IOSH. Job Description

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1 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 Location: Leicester Grade: 1 Salary range: 37,000 to 39,000 Job holder: TBA Job Ref: HRMGR Date: March Job purpose To contribute both at a strategic and operational level to identify HR priorities and recommend appropriate people management solutions which support business aims (including IOSH s desire to be an employer of choice) and reflect current employment legislation and best practice. To ensure a customer-focussed HR service, providing expert professional advice and support to managers and employees on all aspects of human resources management. 3 Key result areas Strategic HR management 1. To contribute to the development of IOSH s HR strategy, to ensure that HR practices, policies and initiatives are appropriately integrated and aligned with strategic and business goals. 2. To prepare and implement an annual HR plan to support the overall strategic aims and objectives of the HR function and the wider organisation. 3. To identify, design and implement strategic HR projects and initiatives, as and when required. Recruitment 1. To work with the Organisational Development Manager to ensure that IOSH is using the most effective recruitment tools and techniques to attract and select the right people with the right level of skills and experience and the right attitudes and behaviours. 2. To ensure the provision and implementation of a timely and effective recruitment and selection support service to managers. Employee relations and performance management 1. To ensure the provision of effective and appropriate advice and support to managers and employees on employee relations and performance management issues, to include informal counselling, disciplinary and grievance procedures, redundancy, absence management and mediation. 2. To work with the Organisational Development Manager to ensure that all roles have a clearly defined job description and person specification and have been appropriately graded through the job evaluation system. Employment policies and procedures 1. To ensure the development and implementation of employment policies and procedures which support the achievement of IOSH s business objectives and are in line with employment legislation and best practice. 2. To ensure the development and implementation of employment policies and procedures to 1

2 facilitate effective, fair and consistent management across the organisation. 3. To ensure the effective communication and embedding of employment policies and procedures across the organisation, ensuring that managers and employees are aware and able to operate them effectively. 4. To ensure that all employees have an appropriate and legally compliant contract of employment and up to date terms and conditions of employment. Health and wellbeing 1. To develop and implement a health and wellbeing strategy which supports improvements in employee health and wellbeing and a healthy work/life balance. 2. To oversee the development and implementation of an annual programme of health and wellbeing activities in support of IOSH s health and wellbeing policy, linking to IOSH s corporate, external campaigns, themes and activities, as appropriate. 3. To ensure that health and wellbeing activities and provisions are actively promoted and publicised to all employees, encouraging participation. 4. To ensure that any employee health issues are appropriately monitored and managed, ensuring referral to the occupational health service for professional input and advice, where necessary. Remuneration and benefits 1. To analyse and make recommendations on IOSH s remuneration and benefits package for all levels of employees and review and advise on external salary patterns and their implications on current grading structures and salary levels. 2. To ensure the implementation and communication of any changes to salaries or benefits. 3. To ensure the efficient administration and renewal of the benefits provided, managing providers and advisers to ensure best value and efficient service delivery (for example, pension, private medical insurance, life assurance schemes). 4. To ensure that IOSH s pension arrangements are in line with statutory requirements and good governance practices. HR information system and administration 1. To manage the development and implementation of HR information systems, where necessary, ensuring they are utilised to full potential. 2. To ensure the provision of accurate and timely HR management information to managers, tailored to their needs and which positively informs decision making. 3. To continuously improve the effectiveness and efficiency of the service provided by HR, for example by utilising the HR system to automate processes. 4. To ensure that the information held on the HR information system and in personnel files is updated in a timely and accurate manner and complies with any legal or data protection policies. Payroll 1. To manage the payroll operation, ensuring that each stage of the payroll process is properly actioned and that all employees are paid correctly. 2. To ensure payroll processes and reporting meet statutory requirements. 3. To ensure the provision of appropriate reports to the Accounts department to enable the necessary reconciliations to be made. Reception 1. To ensure the provision of a customer-focussed, efficient Reception service. General management 1. To ensure the effective line management of employees in the Human Resources and Reception team, providing them with positive support, advice and encouragement in their development. 2. To ensure the health, safety and welfare of employees in the Human Resources and Reception team. 3. To propose, and be responsible for, operating budgets in the region of 200,000. 2

3 4. To be responsible for managing and maintaining relationships with suppliers, ensuring the cost effective and efficient provision of services. 5. To develop mechanisms to monitor the effectiveness of the HR and Reception functions and produce regular reports on key HR performance indicators to ensure service delivery is consistent and in line with agreed standards. 6. To attend meetings of the Remuneration Committee, if required. 7. To carry out any reasonable duties within the remit of the role. 4 Qualifications, experience, knowledge, skills and training Qualifications Professional qualification in human resources or equivalent professional knowledge gained through significant experience working as an HR generalist essential Chartered member of the CIPD or actively working towards essential Experience Experience of leading and developing an HR team to achieve business objectives essential Experience in the development and implementation of employment policies, procedures and practices which support the achievement of business objectives essential Experience of managing the delivery and processing of Payroll - essential Experience of developing and implementing annual business plans, linked to longer term strategy - essential Experience of producing budgets and budgetary management - essential Knowledge (all essential) Fully conversant and up to date with all aspects of employment law and HR best practice Good knowledge of job evaluation systems A good working knowledge of HR systems Skills (all essential) To have excellent listening, written and verbal communication skills. Excellent relationship management and rapport building skills, with the ability to establish and maintain credibility with managers and employees at all levels. Able to work at both strategic and operational levels. Able to work autonomously and flexibly, responding to business needs and changing priorities. Effective planning and project management skills with the ability to set and work to deadlines. Accurate and confident when dealing with figures. Able to create communications appropriate for the message and audience. IT literate with experience of Microsoft Office applications including Word, Excel, Outlook and PowerPoint Competencies The job-holder will be expected to demonstrate IOSH s STAR competencies relevant to the level of the role. Training Managing safely and certain health and safety e-learning modules are obligatory for all new managers. The job-holder should be willing to undertake any relevant training/qualifications necessary to fulfill the role. 5 Job context The job-holder is responsible for providing a generalist HR service and advice to managers (at all levels) and employees across the organisation. They are also responsible for ensuring a professional and customer focussed Reception service. 3

4 The role will be required to juggle competing pressures from across the organisation, ensuring the delivery of services within the diverse remit of the role and within set resources. The areas of responsibility can be subject to regular changes in employment legislation and developments in best practice and it will be vital that the job-holder maintain an up to date knowledge in these areas. The job-holder will be expected to contribute towards the strategic development of the HR function and as such will need to have an excellent understanding of the priorities and objectives of each area of the organisation. The job-holder reports to the Corporate Services Director who has overall responsibility for HR matters and development at a senior level. The job-holder will be expected to work closely and in partnership with the Organisational Development Manager, as there are a number of areas where their responsibilities will touch or overlap. 6 Job dimensions The services of the HR team are provided to all employees and have a direct and significant impact on the ability of employees to perform their day-to-day duties. IOSH currently has in the region of 180 employees. The role has responsibility for a team of five employees (HR Officer x2, Payroll and HR Assistant, part-time Receptionists x2). The role will have responsibility for a budget in the region of 200, Complexity and creativity The job-holder will need to maintain sufficient breadth of knowledge of the different elements of the HR function to be able to manage the team and the services it provides effectively. They will need to balance the needs and demands from the different areas of the business to ensure these can be met with the resources (team and budget) available. The job-holder will have to deal with and advise on complex employee relations issues, for example disciplinary, grievance, redundancies and long-term sickness absence. They will need to ensure clear and robust frameworks are in place to support the consistent, fair and legally compliant management of these issues, and will be expected to proactively identify and recommend when changes are required to support this. The role will have significant input and impact on employee engagement, so will need to ensure that effective processes are developed and implemented to maximise involvement and engagement across the organisation. The job-holder will need to be an effective influencer as sometimes advice and guidance provided to managers is not always initially favoured. The job-holder will need to be able to identify and sell the benefits of the actions being recommended. The job-holder will be expected to ensure that employment policies and procedures are kept up to date with legislation and best practice, support the achievement of business objectives and are in line with IOSH s strategic aim of being an employer of choice. This will involve researching developments, determining how these impact on IOSH and recommending and implementing changes, ensuring that the appropriate training and advice and guidance to managers and employees is provided to support their successful and consistent application. 8 Decision making The job-holder will have to decide, autonomously, how to ensure the effective delivery of day-today HR services, within the context of the priorities agreed with the Corporate Services Director and as set out in the longer term HR strategy. 4

5 The job-holder will also be expected to prepare and implement annual HR plans which link to the HR strategy and the organisation s overall corporate objectives. 9 Key internal and external contacts Internal contacts The job-holder will have ongoing contact internally with all employees, including regular contact with senior managers. The job-holder will be expected to provide advice and recommend options within the areas of responsibility. External contacts The job-holder will also have contact with a range of external suppliers and in most cases will be a key IOSH contact with those stakeholders. The key external contacts include (but are not limited to): Recruitment and selection agencies HR system providers Financial advisers Benefits providers Occupational health providers 5

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