UPPINGHAM SCHOOL JOB DESCRIPTION

Transcription

1 UPPINGHAM SCHOOL JOB DESCRIPTION Job Title Reports to Human Resources Bursar Job context Uppingham School, founded in 1584, is a leading co-educational independent boarding school. Its 800 pupils, aged 13-18, are accommodated in 15 boarding houses, taught by over 20 academic departments, and participate in numerous extra-curricular activities such as sports, music, and drama. The academic programme is supported by business units responsible for marketing, estates, finance, human resources, IT, catering, cleaning, health and safety, and the School s trading subsidiary. The School employs about 600 full-time and part-time staff, of whom about 180 are teaching staff (including visiting music teachers and sports coaches) and about 420 business support staff. A further 100 on-site catering staff are employed by caterers Holroyd Howe (TUPE undertaken on 1 January 2018). Teaching staff report to the Headmaster, and most business support staff to the Bursar. Over 40 different professions are represented, working mostly in small departments across 80 buildings with differing hours, working practices and pay structures. Trades unions are not recognised by the School for collective bargaining, but individuals are welcome to belong to unions for their personal benefit. The School is undertaking an ambitious review of strategy to ensure excellence in all its activities, strengthening its market position and securing additional income streams. As a registered charity, ultimate responsibility for the School s performance is held by the School s Trustees, to whom the executive management team is accountable for implementing the strategy. Job purpose To be the senior HR leader responsible for making Uppingham School an employer of first choice both in the independent school sector and in the local region, by devising the School s people strategy and providing HR services to deliver that strategy.

2 Your accountabilities 1. Strategic leadership: devising a School people strategy to reflect the School s values and deliver structured HR services; implementing the strategy in consultation with senior colleagues on the Uppingham Leadership Team ; reporting on progress to the Bursar and Headmaster; 2. Customer service: delivering a high standard of structured lifecycle HR services to colleagues, including recruitment, induction, remuneration and benefits, employment contracts, development and learning, performance management and appraisal systems, absence management, caseload management, staff housing, communication (e.g. annual pay reviews), retirement and succession planning, employment exits, etc.; providing line managers with guidance and support on HR issues, enabling them to achieve their business goals; being an approachable point of reference for employees seeking help and advice. 3. Compliance: delivering zero-fault compliance with the recruitment requirements of the Single Central Register (required by Independent School Standards Regulations and the Department for Education s Keeping Children Safe in Education ); compliance with other safeguarding requirements e.g. mandatory Child Protection training; UK Visas & Immigration requirements; legal requirements of Assured Shorthold Tenancies and Licences to Occupy (staff housing); and ensuring that School policies, handbooks and practices reflect current employment law and best practice, including equality legislation etc. 4. Recruitment: establish a recruitment strategy, with processes and protocols to meet the needs of recruiting line managers; analyses of recruitment and staff turnover by role type, identifying local and national trends; evaluation of the most productive and cost-efficient use of recruitment media; and working with Marketing to produce high-quality recruitment materials. 5. Remuneration: advising the Headmaster and Bursar on pay and benefits strategy, including the impact of taxation; ensuring the HR Department s mastery of a complex web of pay and benefits across the School, including absence and holiday pay, overtime, salary sacrifice, P11D etc.; liaising closely with the Payroll Department (which reports to Finance), ensuring the accuracy of the monthly payroll by supplying up-to-date pay and benefits data to Payroll; providing pay benchmarking services to line managers. 6. Pensions: providing strategic, administrative and communication support for School pension schemes: Teachers Pension Scheme (TPS: government defined benefit scheme for teachers); Uppingham School Retirement Benefits Scheme (USRBS: defined benefit scheme for support staff, closed to new members); Uppingham School Group Pension Plan (USGPP: defined contribution scheme for support staff); and default auto-enrolment into USGPP. 7. Data: ensuring the continued roll-out of the School s new MyHR system (SelectHR from Access UK Ltd), with automation of recruitment, induction, training, performance appraisal, self-service and other processes; ensuring that data is complete, accurate and up-to-date at all times; devising and providing management information reports to senior managers. 8. Team leadership: leading and motivating a small team of HR professionals; managing their performance; employing the most efficient working practices and increasing productivity and quality; attending designated senior team meetings; being on call as part of the School s emergency senior leadership; developing initiative and technical skills in the HR team; assessing resources and ensuring effective succession planning.

3 9. Projects: supporting and advising the Trustees, Headmaster and/or Bursar (as appropriate) on ad-hoc projects, for example: closure to future accrual of USRBS; gender pay gap reporting; reform of teacher remuneration; etc. 10. Cost management: ensuring that HR s small budget (recruitment, legal advice etc.) is not exceeded; keeping the Finance Department informed in a timely manner of costs. Outcomes 1. Strategic leadership: approval of the HR Strategy by the Uppingham Leadership Team ; systematic reporting against the goals set by the strategy; active contribution to the School s wider strategic planning; consistent record of innovation and improvements; optimal performance in annual appraisal gauged against key areas (Leadership; Alignment with strategy; Management of change; Departmental organisation; Teamwork and communication; Personal competences; Personal organisation). 2. Customer service: satisfaction expressed by line managers and other employees (as evidenced in 360 appraisals); high degree of management walkabout and client consultation; high degree of flexibility in the face of changing School needs; reducing number of grievance and disciplinary cases. 3. Compliance: Single Central Register and safeguarding requirements met at School Inspections (next Compliance inspection expected 2020); safeguarding documentation complete and accurate; satisfactory annual review of SCR and safeguarding by Trustee with responsibility for safeguarding; AST and Licences to Occupy renewed on time annually; up to date policies, staff handbooks, etc.; HR staff and line managers kept abreast of developments in HR law and best practice. 4. Recruitment: production of a clear strategy; approval of service and processes by recruiting line managers; management information on trends, staff turnover, etc.; better decisions relating to personnel are demonstrably supported with information supplied by HR; high-quality recruitment materials developed with Marketing; reduction of recruitment costs. 5. Remuneration: School pay and benefits strategy fit for purpose; HR Department regarded as the reference point for accurate delivery of pay and benefits; strong relations with Payroll and Finance; monthly payroll data accurate with very low error count. 6. Pensions: pensions administration (joiners etc.) and data are accurate and up-to-date; pensionable pay and deductions accurately reflected in Payroll; communication with members is user-friendly and timely. 7. Data: roll-out of MyHR modules and services maintained according to project plan; employee data complete, accurate and up-to-date at all times; management information developed and supplied as required by HR strategy and line manager needs. 8. Team leadership: well-motivated, productive and engaged HR team, evidenced (as a minimum) in 360 annual appraisals; efficient deployment of resources; high morale. 9. Projects: projects delivered on time, within budget, and to high quality (evidenced by Trustee, Headmaster and Bursar satisfaction, as appropriate). 10. Cost management: budgeted expenditure not exceeded at year-end; clear, accurate reporting of costs and forecasts to Finance, requiring minimum of further investigation.

4 Qualifications, skills and experience, personal qualities required Qualifications: Good honours degree essential Senior professional qualification from CIPD Skills and experience: Leadership of an HR function in medium to large organisation Experience of devising and leading HR strategy Outstanding team leadership at senior level Strategy and administration of pay and benefits Administration of final salary and defined contribution pension schemes Proven experience of managing innovation and change Implementation of computerised HR systems and strong IT skills (including Excel) Personal qualities: Confident and decisive leader Personable, supportive and able to motivate and work in a team Excellent verbal and written communication skills at all levels of the organisation High degree of numeracy (remuneration, pensions, taxation etc.) Capacity to analyse organisational dynamics, systems and processes, and improve working practices Positive, can-do, and forward-looking attitude Diplomacy and sense of humour Key relationships The Human Resources is responsible for the line management of the following roles: Direct reports: Two Senior HR Advisors HR Advisor HR Administrator Other key relationships: Headmaster * Finance / Deputy Bursar * Senior Deputy Head * Deputy Head Academic * Registrar * Estates * Operations * Information Systems * Development * Enterprises * Marketing * Payroll Supervisor Health & Safety Heads of Departments (academic c. 20) Housemasters (15)

5 * Member of Uppingham Leadership Team see organigram below Membership of wider teams: Uppingham Leadership Team (ULT), chaired by Headmaster Business Services Team (BST), chaired by Bursar Information and Consultation Forum (ICF), chaired by Headmaster Support Staff Heads of Department (SSHoDs), chaired by Bursar Pension Trustee meetings of Uppingham Support Staff Retirement Benefits Scheme (USRBS, held once a term on a Saturday morning) Other ad-hoc team or project meetings, as required Benefits Working hours Monday-Friday 35 hours per week Some out of hours work will be required, as befits a senior managerial position, including possible emergency attendance Salary c. 75,000 Probation period Pension scheme Benefits Holidays 6 months Defined contribution scheme: employee contribution matched by School by factor of two, up to 10% maximum 50% contribution to premiums for School s private health scheme Free membership of dual-use Sports Centre ( 15 annual joining fee) Free staff lunches in term-time School fee discount scheme for children of staff (75% discount on day fees) The annual holiday entitlement is 30 working days, plus 1.5 days in lieu of Pension Trustee meetings (held on Saturdays), and public holidays that fall out of term time. Up to 5 days must be taken over the Christmas period. Public holidays in term time are normal working days; a day off in lieu is given at another time. Safeguarding The post-holder s responsibility for promoting and safeguarding the welfare of children and young persons for whom s/he is responsible, or with whom s/he comes into contact, will be to adhere to and ensure compliance with the School s Safeguarding (Child Protection) Policy at all times. If in the course of carrying out the duties of the post the post-holder becomes aware of any actual or potential risks to the safety or welfare of children in the School s/he must report any concerns to the School s Designated Safeguarding Lead or to the Headmaster. Note This Job Description is not an exhaustive list of what may be expected of you in the role. It is non-contractual and may be amended by the School from time to time.

6 Organisation charts UPPINGHAM LEADERSHIP TEAM (ULT) Headmaster Bursar Senior Deputy Head Deputy Bursar Deputy Head Academic IT Development HR Registrar Marketing Commercial (UK) Operations Estates EDUCATIONAL LEADERSHIP TEAM (ELT) BUSINESS SUPPORT LEADERSHIP TEAM (BSLT) Headmaster Bursar Senior Deputy Head Deputy Head Academic Finance / Deputy Bursar Estates Operations IT HR Commercial (UK) Head, Cocurricular Head, Pastoral Head, Data / Academic Head, Teacher Development Head, Sixth Form H & S

7 Bursar/ Clerk to Trustees PA Deputy Bursar/ Finance Estates Operations Information Systems HR Commercial (UK) H&S Accounts Treasury Payroll Reception Building Projects Building Systems Maintenance Energy Grounds Gardens Security Health & Safety Fire safety Transport Cleaning Porterage Procurement Catering: House catering Hospitality Buttery IT Infrastructure Client Services D base & software IT Training Telephony HR services Recruitment Pay & benefits Staff housing Lettings Summer School Sports Centre School Shop Miscellaneous FINANCE BUILDINGS ENERGY & EXTERIOR HEALTH & SAFETY BOARDING & CENTRAL SERVICES INFORMATION & COMMUNICATION TECHNOLOGY PEOPLE TRADING

8 Bursar/ Clerk to Trustees PA / HR Administrator Deputy Bursar/ Finance Estates HR Information Systems Operations Se Accounts Treasury Payroll Reception Enterprise Summer School Sports Centre School Shop Lettings Building Projects Building Systems Maintenance Energy Grounds Gardens Security H&S Health & Safety Fire safety Transport HR services Recruitment Pay & benefits Staff housing IT Infrastructure Client Services D base & software IT Training Telephony Cleaning Porterage Catering: House catering Hospitality Buttery Cl Po W Ca BOA CEN SER FINANCE TRADING BUILDINGS ENERGY & EXTERIOR HEALTH & SAFETY PEOPLE INFORMATION & COMMUNICATION TECHNOLOGY BOARDING & CENTRAL SERVICES