HR & EXECUTIVE SUPPORT MANAGER ROLE PROFILE

Transcription

1 HR & EXECUTIVE SUPPORT MANAGER ROLE PROFILE 1

2 JOB PURPOSE Promote a consistent people centred approach to employee management which supports the values and develops the culture of LYHA. Champion HR practices to ensure successful development and implementation of HR strategies. Provide an executive support service to ensure the smooth and effective running of the executive management team. Lead on board and committee processes ensuring compliance with agreed strategy and policy. Develop and coordinate governance activities. Contribute to the development of future strategy; the business plan and new business proposals. KEY AREAS 1. Human Resource Management 1.1 Work with the executive management team to develop and promote HR strategies which support the association s business objectives. 1.2 Influence the association s people strategy and ensure that support is provided so that the association's objective: to be an employer of choice is achievable. 1.3 Lead on the review and development of HR policies and practices, providing guidance and support to the Senior Management Team and staff ensuring effective and consistent implementation across the organisation. 1.4 Develop and maintain effective personnel management information systems reporting trends and identified solutions to the executive management team. 1.5 Ensure that managers undertake the recruitment process consistently and in compliance with related policies. 1.6 Lead on the annual performance development review procedure ensuring that managers and staff have adequate support to undertake the process. 1.7 Assist managers in identifying training needs. Manage the staff development plan to ensure efficient delivery of the business plan. 1.8 Encourage good employment relations and help to develop a working environment that promotes and protects the well being of employees and promotes diversity. 2

3 1.9 Provide advice and support to managers on HR issues and ensure that the association complies with and responds to legislation and best practice Develop relations with other HR practitioners within the sector sharing knowledge and good practice including attendance at HR seminars / conferences and being an active member of the NHF HR Practitioners Group Support the Finance in calculation of the monthly payroll. 2. Governance 2.1 Develop professional relationships with the board of management and be the liaison point between the board and the executive team. 2.2 Assist in the recruitment and development of board members and coordinate agreed induction / training requirements. 2.3 Work with the CEO to facilitate arrangements for board member elections and Annual General Meetings of the board. 2.4 Manage the content of the governance area of the association s website ensuring this is up to date and compliant. 2.5 Develop and maintain the annual plan of board and committee meetings; the AGM and board away days. 2.6 Forward plan agendas for board / committee meetings and board away days. 2.7 Proactively monitor progress against Board and Committee action logs with Executive Directors and Managers. 2.8 Lead on arrangements for board and committee meetings; the AGM and board away days. 2.9 Manage the process relating to the production and delivery of effective board / committee agendas and reports Assist the company secretary in register and issuance of shares, and annual maintenance of declarations of interest Keep up to date with external developments in relation to governance. 3

4 3. Executive Support 3.1 Manage dates and other arrangements for executive management team meetings and away days. 3.2 Ensure the effective planning of agendas and manage the production of supporting papers for executive team meetings and away days to support the process. 3.3 Provide confidential / support to the chief executive (primarily) and the wider executive team (as required). 3.4 Assist the Chief Executive in arranging travel, meetings and appointments. 3.5 Assist the Chief Executive in responding to queries / correspondence and providing high standard of customer service by taking appropriate action to resolve issues. 3.6 Be aware of organisational issues so that matters are dealt with to prevent escalation. 3.7 Information gathering and research as and when required. 3.8 Report to the executive management team on the delivery of HR strategies. 4. Office Management 4.1 Coordinate Health and Safety in the office environment in respect of first aid appointed persons; fire alarm testing; work station assessments and general H&S awareness in the office. 4.2 Procurement and contact management of office supplies, equipment, maintenance and services to ensure the efficient operation of LYHA s Head Office. 4.3 Implement and maintain procedures and policies to ensure the office environment promotes the wellbeing of staff and visitors. 4.4 Monitor expenditure in areas of budgetary responsibility to ensure costs are kept within agreed budgets. 4.5 Manage office records according to best practice in retention. 4.6 Implementing and maintaining procedures and office administrative systems. 4

5 5. Other 5.1 Be an active and effective member of the LYHA Senior Management Team and ensure that accurate and timely information is provided as required. 5.2 As a member of the Senior Management Team, demonstrate strong team leadership and commitment to excellent service delivery. 5.3 Work with the wider Executive Team to deliver the Business Plan and wider LYHA objectives 5.4 Ensure compliance with all financial regulations and standing orders. 5.5 Work in collaboration with the Senior Management Team and the wider association to achieve ONE LYHA objectives. 5.6 Always act as an Ambassador and promote LYHA and develop relationships which enhance its reputation. 5.7 Support equality and diversity issues across the company and ensure that the LYHA strategy is delivered in the Housing Services function. General Note No job description can be entirely comprehensive and the jobholder will be expected to adapt and carry out such other duties as may be required from time to time, on the understanding that they will be within the individual s remit and capability, and consistent with the status and responsibilities of the role within the organisation Equality Act 2010 If you are a disabled applicant or an employee who has become disabled and this will affect your ability to do any of the above duties the Company will consider making some changes it thinks are reasonable. Examples of changes may include providing equipment, making alterations to the workplace or changing some parts of the Job Description. 5