Head of Human Resources Change Director 31,777-35, hours net 11 months fixed term contract (Maternity Cover)

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1 JOB DESCRIPTION Job Title Department Reports to Director of Division Salary Range Hours Term Human Resources Advisor Human Resources Head of Human Resources Change Director 31,777-35, hours net 11 months fixed term contract (Maternity Cover) In this varied, generalist role you will work within a small team of Human Resources (HR) Advisors providing a proactive and effective advice and support to Director of Corporate Services (responsible for front of house and support services staff) and Director of Churchill War Rooms and HMS Belfast (front of house and administrative staff). In your role you will be advising on a number of staffing reviews which may involve consultations with staff and trade unions on contract variations, restructuring and TUPE transfers. On a day-to-day basis you will be responsible for providing advice and guidance to Directors and managers on relevant HR issues, e.g. recruitment, attendance and performance management, disciplinary, grievance, dismissal, redundancy etc and any other employee relations issues that arise in your designated branches. The role requires a CIPD qualified individual with a good advisory background who is good at building relationships with managers and staff and who is confident in taking on a variety of employment relations issues, making decisions and solving problems effectively. Organisational Change Working with Directors and teams to implement any required changes in the division. Managing Attendance To assist managers to promote good attendance management. To advise managers on appropriate action following the best practice guidelines. To ensure referrals to Occupational Health and Employee Assistance Programme are made promptly. To ensure managers have up to date absence management data including regular absence reports. Managing Performance To advise managers on Imperial War Museums (IWM) approach to dealing with poor performance issues. Human Resources Advisor October 2013

2 To also ensure all probationary reports are received and where appropriate advising on action to be taken where improvement is required. Working in partnership with the Training and Development Manager to resolve issues. Employee Relations Providing advice and information on employment law; discipline and grievance issues, poor performance, contract and other staffing issues such as maternity leave, pay and leave. Employee Recruitment & Selection Assisting senior managers with workforce planning. Carrying out various benchmarking and research on market rates/trends as required; Supervising recruitment drives for all new staff in designated departments, including advising on the recruitment process, overseeing the writing and placing of job descriptions and advertisements and recruitment information packs, sitting on interview boards and advising on and agreeing contracts of employment. Employee Reward Conducting salary reviews and implementing any changes to salary and salary ranges. Participating in Job Evaluation panels as required. Payroll is outsourced, but the Human Resources Advisor will monitor the entering of data onto the HR database ensuring that all starters/leaves and changes are entered correctly by the Human Resources Coordinator; and processed without errors by the payroll provider, working with the Human Resources Coordinator and the payroll provider to resolve any pay problems. General Personnel administration Monitor the record keeping for designated departments in accordance with management and legal requirements Please note that whilst administrative support is provided by Human Resources Coordinator, Human Resources Advisors are required to do administrative work as well ( s, letters, filing, etc). Staff supervision Supervising and delegating work to the Human Resources Coordinator. Cover To provide cover for Human Resource Advisors colleagues where appropriate. Leavers Supervising the notification to and liaising with MyCSP (Pensions administrator) and other organisations as appropriate. Ensuring all administration for leavers is completed in a timely fashion e.g. calculation of annual leave, final salary payment or recovery as appropriate etc. Overseeing the writing of references as required. Project Work Participating in and contributing to the development of new and ongoing HR projects e.g. updating staff handbook policies and procedures, equal pay reviews, supporting the setting up of new recruitment software, HR support at Pay Negotiation Committee Health and Safety You will be required to do E-Learning IOSH Working Safely within 2 weeks of appointment Acts in an advisory role supporting all Branches business and staff to ensure all necessary legal responsibilities are identified to all levels of business management and In the event of a breach of policy or procedure ensure disciplinary action is taken to deter reoccurrence. 2

3 Data Security Staff must be aware of and abide by IWM s information security, data protection and health and safety policies regarding the handling of all sensitive and personal data This job information cannot be all encompassing. It is inevitable over time that the emphasis of the job will change without changing the general character of the job or the level of duties and responsibilities entailed. This information may be periodically reviewed, revised and updated in consultation with the post holder to reflect appropriate changes. 3

4 Essential criteria How this will be assessed 1 Fully CIPD qualified Application form 2 Proven ability to deliver generalist HR service and ability to build relationships with staff at all levels, including senior managers. 3 Experience of advising on a variety of Employee relations issues including, disciplinary & grievance cases, ensuring the practical application of current employment law at all times. 4 Experience of working effectively under pressure in a team environment and independently, balancing both routine work and responding to unplanned people issues. 5 Computer literacy with a knowledge of Microsoft Word and Excel and HRIS Desirable criteria 6 Experience of carrying out TUPE consultations and transfers Key competencies 7 Proactive Change (C) Understands the broader objectives of the organisation and embraces the new ways of working A track record of supporting and implementing change plans. 8 Planning & Results Drive (C) Identifies priorities and consistently achieves key targets. Tackles tasks in a systematic, efficient and logical manner. Demonstrates a persistent and determined attitude in the face of difficulties 9 Encouraging Collaboration (C) Develops positive and productive relationships within the organisation and with external partners Uses collaboration to deliver more effective solutions. 10 Meeting Customer Needs (C) Application form Application form Application form, test & interview 4

5 Excellent written, face-to-face and telephone skills Sensitive communication style able to handle emotional situations calmly and appropriately Probing and questioning skills that elicit the correct information Firm, precise and tactful especially when dealing with difficult issues Application form, test & interview Interview 5

6 Terms and Conditions Your normal hours of work will be 36 hours net excluding lunch breaks. This would normally be Monday to Thursday 09:00-17:15 and Friday 09:00-17:00, unless otherwise agreed with your line manager. There is a requirement on occasions to work unsocial hours or at weekends for which leave in lieu will be granted. The successful candidate will be on probation for 6 months. The annual leave allowance is 25 days per annum plus public holidays, rising to 30 days after five year s service. IWM has introduced a total ban on smoking in all its buildings. In the first 13 months of service you are only eligible to Statutory Sick Pay. Salary The salary range for the post is 31,777-35,958. Starting salary is normally at the minimum of the range. Salary increases are in line with the IWM s Performance Pay Scheme, which is subject to government pay policy. Benefits The benefits listed below are discretionary and IWM reserves the right to vary or withdraw them at any time. All such benefits apply during the course of your employment only. IWM is a member of the Civil Service Pension Scheme. Civil Service offers a choice of pension, giving you the flexibility to choose the pension that suits you best. An interest free season ticket loan scheme after three months service. 20% discount in IWM s shops. 25% discount in IWM s cafes. Free entry to the majority of Airshows at IWM Duxford. Free entry to most fee charging exhibitions in other National Museums. Continuous professional Training & Development opportunities. Enhanced maternity and paternity benefits linked to length of service. Child care vouchers Subject to the society's terms and conditions, IWM staff are entitled to membership of the Benenden Healthcare Society. IWM staff also have access to The Charity for Civil Servants. Ride 2 Work Scheme Selection The candidates who appear from their application to best meet the essential criteria will be invited to interview. It is thus essential that your application form gives a full but concise description of the nature, extent and level of the responsibilities you have held. The short listing criteria are detailed under the personal specification. Please ensure that you address each of the areas that are to be assessed on your application form. Applications by CV only will not be accepted. To apply please send the following documents to A CV A supporting statement detailing how you meet the requirements of the role, this should not be more than two sides of A4; and An Equal opportunities Monitoring form. The closing date for receipt of applications is 5pm Wednesday 13 th November 2013 Interviews will take place on Monday 18 th & Tuesday 19th November The assessment will include a 40 minute job related exercise. 6

7 For more information about IWM please visit website We regret that if you have not heard from us within two weeks of the closing date your application, in this instance, has been unsuccessful. IWM is committed to a policy of Equal Opportunities 7

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