Senior Human Resources Manager (Organisation Development) EHA

Transcription

1 It is important to note that this job description is a guide to the work you will be required undertake. It will be changed from time to time to meet the needs of the service. It does not form part of your contract of employment. Senior Human Resources Manager (Organisation Development) EHA Accountable to: Reporting to: Responsible for: Director of Human Resources Deputy Director of Human Resources HR Organisation Development including: OD, Brand, Communications and L & D Main purpose of the post To deliver an outstanding commercially-focused and credible OD service to the University based on highly effective business relationships and delivering transformational change; grounded on a good understanding the University s culture, values and emergent business challenges within a changing sector and its emerging environment. The role holder will apply their high level professional knowledge and expertise when developing a range of tailored OD interventions and solutions, in line with the approach identified in the University s People Strategy and HR s vision of Developing an outstanding experience for staff and students. Because people matter. As a member of the Senior HR Management Team the role holder will contribute to the further development of HR strategic plans and will have lead responsibility for the development of specific projects which will have an impact across the University. The role holder will lead our refocused and evolving OD team which includes: OD, external brand and communications and L & D. Responsible for establishing and embedding our OD offer and developing this area of our service through engaging and highly effective leadership to enhance the performance of the University; delivering outstanding performance of the team and enabling personal development of team members who demonstrate initiative, positivity and a business focussed approach. The role holder will keep up-to-date with Strategic HR and OD thinking and practice; role model effective and positive leadership along with professional standards and behaviours identified for the HR team and the CIPD Code of Professional Conduct. An aspect of the role will be to ensure that Edge Hill s HR offer and service standards are continually enhanced, through effective benchmarking, KPIs and improvement plans that align with strategic organisational needs.

2 Specific duties and responsibilities Strategy and Vision 1) As a member of the Senior HR Management Team contribute to the further development, implementation and monitoring of the People Strategy and a contemporary HR Service, seeking to develop a culture of excellence and high levels of engagement within the University. 2) To take a leading role to maximise the positive impact of people performance by establishing and embedding HR s evolving Organisation Development offer and build on our already established approach to developing a highly engaged, motivated and high performance workforce; playing a part in driving forward immediate and emergent organisational competencies that are aligned to key organisational drivers. 3) To take responsibility for the provision of a range of SHRM interventions which improve University performance including: Values and Culture; Leadership; Behaviours and Competencies; Brand and Communications; HR Policy development; Performance; Engagement; Change Management; Recognition and Reward; L & D. 4) Taking a leading role in developing an OD & Brand Strategies and operating plan for OD that aligns delivery with business need and with the University goals, values and culture; taking a lead on key projects/developments that support the delivery of these plans. 5) To take a leading role in further developing the HR Brand, Employer Brand and Employee Value Proposition with both internal colleagues and the external community including leading on advertising strategy, HR voice and tone and embedding our vision of because people matter and our culture in all our communications and media. 6) To act as deputy for the Deputy Director of Human Resources taking appropriate decisions as required in their absence. Organisation Development 7) To develop positive and highly effective working relationships with senior managers to create a culture where all staff can deliver outstanding performance and the University can deliver its corporate objectives through maintaining an understanding of the business challenges and placing the current and emergent needs of the customers, students and sustainability of the University at the heart of the service. 8) To utilise high level professional knowledge and expertise to create and implement OD interventions which align business outcomes with current thinking and best fit solutions in people management that improve and continually enhance the university performance. 9) To oversee the further development of a range of communications; identifying and developing a range of media and fora to engage with both prospective and current employees to build reputation externally and build high levels of engagement and performance internally. These will include social media, intranet and internal opportunities for staff and manager fora. 10) Working closely with the Deputy Director, the L & D Manager and other stakeholders to identify a range of contemporary programmes and interventions that enhance organisational competence, develop a high performing workforce and contribute to further developing a highly engaged workforce and addresses immediate and emergent organisational priorities.

3 11) Develop, design, deliver and facilitate workshops, focus groups and training to support both discrete OD interventions and Leadership and Management Development programmes. 12) To be an ambassador for the service, participating in both internal and external networks; demonstrating professionally credibility, being fully engaged and demonstrating a thorough and up to date knowledge of OD and SHRM. 13) To identify, gather, analyse and interpret data and information to gain insight into organisational performance and to work in partnership with the wider HR Service and our Business Partners to implement strategies to enhance organisation performance. Identifying and developing a range of KPIs to monitor emergent needs and measure outputs and achievements of interventions. 14) To ensure that research, benchmarking and stakeholder feedback is gathered to inform the future development of the HR service and the OD offer by developing understanding of the current and future needs of the customer and the organisation and ensuring the effective delivery of their strategic goals; ensuring high levels of stakeholder involvement in developments. 15) To make decisions that are fully informed by business knowledge and understanding and are in line with the CIPD Professional Code of Conduct and the University s People Strategy. Team Leadership and Development 16) To demonstrate effective leadership skills, ensuring that the service delivered by the team is of consistently excellent quality and that the HR Vision of, Because people matter, is embedded in all activity. 17) To proactively enable talent, initiative and creativity by leading through a consultative, involving and empowering style, ensuring that team members have the necessary scope, information, development and training and receive regular feedback on their contribution. 18) To promote a coaching style of management; providing team members with support, guidance and advice when developing new interventions and initiatives. 19) To engage, motivate and encourage continuous personal and professional development of team members, through effective feedback and performance reviews and the setting of SMART objectives that provide a line of sight to the University s strategic objectives. Operational Performance Excellence 20) Ensure an annual operational action plan is developed and implemented to deliver against agreed strategic priorities and outcomes. 21) To ensure effective systems, processes and standard operating procedures underpin the efficient delivery of the OD service including establish routine audit/quality checks. 22) To provide senior managers and HR colleagues with expertise, guidance and supporting frameworks and toolkits to deliver the range of OD initiatives. 23) To undertake any other duties as deemed appropriate by the Director or Deputy Director of Human Resources.

4 In addition to the above all Edge Hill staff will: a) Adhere to all Edge Hill University s policies and procedures, including Diversity and Health and Safety. b) Respect confidentiality: all confidential information should be kept in confidence and not released to unauthorised persons. c) Demonstrate commitment to personal continuous development. d) Participate in Edge Hill University s Performance Review and Development Scheme. e) Adhere to Edge Hill University s Environmental Policy and guidelines and undertake tasks in a sustainable manner. Salary: Grade 9 - Point ,768 to 42,488 per annum Hours: Full Time with the requirement to work flexibly according to the on-going demands of the role and responsibilities at this level. Candidates should note that they will be shortlisted based on information provided on the application form with regard to the applicant s ability to meet the criteria outlined in the Person Specification attached.

5 PERSON SPECIFICATION Senior Human Resources Manager (Organisation Development) EHA Applicants should provide evidence of their ability to meet the following criteria: Essential Desirable Qualifications 1 CIPD level 7 Advanced Diploma or CIPD Post Graduate Diploma or other equivalent HR/OD level 7 diploma; to have been gained through qualification. 2 Masters in HRM or relevant subject. Experience and Knowledge 3 Experience of identifying and diagnosing current and emergent organisational requirements, developing and implementing a range of appropriate OD interventions to enhance organisational competence that develop a high performing workforce and contribute to further development a highly engaged workforce in a complex unionised environment. 4 Experience of analysing, interpreting and presenting complex data to build business cases supported by clear evidence; using data and analytics to establish, develop and implement successful resource and talent management plans at an organisational level and translate objectives into deliverable operational plans. 5 Experience of leading a team to deliver outstanding performance. Abilities/Skills Up to date knowledge of the strategic HR landscape and profession; demonstrating continuous relevant personal professional development and taking responsibility for own CPD. Excellent judgement, a commercial mind-set with a good understanding of the HE Sector. Excellent knowledge of UK employment legislation including the legal framework around change management.

6 Essential Desirable 9 Excellent interpersonal and communication skills demonstrating emotional intelligence with the ability to establish and build positive and highly effective working relationships with senior managers, colleagues and across networks A credible and influential communicator with good facilitation and presentation skills; demonstrates the ability to engender high levels of trust and positive working relationships with senior colleagues, partners and team. Technically savvy; able to recognise and realise opportunities; adaptive to changing technology to enhance service delivery. A resilient, flexible problem solver; able to remain calm under pressure, able to adapt readily to changing priorities and use initiative to develop new opportunities. 13 Candidates will also be assessed against the CIPD Career Behaviours and should demonstrate: Personal credibility, collaboration, role model, skilled influencer, courage to challenge, driven to deliver, curious & decisive. Closing Statement Please summarise what attracted you to this post and why you believe you are the ideal candidate.

7 PROPOSED HR STRUCTURE AUTUMN 2016 HRD PA to DIRECTOR AND DDHRs DEPUTY HRD (BUSINESS) DEPUTY HRD (OD) HEAD OF STAFF WELLBEING SHRM (BUSINESS) SHRM (OD) MI & SYSTEMS MANAGER WELLBEING MANAGER OH NURSE HR BUSINESS TEAM (10) L & D MANAGER OD MANAGER MI & SYSTEMS TEAM (3) STAFF WELLBEING TEAM (2) L & D ADVISOR BRAND & MEDIA SPECIALIST COMMS ADVISOR