Job information pack Senior HR Manager

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1 Job information pack Senior HR Manager

2 THANK YOU FOR YOUR INTEREST IN PANCREATIC CANCER UK It is a pleasure to know that you are interested in working with us. Please find enclosed further information about this position, which I hope you find helpful. Pancreatic Cancer UK is fighting to make a difference. We re taking on pancreatic cancer together: by supporting those affected by the disease, investing in research, lobbying for greater recognition of pancreatic cancer, and being there for everyone involved in the fight. For too long this disease has been side-lined. We want to make sure that everyone touched by it gets the support and information they need: We provide expert, personalised support and information via our Support Line and through a range of publications We fund innovative research to find the breakthroughs that will change how we understand, diagnose and treat pancreatic cancer We campaign for change; for better care, treatment and research, and for pancreatic cancer to have the recognition it needs. Pancreatic cancer is the tenth most common cancer in the UK, with 9,400 people diagnosed each year. For decades pancreatic cancer has remained on the side-lines, with survival rates stuck at 3%, and only 1.4% of the total cancer research spend dedicated to beating the disease. But things are changing. We ve seen the start of positive change in treatment and care for pancreatic cancer patients. Today five year survival rates across the UK are at around 5%, that s 180 more people each year surviving for five years or more. We will have the first ever national pancreatic cancer clinical guidelines to aid those involved in the diagnosis and treatment of the disease. And UK research investment has now reached 10 million a year. We have much more to do. Our ten-year vision is to transform the future for everyone affected by pancreatic cancer. We will work to increase research spend to a game changing 25 million, with 10 million raised by our own team in the next five years. We will campaign for improved access to treatments, and better care for everyone with the disease. We will double the reach of our flagship service, the Pancreatic Cancer UK Support Line. And increase our income to 10 million a year by But we can t do this alone. We have always been at the heart of a determined community of people who share our ambitions.

3 Our staff and volunteers are critical to the success of our plans, and we have created this new post to make sure that we are able to recruit and retain a highly motivated staff team and build on our exceptional staff satisfaction levels (91% in 2015) and wonderful team spirit. If you feel energised by the prospect of joining our team to take our challenging agenda forward, we would love to hear from you. You will be joining a great team of determined staff and volunteers in a fast moving organisation with a collaborative, professional culture. Please take time to read through this job pack, take a look at our website and read through the job description and person specification to see how you would meet with our needs. We hope to hear from you soon. With best wishes, Alex Ford, Chief Executive Officer

4 Job Description Senior HR Manager Reporting to: Director of Finance and Corporate Services Background This is a newly created generalist HR role within a new Corporate Services team, who have responsibility for supporting the development of the charity as we expand and grow. The role may initially be supported by an external HR consultant, but the role will otherwise operate independently as the main source of HR expertise for the Charity, working as a business partner with the Chief Executive, Directors and function Heads. The role has responsibility for developing the HR infrastructure essential to support our growth, as well as providing policy advice and practical solutions to HR issues. The role is part of the Corporate Services team working alongside a Corporate Services Manager and Corporate Services Assistant, both of whom have responsibilities in relation to a variety of HR administrative tasks. The Corporate Services Manager will have lead responsibility for Health and Safety matters and the Corporate Services Assistant will have responsibility for a number of day to day transactional HR responsibilities such as holiday leave administration and absence records. The role does not have responsibility for payroll and pensions, which is outsourced and managed by the Financial Controller, but has overall responsibility for implementing pay policy and will authorise pay changes as necessary. Purpose To have responsibility for the HR function on a daily basis providing a comprehensive and effective HR service to all staff and managers. In particular: To provide a comprehensive advice and support service To develop, implement and review a set of HR policies and procedures which support our strategic ambitions To manage an effective recruitment, selection and induction process To set up and manage an efficient HR administrative process which enables easy access to individual, team and cross organisational management information, including absence records To set up and manage a training and development programme which takes forward our aim to foster a culture of learning with a strong team working ethic and high levels of employee engagement.

5 Main responsibilities Advice and support Act as the first point of contact in relation to all internal/external HR related enquiries Take a pro-active approach in advising Directors and managers on statutory changes and developments in best practice. Input into the annual planning process - advising on most effective staffing structures and timescales / costings for recruitment. Advise managers on responses to any employee relations issues including grievance and disciplinary issues if necessary. Liaise with external professionals as required. HR policies and procedures Ensure the organisation s HR policies are developed, updated and reviewed according to our specific needs and following developments in employment law and best practice. Update the staff handbook with our agreed HR policies. Develop flowcharts, guidelines and sets of practical templates, forms and checklists to support managers and staff. Deliver staff and managers briefings on HR policies and practices as required. Convene / attend working groups to ensure that we take account of the people dimension in any initiatives or projects. Recruitment and induction Plan and implement the recruitment process for all vacancies, using agreed processes and within the recruitment budget. Liaise with the recruitment agency, ensuring documentation is provided in timely manner. Manage agency service level agreement and turnaround times. Advise managers on the recruitment process, to ensure compliance with legal requirements and best practice to achieve positive outcomes. Oversee corporate services staff involved in HR activities Oversee the recruitment and selection process. To include: Preparing job packs including up to date job descriptions and person specifications (in conjunction with relevant line manager) Drafting adverts and providing estimated costings Liaising with advertising / recruitment agencies Providing a sound candidate response service when recruiting directly Assisting in the selection process (shortlisting and interviews) Ensuring suitable references and other checks are taken up and drafting offer letters Offering feedback to unsuccessful candidates

6 Reporting back on equal opportunities monitoring and candidate statistics. Manage the overall induction process for all new staff, to include: Reviewing the induction checklist, ensuring all tasks have been carried out Organising induction briefings Acting on requests for training (after line manager s assessment of new staff members needs). Ensuring probationary targets are set when a new employee starts work, and that probationary appraisals take place Advise, support and train staff in effective management and best practice relating to use of volunteers, and manage speculative enquires about volunteering, referring contacts to the appropriate team. HR Administration Develop and maintain HR administrative systems to include: Updating records of employees and job roles with essential contract details and key information Processing of new starters Advise the Financial Controller of any changes to payroll on a monthly basis Ensure that relevant pensions administration is carried out Respond to any staff queries for HR information Management of sickness absence, all forms of leave and flexible working arrangements Preparation of staffing statistics to assist in the planning process. Co-ordinate the probationary and annual appraisal system ensuring that: The appraisal process is designed collaboratively to meet the needs of each team / service Relevant forms are issued in good time Managers are briefed on the appraisal system Appraisal forms are collated and training needs recorded in order to develop a training plan. Undertake research as required for the annual salary review process and implement changes agreed, ensuring all staff are notified of the changes. Training and development programme Devise and implement an organisation training plan, including researching suitable training providers, co-ordinating training delivery and evaluating the effectiveness of the programme. Liaise with professional development bodies and networks to disseminate opportunities for professional development and training events, exploiting the offers of free places wherever possible. Pay and benefits Participate in the annual NCVO labour market survey, preparing data for submission and liaising with the survey provider.

7 Prepare labour market benchmarking reports for trustees to assess our position in the market and make recommendations on changes to pay bands as necessary to meet our policy objectives. Prepare an annual report on pay trends using the CIPD labour market outlook survey and make recommendations for cost of living pay increases. Develop staff benefits as needed, and in conjunction with the Finance Controller, liaise with our pension organiser to disseminate information on the pension scheme and provide relevant starter/leaver information. Manage other benefits as required (eg. Childcare Vouchers, Eyecare vouchers). Management Participate in the strategic and annual planning process, and prepare annual plans and budgets as needed. Advise managers on staffing issues, including costing of new posts. Prepare budgets for staffing related investments and costs, including recruitment, training and development budgets. Act as project manager for HR initiatives, preparing plans with appropriate milestones and deadlines. Support / coach Corporate Services staff on effective HR administration, contributing to appraisals and identifying training needs as required. Manage relevant office and HR budgets in liaison with the Director of Corporate Services. Employee Relations Advise staff and managers on policy issues and contractual entitlements. Look into welfare related issues, and provide appropriate support particularly in cases of staff ill health or disability. Assist managers in reviewing team structures and provide advice in the management of restructuring, including consultation processes. Act as the charity s expert in managing conflicts at work, including grievance and disciplinary matters. General Work across the organisation to build a learning culture and positive working environment. Ensure all activities reflect the values of PCUK. Manage the annual staff survey, reviewing the survey questions, responding to queries and ensuring high response rates. Prepare a report on the survey results with proposed actions to address any issues raised. Where appropriate, support initiatives across the whole organisation. In particular, to support the effort to ensure as much of our work as possible is sponsored by looking for opportunities in the everyday work of the organisation.

8

9 Qualifications and Experience Person Specification At least 3 years experience in generalist HR team with exposure to all the main HR processes recruitment, employee relations, learning and development and managing change. At least one year experience of advising and supporting managers at all levels, in a business partner role. Minimum CIPD Associate membership and evidence of continuous professional development towards Member status. Experience working in a relevant charity / public sector environment desirable but understanding of the voluntary sector is essential. Previous experience of taking a leadership role either in a professional context or in the community. Experience of managing the recruitment and selection process (for managers and professional staff) and experience of developing and delivering training highly desirable. Knowledge, Skills, Abilities Understanding of the HR needs of a small/medium charity and the ability to set up efficient HR systems and processes. Ability to deliver a responsive customer-centred service, with the ability to negotiate service levels and turnaround times for tasks. Excellent listening skills with the ability to empathise with others. Effective interpersonal, communications and presentation skills. Ability to articulate good HR practice in a jargonfree, accessible way. Excellent written skills with the ability to draft formal communications which have legal / contractual implications as well as informal internal communications which reflects the culture and values of the charity. Practical knowledge of pay and grading administration issues with ability to use job evaluation and pay benchmarking. Ability to draft detailed policy documents, update staff handbook and create a range of relevant and easy to use templates and forms. A good understanding of the operational planning process and ability to spot key HR implications and needs. Good understanding of the responsibilities of a small employer and awareness of employment law issues which are relevant to SMEs. Understanding of effective recruitment and selection, ideally with some understanding of social media based recruitment techniques.

10 Ability to lead meetings and capture action points / learning points. Able to take accurate minutes / notes of formal meetings. A good understanding of the principles of a learning organisation and the importance of informal learning as well as formal training and management education. Excellent IT skills and competent use of MS Office to organise work and tasks. Use of project management or productivity software desirable. Understanding of the role of trustees and the principles of management accountability. Personal Qualities A confident professional with integrity, discretion and the ability to develop trust with staff and managers at all levels. Energetic, flexible, responsive and willing to be hands-on. Committed to providing a service that makes a difference. Commitment to PCUK s values of Compassion, Passion, Integrity and Enterprise. Well organised, with the ability to manage multiple projects and work streams as well as ad hoc responsive tasks, balancing a range of priorities and deadlines. Other requirements May be required to attend occasional evening meetings.

11 Main terms of employment Salary: Location: Hours: Flexible working: Holidays: Pension: Benefits: circa 38k according to experience Vauxhall, London SE1 35 hours per week, 9am to 5pm We provide flexible working arrangements to support team productivity and stability. This may include changed working patterns and working from home on occasions. 25 days per year, plus bank holidays. On completion of a six month probation period, the charity will make a contribution of 4% of salary and will match contributions up to 6% of salary. We operate a government approved childcare voucher scheme, offer travel loans for the purchase of an annual season ticket and we also have a death in service benefit.

12 CORPORATE SERVICES STRUCTURE

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