Job description HR Advisor

Transcription

1 Job description HR Advisor Main purpose of job To work closely with colleagues in the HR Business Partner team along with the wider PDO directorate to ensure delivery of a first class, professional and consistent service, sharing knowledge and experience with colleagues and contributing to/leading team and departmental activities and projects. To provide expert support, advice and guidance to managers and employees within a dedicated customer base on all aspects of employment in line with employment legislation and Society HR policy and procedure, seeking advice from specialist roles and teams where appropriate ensuring managers receive consistent advice. Position in organisation The HR Advisor is a member of the HR Business Partner team as well as the wider People and Organisational Development (POD) department and is an ambassador of POD. The post reports to the HR Manager for Central Directorates. The HR Advisor is a partner of the management team/s (or equivalent) for a dedicated customer base and will contribute to the development of the area (or equivalent). Dimensions and limits of authority Responsible for providing consistent and appropriate advice within the HR Business Partner team Responsible for the provision of generalist HR support within the customer base. Member of the HR Business Partner team. No management responsibility for employees or budget but expected to provide coaching support to HR Administrator(s). Duties and key responsibilities Support the implementation of the POD people and business plans within the Central directorates. Provide day-to-day support and advice to line managers and employees on HR related issues. Play a supporting role by coaching and mentoring operational managers to be able to carry out HR issues on day-to-day basis. Actively contribute to the development and implementation of HR policy, procedures and written guidance for managers and employees. Apply and interpret policy at a local level whilst maintaining organisational consistency and integrity of Society policy. Responsible for employee relations cases in the customer base. Identify key HR issues for the HR Manager s attention. Play a supporting role in the delivery of learning and talent development. Contribute to management team meetings for the customer base

2 Maintain an awareness and understanding of the strategic direction, objectives and budget issues of the areas within the designated region. Provide support and cover to HR colleagues in order to maintain an efficient and dedicated HR service. Coach and mentor the HR Administrators Maintain appropriate levels of confidentiality at all times. Team work Work with HR Advisor colleagues to share knowledge, experience and learning s to enable continuous improvement, learning and ensure consistency of HR service. Work in partnership with the HR Administrators and take a supporting role in developing and supporting the HR Administrators with their personal and career development. Take actions to understand and enable others to understand different areas of the Society. Take an active role in the delivery of the POD business plan. Attend management meetings (or equivalent) within the assigned customer base to update on HR initiatives, run good practice and legal briefings and act as an information flow between the directorates and POD. Employee relations Take the lead role with employment relations cases, advising managers on issues in line with policy and procedure. Assist with the compilation of documentation and recording of case details in line with HR processes. Supervise referrals to Occupational Health including handling management queries and advising management on any issues arising from that process. Play a supporting role within the region, alongside the regional HR manager, developing relationships and ensuring open and effective communication with the society-wide and local employee forum members. Assist with the investigation and preparation of the Society s position in employment tribunals and other external employee dispute resolution procedures. People Data Maintain good knowledge and awareness of the designated customer base by proactively monitoring people data in order to identify trends, significant changes or issues in areas such as turnover, absence levels, disciplinary activity, and to act on these observations accordingly. Support the maintenance of accurate people data and the implementation of new people data developments, such as employee and manager self-service, within the designated customer base to support and assist line managers in achieving their objectives. Recruitment, retention and release To lead on the implementation of the Society s recruitment, retention and release policies and procedures within the customer base, liaising with the appropriate HR Administrator as required. Assist line managers to define positions and roles and assist in the recruitment, selection, induction and development of employees as required.

3 To lead on the implementation of the Society s performance management policies and procedures. With the support of the People Data and Reward Manager, advise managers on pay and reward. Liaise with the HR Administrators regarding leaver administration, conducting exit interviews where required. Monitor and act on exit interview data. Change management To play a key role in ensuring the successful implementation of the Society s change management strategies and procedures in the dedicated customer base. Provide guidance on change management, restructuring initiatives and associated processes including TUPE and redundancy provisions and processes. Learning and development To contribute to the design and delivery of training and briefing sessions to managers on a range of HR related subjects. To identify and provide feedback to the HR Manager on learning and development needs identified within your designated customer base. Policy, Process and Projects Actively contribute to the development of HR policies and processes and associated documentation in collaboration with the relevant policy specialist ensuring alignment of policy and practice and reflecting operational need. Support the implementation and evaluation of HR policy, procedures and written guidance for managers and employees, ensuring they are applied consistently across the customer base and wider HR Advisor team. Contribute to the overall development of the POD directorate by undertaking any agreed specified projects. Continuous Improvement To ensure consistent and quality HR services are delivered within the customer base. To identify, highlight and address any inconsistent practice in relation to the management of employees and the implementation of HR policy and procedure. Build and maintain a strong relationship with the HR Administrator to ensure effective policy application and internal administrative processes, i.e accurate completion of correspondence and the processing of data, including the updating of the HR database in line with the HR information system. Keep abreast of changes in legislation; contribute to the development and implementation of any new or revised policy. Understand and interpret legislation, advising managers of the relevant changes in employment legislation, as appropriate. To undertake any other duties or projects commensurate with the nature and grade of this post as required.

4 Additional Responsibilities To adhere to all the Society s service standards, policies and procedures. To comply with the data protection regulations, ensuring that information on clients remains confidential. To be responsible for personal learning and development, to support the learning and development of others and the whole organisation. To work in a manner that facilitates inclusion, particularly of people with dementia. To implement the Society s health and safety policy and procedures, ensuring that all practices and procedures are undertaken in accordance with a healthy and safe working environment and that all staff and volunteers for whom you may be responsible are aware of their responsibilities in respect of their role, monitoring data and recommending action as required. To administrate and organise own work to ensure that it is accurate and meets quality targets, reasonable deadlines and reporting requirements. To follow the Society s management information guidelines and requirements, including ensuring appropriate monthly measures on service usage levels are collected and submitted on the services database or other systems in accordance with deadlines.

5 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 willing to work towards qualification. Relevant experience may qualify in place of formal qualification. Good working knowledge of employment legislation and best practice. *Awareness of the Society s vision and strategic direction *Knowledge and understanding of dementia. Skills and experience Significant experience of providing generalist advice on a wide range of HR issues which includes advising middle to high-level managers on all aspects of HR, including policy, employment relations and legal issues. Experience of providing day-to-day HR support to line managers and employees in a large, multi-site and multi-functional organisation. Proven experience of applying HR policies and procedures and employment law. *Experience of working in a stand-alone role. Ability to communicate (orally and in writing) and engage effectively with all levels of management, employees, volunteers, representatives and external stakeholders Ability to interpret and apply employment law Ability to interpret and apply policy at a local and/or divisional level Ability to work under pressure and meet tight deadlines Ability to critically analyse and interpret information to form sound judgements Personal attributes / qualities Demonstrable commitment, enthusiasm and ideas for the promotion of the Society s values and inclusion and diversity practices Good time management Excellent attention to detail Excellent planning and organising skills Demonstrable team working approach Ability to influence and persuade managers and employees Effective at building strong working relationships; strong team orientation and customer focused Occasional overnight stays away from home and weekend work Must be able to travel independently around the UK, carrying casework and mobile technology, such as a laptop, as required.

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: Work collaboratively with others, sharing experiences and expertise. Challenge: Challenge the status quo in a constructive and respectful manner, actively suggesting and contributing to improvements. Involve those affected by changes in the decision-making process, supporting them through the changes. Excellence: Base my actions and decisions on credible evidence, drawing on my own and others expertise, experience and past lessons. Integrity: Ensure that my decisions and behaviours at all times help further our objectives and reflect my responsibilities to my colleagues and our stakeholders. Enabling: Recognise, respect, value and make full use of the diversity of skills, attributes, experiences and opinions of others.