HR Service Partner (Specialist Services & Regional Offices) Location: Shared Services, SVP House Sean McDermott Street, Dublin 1

Transcription

1 Job Description Job Title: Job Holder: Reports To: HR Service Partner (Specialist Services & Regional Offices) Vacant Head of Human Resource Shared Services Location: Shared Services, SVP House Sean McDermott Street, Dublin 1 Date of Job Description: May Purpose of the Job Reporting to the Head of HRSS, the HRSP will be responsible for partnering with Specialist services and Regional Offices. Responsible for embedding HR strategy and providing professional HR support, guidance and service with the aim to add value to the organisation and building strong relationships to provide a customer focused and highly effective HR service. This is a broad HR role, focusing on excellence in the delivery of operational HR solutions, partnering largely with your own internal client group as well as playing a role within the broader HR team. The job holder will be expected to deliver excellent HR advice and support across all day-to-day aspects of the human resources management and where there is a volunteer or CES aspect in the activity. A large proportion of Specialist Services operate under existing Conference/Regionally managed structures. The role will also be involved in delivering on key HR projects to support the further development of the Shared Services HR function. 2. Environment of the Job The SVP is a large, national, voluntary organisation with extensive experience of working with a diverse range of people who experience poverty and exclusion. Through its network of over 12,000 volunteers and 800 staff, it is strongly committed to working for social justice and advocates the creation of a more just and caring society. The SVP employs people to support volunteers in a variety of settings including housing and hostels, community care, shops, administration and other specialist areas. This is a new role within the Society (as part of the introduction of a Shared Services team) and supports the internal restructuring of the organisation to ensure sufficient support is provided to Specialist Services & Regional Offices activity within the Society. The HR Shared Services team will provide HR Service Partnership to the organisation with the aim to provide a flexible, engaging style and acceptance to work in the spirit of collaboration with other HR colleagues and assist as required. Specialist Services,outside of the East region, within SVP operate within Conference led existing management structures and therefore there will be a period of transition in respect of the HR service to Specialist Services in other regions. 3. Guidance and Authority The role reports to the Head of HR Shared Services. There is a close working relationship with the National Specialist Services Manager (who acts as the functional lead of the service)as well as Regional Presidents, National Secretary and Regional Administrators. The key focus during the first 18 months of this role will be to identify and implement HR supports for Specialist services/regional Offices through the delivery of current operating procedures and any agreed services level agreements ( e.g. East).In addition the role will support the transition of the HR service provided to the East region in line with the values of the department-:customer Focused, Integrity, Respect, Continuous Improvement, Personal Responsibility, Trust and Co-operation

2 4. Service Scope HR Strategy & Operations; Organization development, restructuring, change management and project management; Regulation application and legal compliance; Risk Management; Recruitment and Selection; People Management practice, procedures and enabling tool and technologies; Starter and Leavers; Advisory support, coaching and mentoring; HR Policies, practices, and procedures development, maintenance and application; Training and Development; Compensation & benefits; Performance Management Practice, system and tools; Staff Relationship and industrial relationships; General HR/Staff Administration; Training and Development; Employee Garda Vetting 5. Principal Accountabilities Accountabilities HR Strategy Service Level Agreement Recruitment Administration, Compensation & Benefits How Achieved Developing and implementing the HR strategy to ensure the service and people goals are met and in line with the Society s objectives and the service leader. Support Design, development and implementation Of Shared Service Agreement, Service Scope and Service Delivery Aims and objective for Specialist Services/Regional Offices. Manages provision of high quality administrative and transactional processing support in the delivery of HR lifecycle and HR calendar events as per the current operating practice and any agreed SLA. Tracks and monitors service levels, customer satisfaction and progress of cases and reporting/updating to all stakeholders regarding status and outcome. Manage recruitment activities providing headcount planning, candidate sourcing, assessment, interviewing and selection. Support line management in selection of new employees. Advise on recruitment activities. Participate in interviews and support the preparation proposals on salary and contract documentation. Work with managers to ensure the implementation of an induction program for new team members. Follow and assess the probation period together with the Managers. Conduct exit interviews, providing feedback to management when necessary. Ensure that managers maintain accurate employee records to support HR processes. Monitor the execution of administrative work related with team member files and personnel records, process change-of-status forms, compile personnel statistics and provide information to team members on matters pertaining to HR forms and records. Provide support to line managers to ensure that their time and attendance data is kept up to date to support legal

3 Training & Development Employee Relations Performance Management requirements and to allow for the accurate reporting of employee related metrics To drive awareness of Training and Development initiatives, assisting in the coaching of management and identification of key training needs Facilitate the running of various training programmes where required. Support the talent management and succession planning process. Provide expertise, guidance and direction on Employee Relations issues, including Dignity and Respect, Grievances and disciplinary as detailed in the relevant SVP policies. Manage complex HR issues and escalated cases so that employees and managers are supported during performance management to ensure poor performance is rectified in accordance with relevant SVP policies. Compliance & Risk Management Support the introduction of future performance reviews. Review existing contracts of employment, terms and conditions with a view to ensuring consistency and compliance across the Society Activities, Ensure compliance with HR policies, procedures and protocol and relevant employment legislation requirements, by studying existing and new legislation; anticipating legislation; communication of changes and impact for the Society. Work with the leadership team in area of responsibility and Audit function to ensure adherence to requirements. Policies Process Documentation & Maintenance Investigate and analyse potential and actual HR risks exposures in the Society; evaluate the extent and elements of exposure, recommend appropriate actions for risk mitigation, manage risk processes and actions. Identify & assess risk management in area of responsibility. Manages preparation for HR audit and owns and facilitates any subsequent action plans and responses. Ensure all potential claims are reported to the Society s insurance provider on a timely basis. Involved in developing, implementing, administrating, coordination and/or evaluating HR policies, employment contracts, programs and procedures. Ensure all are compliant with regulatory requirement. Recommendation for improvement to policies, procedures and practices. Integration and alignment of processes to enable achievement of desired outcomes. Focus effort on process effectiveness and efficiency. Seek feedback and act on it to ensure continuous improvement.

4 Planning / Demand Management Managerial Support Enabling Technologies Project Work Engaging with service and HR Team members to identify, agree and plan capability and capacity requirements to meet national, regional and local service and priority requirements. The HR Service Partner works close with the other HR Service Partners, HR team members and the Shared Service functions to ensure that shared employment processes are completed timely, accurately and meets current operating practice and any agreed SLA Service deliverables. Recommendation of professional and systemic solutions to problems. Help to build change capability throughout the organisation, providing tools and guidance to managers as needed. Provide input to operational policies and procedures. Provide technical support and guidance on compensation, staff policies and regulatory requirements. Assist managers in maintaining a productive and high trust work environment and support them with all HR related issues. Active participation in the introduction and implementation of any HR System (requirement analysis, design, development and testing). Maximising system usage benefit. Perform HR analytics for skills identification, recruitment, development, retention, compliance and workforce planning To undertake specific HR related projects to support and further develop the HR Shared Services function. 5. Challenges Acceptance of the dynamics of a complex membership and employee organisation and an understanding of how this both contributes to and constrains the work. In response to changes in the external environment around service delivery, funding and governance the Society is currently undergoing a period of significant restructuring and a reorganisation of its services. As part of this reorganisation the Society has introduced a new, more centralised management structure to insure the continued improvement, efficiency, responsiveness and sustainability of our services. This structure is still embedding and therefore roles and structures are still evolving.

5 6. Education, Knowledge, Experience and Skills to Undertake the Role Education Third Level degree, HR qualification/related discipline qualification and/or equivalent breadth of experience. CIPD qualification preferred. Experience Experience in business planning, leading change management programmes, organisational design and development and operational experience. Advance knowledge of HR regulations, policies, procedures and current practices. Successful track record of enhancing business performance and change through effective people strategies. Working knowledge of multiple Human Resources disciplines including: communications, talent management, leadership development, performance management, engagement, recruitment and induction, reward and recognition, leadership development and coaching. Understanding of the principles of risk management, controllership & compliance particularly as they relate to people. Demonstrate a broad knowledge of HR legislation, case law and current practice plus the application in practice. Ability to deliver the HR Shared Services in and across multiple activities and locations. Experience in working in the charity sector. Experience in a similar role is essential. Skills An ability to quickly establish and maintain rapport with a diverse range of stakeholders and to manage on-going working relationships and work plans Decisive in formulating and implementing solutions in line with business plans Excellent working knowledge of employment law Excellent presentation, interpersonal skills and administration skills Experience of driving a change management initiative Results driven,experience managing multiple projects in a busy environment Persuasive communication skills - ability to present ideas clearly and concisely to a variety of audiences. Excellent problem solving skills in interpersonal situations both internally and external to the organisation A clear ability to work in the charities environment, within a member lead organisation, dealing with multiple priorities that requires strong project management, process mapping and application and decision making capabilities. Possesses well developed active listening skill and critical thinking skills. Demonstrate a high level of customer satisfaction. Demonstrate ability to handle extremely challenging, difficult and volatile situation / individuals effectively. Excellent IT skills Excellent numerical skills Other Willing to travel throughout Ireland Own Car/ clean driving licence

6 8. Main Terms and Conditions Contract type: Hours: Pension: Full time, permanent 37.5 Hours per week 5% employer contribution 5% employee contribution Salary: 55, Organisation Chart National Management Council Head of Finance and Shared Services Head of HR Shared Services HR Service Partner Retail Operations HR Officer Retail HR Service Partner Homeless Services HR Service Partner Specialist Services HR Administrator The information contained in this job description is a true and accurate reflection of the job as at the date specified... Job Holder... Line Manager