JOB DESCRIPTION CONTRACT. Fixed term REFERENCE NO REPORTS TO

Transcription

1 JOB DESCRIPTION POST CONTRACT REFERENCE NO REPORTS TO ROLE PURPOSE/SUMMARY SCOPE/BACKGROUND HR Manager Fixed term Head of HR (Service Delivery) To be the designated Faculty and Departmental lead for post-recruitment HR professional services, partnering with allocated areas of LSTM and associated companies. To manage on behalf of the Head of HR (Service Delivery) a robust and proactive approach to LSTM s interactions with managers and employees throughout the post-recruitment employment lifecycle. Act as an expert and influencer in ensuring the organisation delivers while working within legal, regulatory and best practice parameters. To lead, coach, and develop a small team to high-quality service outputs. ROLE SPECIFIC RESPONSIBILITIES KEY RESPONSIBILITIES 1 Organisational Change/ Workforce Planning Partner with senior managers in allocated area with regards to the changing needs of their department and identification of optimal solutions for HR aspects of the change process Work with senior managers to determine requirements and plan an appropriate change process to achieve this in a low-risk manner Ensure that all legislative requirements are followed with regards to change processes, minimising risks to the organisation as far as possible Assist with the determination of new roles, coaching managers through the creation of job descriptions and person specifications Guide and coach managers through the consultation and leaver processes, ensuring a consistent and fair approach is taken across the organisation in line with legislative, LSTM and best practice requirements Proactively identify and mitigate risk in relation to organisational redesign, escalating to Head of HR (Service Delivery and/or Global Director of HR as appropriate Ensure that any redundancies resulting from change processes are handled professionally, and are in line with legislative, LSTM and best practice requirements Provide employment search assistance to individuals at risk including but not limited to; o Application development support o CV writing Page 1 of 6

2 KEY RESPONSIBILITIES o Interview and assessment preparation Guide individuals through all exit procedures and gather feedback ensuring continuous improvement Pre-Employment, Offers of Employment and On-boarding Work with managers regarding upcoming funding opportunities, advising and influencing to ensure that correct contractual arrangements are considered at the start of the process, including any allowances payable Ensure that all offers of employment, including UK and overseas based, are issued in an accurate and timely manner, in line with: o the appropriate country s legislation o o UKVI regulations (where UK based) LSTM or the appropriate associated company s guidelines and terms and conditions of employment Liaise with and influence internal and external partners to ensure a smooth onboarding process for all employees Ensure that new starter information is communicated to appropriate parties in a timely manner Fixed-Term Contract Management Work closely with managers to ensure a planned, measured and low-risk approach to the review of fixed-term contracts Consult with managers in allocated areas to understand their funding situation and influence to find optimal ways to manage fixed-term contracts within this Ensure that UKVI requirements are met for sponsored fixed-term employees for both extensions and redundancies Ensure that any redundancies resulting from the end of fixed-term contracts are handled in a professional manner Contractual Changes Liaise with managers regarding potential contractual changes, providing expert advice on legislative requirements, LSTM process and possible outcomes Ensure that all contractual changes are communicated in an accurate and timely manner, informing HR colleagues where appropriate Ensure that employees on clinical pay scales receive incremental pay rises in line with LSTM/NHS guidelines In country partnership working Guide management teams through workforce planning, recruitment, contractual arrangements and exit strategies and implementation within (but not limited to) the following countries, as required; Kenya Malawi Nigeria Sierra Leone Tanzania USA Page 2 of 6

3 Ensure compliance with the relevant in country legislation. Work with the Global Director of HR to mitigate risk and agree appropriate HR strategies for each country. Attendance Management UKVI Sponsor Duties Partner with managers in allocated areas to ensure that they are aware of the attendance levels within their teams and influence to ensure any issues are addressed in an appropriate manner Analyse attendance data available from HRMIS to proactively identify attendance issues, informing managers in order to improve attendance across the organisation and to mitigate any sickness/attendance risks for the future Guide and coach managers in attendance review meetings, working together on improvement plans Work in partnership with managers regarding long-term sickness absences, ensuring that regular contact is kept regarding progress, and that support mechanisms, such as Occupational Heath referrals are sourced and undertaken Ensure that attendance management capability cases are managed in an appropriate manner, and in liaison with required partners/organisations where required, including return to work plans and other aspects of casework Proactively address any identified or patterns themes of absence across the organisation. Develop and deliver proactive organisation wide response activity where appropriate and in in liaison with Head of HR (Service Delivery) In alignment with the Head of HR (Service Delivery) and Global Director of HR promote the importance of employee wellbeing and engagement to support workforce development Ensure that required right to work in the UK checks are completed for all individuals, regardless of nationality, who will be employed or engaged by LSTM or an associated company in the UK Work closely with the Recruitment and Selection team to anticipate upcoming Certificate of Sponsorship requests for preferred candidates Ensure that all UKVI requirements have been met prior to applying for Certificates of Sponsorship for preferred candidates, highlighting issues to Head of HR (Service Delivery) Liaise with individuals that are sponsored by LSTM for a work visa and their managers, regarding current visa arrangements and future requirements Liaise with visa applicants regarding their progress through the application process, adding sponsor notes or reporting migrant activity where required Ensure that LSTM has up-to-date information, as required by UKVI guidelines, for all sponsored employees Ensure that changes to a sponsored employee s circumstances or role are reported to UKVI in accordance with current requirements Effectively manage, review and further develop HR policies, procedures, guidelines, processes and systems covered by Page 3 of 6

4 Organisational Documentation and Processes this role in line with changing legislative, organisational and best practice requirements Maintain records of casework reporting to the Head of HR (Service Delivery) and Global Director of HR periodically to inform strategic planning. Ensure roles are evaluated accurately using the HERA methodology Work with Head of HR (Service Delivery) to develop accessible HR information and guidance for managers and staff across the organisation, exploring user-friendly technology mediums and approaches Establish effective working practices in line with policy and procedure, legislative and best practice requirements. Ensure that all data is handled and processed in accordance with legislative and LSTM requirements Update LSTM s HR risk register in conjunction with Head of HR (Service Delivery), ensuring that mitigations are implemented and risk levels remain acceptable in HR processes on a day to day basis MANAGEMENT RESPONSIBILITIES KEY RESPONSIBILITIES 1 Team Management and Development Ensure team members are adequately supervised and trained in LSTM procedures at a level appropriate to their grade Delegate tasks to team members, ensuring that appropriate guidance is given and outputs are checked for accuracy and suitability Complete monthly one to one meetings, reviewing progress against SPDR targets and providing feedback in a formal setting Compete annual SPDR reviews; reviewing progress, providing feedback, identifying development points and arranging training/development activities as appropriate Monitor team members attendance, ensuring adequate cover for workload and any attendance issues are addressed Communicate complex concepts effectively to team members and other HR colleagues, for example, changes in employment law and how they affect operational HR processes FURTHER RESPONSIBILITIES KEY RESPONSIBILITIES 1 General Influence managers in allocated areas to adopt the most appropriate HR solutions, seeking mutually acceptable actions which balance the achievement of aims with minimal risk to the organisation Develop and maintain positive working relationships with internal and external partners, including trade unions and third party-suppliers as appropriate Work in partnership with managers across LSTM to ensure that HR policies and procedures and best practice are followed Page 4 of 6

5 KEY RESPONSIBILITIES Provide guidance and coaching to managers, building their capability in dealing with difficult situations and delivering bad news. Undertake investigations as requested by Head of HR (Service Delivery) and Global Director of HR Liaise with HR colleagues to ensure workflow levels are anticipated and can be accommodated Develop and deliver workshops for managers involved in HR processes covered by this role Support Head of HR (Service Delivery) and Global Director of HR in delivery of project work Attend corporate working group meetings as deputy for Head of HR (Service Delivery) and attend meetings as required Report any concerns to Head of HR (Service Delivery) and/or Global Director of Human Resources Promote equality of opportunity and inclusive practice in all aspects of work undertaken Any other duties commensurate with the grade and nature of the role Page 5 of 6

6 POST HR Manager PERSON SPECIFICATION COMPETENCY CRITERIA ESSENTIAL/ DESIRABLE ASSESSMENT Qualifications, Training & Knowledge Chartered MCIPD Essential Application Up to date UK employment law knowledge Knowledge of how organisational policy and procedure can affect the employee lifecycle and HR actions Evidence of continuing professional development Essential Application Masters level qualification in Human Resources or equivalent demonstrable work experience Essential Application Up to date knowledge of UKVI processes for sponsorship Desirable Application/Interview/ Up to date knowledge of Higher Education terms and conditions Desirable Application/Interview/ Experience Experience of working at a senior level within a generalist HR role Experience of successfully partnering with and influencing management from first line to senior levels Experience of leading a team to produce high volume and quality outputs Experience of managing change projects successfully Experience of successfully managing exits from an organisation Experience of analysing employee related data International HR experience Desirable Application/Interview/ Experience of workshop design and delivery Desirable Application/Interview/ Experience of working at a senior level in HR within a Higher Education setting Skills & Behaviours Knowledge and behaviours that support equality, diversity and inclusive practice Desirable Essential Application/Interview/ Application/Interview/ Ability to influence effectively at all levels in an organisation Resilience and ability to operate in a high-pressure role Strong attention to detail Excellent time management and prioritisation skills Ability to operate in a frequently changing environment Ability to communicate complex ideas in a clear and understandable manner to non-specialists Ability to monitor and manage team member performance Circumstances Able to work 9-5, Monday to Friday in Central Liverpool Essential Application/Interview Page 6 of 6