People & Organisational Development Director of People & Organisational Development

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1 People & Organisational Development Director of People & Organisational Development Our People & Organisational Development (POD) directorate plays an integral role in helping the University realise its mission and vision. It implements critical people and organisational development strategies and initiatives, but also embodies the behavioural values that will help us tackle the challenges of tomorrow. As Director of this key area, you will be the driving force behind its success, ensuring the directorate enables the University to achieve its strategic objectives. A member of the Senior Executive team, you ll lead the People Management aspect of the wider corporate strategy and give senior managers expert support and guidance. You ll also manage a wide range of teams including Equality & Diversity and Health & Safety, ensuring each one has a suitable strategy. With some 40 staff and a budget of 2.5m, it s essential that you are a senior HR professional who can develop HR and OD strategies. Your expertise will be based on a degree (or equivalent) plus MCIPD qualification, as well as keen commercial acumen. With these talents, you will be a credible and respected member of our team. In return, you will receive a competitive salary plus additional benefits, including a generous holiday entitlement. Application forms and further details are available from our website: Alternatively, telephone (0116) (24 hour answerphone). Please quote reference: Closing date: 24 January Interview date: 15 February 2013.

2 DE MONTFORT UNIVERSITY DIRECTOR OF PEOPLE AND ORGANISATIONAL DEVELOPMENT 1

3 Contents A message from the Vice-Chancellor 3 About De Montfort University 4 DMU at a glance 5 People and organisational Development 6 Job description 7 Person specification 9 The selection process 11 Equal opportunities 11 2

4 Dear Applicant, I am delighted that you have expressed an interest in working at De Montfort University (DMU) in the key role of Director of People and Organisational Development (POD). DMU is a university of quality and distinctiveness which is defined by its passionate students and staff and cutting edge teaching and research activity. I envisage the successful appointee playing a key part in defining and delivering the future strategic direction of the university s human resource through delivery of the People and Organisational development strategy. The appointee will also contribute to the delivery of corporate objectives through successful application of the directorate strategy. The directorate comprises the Human Resources and Employee Relations, Human Resource Services, Health and Safety and Occupational Health, Management Information, Equality and Diversity, Academic Professional Development, Learning and Development and Organisational Development teams. The successful appointee will provide strong leadership to enable the organisation to confidently address the challenges and opportunities it faces. I look forward to working with the new post holder on our ambitious and exciting POD strategy. Professor Dominic Shellard Vice-Chancellor 3

5 About De Montfort University DMU is a university of quality and distinctiveness, with life-changing research at the heart of our innovative teaching. Partnerships are vital to our strength, from dynamic international collaborations to vibrant links with local and national industry. Located in the centre of Leicester, the university is home to more than 27,000 students and 2,700 staff. Our supportive environment and internationally renowned research inspires students to make a real difference in society, and the focus we place on the needs of business and the professions make them highly employable. Our record of excellence stretches from For 140 years we have produced capable, skilled and ambitious graduates, who have pursued successful careers across a wide range of disciplines and professions, from fashion designers to economists, from lawyers to pharmacists, making their mark throughout the UK and beyond. We remain true to our roots, with teaching excellence and world-leading research complemented by wellestablished relationships with business and industry. Historical Facts Courses in art and technology have been delivered on the DMU campus for more than 100 years. The Leicester School of Art was founded in The Leicester School of Architecture (founded in 1897) celebrated its 113 th birthday in April The Hawthorn Building was opened in 1897 and became the central home of the Leicester Colleges of Art and Technology. In 1930 the colleges began providing a degree in Pharmacy, recognised by London University. This was offered alongside the Pharmaceutical Chemist Diploma of the Royal Pharmaceutical Society. In 1934 London University recognised the colleges as a provider of its external degree in Engineering. Contour Fashion courses have been taught since 1947 and were first introduced to support the Leicester corsetry industry. Courses in Footwear design and manufacturing have been delivered for over 70 years. Photography courses have been provided for more than 50 years. Arts management courses have been delivered for more than 25 years, longer than at any other UK institution. 4

6 De Montfort University at a glance.. is academically excellent and proud of its success and distinctiveness. In the 2011 Times Good University Guide, Business Studies achieved a top five ranking in terms of student satisfaction. We were fourth in the UK out of more than 100 institutions in the survey. Our academic progress was also noted in The Guardian s 2011 university league tables which saw DMU leap 29 places to be ranked in the top 30, out of 112 institutions, for its business and management courses.. focuses on creative and professional education and produces highly employable graduates. Fashion and Contour Design students continue to win high profile awards. In 2010 they were invited to showcase their final collections at London Graduate Fashion Week, where one student was present with The Zandra Rhodes Catwalk Textiles Award.. leads the way when working with business and industry. In 2010 we launched The Retail Lab. Based in the university s Art, Design and Humanities faculty, it is the only centre of its kind. Funded by Leicester & Leicestershire Leadership Board, the lab has been specifically designed to support small to medium-sized enterprises and blue-chip companies in the development of sustainable and resource efficient retail design.. is underpinned by world-leading research. The latest Research Assessment Exercise (2008) rated DMU s research very highly, placing us among the lies of Cambridge and Warwick for English Literature. 40% of submitted work ranked as 4 star, world-leading, with a further 20% classified as 3 star, internationallyexcellent. In our Institute of Energy and Sustainable Development, 65% of research was classed as internationally excellent or world-leading. 5

7 The People and Organisational Development Directorate The People and Organisational Development (POD) directorate is made up of a range of occupational disciplines and the directorate changed its name from Human Resources to POD in 2011 to better reflect this broad range of roles and responsibilities. The directorate comprises Human Resources and Employee Relations, HR Services, Health and Safety and Occupational Health, Management Information, Equality and Diversity, Academic Professional Development, Learning and Development and Organisational Development teams. Vision and Values The vision and values of the POD directorate have been developed, adopted and endorsed by all staff working within the directorate. The vision is to be a responsive, dynamic partner and service, promoting well-being, proactively supporting and developing people and the organisation to achieve DMU objectives in an inclusive and fair way. The POD values are: Be strategic and pragmatic Be collaborative and accountable Be proactive and responsive Be positive and challenging Be enthusiastic learners and value success Be empathetic and enabling Be inclusive and ethical. Some parts of POD operate a partnership approach to working with DMU managers: HR Partners and Officers, APD colleagues and H&S advisers are aligned to faculties and directorates. This approach encourages the development of business knowledge to enable POD colleagues to provide relevant and informed intervention, advice and support. The rest of the POD team either provide services directly, commissioned by or in support of the partners, in response to corporate priorities or as a result of targeted interventions. POD aims to work with faculties and directorates to guide and support in both a reactive and proactive way and to enable them to develop and deliver their plans. POD are also the 'guardians' of key processes e.g. recruitment and selection, academic promotions, custodians of training standards and develop policy in line with strategic direction. In addition, POD members lead key strategic projects on behalf of the university, particularly around the areas of cultural change e.g. equality and diversity projects, vision and values, creating a culture of project management and corporate induction. 6

8 Job Description Department/School: People and Organisational Responsible to: Vice-chancellor Development Grade: EXEC Responsible for: Human Resources Organisational Development Academic Professional Development Health and Safety Occupational Health Equality and Diversity Overall Purpose of the Role Reporting to the Vice-Chancellor, the Director of People and Organisational Development (POD) will deliver a service to the University that is characterised by best practice advice and support, and efficiency and effectiveness. The Director will continue to develop POD into a function that acts as an enabler to the University achieving its strategic objectives. The postholder is a member of the Senior Executive and will be the strategic lead for the People Management aspect of the corporate strategy. They will provide support, advice and information to Executive Board and other senior managers to help them achieve their strategic objectives. The postholder will support the University with specific issues such as organisational development, pay bargaining, employment law, employee relations and partnership with unions, as well as knowledge of best practice HR systems and process to deliver improvements and provide tools to support managers across the University. They will also have responsibility for specialist areas such as Training and Development, Academic Professional Development, Equality and Diversity, Health and Safety and Occupational Health. They will be responsible for ensuring that these areas have proactive strategies, in line with corporate objectives and legal responsibilities. Job Fact and Figures They will have responsibility for the leadership and management of the POD Directorate of around 40 staff, ranging from administrative to specialist staff and for managing a budget of approximately 2.5m. They will have direct line management responsibility for the Deputy Director of HR, the Head of Organisational Development, the Head of Health and Safety and the Head of Equality and Diversity. 7

9 Main Duties and Responsibilities Support and guide the creation of an effective long-term POD Strategy which complements the University s Corporate Plan and establishes clear objectives and all necessary delivery mechanisms. Provide outstanding leadership of the POD function, ensuring that targets are met and performance improved, both on an individual and a team basis. To establish, manage and maximise the use of a team of professional staff, ensuring that their work is aligned and contributes effectively to the Directorate aims and the delivery of highly professional standards of service and support. To lead organisational development change programmes designed to ensure that services are developed and delivered in accordance with strategic aims and values of the University. Deliver advice, support and information by translating expert knowledge into an appropriate format, helping colleagues understand the options available and, where appropriate, making recommendations. Help foster and maintain an organisational climate and culture which reflects the University s strategic objectives and improves performance. Build and develop capabilities at both individual and team levels in line with the University s vision and Strategy. To lead the strategies to improve people management skills across the University by developing/ enhancing existing frameworks. To lead on the development of improvement strategies which anticipate and respond to the changing HE landscape, particularly the commercialisation of education. To generate innovative and proactive solutions to Executive Board on organisational development strategies, HR, health and safety and occupational health initiatives. Develop policies and practices which enable the university to attract and retain the staff needed to support its development. Build collaborative relationships with key partners to improve the effectiveness and efficiency of HR/ Organisational Development/ Health and Safety services offered. Maintain, develop and implement effective employee relationship frameworks, including working with recognised trade unions. Ensure the effective application of remuneration policies and practices together with non-financial rewards. To deliver the University s equality objectives, and reporting responsibilities as per legal requirements, but also to develop a framework that is proactive and sector leading. 8

10 Person Specification Requirements Essential Desirable 1. Qualifications and Training Degree or equivalent Evidence of CPD MCIPD Masters degree in HR management or related subject 2. Previous Work Experience Extensive senior-level experience of HR management/ organisational development and strategy in a large complex organisation including involvement in significant change management programmes. A track record of developing HR/ organisational development policies and practices which build organisational capability, create and sustain a high performance culture. Extensive Board (senior management team) level experience. Experience of developing a vision and strategy for HR/ organisational development that is in line with corporate objectives. Experience of working in partnership and collaboratively internally and externally to achieve results against key performance indicators. Experience of managing resourcing and talent management programmes in differing climates. Extensive experience of leadership of a HR/organisational development function in a unionised environment. Experience of leading complex change. Experience of managing in the public sector. Experience of managing a budget and understanding of financial management systems. 9

11 3. Specific Knowledge / Skill / Abilities/ Motivation / Attitude Required 4. Additional Requirements Results-focused - is committed to achieving goals, even in challenging conditions. The ability to develop and influence strategy in a complex, fast-changing environment, taking account of the interconnections and balancing the consequences; An ability to develop and maintain strong networks across a wide range of stakeholders. Proven commercial sense and financial acumen with a willingness to take managed risks; Excellent political, interpersonal and communication skills; The ability to work with and command the respect of a research-rich academic community; Confidence to delegate effectively and to encourage and empower others to give their best; The ability to operate effectively and develop trust and respect as a team leader or team member in a number of settings, both within and outside the University; Strong leadership and management skills ensuring optimal levels of performance and accountability. Self motivated and self aware - recognizes own strengths and weaknesses and is committed to personal development Evidence of 'championing' the Equality and Diversity agenda within a large/complex organisation. An understanding of the current context of Higher Education. A commitment to Health and Safety in the workplace. 10

12 Selection Process Application forms and further details are available from our website: Alternatively, telephone (0116) (24 hour answerphone). Please quote reference: Closing date: 24 January Interview date: 15 February Equal Opportunities The policy of De Montfort University (DMU) is that no person should be discriminated against by reason of their race, colour, ethnic or natural origin, nationality, religious belief, gender, marital status, sexual orientation, age, hours of work, disability or union membership/non membership. If you have a disability we will make any necessary arrangements to ensure you are able to attend an interview, if selected. Please let us know on your application about any adjustments that are necessary to make this possible. 11

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