Role: HR Manager (Generalist) Salary range: circa 50k Full time, Permanent Role Profile: This is intended to reflect the Purpose, Key Result Areas, and supervisory responsibilities (where appropriate) relevant to the role held by the employee/interim and should be considered in conjunction with the Person Specification and organisation s current Mission, Vision, Values and Primary Outcomes. Purpose Accountable to Responsible for (Supervisory Responsibility) Key Result Areas Working closely with the Director of Sector Development, People and OD to develop and deliver the HR strategy and plan for THO ensuring that this is aligned to organisational needs. This will involve working with the Senior Leadership Team (SLT) to lead and deliver on a number of key HR initiatives such as pay and reward, HR policy, employee engagement and the implementation of an HR IT system. Director of Sector Development, People and OD HR Administrator Matrix management, as based in Corporate Services team 1. Delivering a new pay and reward remuneration offer across THO, meeting THO needs and complying with all relevant government guidance for NDPBs. 2. Ensuring HR policies are up-to-date, legally compliant and comply with all relevant government guidance for NDPBs, reflect best practice, aligned to the people management ethos of THO and are fully visible and transparent to managers and staff. 3. Implementing improvements across all HR administration processes to ensure they are aligned to HR policies and the people management ethos of THO. 4. Implementing action plans to address and improve upon key outputs from the Employee Engagement Survey. 5. Implementing a HR IT system which meets the current and future organisational requirements of THO. Specific objectives Pay and reward Conducting a complete review of all pay and reward across THO, meeting THO needs and complying with all relevant Page 1 of 3
government guidance for NDPBs. Consulting with all stakeholders including DCLG, SLT and Union (Unite) at each stage in the process to ensure the successful delivery of a new total reward offer within budget. HR policy review Lead the reviewing all current HR policies and, in conjunction with external HR support, make recommendations on where improvements or amendments could be made to ensure that all polices are legally compliant and comply with all relevant government guidance for NDPBs, reflect best practice and are aligned to the people management ethos of THO. Ensuring a high level of collaboration with Union Reps by consulting with them on all proposed changes with the supporting rationale. Developing a communication strategy to ensure that all HR policies/guidance notes are visible, understandable and accessible. Regularly reviewing and updating policies to ensure ongoing legal compliance and best practice. HR administration Reviewing all existing HR administrative processes and making improvements to ensure the processes are: Fit for purpose Pragmatic and concise Aligned to HR policies Legally compliant Aligned to the people management ethos of THO Ensuring a high level of collaboration with Union Reps by consulting with them on all proposed changes with the supporting rationale. Developing a communication strategy to ensure that all HR processes are visible, understandable and accessible. Regularly reviewing and updating processes to ensure ongoing legal compliance and best practice Employee engagement Reviewing/understanding the key themes and outputs from future employment engagement surveys. Working closely with the HR & SD Executive and line managers to develop and deliver action plans to address key development areas across THO. Coaching and supporting line managers in the communication and delivery of their action plans and ensuring that progress is regularly reviewed. Reporting progress to the SLT, Management Team (MT) and ensuring that Union reps and staff are regularly updated. Page 2 of 3
HR IT system Managing the procurement process of an HR IT system which meets THO s current and future organisational requirements and is delivered within budget and agreed timescales. Researching and sourcing suitable HR IT providers/systems and collating a short-list. Assessing suitability of short-listed providers/systems by brokering-in support from others areas of OD, MT and the SLT. Managing the implementation of the preferred HR IT system at each stage in the process. Rolling the HR IT system out to managers and staff and providing on-site support and assistance during the early weeks of usage. Generalist HR advice and guidance Liaison with external generalist HR advice and guidance service. Support Director of SD, People & OD in account management of external suppliers. Performance Standards THO policies and procedures compliance Compliance with Govt requirements, DCLG Spend Controls Brand guidelines compliance Competencies as defined Timescales for each objective to be agreed Person Specification (the ideal person for the role) Dimension Essential Desirable How Assessed During R&S Qualifications Educated to degree level or equivalent and CIPD qualified/part qualified or equivalent experience. Knowledge and exposure to job evaluation systems. Knowledge & Experience A proven track record in a similar role within the public sector. Strong knowledge and understanding of the People management exposure and ability to get results through others. Page 3 of 3
Competencies (behaviours demonstrated to annual pay remit cycle (within the public sector) and performance related pay models. Ability to contribute towards the development and delivery of an HR strategy and plan which is aligned to organisational objectives. Able to operate at a senior level and provide strategic advice/guidance to senior stakeholders. Ability to work collaboratively with Unions and Union reps to ensure high levels of consultation and involvement. Exposure to HR IT Systems and understanding of how technology can simplify and improve HR processes and reporting. Knowledge and exposure of employee engagement surveys and implementing action plans to address development areas. Proficient computer skills. Strong written and verbal communication skills. Ability to prioritise conflicting demands and plan work effectively to meet challenging deadlines. As per Housing Ombudsman Competency Framework, summarised below: Maintaining/updating role profiles. Operational/generalist HR exposure with the ability to provide expert advice and guidance to managers and staff on a range of HR and ER issues. Page 4 of 3
fulfil the role) Organised Using initiative and taking action Working collaboratively Talking to others, conversing with others effectively Seek to learn + Higher level competencies: Seeking improvement LR2 Objective analysis LR2 Effective conversations - with an outcome focus LR2 Effective writing LR2 Managing change transactional and transformational Finance, human and other resource management Collaboration, partnership and team working Reputation management Applied thinking, decision making and problem solving Communicate with and influence stakeholders at appropriate levels Key Strengths (energised by and contribute to high performance in the role) Playing to strengths is part of our people management philosophy and understanding how individuals deploy their strengths forms part of our selection process. Additional ad-hoc activities It is essential that all employees contribute to the achievement of the business plan, and other projects and activities from time to time that are broadly consistent with those outlined in the role profile and grade. Equality and Diversity Page 5 of 3
All employees must uphold the standards set out in the organisation s Equality and Diversity Policy in respect of promoting equality of opportunity, diversity and inclusion. Health and Safety All employees are required to ensure their own actions reduce risks to health and safety for themselves and colleagues and that health and safety requirements are met in areas of responsibility as set out in the organisation s Health & Safety Manual. Page 6 of 3