Appointment details Associate Director Human Resources (Schools of Study) Maternity Cover

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1 Appointment details Associate Director Human Resources (Schools of Study) Maternity Cover Closing date 1 st March 2013 Ref: R130028

2 Contents About Aston University Welcome from Marian Sample, Director of Human Resources and Organisational Development Human Resources and Organisational Development Job description Person specification Salary and benefits How to apply and the selection process Outline terms and conditions About Aston University At a time of significant change within the Higher Education sector, with more emphasis being placed on widening participation, graduate employment, the student experience and the impact of research on society, Aston looks forward to the future with confidence. Aston s vision is to be the UK s leading University for business, enterprise and the professions, where original research has a positive impact on the world around us. Aston s strategy Forward to 2020 describes Aston as a top research-led international University renowned for developing future leaders of business and the professions. We already punch above our weight and have high, yet realistic, aspirations for 2020 that include: Ranked within the top 1% of universities in the world, and consistently in the Top 20 in the UK In the Top 5 for Graduate Employability in the UK and Top 40 worldwide Focussed on the needs of business and the professions, with all Aston undergraduate students taking part in integrated work experience Carrying out world class research that leads to the creation of practical and applicable solutions for the challenges of the future, and contributes to the development of research leaders and entrepreneurs Providing an inspiring, challenge-based education for students, equipping them to develop into global citizens, with the skills, knowledge and confidence they will need to achieve their goals and reach their full life potential Engaging with our community and city, recruiting students with talent regardless of income and background, and partnering with business, the professions and the public sector Putting sustainability at the centre of all we do, ensuring that Aston is one of the greenest and most sustainable of all UK universities, in the Top 5 of the People and Planet League. Creating a dynamic, inspiring and challenging culture for our staff, which supports innovation and creativity, where the work of individuals and teams is recognised and rewarded, and where we can excel within an environment of change, ambiguity and uncertainty. In 2012 a new HR Strategy, Aston People 2020, was developed in the context of the new institutional strategy, Forward 2020,and is focused on engaging with and enabling all staff at Aston to work within a high performance culture and to make Aston an even better place to work and study.

3 Welcome from Marian Sample Dear applicant I am delighted that you are considering applying for this position at what is a particularly exciting time for Aston University, and an incredibly challenging time for the Higher Education (HE) sector. The HE sector is currently experiencing an unprecedented scale and pace of change, combined with a high degree of ambiguity and uncertainty. Those Universities able to adapt swiftly to a changing and increasingly competitive market will thrive. I believe that Aston s Human Resources Strategy, Aston People 2020, will enable the culture change required at Aston to achieve our inspiring mission and vision and become a top UK and global University. The role of Associate Director of Human Resources is key to the delivery of Aston People leading the development of a high performance culture within the four Schools and enhancing Aston s position as a great place to work and study. It s an exciting time within the sector, at Aston, and within the HR Department. If you are an exceptional HR professional as well as an ambitious and knowledgeable deliverer of a change agenda, we welcome your application. Marian Sample Director of Human Resources and Organisational Development

4 Human Resources and Organisational Development Human Resources The Human Resources Directorate is part of the Chief Operating Officer s division, which is the largest and most diverse of the three support services. The Department is headed by the Director of Human Resources & Organisational Development and is structured as outlined below. contact for their School/Departments and one of the benefits of this closer association has been a greater understanding, by the designated HR Advisors, of their areas of responsibility. It is now time to take this relationship to the next level and develop a true business partnership approach to managing HR issues within the client groups. Leading that team through the transformation required will be an important deliverable of this role. Some years ago, the Human Resources team introduced a fundamental change in its method of service delivery. A team of five professional HR Advisors was created, four of whom are located in the Schools of Study, while one remains centrally located to provide a service to the Support Departments. The HR Advisors are the primary professional point of Administrative support for key activities is provided centrally, and the University is currently out to tender for a new HRIS to replace our current integrated HR/Payroll system. For more information, visit our website Organisational structure Director of Human Resources and Organisational Development Human Resources Manager Associate HR Director, Well-being Advertised Role Associate HR Director, Organisational Development Payroll Manager

5 Job description Reporting to the Director of Human Resources & Organisational Development, the Associate Director Human Resources Schools of Study plays a critical role in the delivery of the Human Resources strategy, Aston People 2020, across the University. The key areas of responsibility include providing a comprehensive professional and responsive Human Resource service to the four Schools of Study and proposing, developing and implementing appropriate HR policies and processes to meet the needs of the organisation. Responsibilities Contribute with the School Leadership Teams to the business planning and strategic direction of each School, developing and implementing the local HR strategy to support and enable the business plan in line with the Aston People 2020 strategy. Provide HR operational guidance and support to CLIPP, RSO and BPU. Manage and develop a comprehensive, professional and responsive Human Resources service for all staff working within Schools. Lead, develop and co-ordinate the team of Human Resources Advisors supporting the University s four Schools, allocating project and policy work and overseeing casework among the team. Work in conjunction with the School Leadership Teams to implement the appropriate organisation design, resource plans, organisation structure and capabilities, ensuring that branding/employer proposition and talent acquisition strategies are in place to meet the needs of the Schools. Accountable for ensuring that reward and recognition programmes and practices fully support the needs of the Schools, and are consistent with market practice and Aston University principles. Develop and lead Recruitment, Performance Enhancement, Succession and Talent Management processes, ensuring that talented people are selected, developed and retained to meet the needs of the Schools, and that University guidelines and timetables are met. Develop and lead Organisation Review process in the Schools, ensuring that action plans resulting from the process are carried out and that recruitment, training and development programmes are in place to meet the needs of each School. Provide professional HR advice to the School Leadership Teams, including employment law and employee relations best practices, ensuring procedures are in place to meet legislative requirements, and are adhered to. Create and implement initiatives to review and change (if required) HR working practices at all levels to assist the Schools to control their overhead budgets. Coach the Leadership Teams to champion a culture based on Aston Values, employee engagement and superior performance, to nurture a change ready, forward thinking and responsive environment. Lead specific University processes such as the annual Academic Promotions Process, Co-ordination of Academic Consultancy returns, and Emeritus Professor appointments. Research and make recommendation to the Director of Human Resources & Organisational Development, and other senior staff, on the implications of prospective employment legislation and any relevant changes occurring with the Higher Education sector or University environment. Recommend, develop/amend, obtain agreement to and implement employment policies relevant to the University. As a member of the University HR Leadership team, contribute to the generation of ideas for institutionwide initiatives and their implementation across the organization. Ensure that Schools requirements are taken into account in all institution-wide initiatives by working closely with other members of the HR team.

6 Person specification Essential Education and qualifications Degree or equivalent qualification Graduate Member of CIPD Experience Broad experience across the range of HR disciplines, with substantial experience business partnering at leadership level Strong leadership skills with the ability to motivate and influence others without direct line authority Significant experience of managing a substantial and complex workload Substantial experience of working with a diverse range of customers and other stakeholders Substantial experience of operating effectively in an HR role within a unionised environment Substantial experience of recruiting leaders and other professional staff Experience in successfully managing and developing a professional team Outstanding customer focus and high standards, including experience of setting and monitoring standards of service and identifying improvements taking into account feedback and anticipated changes in the market Experience assisting in the formulation of strategy and delivering the strategic aims of an organisation

7 Essential Aptitude and skills Excellent oral and written communication skills in complex, highly detailed, technical or specialist areas Knowledge and understanding of employment legislation and ability to apply this knowledge in practice Confident in taking major and difficult decisions Pragmatic and diplomatic approach Ability to establish professional credibility and to build and foster positive relationships with managers, staff and union representatives Ability to establish professional credibility and to build and foster positive relationships with managers, staff and union representatives Ability to think and act strategically at an institutional level Aware of external factors that may impact services and the organisation and ability to maximise these opportunities Knowledge and understanding of HE sector and commitment to its aims and objectives Ability to problem solve and interpret complex regulatory matters Strong analytical and numerical skills Excellent presentation skills Project management and delivery Excellent IT skills Excellent organisational skills Strong commitment to promoting equality and diversity in the workplace Other Will need to pass DBS counter-signatory check Ability to work flexibly when the occasion demands Ability to travel off-site when required (e.g. to attend training courses, carry out home visits and recruit staff not based at Aston) Desirable Education and qualifications Experience Full membership of CIPD Experience of operating in an HR generalist role within HE/Public Sector Experience of using HERA job evaluation system Experience of using Midland Trent system Experience of using Business Objects

8 Desirable Aptitude and skills Ability to carry out statistical tests and interpret results Experience of writing and implementing HR policies Experience of undertaking training needs analyses Experience of delivering training to groups of staff Experience of delivering change programmes Salary & benefits This post is offered on a fixed term basis. The salary range for this appointment is 50K to 60K for exceptional candidates. Holiday entitlement Pension Performance related pay Relocation 30 days per annum, in addition to public and university holidays. Eligible staff are offered a defined benefit pension with the University Superannuation Scheme (USS). In addition to the basic salary, the University operates a PRP scheme. Awards are determined on an annual basis. Newly-appointed staff are required to establish their homes within reasonable daily travelling distance to and from the University. The University operates a relocation scheme to assist newly-appointed staff in meeting this requirement. Visit our website: aston.ac.uk/hr for full details of our salary scales and the benefits Aston University staff enjoy.

9 How to apply and the selection process Please visit our website aston.ac.uk/jobs to apply online. If you do not have internet access, call Closing date for applications Friday 1 st March 2013 First stage interview dates w/c Monday 11 th March 2013 Please contact Marian Sample, Director of Human Resources and Organisational Development, for an informal discussion about the role. Tel: +44(0) [email protected]. If you would like information on the progress of your application, advice on any aspect of the appointment process, or a conversation about our terms and conditions of service, please contact: Anne-Marie Lokwiya HR Advisor +44 (0) [email protected] Merissa James HR Assistant +44 (0) [email protected] Outline terms and conditions of the appointment Qualifications Successful candidates will be required to produce evidence of their qualifications upon joining the University Medical examination It is a condition of appointment that newly-appointed staff receive medical clearance from the University s Health Centre. Eligibility to work in the UK Candidates who are not citizens of the United Kingdom, or of another EEA member country, should ensure that they meet the requirements of one of the 5 tiers of the immigration points based system. Candidates should check their eligibility to enter or remain in the UK in advance of making any job application using the points-based calculator on the UK Border & Immigration Agency (UKBA) website. If you do not meet the minimum points requirement, you will not be able to work in the UK and any application for employment would be unsuccessful. Document checks As a result of the implementation of sections 15 to 26 of the Immigration, Asylum and Nationality 2006 Act on 29 February 2008, the University requires all prospective and, in some cases, current employees, to provide documentation to verify their eligibility to work in the UK. Further information about these requirements can be found on the UK Border Agency website.

10 Equal opportunities Aston University promotes equality and diversity in all aspects of its work. We aim to ensure, through our admissions policies for students, and our staff recruitment and selection processes, that we encourage applications from all groups represented in the wider community at a local, national and international level. The University will endeavour not to discriminate unfairly or illegally, directly or indirectly, against students or potential students, staff or potential staff. This commitment applies to all functions of the University and to any stage of an individual s career at Aston. An Equal Opportunities Monitoring Form is included with the application form. Data Protection Act 1998 Your application will only be used to inform the selection process, unless you are successful, in which case it will form the basis of your personal record with the University which will be stored in manual and/or electronic files. Information in statistical form on present and former employees is given to appropriate outside bodies. Data you provide on the Equal Opportunities Monitoring Form will be included in a general database, for statistical monitoring purposes, enabling the University to monitor the effectiveness of its Policy, Code of Practice and Guidelines on Equal Opportunities in Employment. Individuals will not be identified by name. Full details of our terms and conditions of service and associated policies and procedures are available online at

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