Job Description Ref:

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1 Job Description Ref: NOTE: This job description does not form part of the employee s contract of employment but is provided for guidance. The precise duties and responsibilities of any job may be expected to change over time. Job holders should be consulted over any proposed changes to this job description before implementation. JOB TITLE: REPORTS TO: GRADE: Head of HR Advisory Support NG7/8 Purpose The purpose of the role is to broker the provision of the full range of professional HR services to support the School Executive Groups in the implementation of their School Plans, ensuring that; the HR Strategy is used as a framework for focusing staff-related activities; advice is given in a consistent and enabling way, and that all staff are treated in keeping with the University s values. The post holder will be expected to commit fully to participating as an active HR staff team member, locally representing the function and ensuring that the Head of HR Advisory Support is kept informed of all issues raised by School leaders and managers. PRINCIPAL ACCOUNTABILITIES 1. To advise and guide School leaders/managers at all levels in their understanding and local implementation of the HR Strategy in the delivery of School plans, ensuring that good practice HRM/D is embedded in all activities and working proactively with all other members of the School Senior Executive Group (SEG) continuously updating knowledge of the local context and feeding relevant information back to the HR Senior Management Team (SMT) for planning purposes. 2. To contribute to HR Department strategy and planning by providing regular feedback to the HR SMT on the local effectiveness of HR Strategy, Policy and Procedures and ensuring that policy review and development aligns HR and business processes. 3. To take a lead role in researching, developing and updating HR key policy across the whole University in specific areas e.g. grievance, disciplinary, absence management, capability etc, as directed by the line manager. 4. To develop realistic short and medium term strategies and plans for School resourcing, performance management and capability improvement, working with appropriate members of the SEG and HR colleagues, and ensuring that all strategies are formally monitored and reported to HR SMT and revised annually as part of the University planning process.

2 5. To review all HR activities in the School and identify any areas where HR policy, contractual terms and conditions and/or procedures, are not fit for purpose, making recommendations to the HR SMT on areas for improvement, ensuring that all decisions are communicated effectively to relevant members of the HR team so that any changes can be made across all Schools. 6. To provide professional advice and support to all School staff, including senior managers, on the interpretation and application of all employee relations policies, and to manage a portfolio of casework, including discrimination claims in protected categories, individual grievance and disciplinary issues, ill health, capability and severance related matters, change management and restructuring issues. 7. To support programmes of planned cultural change, contributing to the design of such initiatives using local knowledge, delivering briefings and relevant training jointly with other HR professional staff, and undertaking local monitoring of such initiatives, ensuring that all staff understand the short and medium term benefits of making the changes. 8. To provide the Dean/SEG with relevant monthly management information and facilitate a pro-active and strategic approach to all areas of HR activity, ensuring benchmarking and reporting of information is undertaken to enable and inform both School level and University level decision making. 9. To identify all business critical roles and produce a risk register and action plan for the replacement of such posts in the short, medium and long term, working with the SEG and other HR Department staff, as necessary and appropriate. 10. To actively promote and embed the University s Diversity agenda in all School activities, with all staff and key stakeholders, and to undertake regular monitoring of key diversity indicators (as prescribed by UCEA/HEFCE) in respect of School plans and staffing strategies and all staff related activities, including carrying out impact assessments, as necessary, and ensuring that family friendly working options are considered. 11. To assist with other general HR work within their competence, provide reciprocal operational cover for colleagues, including absence and periods of peak workload, as required by the Head of HR Advisory Support. 2

3 Context This post is designed to ensure that all of the strands of the University s five year HR strategy are implemented at local level within the client group they support. The main change for this role is that the post holders will be expected to deliver the role through advising, enabling and facilitating approaches rather than through a policing approach primarily prioritising policy implementation. The post holder will be expected to model a customer-centred approach and a commitment to personal and professional development. Success will depend on bringing about change through; patient, persistent, effort using strong advocacy skills; the ability to work with managers at all levels; the courage to challenge the status quo, where needed; the deployment of a range of specialist tools and techniques and highly developed interpersonal and organisational skills. The post holder will need to gain a full understanding of the University s Corporate Strategy, the Corporate Services Plan and all School plans, and be able to articulate how the HR Strategy enables and supports the implementation of corporate objectives and underpins all HRM/D policy and practice. The post holder will also be able to articulate what other professional roles and teams in HR contribute to the work of the School and to ensure appropriate access to those roles as required during the academic year. The post holder will be expected to make a significant impact at School level on; Employee Relations, Workforce planning, Human Resource Development, and Performance Management and staff retention agendas working with and through all HR support and service teams. The post holder will place high emphasis on staff learning and development for staff engagement purposes, and will ensure that the standards, quality and participation of the HR services provided make a major contribution to developing University relationships and delivering excellence in individual and organisation performance. The HR teams work in a matrix structure so each individual is expected to take every opportunity to foster cross-team working and to develop a culture of sharing knowledge and information across the Department. Dimensions The University employs circa 2500 staff, in a unionised environment, located on four main sites within the West End of London and at Harrow. This is one of four posts supporting a client base of circa 500 headcount each. Although the post holder will have no direct budgetary responsibility, they will influence spending on salaries, legal costs, advertising costs, retirement packages, pension and severance costs. 3

4 PERSON SPECIFICATION 1. Qualifications Essential Relevant first degree or practical experience that demonstrates relevant levels of knowledge and skill. MCIPD Chartered Membership Desirable A qualification in mediation, coaching or consulting. 2. Experience and Training Essential Demonstrate a proven track record of successful HR generalist experience in a highly customer focused organisation. Demonstrate a proven track record of working with managers at different levels on human resource management strategies and activities. Demonstrate an excellent understanding and knowledge of current legislation, together with extensive recruitment and employee relations experience. Demonstrate a high level of communications skills, both written and oral. Demonstrate evidence of working independently to high professional standards and tight deadlines, preferably in a multi site unionised environment. Evidence of involvement in HR strategy and policy development, including analytical and policy/report writing. Demonstrate a sound understanding of job evaluation (e.g. HAY or HERA) Demonstrate the ability to work effectively as a member of a team, to a high professional standard and tight deadlines. Experience of preparing business cases and proposals for internal clients. Evidence of working with specialist and professional support groups on change initiatives, demonstrating an understanding of their issues. Comfortable working with statistical information e.g. collating and interpreting information from a range of sources and drafting reports based on the information. Confident and effective when communicating with people at all levels i.e. building effective relationships; facilitating discussions with individuals and groups; dealing sensitively, patiently and diplomatically with complex and emotionally charged situations. Competent in the use of computerised systems and applications, including using a Computerised HR & Payroll system; HR database systems with employee and manager self-access, and working with applications such as Word, Excel, Outlook and PowerPoint. 4

5 Desirable Evidence of working in both the public and private sectors would be beneficial. Evidence of experience of involvement in organisation development programmes of work. Evidence of working with values-based competency frameworks for workforce planning and performance management. Demonstrable consultancy experience e.g. experience of advising on organisation or work design and management; business consultancy in HRM/D practices. 3. Aptitudes and abilities Well planned and organised, both personally and as a team member, being able to break down a course of action into smaller steps and making allowance for potential problems Ability to effectively deliver conflicting priorities and challenging workloads by maintaining focus on agreed objectives and deliverables whatever the circumstances and monitoring progress against targets. Ability to work under pressure to tight deadlines while applying quality standards to all tasks and ensuring that nothing is overlooked. Ability to work flexibly by taking account of new information or changed circumstances and modifying understanding of a problem or situation accordingly. Ability to deal sensitively, patiently and diplomatically with complex and emotionally charged situations. Able to identify customer needs and expectations and keep them in mind when taking actions or making decisions. Able to identify gaps in available information required to understand a problem or situation and to devise means of remedying such gaps. 4. Personal Attributes Must share and exemplify the University s values. Comfortable with working both in a tightly knit team, and individually on a discrete portfolio of work Preference for openness and transparency Positive about the benefits of change Comfortable with ambiguity and rapidly changing agendas Flexible and adaptable Efficient and reliable Self motivated and enthusiastic 5. Other Information Willingness to work long hours on occasion Willingness to travel to attend courses and conferences, occasionally involving overnight stays. 5