DIRECTOR OF HR JOB DESCRIPTION

Transcription

1 DIRECTOR OF HR JOB DESCRIPTION GENERAL INFORMATION The School The Perse School, which was founded in 1615, is a charitable company and one of the country s leading independent day schools. The Perse School s vision is to be an exceptional school of international standing The Perse School Foundation is fully co-educational, educating boys and girls from 3-18 on three sites: the Pelican (ages 3-7) in Glebe Road; the Prep (ages 7-11) in Trumpington Road; and the Upper (ages 11-18) in Hills Road. Children thus progress through three different schools, but have all the benefits of being part of one larger institution with an integrated curriculum and pastoral care system. There are currently approximately 940 pupils in the Upper School; 260 pupils in the Prep; and 150 pupils in The Pelican. In the past 5 years pupil numbers in the Upper and Prep have grown by c. 40% and 50% respectively. The permanent staff of the School is around 230, approximately 120 of whom are academic members of staff, and in addition there are about 50 peripatetic music, sports coaching and other specialist staff. The School has undertaken an almost continuous programme of building works over the past decade. Three years ago a new Library, Art and Technology department and classroom building at the Prep and the Richardson Hall at the Pelican were completed. At the Upper School an extension to the Sports Centre providing a sports studio and further changing rooms was completed in January 2010, and a major new building providing 21 classrooms, a new library, a new ICT department and various support services was completed in August Further buildings have been added in 2011, and more works are currently in the design stage. More details about the School can be found on The Bursary The Bursary, which is situated at the Upper School, is responsible for the financial, HR, legal, H&S, administrative, estates and facilities management work of the School. The Bursary also provides (through the Bursar and Clerk to Governors) a governance resource and is the secretariat to the Governing Board. 1

2 HR AT THE PERSE The practice, common in schools, has been for HR responsibilities to be shared among a number of senior staff. In the main this has been a consequence of teaching staff being ultimately responsible to the Head; non-teaching staff being ultimately responsible to the Bursar; the School being split between three sites; the weight of HR work being too much for one person on their own; and tradition. While responsibilities have continued to be shared, HR legislation has increased and the School has grown, and more and more HR work has had to be handled centrally. The appointment of an experienced HR Director is intended to complete the move to a centralised and professional HR function within the School. It is envisaged that the Director of HR will form close working relationships with the Head of The Perse School, the Head of The Prep School, the Head of The Pelican, and the Upper School Senior Management Team. JOB DESCRIPTION Reporting to As a member of the non-teaching staff, the Director of HR reports to the Bursar. Principal contacts There will be regular consultation with senior staff. The Director of HR will be a member of the School s Management Strategy Group. It is expected that the Director of HR will provide regular briefings to the School s senior management teams, and attend SMT meetings for HR related agenda items. It is also expected that the Director of HR will make an at least annual presentation to the trustees. Job Purpose Over the past fifteen years, the significant growth in the School s pupil numbers, academic staff, buildings and activities has been matched by growth in its nonteaching professional staff with an increasing addition of specialists. The posts, for example, of Director of ICT, Development Director and Director of Marketing & Admissions have all been created in this period while the Estates Office, Finance Bursary and Domestic Bursary have been expanded so as to bring in-house work that previously was undertaken by external consultants. The appointment of a Director of HR is regarded as a key part of the School s continuing development. It is a senior post. The post-holder will need to have the knowledge, confidence, and skill to lead, influence and advise staff of all levels in matters of HR; develop, introduce and oversee HR strategy, policy and practice; in effect professionalise the School s HR function; and, at the same time, be comfortable with the wider, more general responsibilities incumbent on a senior member of staff in a collegiate organisation. 2

3 The post offers a considerable opportunity to influence the direction of the School and to play a major role in its continuing success. Key Responsibilities HR Strategy Work with the Head and Bursar in developing a vision and strategy for HR across the School. Implement HR strategy once it has been approved. Review, update, create and manage the introduction of all HR policies in the light of approved HR strategy. Recruitment & Selection Working closely with the Bursar s PA & HR Compliance Co-ordinator and the Head s PA, ensure that the School s recruitment procedures and records are effective and, in particular, that they meet Safer Recruitment requirements. Be actively involved in the recruitment & selection process Training & Development Develop the School s staff training policies. Pelican and the Assistant Bursar to ensure the effective induction of new staff. Advise senior managers on appropriate staff training and development procedures. Remuneration & Benefits Keep under review and advise the Head and Bursar on the range of benefits and salary packages available to staff (liaising with the Deputy Bursar & CFO). Be the link between staff and the School s Independent Financial Adviser with regard to pensions and other retirement benefits. Be a member of the committees that consider threshold salary assessments for teaching staff. Contribute to the annual salary review for non-teaching staff. Performance Management Pelican and the Assistant Bursar to ensure the effective performance management and appraisal of staff. Pelican and the Assistant Bursar to ensure that the Code of Conduct (teaching staff) and the Code of Conduct (non-teaching staff) are appropriate, effective and well-communicated to staff. Advise senior managers on the correct procedures to be followed in managing staff absence and sickness. Employment Legislation Keep up to date with changes in HR legislation, guidance and good practice and to advise the School accordingly. Ensure compliance with HR legislation, guidance and good practice, Independent Schools Inspectorate requirements and the School s HR policies. Liaise with the School s HR lawyers as appropriate. Disciplinary & Grievance Procedures Advise senior managers on the correct procedures to be followed in managing staff grievance and discipline. 3

4 Undertake disciplinary and grievance investigations and / or chair disciplinary and grievance hearings as appropriate. Communication Work with the Head and the Bursar on further developing communications with staff. HR Processes & Information Systems Be accountable for the development and management of HR processes and HR information systems at the school. PERSON SPECIFICATION Education / Qualifications Educated to degree level CIPD member Knowledge HR management practice Current employment law HR information systems Experience Previous senior HR management experience within an organisation of similar size and complexity Familiarity with drafting policies and guidance Experience of negotiating complex agreements Experience of working within an educational establishment would be an advantage but is not essential. Skills and Abilities Excellent communicator both in writing and verbally, and in delivering presentations to different audiences with the ability to instil confidence in all Ability and desire to see (and influence) the overall picture while having an unfailing eye for detail Willingness to take responsibility Ability to work at the same time independently and collegially Ability to build positive relationships with a diverse range of staff Excellent administrative and organisational skills OUTLINE TERMS AND CONDITIONS Working Hours, Holidays, Salary and Other Matters This post is intended to be full time but consideration will be given to candidates who are able to meet the requirements of the post while working part-time. In addition to working normal office hours (whether full-time or part-time, you will need to attend meetings concerned with the business of the School that are sometimes held out of office hours (some evenings and occasionally at weekends). You are expected to work the hours that are necessary to fulfil your responsibilities and meet the needs of the School. 4

5 Paid holiday entitlement for full-time staff is 6 weeks plus bank holidays per annum. Holidays will normally be taken during the school holidays and will be at times to be agreed with the Bursar. The starting salary will be in the region of 50,000 per annum depending on experience. The School operates a defined contribution pension scheme which all non-teaching members of staff are eligible to join once they have completed three months service and to which the School and the member of staff both contribute. Contributions are currently 13.75% and 6.25% respectively. The School operates a Group Life Scheme that members of staff are automatically included in on the date of appointment. The School s Sports Centre is available for use by staff at various times during the week. Lunch is provided free of charge for all staff whose working hours encompass the time of School lunch. The School is keen to help develop the skills of its staff and looks to provide appropriate training as necessary. APPLICATION PROCESS A letter of application explaining why you are applying for the post accompanied by a CV should be sent by Wednesday 1 st February 2012 to: Mrs Isabel Allen PA to the Bursar The Perse School Hills Road Cambridge CB2 8QF Tel No: bursarspa@perse.co.uk Please note that long-listed candidates will need to complete the School s Application for Employment Form. Please also note that any job offer will be subject to two references satisfactory to the school, a Criminal Records Bureau Enhanced Disclosure and compliance with Sections of the Immigration, Asylum and Nationality Act 2006 (eligibility to work in the UK). 5