JOB DESCRIPTION 1. JOB DETAILS JOB HOLDER. Director of Human Resources 2. JOB PURPOSE

Transcription

1 JOB DESCRIPTION 1. JOB DETAILS JOB HOLDER JOB TITLE IMMEDIATE MANAGER BUSINESS UNIT/DEPARTMENT Director of Human Resources Chief Executive Human Resources 2. JOB PURPOSE To develop, manage and evaluate the provision of all Human Resources services for Capability Scotland ensuring compliance with corporate strategy, policies and meeting all performance expectations. 3. ORGANISATION CHART Chief Executive THIS JOB HR Manager Training Manager 1

2 4. DIMENSIONS Volume Value Staff 15 Budget TBC Location Services MAIN ACCOUNTABILITIES Develop, implement and evaluate an HR and training/development strategy that is aligned with the vision, mission and strategic objectives of the organisation. In conjunction with the Executive Management Board (EMB), drive change management programmes and effective culture change needed to ensure the success of the organisation. Plan, implement and evaluate change management interventions where and when required. Ensure that the HR and training/development functions proactively support the organisation to achieve its business objectives through working with the EMB to help drive performance and capability levels. Implement a strategy on resource planning including an effective recruitment and retention strategy. Develop an effective compensation and benefits strategy to ensure that the organisation can attract and retain high calibre staff and, subject to Trustee and EMB agreement, implement and evaluate. Develop and maintain a strategy to help ensure staff wellbeing. Develop existing negotiating and consultation frameworks to ensure staff are well represented and that messages and communications lines to and from staff are effective and efficient. Produce and implement a strategy on learning and development, including talent management and succession planning. Ensure that HR policies and practices support and influence a performance management culture. Ensure that other associated matters such as staff retention, absence, discipline, performance management and grievance issues and staff diversity are managed effectively. Evaluate robustly the outcomes of the HR and training/development strategies, ensuring that they remain appropriate and are in line with operational targets and Capability Scotland s Quality Standards. Contribute to and support the EMB of the organisation. Manage and supervise the Human Resources Manager and Training Manager and their teams and support them to achieve strategic and operational targets. Ensure that staff 2

3 are able to access development opportunities and support to allow them to achieve their objectives and realise their potential. Lead, develop and motivate an effective and professional HR and Training team. Ensure that the organisational structures within the Human Resources and Training Teams are appropriate to ensure the successful delivery of strategic objectives. Take a lead role in negotiation and consultation with Capability Scotland s recognised trade unions. Ensure that the organisation has a highly motivated, developed and engaged workforce with strong internal communications. Advise Directors and Managers on key aspects of HR and training/development to support the business strategy and objectives. Ensure that HR and training/development policies and procedures meet employment legislative requirements and comply with good practice and statutory regulations. Provide professional and credible guidance to managers to promote good practice, understand employment law compliance and risk and effective governance. Ensure that health and safety is a key element of the HR and training/development strategies. Provide leadership and guidance in relation to change management programmes. Ensure that training programmes meet internal and external compliance standards, including mandatory training and Scottish Social Services Council registration requirements. Support the work of and report to the Remuneration Committee, as required by the Chief Executive, in relation to staff remuneration and trustee succession. Support, comply with and promote Capability Scotland s policies, procedures and Quality Management System and maintain the values of the organisation at all times. Report on key strategic and operational objectives in relation to the HR and training teams. Represent Capability Scotland at various meetings, events and social occasions as the need arises, and to promote generally the empowerment of people who have disabilities. Undertake training as appropriate to further professional development. Undertake other duties as determined by the developing nature of the organisation and the Chief Executive. 6. WORK CONTEXT The Human Resources Directorate includes all Human Resources activities relating to Capability Scotland. These embrace recruitment, retention, pay and remuneration, training, development, policies and procedures and employee wellbeing. The role is based at Head Office but travel is required to sites throughout Scotland and relevant key stakeholders and service providers. 3

4 7. LEVEL OF AUTONOMY AND DECISION-MAKING The post holder operates with considerable autonomy and is free to authorise all day-to-day HR and Training/Development operational activity. This covers: definition of role content, recruitment of staff; implementation of the disciplinary action; implementation of all functional policies and procedures; and expenditure within agreed limits. 8. COMMUNICATIONS The main internal contacts of the post are: Members of the Executive Management Board at regular meetings to discuss issues relating to operational and contractual performance, employee relations etc. The Main Board of Trustees under direction from the Chief Executive as and when required to provide project reports and updates. Colleagues on the Executive Management Board as necessary to provide advice and contribute to collective decision-making and to provide HR service updates and monitor job performance Employees and trade union representatives to communicate, consult and negotiate where appropriate. The main external contacts of the post are: Service providers on HR and HR related services. Fellow HR professionals from other organisations to establish and share HR best practice A variety of communication methods are used 9. COMPLEXITY The main sources of complexity are: Assist in matching manpower to workload in line with Capital and Revenue budgets given the need for change and the ongoing challenging economic climate A variety of terms and conditions of employment reflecting the diverse nature of the posts within the organisation Operating within a legislative and regulatory environment Requirement to continuously improve quality of service provision within strict budgets whilst managing risk Requirement to improve productivity, efficiency and cost effectiveness in an economically challenging environment Lead in the management of relevant organisation change in an effective and efficient manner 4

5 10. KNOWLEDGE AND SKILLS REQUIRED Extremely high levels of business acumen Degree level education Degree or equivalent in Human Resource Management Full member of Professional Body e.g. CIPD Strategic thinking and outlook Strong leadership and management skills Problem solving and analytical skills Effective communication skills Experience of managing, developing and evaluating an HR Department within an organisation Significant experience of planning, implementing and evaluating major organisational change programmes Effective team working to achieve objectives Proven experience of successfully working with internal customers across all levels up to and including Executive Board level 11. AGREEMENT Job Holder s Signature Immediate Manager Signature Date Date Title 5

6 Capability Scotland Director of Human Resources Person Specification 1. Skills/abilities Strategic thinking and outlook Leadership and strong management skills Negotiation, consulting and influencing skills Effective communications skills across all media High problem solving and analytical skills/abilities Organised approach to meeting deadlines Computer literacy (Microsoft Word, Excel, PowerPoint and an integrated HR, Training and Payroll system) 2. Experience development, successful implementation and evaluation of HR and training strategies linked to overall business strategy with clear KPIs delivering change programmes in a complex environment senior management and leadership of HR and training functions or team(s) significant experience of establishing, managing and developing HR and training teams senior HR experience within a multi-site organisation effective team working to achieve objectives in-depth experience dealing with a wide variety of complex employee relations issues proven experience of successfully working with internal customers across all levels up to and including Executive Board level experience of conflict management ability to demonstrate evidence of being able to manage competing priorities and client groups 3. Knowledge/Qualifications Degree level education MCIPD qualified Business/Financial/Budgets acumen Excellent understanding of Employment Law Breadth and knowledge across full HR spectrum A clean driving licence is essential for this role 4. Aptitudes positive, proactive individual who is an inspirational leader and mentor commitment to the values of the organisation flexible attitude to change and improvement collaborative and solutions-based approach 6

7 5. Behavioural Competencies Leadership Inspires others to achieve personal and organisational goals Has confidence to actively work with external agencies that can make a significant difference to those using Capability s services Is personally accountable for providing leadership and direction to improve outcomes for all stakeholders Role Models acceptable behaviours and core values of Capability Ensures action is taken that results in improvements to service delivery Effective Communication Delivers clear and accurate information in the most appropriate way Uses a variety of communication styles to promote understanding, leadership and direction, which reflects Capability s vision Contributes to shaping and implementing of strategy and policy Express ideas and issues confidently and effectively to large audiences Skilled in understanding, negotiating and influencing in complex situations with a variety of stakeholders Personal Effectiveness Takes responsibility for own performance in order to achieve best practice and organisational excellence Creative and confident in approach to achieving successful outcomes, taking account of risk Devises plans and budgets that ensure best value whilst meeting strategic objectives Effectively delivers contracts/projects to agreed costs and timescales Is a catalyst for change, and is visible and supportive of those undergoing and delivering change Can improve own performance by being aware of the impact of their behaviour on others Build Constructive Working Relationships Works with others in a positive manner to achieve outcomes that support Capability s Mission Creates a culture that encourages respect and responsibility, and allows issues to be resolved by people working together Influences and works with others to deliver results in line with strategic objectives Demonstrates collaborative working across boundaries leading to improved outcomes for those that use Capability s services Creates opportunities for partnership working with external organisations People Management and Development Effectively manages people and encourages the development of others Effectively manages to ensure consistency of performance across teams 7

8 Sets fair and consistent goals that are challenging yet achievable to drive the organisation forward Contributes to an organisational culture that promotes learning by facilitating the sharing of ideas within and out with the organisation Supports learning and development opportunities which develop the skills, expertise and behaviours needed to meet current and future business needs Respect Diversity and Equality Demonstrates an understanding of Diversity and Equality issues affecting Capability Demonstrates through practice a thorough understanding of diversity issues as they affect Capability and those using its services Sets clear standards and lead by example Values the opinion of others, taking account of their diverse backgrounds Is respectful and diplomatic at all times when dealing with others Plays a key role in embedding diversity into policies, programmes and actions Equips, develops and supports managers to promote and be accountable for equality and diversity policies and related procedures 8