The role of Head of HR

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1 The role of Head of HR Brook is looking to appoint its first permanent Head of Human Resources as part of the final stages of merging into single, unified organisation. This role will develop an ongoing HR strategy aimed at supporting managers and staff in the improvement of young people s sexual health and extending our offer into the wider health and wellbeing agenda. It will play a pivotal role further developing Brook s HR policies and approaches, working closely with the management and HR team. You will be flexible and responsive and at the same time able provide guidance on how to sustain the development and successful delivery of organisational and workforce development. You will facilitate the further development of the HR team and people management policies and systems that ensure Brook retains its ethos and values and meet its statutory obligations. To be successful in the role you will have significant experience as a senior HR professional and be professionally qualified (CIPD). You are an exceptionally strong leader who clearly understands and can convey simply how business and commercial approaches can and do support the delivery of high quality services across the education, social and health care settings. Head of Human Resources April 2013

2 Head of Human Resources Role Specification Post: Reports to: Location: Contract: Head of Human Resources Executive Director of Finance and Corporate Services Liverpool Senior Manager Job Summary To be responsible for the efficient and effective running of the Human Resources function. To work as a key member of the Management Team, developing and implementing a comprehensive human resource strategy for Brook, including learning and development. To ensure the development and successful delivery of organisational development and workforce development strategies. To ensure that there are effective HR systems for Brook to maintain its ethos and values and meet its statutory obligations. Background Brook s mission is to enable young people to enjoy their sexuality without harm. All members of staff contribute to this mission, by striving for excellence in all we do, and by being innovators, facilitators, role models and advocates for social change to achieve this goal. The Bigger, bolder, better programme continues to unite Brook s services behind its core purpose, and to sharpen our focus on meeting the sexual health needs as well as the wider health and well-being of young people in innovative and affordable ways. All staff must ensure the views and needs of young people are at the heart of everything Brook does. This role is intended to lead the continued improvement in the organisation s human resources function and develop an ongoing HR strategy aimed at supporting managers and staff in the improvement of young people s sexual health and extending our offer into the wider health and well-being agenda. 2

3 Summary of key accountabilities Key Results Areas Leadership and Management To be an active member of the Management Team responsible for; o providing visible, confident and inspiring leadership for young people, external partners and staff o providing inspiring leadership to continue the transformation of the organisation and the wider development of the Brook brand and wider offer. o ensuring Brook responds robustly in the changing external environment o building a high quality organisation and a healthy organisational culture To constantly strive to improve quality, efficiency and productivity, and to ensure innovation across the organisation. To be accountable for agreed financial management and spend within standing financial instructions. To participate in the review and implementation of internal organisational policies, procedures and guidelines in line with good practice and legal requirements. To be accountable for compliance with Brook s policy and governance frameworks on an ongoing basis. To lead the development and operation of a robust and affordable occupational Pensions scheme for Brook s existing and former employees. Human Resources Professional People Management Manage the provision of an effective and efficient human resources function including effective budget management. Providing effective leadership to the Human Resources team. Lead the development of effective HR policies and procedures. Identify and promote new developments and initiatives, including legislative changes. 3

4 Lead on the provision of advice and guidance on employee relations issues, including; discipline, performance, grievance, redeployment, absence management and welfare at work. Lead on the development and implementation of safe and effective recruitment practice. Ensure that TUPE transfers are handled appropriately. Ensure that all HR systems are fit for purpose and offer value for money. Act as the organisational lead on equality and diversity for people management practices. Developing, implementing and evaluating our equality impact assessment process. Ensuring compliance in policies and procedures. Leading any consultation and ensure equality is embedded in all aspects our organisation. Monitor and evaluate Brook s performance management processes to ensure that these are working effectively. Support the management of employee communications and feedback through meetings, employee satisfaction surveys, newsletters, consultation groups and web-based communication. Ensure that HR performance targets are achieved. Learning and Development Work with the Quality and Safeguarding Directorate to ensure that there is a planning cycle to ensure that development needs are identified based on the needs of the business and performance reviews. Ensure that these plans ensure both high quality provision and value for money. Ensure that Brook has a workforce that possesses the qualifications, skills and competencies needed to deliver contracted services. Work with the Participation Manager to ensure that volunteers are inducted and trained appropriately for their roles. Compensation and Reward Responsible for advising the Board on all matters relating to Brook s pay structure and pay policy. Monitor all pay practices and systems for effectiveness and cost containment. Lead an annual review of pay and make recommendations to the Board. 4

5 Organisation Development Workforce Planning and Development Develop and lead a process of organisation development that addresses issues such as; o Succession planning o Leadership development o Workforce development o Introducing and supporting a volunteer service o Career pathways for volunteers o Employee retention o Organisation design o Change management Integrate workforce planning with business development, finance and operations for all Brook services. Undertake regular reviews of the skills, competencies and qualifications of Brook staff to ensure that the organisation is able to meet current and future service requirements. Change management Ensure that all change management plans demonstrate affordability and satisfy current legislative requirements. Ensure that appropriate collective and individual consultation is carried out when changes occur. Provide advice and support to Directors and Managers during the change process and ensure that implementation occurs in an effective manner. Evaluation Contribute to the development, delivery and monitoring of the organisation s Strategic Framework and Business Plan. Work with the other directorates, to develop measures of organisational performance. Ensure that Brook is able to demonstrate continuous improvements in efficiency and effectiveness Devise a methodology to monitor and evaluate the culture of Brook to ensure that the ethos of the organisation is sustained. 5

6 Knowledge Maintain an excellent knowledge of current organisational development thinking and best practice. Maintain an up to date knowledge of current policy and legislation. Ensure that this is incorporated into Brook s policies and procedures. Able to provide professional advice to managers. Ensure that there is an awareness of current HR thinking and best practice within Brook. Person specification The successful applicant will have the following experience; Essential At least five years senior management experience. Experience of developing and overseeing HR services Experience of leading and motivating staff through major service change. Experience of the supporting tender and TUPE processes Experience of general and financial management. Experience monitoring service performance against contracts. CIPD professional qualification Desirable Other management qualification, (eg MBA) Evidence of leadership/management training. Ability to analyse a range of business and service information. Experience of leading and managing geographically dispersed teams. Able to analyse the HR implications of business plans and tenders. Experience of organisational development. Personal characteristics Commitment to the aims, values and purposes of Brook and the young people in the communities in which we work. A partnership-orientated, open minded, customer focused attitude with a passion to make a difference. Stronger leadership conviction with the ability to inspire multi disciplinary professional staff within a service. 6

7 A hands on approach and a can do attitude. Proactive, initiative taker. Analytical and strategic thinker. Resilient and able to work under pressure. Ability to be flexible in terms of working hours, including evening and weekend working from time to time. Communication and interpersonal abilities Excellent networking and negotiation skills. High degree of integrity, tact, diplomacy and brand spirit. Attention to detail and accuracy is essential. Excellent interpersonal and communications skills. Ability to work at all levels internally and externally. Ability to prioritise conflicting priorities and deliver to deadlines. Key relationships (internal and external) The Charity s Trustees Executive Team Management Team Area/Directorate Management Teams. Senior Nurse Managers. Education Leads Area Staff across the Area. Staff in the national directorates National Consultation Forum. 7

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