RAPt Job Description Position Title: Human Resources Manager Reports to: Director of Human Resources Introducing RAPt We are RAPt, a UK leading provider of drug and alcohol treatment services to offenders. We deliver treatment and recovery support in prisons and in the community which helps people move away from addiction and crime. These services provide a variety of support, including advice, counselling, group work and intensive treatment. At RAPt we believe that all people who are addicted to or misusing substances should have access to support which is effective in protecting their health, and motivating them to take steps towards their own recovery. Over 20 years of pursuing this mission, we have been successful in moving thousands of drug dependent offenders away from a lifestyle revolving around crime, and drug or alcohol dependence. Our programmes work, and because of this, after a recent round of re-contracting, we are delighted to be going through a period of expansion (30% growth 2012-2013), and want to add new and expanded functions to enable us to deliver our vision of high quality and integrated recovery services. Role/Team Overview Reporting to the Director of Human Resources the purpose of this role is to provide a full HR service to a specific area of the organisation, as assigned. The role will also be responsible for HR project work as required and will have line management responsibilities for a Senior HR Officer. Page 1 of 5
Accountabilities Strategic HR Assist the Director of Human Resources with the development and implementation of the HR strategy and annual HR objectives to support achievement of the business plan. Proactively participate as a member of the HR Management Team raising HR issues for discussion and agreeing HR interventions and actions plans to respond to them as appropriate. Meet targets and deadlines according to defined work-plans and standards agreed by Director of Human Resources and the HR Management Team. Management of HR and Staff Line manage the Senior HR Officer including carrying out regular supervision sessions, appraisals and reviews as necessary, ensuring they are fully supported and accountable for their work and that of their team. Draw up Personal Development Plans for the Senior HR Officer to ensure their technical knowledge is up to date and they are continually developing in their role. Recruitment and Selection Support managers with HR planning for their teams and with the assessment of recruitment needs. Work with the Recruitment team to ensure effective recruitment and selection plans are developed and implemented in the assigned area. Participate in interview panels, in accordance with the HR and equal opportunity policies. Employee Relations Provide coaching, support and guidance to managers in the assigned area on HR issues, particularly where they relate to long term sickness, grievance or disciplinary procedures. Ensure each unit within the assigned area is visited on a regular basis by the HR Manager or the Senior HR Officer preferably once a quarter. Ensure compliance with employment law, which includes responsibility that RAPt s equal opportunity policy is adhered to, as it relates to the equal opportunity monitoring and maintenance in the areas of legislation, recruitment, and HR management. Work with managers in the assigned area to promote and improve employee engagement Provide discrete and professional support to staff members on general matters relating to their employment, and to report matters of concern to the Director of Human Resources. Liaise as required with RAPt s legal representative to ensure RAPt s indemnity insurance is protected. Performance Management Support with the annual performance review process for the assigned area working with the Heads of, the HR Manager, Administration and the Head of Learning and Development to ensure annual appraisals are completed, pay reviews are fairly processed, succession plans are populated and learning and development needs are captured and implemented Work with the Director of Human Resources to develop Organisational Development programmes as required and ensure they are implemented and maintained in the assigned area. Page 2 of 5
Accountabilities Continued HR Systems and Policies In conjunction with the Director of Human Resources, and HR Managers Team to help to create and maintain HR systems for remuneration, induction, internal communication, consultation and absence monitoring, which allow the organisation to engage and retain high quality staff capable of delivering the organisations objectives. Ensure all HR procedures are fairly applied, properly adhered to and monitored within the assigned area. In conjunction with the Director of Human Resources to advise on appropriate remuneration packages for new staff and promoted staff and to deal with all queries or enquiries related to remuneration packages for existing staff. Be responsible for ensuring managers and other staff are consulted and informed of any changes or potential changes in policies or procedures and are fully up to date. Advise the Director of Human Resources and the Chief Executive of the impact of new policies and procedures on the organisation. Ensure that the RAPt Employee Handbook is kept up to date, and is available to all employees. Develop and provide accurate and timely management reports where required according to departmental deadlines. HR Administration Work with other members of the HR team to carry out an on-going review of the overall adequacy of the HR administrative systems and related technology to ensure that work is always done as efficiently and effectively as possible. Collect and collate statistical and other HR data (and where required to spot check on the accuracy of the data) required for efficient HR reporting and monitoring (including payroll and absences). Work with the Human Resources Manager (Administration) to ensure that all staff personnel files and electronic records for the assigned are accurate, current and regularly updated. Quality and Safety Alert the Director of Human Resources to any significant risks or problems arising in the course of managing and monitoring the assigned area. Abide by all RAPt s policies and procedures and encourage others to do the same. Work with the highest regard to health, safety and security in the workplace highlighting any risks (potential or actual) to The Director of Human Resources and (where appropriate) the Head of Governance, in accordance with RAPts risk management protocols. Ensure that information, including statistical data, for audit, research and reporting purposes, is effectively and efficiently collected, recorded and collated in the assigned area Effectively manage information, particularly confidential information, within statutory duties and in accordance with best practice Promote and ensure departmental compliance with all relevant legal, regulatory, and ethical responsibilities (including employee DBS checks). Carry out an on-going review of the overall effectiveness and efficiency of HR Administration and within the assigned area and develop appropriate responses in collaboration with the HR Management Team. Keep up to date technically on all relevant matters and strive for continuous professional development. Other Take on project work, and other reasonable tasks and responsibilities as deemed appropriate by the Director of Human Resources. Page 3 of 5
Person Specification Below is a list of the qualities that we are looking for in applicants to this post. Please address each of these points in your application. Skills and Experience Essential Substantial knowledge of current employment legislation including TUPE Ability to demonstrate a sound knowledge of HR policies and procedures Ability to demonstrate an awareness of good practice approaches for HR processes A sound working knowledge of: o HR Information systems o Implementation of good practice HR policies, processes and procedures o The HR element of payroll management o Benefits Administration (including pensions) Excellent written and analytical skills Advanced Microsoft Office package skills Knowledge and understanding of the differences in staff management between the not-for-profit and other sectors Knowledge and understanding of the differences in availability of resources between the not-for-profit and other sectors. At least 2 years experience in a similar HR role At least 2 years Previous line management experience Previous experience of writing and implementing HR policies Experience of developing, implementing or maintaining HR Information Systems Evidence of a significant contribution to the management of a major initiative or change process. Desirable Knowledge and understanding of the drug and alcohol field. Previous experience of budget management. Experience of working within the voluntary sector. Knowledge and understanding of the criminal justice system. Qualifications Essential Qualified to degree level or equivalent in a business or HR related subject. Desirable CIPD qualification or equivalent. Page 4 of 5
RAPt Mission and Values We will help people recover from substance misuse and addiction, and build and sustain positive and fulfilling lives. Through this, we will bring about a reduction in crime and destructive behaviour, and support healthier families and communities. Robust We will meet the highest standards. All our work should be based on the best available evidence. We will strive for the best possible results. Honest We will be open and transparent. We will celebrate achievements, and learn from failures. We will contribute to the building of an evidence base by undertaking and sharing thorough examination of our own interventions. Committed We exist for our service-users, and the wider public benefit. The needs and wishes of our service-users, and wider social benefit, will be the most important guides to the development of our services. Sustained We know that ongoing support, from service providers, peers, communities and society, is as important to recovery from substance misuse as any initial treatment or intervention. We will endeavour to ensure this is in place for all our service-users. Supportive We will support our staff and volunteers by the provision of excellent management, training and opportunities. We will encourage creativity, foster talent, and listen to and respect the needs and opinions of all those who work for us. Respectful We will appreciate and learn from the diverse experience, knowledge and cultures of the people we work with, emphasising the needs and potential of the most disadvantaged. We will tackle discrimination and prejudice wherever we find it. Competencies Leadership Adopts a leadership style that challenges and motivates the team(s) to achieve objectives. Capable of motivational leadership that simulates others to challenge their own thinking, using their initiative to make a fuller contribution. Courage and Resilience Builds trust and commitment with employees and clients through personal behaviour and conduct. Willing to say what needs to be said at the right time, to the right person, in the right way. Will persist, even when faced with considerable challenges and/or obstacles. Strategic Development Links RAPt s business plan to daily work; develops strategic goals and plans that expand the influence of RAPt within her/his sphere of operation. People, Performance and Development Takes responsibility for employee s performance by setting clear goals and expectations, tracking process against goals. Ensures employees receive regular supervision and feedback, addressing performance problems and issues promptly. Managing Quality Demonstrates a genuine commitment to the maintenance of quality and compliance within the teams activities; encourages best practice across all of their teams procedures and actions; watchful for any breach of standards or actions that would compromise RAPt s statutory obligations and reputation. Delivering Results Consistently achieves measurable goals and targets set by others or oneself. Engages in the committed pursuit of agreed goals; concentrating on important priorities. Always mindful of the value of an activity or task. Managing Change Demonstrates support for innovation and for organisational change; initiates, sponsors and implements organisational changes; successfully helps others accept and manage organisational change; overcomes potential resistance conflicting expectations and controversy. Page 5 of 5