We are looking for a HR Manager to be the key advisor to Heads of Service and Assistant Directors or to Head teachers and Governing Bodies in schools. The role is part strategic and part operational. They will manage the work of the rest of the advisers, overseeing the allocation of case work, supervising advisors and ensuring that the Council’s people management targets are achieved at an operational level.
You will work collectively with the Assistant HR Manager to manage the staff resources within their HR grouping (Social and Care Services / Corporate and Core Services) as a pool of generic staff along with being a generic group in their own right. This means that although they may specialise in understanding one department’s work, work will be allocated on a needs basis, rather than to a department. This will allow the whole groups to work on a single project for one department while advisors work on individual employee cases.
MUST HAVE HR EXPERIENCE WITHIN LOCAL AUTHORITY
The HR Manager duties will include (but may not be limited to):
- Lead the delivery of high quality, customer focussed advice and guidance to managers
- on all HR issues.
- Personally deliver high quality professional HR advice, to Senior Managers, and Assistant Directors, or to Head teachers and Governing Bodies in schools.
- To work with Management Teams to understand business needs within a specific Directorate or School in order to identify HR solutions to meet those needs andrequirements, to ensure that RBG ‘gets the best’ from its staff.
- To lead work with members of HR management team to gauge an understanding of the perception of the performance of HR activities in a specific directorate in order to identify areas for development.
- Will provide the lead on complex casework in order to support service managers in resolving issues within reasonable timescales e.g. investigations, disciplinary, performance and absence cases.
- Will lead on all Employment Tribunals; supporting managers throughout the process.
- Act as “Expert” point of reference for organisational change management to develop and implement appropriate HR solutions in the management of organisational change to meet organisational requirements
- To assess “people” implications of organisational change e.g. organisation design, job design, structural and cultural aspects of change, recruitment implications, learning & development implications and ER aspects of change.
- Will typically lead on most complex, high-risk organisational change projects acting as point of reference/coach for more junior members of team
- To lead on the development of specific HR projects/policies/initiatives in line with the People Strategy and Service Development Plan.
- To be responsible for the project management of all HR activity focused within a specific Directorate or School to ensure that expectations are met.
- Will take personal responsibility for ensuring their knowledge, skills and on-going continuing professional development is kept up to date to reflect changes in employment law and practice
- Proactively communicates MI trends to service managers and makes recommendations for action.
- To be responsible for the integration of diversity principles into all HR practices and procedures
- Work as part of a team, covering for colleagues as appropriate, focused on thedelivery of high quality HR advice
- Ensure all the services within the area(s) of responsibility are provided in accordance with the Council’s commitment to high quality service provision to users.
- Ensure that duties are undertaken with due regard and compliance with the Data Protection Act and other legislation.
- Carry out duties and responsibilities in accordance with the Council’s Health and Safety Policy and relevant legislation.
- To ensure that services provided are clear, accountable and responsive tocustomer/client needs.
- To oversee staff performance, attendance and absenteeism management so ensuring that the team efficiently uses it staff resources.
- To carry out any additional duties not listed above as allocated by the Deputy Head of HR
- To achieve agreed service outcomes and outputs, and personal appraisal targets, as agreed by the Deputy Head of HR.
- To contribute to the overall effectiveness of the Human Resources service and to deputise for the Deputy Head of HR as appropriate
- To undertake the duties of the role in line to the standards expected as set out in the HR Standards and Behaviours.
- To continuously monitor and evaluate the service and regularly provide constructive feedback to your team regarding progress against the Service Plan and in line with the SLA HR Standards and Behaviours.
The successful HR Manager will have:
- Experience of all management aspects of Human Resources within Local Government
- Experience of complex casework including re-organisations and TUPE
- CIPD Qualified
- Experience of working with management, employees and trades unions to achieve staffing related service delivery improvements.
- Evidence of successful management of professional teams bringing about improvements in
services through change management and influencing the behaviours and actions of others.
- Up to date knowledge of employment legislation, its legal implications and HR best practice
- In depth knowledge and understanding of the Employment Tribunal Service and associated services (ACAS)
- Excellent written and oral communication and presentation skills I
- Ability to manage staff and resources effectively
- Experience of working with computerised information systems.
- Proven track record of successful project management
- Excellent organisational skills, ability to prioritise and delegate I
- Experience of designing & delivering workshops and briefing sessions I/T
- Strong interpersonal, influencing and negotiation skills, resilience and the ability to workeffectively with people at all levels within an organisation
- Ability to engage and motivate individuals and teams in meeting performance objectives
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