people issues and

3 performance within the designated Departments. To ensure staff within the designated Departments adhere to the Society's Equal Opportunities Policy through practical implementation of HR policies and procedures. To represent the function at local senior management team meetings across departments and input into action plans relating to the Staff Survey and any additional local business planning mechanisms. To develop and deliver a branch contact strategy within the region as required by the regional manager. To take responsibility for specific HR-related projects from time to time and as required researching, progressing and co-ordinating the project and making recommendations for future action within the Society. To functionally lead the HR Managers in relation to a specified area of HR ensuring consistency and delivery first line support to other members of the team. See appendix C attached. To represent the department in relation to functional areas of activity and to ensure that other members of the team are kept fully informed of decisions and developments in that area. See appendix C attached. To undertake any other duties, as may from time to time be required, commensurate with the level of the role. While at work all staff are required to: take care of their own health and safety and that of others who may be affected by their acts and omissions. co-operate with Society policies and procedures for health and safety In addition to the above all line managers are required to: ensure, so far as is reasonably practical, the health, safety and well-being of their staff and others who may be affected by Society activities be familiar and comply with Society policies and procedures for health and safety 4. Knowledge, skill and experience Please see person specification attached (appendix A) 5. Organisation Please see organisation chart attached (appendix B) 6. Job Context The work entails advice and support in relation to the wide range of people issues, in particular recruitment and selection, but also including employee relations (eg discipline

4 and grievance); performance management; reward allocation, terms and conditions; absence management; etc. The HRM deals with such matters within the framework of the Society s HR policies and procedures, current best practice and in accordance with employment law and data protection requirements. The work of the HRM is largely unsupervised relying on the HRMs professional knowledge and experience. However, where a situation occurs which is unusually complex and which could impact on other staff, the HRM will refer to the senior HR management team for advice. Sound judgement and decision-taking are important qualities of an HRM in that a wrong decision could have a serious impact on the Society s reputation in a legal or animal welfare context eg wrong advice leading to an Employment Tribunal claim or failure to prevent a breach of Equal Opportunities legislation, etc. Work is monitored through the achievement of set objectives as assessed in 1:1 reviews or more generally as discussed in group meetings eg projects. 7. Additional information The HRM needs to be flexible in their approach to working hours to accommodate emergencies requiring HR advice and support. Whilst most of the management teams within the regional boundary report directly to the Regional Manager the Hospitals and Mallydams Education & Wildlife Centre have a report line which is direct to a Head of Department within HQ. NB. This job description is a statement of the job content agreed at April It should not be seen as precluding future changes. Job holder s signature:.. Date: Line manager s signature: Date:.

5 PERSON SPECIFICATION HUMAN RESOURCES MANAGER (RHQ) ESSENTIAL DESIRABLE Appendix A PROFESSIONAL AND/OR TECHNICAL QUALIFICATIONS EXPERIENCE AND JOB KNOWLEDGE SKILLS AND COMPETENCIES PERSONAL QUALITIES SPECIAL CIRCUMSTANCES (if any) CIPD qualified or equivalent by experience Proven experience in a generalist HR role at this or similar senior level Experience of implementing and interpreting HR policy and employment legislation Experience of advising managers and problemsolving across a full range of HR activities Experience of facilitating organisational change Sound and up-to-date knowledge of employment law Sound understanding of the elements of the Hay Group method of job evaluation. Experienced in determining levels of reward and recognition linked to performance Computer literate Able to plan and prioritise workload Excellent verbal and written communication skills Understanding of best practice in all areas of HR Proven skills in people development coaching and influencing line managers. Trained mediator able to effectively manage conflict Trained investigator with experience of ACAS standards of best practice Understanding of internal consultancy model and its application in a devolved HR structure Understanding of and commitment to uphold the Society's Equal Opportunities Policy and practices Sound interviewing skills Self-motivated Flexibility, openness to change Supportive and sensitive approach Able to deal with pressures of a heavy workload Confident, influential manner, and ability to develop strong relationships with key colleagues in the managerial team Confident about taking decisions and giving advice independently Good interpersonal skills including tact and discretion Flexible approach to working hours Understanding and appreciation of the role of volunteers at all levels within the organisation. MCIPD Designing and delivering training/coaching events Experience of working with a lone worker or mobile workforce Experience of a matrix organisation with both functional and line management influences. Basic knowledge of health and safety Knowledge of competencybased frameworks Ability to identify training needs Good presentation skills

6 Appendix B HUMAN RESOURCES DEPARTMENT DIRECTOR OF RESOURCES Resources Manager Head of HR Operations Head of HR Employee Relations, Reward & Policy Head of Learning & Development HR Manager - EAST HR Manager - North Employee Wellbeing & Safety Mgr Safety Manager Manager HQ Manager - SE HR Manager - SSW Policy Manager Manager - East HR Manager W&W HR Manager - SE Reward Manager Manager - North Manager W&W HR Systems Manager Asst Systems Manager Manager - SSW HR Manager - HQ Assist HR Manager Skills Development Manager Admin Manager Training Admin Assistants

7 APPENDIX C Functional Lead Responsibility: Business Area: HR Manager: Inspectorate Wildlife Animal Centres Hospitals Branches HR Lead Area: Subject Area: HR Manager: Capability including sickness absence management Conduct discipline & appeal Dispute Resolution grievance Family Friendly Initiatives Dignity at Work RegionalHRAdviser/JDps/Oct2006 7

8 A Regional HR Manager part time INFORMATION TO CANDIDATES SUMMARY OF MAIN TERMS AND CONDITIONS OF EMPLOYMENT The following information is intended as a useful guide to applicants considering joining the Society. Full details are supplied with an offer of appointment. 1. ELIGIBILITY TO WORK IN THE UK In order to comply with legal requirements, as part of our selection procedure we ask all potential employees to prove their eligibility to work in the UK. If you are invited to interview you will be asked to bring to interview the appropriate original documents. 2. HOURS The basic working week is 28 hours over 4 days. Normal office hours are between 9.00 am and 5.00 pm, Mondays to Fridays, with a one hour lunch break each day. It will be necessary on occasions to work additional hours according to operational needs, which may include evenings, weekends or Public Holidays. 3. SALARY Candidates will normally be offered a starting salary appropriate to their qualifications and experience as indicated in the advertisement. Salaries are paid on the 15th of each month by credit transfer to a bank or building society account. 4. HOLIDAYS The holiday entitlement is 140 hours per calendar year (1 January to 31 December) rising to 151 ½ hours after 5 years service. Bank and Public holidays are taken in addition to this. 5. PROBATIONARY PERIOD The first six months of your employment will be counted as a probationary period. During this time the Society will make an assessment of your suitability for acceptance to a permanent position. RegionalHRAdviser/JDps/Oct2006 8

9 6. REFERENCES An offer of employment will be subject to the receipt of satisfactory references. We require two employment references, one of which must be from your present or most recent employer. These should, if possible, cover a period of at least the last five years. The Society reserves the right to contact your previous employers before an offer of employment is made. Unless your permission is granted, your present employer will not be approached until an offer of employment has been made and you have left their employment. 7. NOTICE During your probationary service the period of notice to terminate your employment is four weeks by either party. Following successful completion of your probationary period, the notice period becomes 13 weeks in writing on either side. 8. OTHER BENEFITS Upon satisfactory completion of your probationary period other benefits may be available to you. These include a healthcare scheme, defined contribution pension scheme, childcare vouchers and employee assistance programme. Further details of these schemes can be obtained on request. 9. MEDICAL As part of the Society's selection procedure for employment, we ask all prospective employees to complete a pre-employment medical questionnaire. The purpose is to fulfill our responsibilities under the Health and Safety at Work Act 1974 and ensure that the proposed employment does not present any particular risks from a medical point of view. No formal offer of appointment will be made until the Society, through its Chief Medical Adviser, is satisfied about your medical fitness to undertake the job. Further details about this will be sent to you following the initial interview. NB Unfortunately the Society is unable to contribute towards the cost of relocation if this is necessary RegionalHRAdviser/JDps/Oct2006 9

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