HR Manager Change and Caseworker
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| Job Type | |
| Location | Lambeth |
| Area | London, UK |
| Sector | Human Resources |
| Salary | £350 inside |
| Start Date | ASAP |
| Advertiser | Leanne Howlett |
| Telephone | 07597378032 |
| Job Ref | LH-MAT-RQ330423 |
- Description
- Job title: HR Manager Change and Casework Grade: PO4 Reports to: Senior HR Manager Change and Casework
Purpose of the post
To deliver a comprehensive and authoritative Human Resources service, advising on policy, procedure, complex legal and practice issues in relation to individual or broader problems and developing people management skills across the organisation. Apply a consistent, business focused, but people oriented, application of employment policies and procedures and highlighting inconsistent application or non-compliance to those accountable for them or those with responsibility for proper oversight.
Organisational Context The structure chart shows roles divided into areas (see ‘Areas of HR responsibilities’ below) but all staff will be expected to operate across all of the functions and work as part of an integrated HR team. For some roles this may mean being allocated primarily to an area of work for a period but with the potential of moving to other areas from time to time. For others this may mean operating across functions at all times. In these circumstances, the structure will represent the reporting line for formal supervision and administrative purposes but operational direction of work may come from other sources in line with matrix management type principles.
The following accountabilities apply to all posts as relevant to and consistent with their grade and duties:
To implement the Council’s Equal Opportunities and Diversity policies and to work actively to overcome discrimination on grounds of age, disability, gender, race, religion/belief, sexuality or status in the Council’s service. To take responsibility appropriate to the post held for tackling racism and promoting good race, ethnic and community relations.
To ensure that the Council’s values, policies, procedures, Standing Orders and Financial Regulations and relevant external regulations, standards or legal requirements, including the Data Protection Act, the Computer Misuse Act, the Health & Safety at Work Act and other relevant legislation are integrated into work programmes and service delivery.
To participate in HR or other project teams and initiatives, working closely with colleagues to achieve integrated services.
To undertake research including identifying examples of established best practice in other authorities and organisations and taking account of current and planned protocols and processes within Lambeth and prepare and present advice and reports to professional standards which enhance the council’s reputation.
To maintain strict confidentiality wherever required.
To direct and manage the work of any allocated staff to ensure the provision of a high quality HR service.
2 June 2018
Key Accountabilities 1 To support managers and staff in discharging and delivering their people management responsibilities and to provide high-level specialist HR advice, guidance and support on all employee relations, policy and HR issues as required. Develop and deliver learning events for managers on people management issues and undertake research or benchmarking, data and risk analysis and report findings or recommend as appropriate.
2 To manage a diverse and complex caseload, including trade union consultation and negotiation on high level matters, to undertake review and problem solving advice on higher level employment problems and to represent the council at external forums and hearings, including Employment Tribunals.
3 To ensure that HR systems and procedures are applied accurately but in a manner that supports managers, assists the delivery of services and facilitates achievement of the Council’s aims and responsibilities as an employer especially with regard to employee engagement.
Employee relations 4 To advise and lead on the implementation of employment policy and procedure to ensure effective and legally compliant people management practice and to ensure effective consultation with internal and external stakeholders. To build and develop effective relations at local level with Trade Unions and be responsible for the operational delivery of effective Trade Union and employee consultation which may include a local level consultative forum, individual and collective meetings, an employee hotline, and written material including email, employee updates, information packs and letters.
Employee resourcing 5 To utilise innovative methods and solutions, to implement all recruitment policy plans within agreed priorities, resulting in an efficient, economic and effective recruitment service for all internal and external customers.
Performance and budget management 6 To provide excellent role model behaviour to lead, motivate and inspire staff to perform effectively and to encourage a positive working culture within the team. To lead and manage the activity and performance of staff and resources to maximise efficiency and continuously improve quality of service.
Change Management 7 To lead, plan, implement and manage HR strategies, programmes and processes for the staffing implications arising from reorganisations including redundancy and redeployment and discharging the Council’s legal obligations. To prepare, deliver, implement and monitor HR change management project plans and be responsible for all employee relation’s issues arising out of HR change management projects.
HR Contact Point 8 To oversee the processing of requests etc from managers or staff and ensure that action is taken, in accordance with policy and procedure, to deal with each case professionally and appropriately, as close to the point of receipt as possible and providing good customer care. To deal with the more complex issues and guide and support other staff to develop their own ability to handle complex cases 9
3 June 2018
Person Specification HR Manager – Change & Casework
It is essential that in your written supporting statement you give evidence or examples of your proven experience in each of the short-listing criteria marked Application (A)
You should expect that all areas listed below will be assessed as part of the interview and assessment process should you be shortlisted.
If you are applying under the Disability Confident scheme, you will need to give evidence or examples of your proven experience in the areas marked with a “Tick” () on the person specification when you complete the application form.
Shortlisting Criteria
Qualification Q1 A relevant degree or equivalent qualification or studying towards a relevant degree or equivalent qualification or a willingness to study for a relevant degree or equivalent qualification. Or graduate membership of an appropriate professional body e.g. CIPD
A
Knowledge K1 A knowledge and understanding of EU and UK legislation pertaining to employee relations.
A
K2 An good knowledge of HR best practice
A
Relevant Experience
E1 Experience of working in an HR department in a customer focused organisation, proactively facilitating and leading change.
A
E2 A proven track record of providing clear, balanced advice and guidance on HR issues.
A
E3 Experience of working successfully with Senior Managers on complex HR issues.
A
Key Behaviours
Focuses on People Engages with and listens to staff and other stakeholders on a regular basis in order to understand their needs and concerns Empowers and supports managers to deal with complex and challenging issues with staff Understands the diversity of Council staff and their needs and perspectives
4 June 2018
Takes Ownership Spots opportunities or problems in own area and takes action to capitalise on opportunities or resolve problems Proactively gets involved in projects that are outside of immediate work area Delivers on work which has been promised – keeping the customer informed where there are problems or delays
Works Collaboratively Works across teams or groups to raise or solve issues Takes a consultative approach seeking out the views and opinions of others who are affected by issues Engages with staff and stakeholders to get the best out of organizational change
Communicates Effectively Explains processes and procedures in plain English Gives clear guidance and advice to HR colleagues, managers and staff Tailors communication to the intended audience and uses listening skills to check understanding
Focuses on Results Ensures project plans are adhered to, dealing with issues as they arise Understands own objectives and works to achieve them with the resources available Always considers whether work is really achieving the right outcome for customers
5 June 2018
Areas of HR responsibilities Directorate HR Work with the business and managers to support them in valuing, managing and developing their staff. This includes:
Supporting managers: Supporting, coaching and challenging managers in managing people.
Resourcing: Advising on recruitment policy and procedure or people resourcing issues. Provision of assessment centre services to both internal and external customers.
Employee Relations: Grievances, discipline, capability and other casework. Dealing with local TU representatives in relation to individual cases or local collective issues.
Performance Management: Supporting and facilitating application of the Council’s policies on performance appraisal and on people issues relating to individual or collective performance.
Job Evaluation: Ensure that job evaluations are carried out in accordance with policy.
Problem solving: Finding solutions to problems relating to strategic, policy or legal constraints or requirements.
External HR services: HR service to schools and other external bodies. A service to schools providing all the functions above extending the opportunities to develop services to other external bodies as part of an integrated offer with HR operations and other parts of the council.
Learning and Development: Implementation of learning and development within directorates aligned to corporate priorities and needs.
Organisational Development Helping the corporate body to lead the organisation, value, develop and manage the workforce and perform its function as an employer. This includes:
Strategy: To support the Chief Executive and CMT in creating and articulating the Council’s organisational direction, the means by which it will achieve its strategic goals, the role of the workforce and the Council’s offer as employer or user of non-employee resources.
Policy: Develop and maintain policies to support the Council’s strategy and properly provide for its responsibilities as an employer.
Change: Maintain and develop the Council’s policies and procedures to support change within the organisation, support the CE, Senior Leaders and Directors in planning and processing changes through people, developing and supporting strategies to align behaviour and skills to the Council’s service delivery plans.
6 June 2018
Talent Management / Resourcing: Overseeing the Council’s approach to resourcing its services through its directly employed workforce or other means, ensuring that the necessary skills and level of people resources are available, subject to the Council’s budgetary constraints, through good recruitment and focused workforce development.
Workforce development / learning and development: Create and support strategy, policy and Council wide initiatives to identify and develop the skills needed by the workforce to deliver service in accordance with the Council’s policies and objectives.
Trades Unions: Maintain and service the corporate joint machinery, corporate consultation and informal communications to support service delivery and recognise that valuing staff includes the collective process.
HR Operations (including HR Contact Point) Manage workforce information and execute processes that recognise the value of individual employees and deliver the organisation’s business. Making things happen, accurately and on time. This includes:
HR Contact Point: Process all incoming communications to establish purpose and need and allocate appropriately. NB this may include matters to be referred to HR/OD or Directorate HR or in turn receive work from those teams.
Payroll: Ensure all employees are paid accurately and on time. Provision of payroll bureau for sale to schools and other external bodies as part of an integrated commercial offer with Directorate HR and others.
Pensions: Administer the Council’s pension scheme as part of the proper administration of the Pension Fund. Provision of performance reports to Pension Committee and Board as required.
SSC / DIY / Oracle: Maintain systems, deal with non-automated requests and queries and manage workflow to ensure standards of accuracy and timeliness are met.
Information processing: Processing recruitment, starters and leavers within agreed service standards.
