33,106 40, Woodcock Street. Working 36.5 hours per week

Transcription

1 HR Practitioner - Recruitment and Resourcing 33,106 40, Woodcock Street Working 36.5 hours per week We are looking for a forward thinking, innovative recruitment operations manager to lead the newly amalgamated recruitment team. This role focuses on providing technical expertise in recruitment and resourcing to service areas and teams across BCC; ensuring that relevant strategies and policies are up to date and fit for purpose as well as managing the operational recruitment team, ensuring that the service is effective, efficient and customer focused. The role will require someone with very strong people management skills with experience of improving and streamlining processes as well as extensive experience and knowledge of recruitment and job design. The successful candidate will have experience of using up to date IT systems and social media as well as implementing projects working with a number of internal and external stakeholders. Ref: R J Closing date: 7th October 2016 Right to work in the UK documentation will be fully checked for all applicants. All non UK and non EU applicants are required to apply for a Certificate of Sponsorship from Birmingham City Council and must be approved by the UK Border Agency (UKBA) before any employment offer can be confirmed. The City Council is currently consulting on potential changes to its terms and conditions (in line with its s.188 notice) which may have an impact on any contract of employment that is offered should the candidate be successful

2 Change and Support Services Job Description Post: HR Practitioner Salary/Grade: GR5 Division: Human Resources Section: HR Operations 1. Job Purpose 1.1. To manage and provide technically competent, solution focused advice, guidance and support services to managers and employees to enable effective people management across the Council s services in line with the Council s values and policies To contribute, as part of the HR service, to the development, establishment and maintenance of a proactive, citizen focused and learning culture. Drive continuous service and practice improvement which recognises the importance of development of the right skills and capabilities, demonstration of the Council s values and behaviours, staff engagement, safety and well-being, effective leadership and management in the delivery and performance of services to Birmingham To be assigned, as part of a flexible and responsive HR service, to designated service areas, projects or issues according to the needs and priorities of the business 2. Duties and Responsibilities 2.1 To take personal responsibility for maintaining a comprehensive knowledge of developments within relevant legislation, best practice, and theoretical models associated with employment and HR matters, so that up to date, appropriate and robust advice, guidance and support can be provided with competence, confidence and credibility. 2.2 To manage and lead projects, programmes and teams. Develop and deliver clear service specifications, collect feedback, monitor performance and ensure continuous service improvement. 2.3 To organise personal workload so that designated activities, projects and outcomes are completed and achieved, meeting required timescales, standards and specifications. 2.4 To collaborate with colleagues within the HR service, other support services, the business and external agencies as relevant and appropriate, so that outcomes can be achieved in an integrated and streamlined way maximising the benefits of sharing learning, intelligence and resources. 2.5 To apply the use of initiative based on professional experience, skill and knowledge of the designated area of activity, so that assessment of issues, planning of work, management of risk, and execution of tasks can be approached creatively, proactively, pragmatically and efficiently.

3 2.6 To maintain an awareness of key strategic and policy issues within Birmingham City Council, act in accordance with its values and behaviours and maintain and develop interpersonal skills. 2.7 Within the context of personal skills and areas of expertise develop, deliver and contribute to the establishment of a learning environment e.g. producing materials, leading training/workshop sessions, debriefing and coaching. 2.8 To ensure the maintenance and provision of reliable records and management information within your area of responsibility to inform and enable effective decision making. 2.9 To deputise for colleagues and to represent the Council at employment tribunal hearings, where appropriate To be responsible for ensuring that management and service delivery are compliant with BCC Equal Opportunities policy and that equality and diversity are a key business focus. Specialist Responsibilities In addition to the core generic requirements of this role, a number of specialist roles may be allocated by the Head of Service depending on individual skills and experience and business need. The specialist roles and responsibilities and knowledge, skills and experience requirements are summarised within the schedule accompanying this job description. 3. Supervision Received 3.1 Supervising Officer Senior HR Practitioner 3.2 Level of Supervision Plan own work to ensure the meeting of defined objectives. 4. Supervision Given (excludes those who are indirectly supervised i.e. through others). HR Adviser HR Officer Post Title Grade GR4 GR3 No. of Posts Level of Supervision 5. Special Conditions This vacancy is exempt from the Rehabilitation of Offenders Act. A Disclosure and Barring Service check will be undertaken. Observance of the City Council s Equal Opportunities Policy will be required. Change and Support Services Person Specification

4 JOB TITLE: HR Practitioner GRADE: GR5 DIVISION: Human Resources SECTION: HR Operations Method of Assessment (M.O.A.) A.F. = Application Form; I = Interview; T. = Test or Exercise; C. = Certificate; P. = Presentation. VALUES & BEHAVIOURS DIVERSITY Able to demonstrate commitment to the Council s Values and Behaviours Shows respect for diversity and values individual difference. Treats all people fairly and appropriately regardless of race religious, belief, gender, age, disability, sexual orientation, appearance or position. Ability to raise awareness of the benefits of diversity and build active commitment to ensure equality of opportunity. EXPERIENCE Experienced HR or OD manager with extensive knowledge across a range of areas or a specialist area dependant on the nature of the particular HRP role. Experience of team management and able to provide demonstrable evidence or strategies used to improve performance. Evidence of persuasion and influencing skills at management level including over a range of contentious issues. Experience of playing a key role in supporting the delivering of successful projects, service improvement or change initiatives. I, T M.O.A. COMPETENCIES Strategic and Innovative thinking Influencing and Persuasion Leadership and Management Definition for this role Ability to think strategically and to develop and implement proactive HR solutions. Responds to strategic opportunities, accurately assessing risk. Develops and aligns HR strategy, services and advice with organisational goals. Focuses delivery against agreed goals and performance targets. Successfully persuades and influences individuals and groups including senior managers, external stakeholders and Trade Unions on issues of complexity and sensitivity. Listens well and has the ability to use a range of consultation and engagement tools to gain stakeholder buy in. Ability to think strategically. Considers issues, opportunities and implications of actions to achieve organisational/project goals. Enables effective management of risk. Builds and motivates teams, creating a positive environment, T

5 Change and Project Management Communication and Analysis skills which encourages open discussion and innovation, supports performance and builds capability. Focuses on results, taking personal responsibility for delivering on performance objectives and delivers high quality services. Able to produce straightforward project plans and deliver against them. Promotes change, considering options and taking forward new initiatives. Delivers against personal work and organisational objectives, demonstrating motivation and conscientiousness. Actively supports and participate in the implementation of change projects and operational activities. Ability to communicate effectively verbally and in writing across a range of contexts including the ability to present concise and accurate information to a wide and varied audiences, adapting style and content to needs of the audience and checking understanding. Ability to understand and interpret complex written reports, policy documents, trends and statistics, including the ability to critically evaluate information and plan accordingly. TRAINING MCIPD ALL STAFF MUST ADHERE TO THE CITY COUNCIL S EQUAL OPPORTUNITY POLICY, T, P Role: Recruitment Grade: GR5 Job purpose: This role focuses on providing technical expertise in recruitment and resourcing to service areas and teams across BCC and ensuring that relevant policies are up to date and fit for purpose as well as managing the operational recruitment team, ensuring that the service is effective, efficient

6 and customer focused. Roles and Responsibilities To develop and implement relevant strategies and provide specialist advice to HR Business Partners and Directorate managers regarding people resourcing and recruitment. This may include: Senior and specialist recruitment Redundancy selection Movement of key talent to service priorities Filling hard to fill roles, retention of critical skills and talent Redeployment, selection and assessment To ensure that the Council s recruitment and resourcing policies are fit for purpose and meet organisational need Person Specification (knowledge, skill and experience requirements) Experience of implementing specialist recruitment and complex resourcing strategies and projects including redundancy selection processes and successful recruitment to hard to fill and critical roles. To lead and implement the resourcing aspects of key change projects To manage operational HR teams and deliver a high quality, customer focused service that meets the needs of Directorates within the available budget and in line with the integrated support service model To engage with Directorate managers, improve operational processes, increasing the use of People Solutions and self service HR manager with experience of managing high volume operational teams and implementing change projects in line with agreed principles, targets and deadlines. Able to demonstrate putting customers first with the ability to use technology and improve operational processes to meet the needs of managers whilst encouraging the use of self service and increasing efficiency.