HR Manager (Interim)

Transcription

1 HR Manager (Interim) JOB DESCRIPTION Job Title: Salary: Hours: Accountable to: Responsible for: HR Manager 28,000-30,000 per year - tbc subject to negotiation according to experience 37 per week to be worked flexibly in response to demands of the role with occasional weekend and evening working Chief Executive, Carers Support West Sussex HR Administrator Based at: Head Office with frequent travel cross-county Principle Management Accountabilities Plan, implement and evaluate HR services:-policies, process, practice, resourcing, training Maintain up-to-date role requirements of staff posts to maintain/develop establishment/structure Manage cost-effective recruitment and selection within budget. Coordinate review/appraisal and training programme activity in conjunction with other Managers Advise and support on issues of discipline, capability, grievance, attendance and employee relations Work with the wider team to coordinate training and development programmes Lead HR strategy work, maintain HR data systems and HR service performance reporting Be responsible for recommending HR policy and practice compliant with employment law Contribute to corporate management and business services, development and sustainability As this is a new role this Job Description is provisional and will be subject to 6 monthly review. Job Purpose Provide innovative and creative management to continuously improve and develop all aspects of HR activity to be cost-efficient. Use all media channels and work effectively with CSWS Managers and the Leadership Team, consulting and engaging effectively with staff and volunteers. Drive forward opportunities for skillsharing, use of intern and training posts and volunteer work placements. Build on HR systems and process to further develop an excellent standard of HR service, working proactively to engage productively with partners through positive working relationships. Ensure the CSWS HR management approach reflects diversity and is shaped by the views of carers and the potential workforce across West Sussex. Engage with staff/forums wherever appropriate, embed CSWS brand, culture and image within HR principles and process activity and develop CSWS as a leading-edge, carer-friendly, flexible and responsible employer. Page 1 of 6

2 Recruitment and Selection 1. Identify and respond to recruitment needs across the organisation. Manage CSWS recruitment and selection process across the range of functions and operating within budgets. 2. Manage and ensure recruitment procedures are timely and compliant with legislation, support CSWS policies and procedures, meet needs of operational teams and reflect carer views influence selection of front line staff. 3. Work with the HR Administrator to deliver high quality advertising, information, interviewing, testing and engagement and support managers in candidate selection. 4. Ensure all relevant recruitment and starter information is regularly reviewed and up-to-date in respect of legislation and CSWS policy. Review and help develop CSWS staff induction arrangements, content and presentation. 5. Lead development of creative recruitment marketing using a full range of media, working with the Communications Team to fully embrace potential of digital media (website, social media and multichannel information). 6. Adapt HR information to be relevant and targeted for under-represented groups and appropriate to CSWS Equality and Diversity policies and service delivery programmes (e.g. Young Adult Carers, Diverse Communities, LGBT etc). 7. Work with the Leadership and Management teams to achieve full potential of limited resources across all central services maintaining focusing on efficient HR activity and administration. Training and Development 1. Work with Managers and Volunteer Coordinators to ensure that staff are provided with new starter information, including at induction and that staff complete relevant mandatory training required prior to commencing employment. 2. Promote take-up of training and development programmes and manage training records. 3. Help develop CSWS staffing to widen CSWS staff, volunteer and trainee opportunities and progression options. 4. Lead work to help CSWS create new trainee, intern or apprenticeship roles and supervision arrangements to ensure an appropriate balance of staff posts and experience across carer-facing and central services. HR Systems, Policy and Practice 1. Work closely with Carer Services Managers and Team Leaders to ensure CSWS provides a high quality, fair and consistent approach in all HR practice. Jointly manager CSWS Staff Wellbeing Programme promoting CSWS as a carer-friendly, family-friendly and flexible employer. Page 2 of 6

3 2. Establish HR management processes and accurate recording and reporting frameworks using the CSWS HR database. Ensure sound personal knowledge of the system. Implement and manage operational working arrangements to capture/input data efficiently and be responsible for any problem solving/issue resolution relating to HR systems. 3. Ensure secure maintenance of all confidential employee and establishment information and staff and volunteer records, whether electronic or hard-copy. 4. Produce accurate and timely salary and other financial staffing/hr information. Work with HR and Finance team staff to feed-in all staffing changes accurately for monthly payroll deadlines. 5. Liaise with CSWS Managers to monitor and collate staff hours, expenditure and overall establishment figures reporting as required in liaison with CSWS Managers. 6. Support work towards CSWS and the HR Service becoming paperless within any agreed constraints. 7. Stay up to date with changes in relevant legislation and benchmark market intelligence against similar organisations to ensure CSWS staff terms and conditions remain competitive. 8. Use the external HR specialist service and other advisors effectively and consult with those specialists on all relevant employee relation issues, consistently following advice. 9. Advise and support managers in all individual disciplinary, performance or grievance matters in consultation with the external HR specialist contractor and Chief Executive. 10. Attend information and training events to support own personal knowledge development in the role, 11. Work with the Communications team to build positive relationships with recruitment and advertising suppliers. Jointly coordinate arrangements for recruitment/marketing campaigns and events. 12. Promote CSWS culture, brand and communication messages to support the organisation as a preferred local employer. 13. Where applicable, ensure that any relevant salary/payment due is reclaimed from leavers in line with CSWS policy. 14. Manage all CSWS processes associated with the Disclosure and Barring service 15. Work with external IT support provider(s), CSWS managers and other specialists to develop and implement technology solutions to HR work systems, infrastructure and tools. Achieve best value operational working across the HR service. 16. Performance-manage direct report staff in line with policy and procedure and provide regular supervision and annual review. Handle any internal conflicts and disciplinary and grievance matters affecting HR staff and others as requested. 17. Promote health and safety of staff, volunteers, carers and visitors. Undertake risk assessments in line with CSWS policy and internal programmes. Ensure timely, appropriate action is taken to address identified risks in lead areas. 18. Directly develop and deliver the CSWS Staff/Volunteer Training & Development Programme in areas of lead responsibility. Page 3 of 6

4 Corporate Management and Partnerships 1. Work with the Governance Lead to manage all work associated with operation and decision-making process for the CSWS HR and Operations Sub-Group. 2. As a member of the management group, ensure continuous improvement and provide innovative management in own areas of responsibility to help develop employee engagement to achieve excellence across CSWS services. 3. Develop HR strategy, plans and practice guidance and contribute to wider CSWS Strategy and Plans. Represent CSWS at external meetings and events as requested by the Chief Executive and actively promote partnership culture and working. 4. Help maximise the organisation s resources to operate cost-effectively across HR activity (staff, funding, equipment, suppliers, office resources, travel). 5. Lead any new areas of work allocated by the Chief Executive associated with areas of individual or corporate responsibility including business and change management issues. 6. Attend Leadership Team and Board meetings by arrangement and provide written reports as directed. 7. Work with Team Leaders to ensure staff teams understand and operate in accordance with CSWS HR policy and procedures. 8. Maintain agreed CSWS quality standards in own areas of responsibility and throughout the organisation. Other Any other reasonable duties as requested by the Chief Executive and/or Board of Trustees. See required Competencies and Person Specification for the role below Page 4 of 6

5 HR Manager Competencies Communication 1. Excellent interpersonal skills as an approachable, active listener who communicates confidently and persuasively 2. Clearly articulates key points of an argument in verbal and written communication 3. Creative in producing written HR documentation and reports with a flair for branding 4. Actively develops professional relationships, influences others and quickly builds trust 5. Positive in presenting the organisation internally and externally HR and IT 1. Sound knowledge and understanding of best practice in HR 2. Strong grasp of need for accurate information management, analysis and reporting 3. Able to manage HR process and procedure to a level of excellence at operational level 4. Able to contribute at management level and strategically to organisational development (employee relations, employee engagement, learning and development, resourcing, planning) 5. Well-developed IT skills and commitment to further training where appropriate Managing & Organising 1. Able to work flexibly and manage competing priorities and time pressures 2. Anticipates change and an enthusiastic self-starter, confident in working on own initiative 3. Provides staff with clear direction ensuring they understand expectations 4. Has sound organisational and motivational skills giving constructive feedback/guidance 5. Encourages others to make decisions in areas of expertise 6. High level of intuition and integrity with an encouraging management style 7. Makes sound decisions quickly when a situation requires intervention 8. Identifies and coordinates staff training and development needs Use of Resources 1. Manages, allocates and supervises staff and use of resources 2. Can prepare and monitor a service budget, taking action to minimise cost 3. Looks for opportunities to work more efficiently 4. Has strong analytical and problem-solving skills, attention to detail and accuracy 5. Seeks and uses feedback constructively for continuous improvement 6. Takes a flexible, proactive approach to work challenges across boundaries Change & Development 1. Committed to support the Leadership Team in delivering change in partnership 2. Sees change as an opportunity to improve ways of working and participates fully 3. Demonstrates openness to new ideas and changing priorities and deadlines 4. Is clear, creative with a solution-focused can do approach Page 5 of 6

6 HR Manager Person Specification 1. Educated to degree level or equivalent 2. Has practical HR experience in an organisation with over 50 staff (preferably work experience over 2 years) 3. Holds or is studying for an appropriate level recognised HR practice qualification (CIPD) 4. Able to evidence commitment to continuous personal skills training and development 5. A team-player passionate about high quality HR advice and support 6. Has demonstrable drive and energy for excellence 7. A professional manager with notable people-management skills (interviewing, coaching, managing conflict, motivating and managing performance). 8. Has proven specialist HR practitioner skills, sound judgement, diplomacy and integrity. 9. Shows demonstrable drive and energy for excellence 10. Keen to work effectively in the voluntary sector in a charity, community, health or social care organisation 11. Empathy and understanding of the needs of unpaid family and friend carers February 2016 Page 6 of 6