Wirral Council: Job Role Descriptor Job Role: Service: Reports to: No. of Subordinates: Job Role Ref: Job Family: Grade: Human Resources Officer Human Resources and Organisational Development (HR & OD) HR Business Partner/Employee Relations Team Leader 0 HR USE ONLY CORPSUP Corporate Support PO2 JOB ROLE PURPOSE Support the development of knowledge and skills in a range of Human Resources functions. Build capacity and develop future leaders whilst providing extra resources to projects in order to support the organisation to deliver outcomes for the people of Wirral. KEY TASKS 1. Provide advice to Managers, Headteachers and Governing Bodies on council/schools policy, procedure and employment legislation and deliver relevant training to managers and supervisors as and when required. 2. Provide advice to Managers / Headteachers and Governing Bodies in relation to employee relations cases. 3. Support the HR Business Partner to deliver strategic Departmental / School HR priorities. 4. Provide advice and support Managers, Headteachers and Governing Bodies in implementing and managing organisational change, including restructures and redeployment of employees. 5. Understand, interpret and provide advice and guidance on the implementation of pay and conditions of service for Council and School staff. 6. Promote consistent operation of corporate standards across the Council in relation to HR & OD activities. 7. Represent the Department/Schools at meetings or working parties to review/support policies and procedures, new ways of working. 8. Deliver a high quality proactive customer focused HR service, in line with agreed performance indicators. 9. Deliver an effective HR service, in accordance with the key deliverables outlined in the Council Priorities /Schools HR Service Level Agreement (SLA). Page 1 o
10. Undertake relevant professional training/development and other learning activities as required. KEY RESPONSIBILITIES People Deliver briefing / training in relation to the implementation of HR Policies and procedures for Managers / Headteachers. Develop constructive working relationships with employees, Managers / Headteachers and Trade Union representatives within the council/schools. Liaise with other Council departments / Headteachers /Governing Bodies, Councillors, external agencies and partnership organisations as required. Assist with the effective selection and recruitment of employees in accordance with Council policies and procedures, advising Managers / Headteachers on recruitment and selection strategies to ensure appropriate appointments. Provide support to the Senior Management Team as required. Provide mentoring and support to team members in accordance with their experience and abilities, particularly with discretionary and complex areas of work. Financial Provide advice and guidance on compliance with corporate financial policy and procedure across all service areas on a regular basis. Strategic Be fully conversant with knowledge of terms and conditions and the Council / Schools HR procedures in order to advise Employees and Managers / Headteachers and be aware of the changes and developments in Employment legislation. Develop and review policy and practice standards, documentation, systems and procedures to ensure continuous improvement. Contribute to the revision of or introduction of new HR policies and procedures, ensuring all policies meet required Equality standards, conducting Equality Impact Assessments where necessary. Contribute to consultation / negotiation of terms and conditions of employment with Trade Unions and employees. Resources Page 2 o
Interrogate HR Management information from electronic and paper-based sources and analyse and interpret the results. Undertake directed research into employment policy and strategy issues using published material, the Internet and liaison with key contacts. Champion and manage specific Council wide / School initiatives or programmes. Planning and Organising Develop effective planning and delivery of HR projects, supporting departmental or corporate requirements, to support the Senior Manager/Headteacher leading on the projects. Work with Business Partner and Service Managers to analyse workforce requirements and design solutions to meet future service requirements. Produce reports for relevant committees as required by the Senior Management Team. Decision Making Resolve subsequent issues arising from own work and that of others, can refer more serious and complex queries to Senior HR Officers or Team Leader. Recognise own strengths and areas of expertise and use these to advise and support others. Ensure that issues escalated are recorded, managed and resolved according to agreed performance targets. EXPERIENCE, QUALIFICATIONS, KNOWLEDGE AND SKILLS Essential Criteria Qualifications: Level 3 CIPD qualification or working towards Level 3 CIPD. Knowledge & Skills: Ability to understand and interpret HR procedures and practice (including best practice). Personal commitment to the provision of high quality HR advice. A good understanding of current and changing employment legislation. Developed interpersonal skills. An in-depth understanding of various conditions of service. Page 3 o
The ability to maintain confidentiality at all times. Able to demonstrate proven ability in building positive working relationships with operational Managers and Trade Union representatives. Ability to plan and prioritise work, whilst remaining flexible to changing demands. Able to communicate clearly, both verbally and in writing, in order to persuade and influence HR service delivery. Awareness of key Council priorities and corporate issues / initiatives which would impact on the management of employees. Able to maintain confidentiality. Experience: Experience of working in a human resources department in a public sector organisation. Experience of providing advice to Managers on HR issues to ensure effective resolution. Experience of HR related issues including revision and introduction of new HR policies and procedures. Experience of supporting Managers to manage change initiatives. Experience of planning and managing HR projects / programmes and implementing new initiatives. Experience of working with external agencies and partner organisations. Desirable Criteria Qualifications: Level 5 CIPD Qualification. Knowledge & Skills: Understanding of the Council s HR policies and procedures. A good understanding of the current issues impacting on the HR function. Ability to use the HR system(s) to access and compile data. Ability to research, analyse and reason logically to produce options / outcomes. Able to produce reports for various Committees. Experience: Page 4 o
Experience of developing / delivering training on HR related issues to operational managers. Experience of leading and managing HR projects / programmes across an organisation. Experience of managing specialist HR services ie; recruitment and/or selection processes. Consultation / negotiation with Trade Unions and employees. Experience of mentoring and / or providing developmental support to other employees. ADDITIONAL WORK ELEMENTS Ability to move around the borough using public or private transport. NOTE: The job role holder may be required to undertake other reasonable duties commensurate with the job role descriptor grade as directed by the Head of Service. This job role descriptor will be reviewed regularly and may be subject to amendment or modification at any time after consultation with the post holder. It is not a definitive statement of procedures and tasks, but sets out the main expectations of the Service in relation to the post holder s responsibilities and duties. Elements of this job role descriptor and changes to it may be amended in light of organisational and service requirements. Signed Head of Service Date Chris Hyams, 24 th July 2015 Head of Human Resources and Organisational Development Page 5 o