Job description People and Organisational Development Business Partner (Operations)

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1 Job description People and Organisational Development Business Partner (Operations) Main purpose of job The purpose of the People and Organisational Development (POD) directorate is to ensure the Society is enabled to fulfil its part in changing the landscape of dementia forever. The POD Business Partner (PODBP) plays a crucial role in developing the organisation to achieve this by enabling our managers manage and leaders lead; and enabling all organisational activities to be aligned to our common purpose. As a member of the Operational Leadership Team (OLT) and as partner to the Director of Operations, they play a lead role in shaping and steering the plans and activities of the Operations directorate utilising their knowledge of the sector, the Society and people expertise. Through their coaching style they ensure the right people are connecting and the right linkages are being made across the Society at the right time, signposting in to POD and other specialists across the Society as necessary. Position in organisation Member of the HR Business Partnering team and reports to the Head of HR Business Partnering. Line manages a team of Regional HR Business Partners and their teams A contributing member of the POD Managers group and a proactive ambassador of POD. Within the wider Society they partner with the Director of Operations who is a member of the Strategic Leadership team (SLT), and are an integrated member of their Operational Leadership Team (OLT). As part of this team, they will also be a member of the wider Operational Management team (the OLT and their direct reports), and the Society-wide Management team, working collaboratively across the Society to deliver the Society s strategy.

2 Dimensions and limits of authority Line management responsibility a team of Regional HR Business Partners and HR Advisors. Responsibility for the effective management of specific budget related to regional/country activities. Accountability for a team of effective, informed and engaged HR professionals who have a detailed understanding of their colleagues shared and diverse needs, objectives and operating environments and influence the development of value adding plans and interventions to maximise the effective use of our people. Accountable for ensuring connections are made with other teams within POD at the right time and influencing and identifying connections with other areas of the Society. Duties and key responsibilities Business and workforce planning Contribute to the development and delivery of the long-term strategic and annual operating plan for the Operations directorate, ensuring alignment to the Society s strategy, plans and frameworks. Facilitate the development and delivery of the associated directorate people plan ensuring there is alignment to the Society s strategy and People Plan, cross- Society plans, Organisational Development and engagement frameworks, values and behaviours, and policies and practices. With the Operations Business Manager, ensure robust systems and methods of monitoring performance and progress against the people plan are implemented. Maintain a watching brief and anticipate and plan for changes in the external environment which may affect the directorate, ensuring input from relevant colleagues. Directly and through the team ensure people related metrics inform operational and strategic decision making and activities within the Operations directorate. Contribute to the development and delivery of the POD business plan and associated HRBP team plan. Organisational development and engagement Contribute to the development and delivery of interventions to enable and embed a culture of performance management including succession planning, talent management, employee engagement and communications, organisational effectiveness and change, employment relations working with the relevant POD specialists as required. Directly and in partnership with key POD colleagues, influence the thinking and activities of the OLT to help shape and bring about the required culture at the Society, such as helping to embed the leadership and management development programmes and the Society s engagement agenda. With the Head of Internal Communications and Engagement, ensure that all tools and channels that help drive engagement are utilised across the Operations directorate.

3 Champion equality and inclusion in all the Society s work, specifically ensure the principles of equality and inclusion are understood and applied in the planning, delivery and review of all activity within the Operations directorate. Change Instigate, contribute to and advise on strategic organisational projects, ensuring the right connections and linkages are made within POD and across the Society at the right time. Ensure organisational projects are supported and rolled out locally through the local HR team. Directly and through the team, ensure all change is planned and managed in line with Society values and behaviours policies and procedures. Proactively address and respond to engagement, alignment and ER issues by bringing key stakeholders together to assess causes and effective, implementing and/or supporting the implementation of appropriate interventions to address these. Ensure change projects are evaluated and learning fed back into the Society. Provide coaching style support to the Director of Operations and Operations Business Manager in the recruitment, selection and induction of employees, linking into the Recruitment Manager for specialist advice where required. Employee Relations With specialist support from the ER team, be accountable for the ER Caseload for the directorate ensuring all cases are handled fairly, consistently, transparently, in a timely fashion and in line with our agreed practices and procedures. Work closely with ER team on high profile ER cases as required. Management of Staff Ensure effective, informed and engaged HR professionals in the Operations section of the HRBP team who have a detailed understanding of their key colleagues shared and diverse needs, objectives and operating environments and develop innovative and value adding interventions to maximise the effective use of our people in delivering our mission. Other Collaborate and connect with colleagues across the POD directorate to enable collective knowledge of the Society and the provision of progressive people and organisational development activities. Ensure close alignment between the team and the HR Service Centre and that they contribute to their development. Undertake any other duties or projects commensurate with the nature and grade of this post as required.

4 Person specification All of the following requirements are essential, unless marked with a * when they are desirable, and will be assessed from a combination of information provided from the application form and interview process. Education and qualifications CIPD qualified or significant experience in a people and organisational development role Educated to Degree level or equivalent experience Skills and experience Demonstrable experience of actively identifying and acting upon opportunities for collaborative working to achieve alignment towards common goals. Excellent ability to develop strong internal and external relationships and coach, challenge and influence to ensure effective business solutions, balancing risk and commerciality and resolve conflict where necessary. Evidence of having a positive impact on an organisation, achieved through excellent influencing skills. Strong leadership and performance management skills, demonstrating a high degree of self-awareness to undertake a senior management role in a large national organisation, developing a high performing team through empowerment, delegation and coaching, including leading and involving volunteers. Significant experience of working as a part of senior and multiple teams to deliver shared objectives. Significant experience of providing advice on employment issues in a multi-site organisation. Ability to be flexible and act as a champion of change, contributing at a strategic level, anticipating change and identifying business focused solutions. Strong current knowledge of employment law and best practice in HR policies, principles and procedure. *Practical knowledge of contractual and funding arrangements applicable to the Society s work, including a practical understanding of voluntary sector working and the role of the statutory sector. Strong analytical skills, able to analyse information effectively (including financial information), identifying the causes of problems and proposing realistic and practical solutions to address them based on knowledge and understanding of an organisation and its operating environment. Exceptional listening and questioning skills that enable empower and get to the heart of the issue. A demonstrable awareness of the added value volunteers can bring to the delivery of an organisation s mission Excellent written communication and research skills in order to be able to write reports, and to communicate with stakeholders in a clear, meaningful and effective way. Demonstrates strong influencing skills, using persuasive and compelling arguments to convince others.

5 Confident and competent in using Microsoft Office and proficient enough to adapt to the use of other IT software. Ability and willingness to travel independently around the UK on behalf of the Society, carrying casework and mobile technology, such as a laptop, as required including occasional overnight stays and weekend work as required. Personal attributes / qualities Is able to establish and hold themselves and others accountable to a robust working agreement (contract) with key colleagues. Maintains high standards of honesty and trustworthiness. Considers ethical and organisational implications of issues and decisions while remaining pragmatic and uses appropriate opportunities to bring difficult or sensitive issues into the open. Maintains a calm, controlled and positive manner when under pressure and remains focused on the task, delivering within agreed deadlines and to agreed standards. High level of self-awareness and has the ability to give and receive feedback that improves the effectiveness and quality of working relationships;

6 Value Based Behaviours Alzheimer s Society has a value-based behavioural framework which brings our values to life in everything we do. The framework is applied across the full employment (and volunteering) life-cycle. This includes individual objectives, appraisals, performance management, reward and recognition and personal and professional development. You will be given a full copy of the framework if appointed, as part of your induction. For this role, the key value based behaviours you will need to evidence in your application and which will be assessed during the recruitment process are: Inclusion Communicate our inspiring vision, motivating others to play their part in delivering this. Embed a culture of inclusion and collaboration, within and beyond the Society. Challenge Develop and implement strategies that strengthen our position as the leader in our field. Champion and celebrate examples of our even better if ethos, across the Society. Excellence Drive forward the Society s reputation as the leader in our field by instilling a culture of excellence across the Society. Integrity Champion and role model a culture of transparency and accountability, establishing continual constructive feedback channels and mechanisms. Work to strategic rather than personal agendas. Enabling Empower people to perform to the best of their ability, sharing knowledge, skills, information and giving appropriate authority to enable others to make decisions.

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