Group Director of People Services. Composite Job Description and Person Specification. Reports to: CEO

Transcription

1 Group Director of People Services Composite Job Description and Person Specification Reports to: CEO Primary Objectives The primary focus of this role is to act as a key coach, challenger and service provider for the leadership team and their senior teams and to ensure pro-active people services are delivered to the business. In developing people services and cultural change programmes, the ready-made benchmark of the York College Engagement Survey can be utilised to move the organisation on. This role is supported and challenged by the other members of the People Services team. Conceptual framework and premise: HR has never been about humans or humanity and the term is a misnomer. The function led by this role will provide services to leaders and employees, and is therefore better labelled a People Director or Director of People Services. The People role and function needs to address a three stage hierarchy to be successful and more importantly to contribute to organisational success. The three aspects of this hierarchy are: Just existing this is the effective and cost-efficient delivery of standstill services. It relies on clear and simple processes and policies, lean use of technology, a competent and customer-service orientated team, and a mental approach that encompasses logic, simplicity and a desire to delight the customer. Improving here the people services leader and team have delivered on the above and move further up the hierarchy to focus on talent management, people and organisational development, and future resource planning. This is a forward-facing approach with an eye to holistic thought and joining together expert selection, expert development of people and planning the organisations future shape and talent pipeline taking into account some serious attempts to think about government policy, societal change, and demographic movement. It is the reverse of narrow and insular. Transforming This is the peak of people services performance and is the first level at which HR has a serious claim to a value proposition. It addresses concepts and realities of organisational culture, business change, and a full approach to employee and stakeholder engagement. Location Bradford, West Yorkshire Travel may be required in this role, but it is unlikely to be extensive. Networking within and outside the sector is encouraged. Look to learn the best from the best. Key Internal Relationships Group Finance and Corporate Services Director, Group CEO, Principal and Provost. Other executive directors, senior managers, the people services team, employee representatives, and Beacon Recruitment and Placement Services Ltd. Connect too, with movers and shakers and change agents within the wider organisation.

2 Student Union leaders should not be neglected as a powerful source of consumer feedback and temperature indicators. About us Bradford College Group is a leading provider of education with a strong ethos and core mission to provide education opportunities to a diverse community of students, local employers and the range of Bradford region people wishing to learn, grow and develop. The People Services team is on a journey towards a proactive partnering approach that extends and changes its scope of interaction with leaders and people within the College. Primary Responsibilities with an ongoing goal to move the function up and through the hierarchy outlined above: Business partnering Work alongside and influence senior leaders and their management teams to improve performance by challenging and where appropriate changing existing working practices and behaviours; Create a People Services value proposition by acting out transformative strategies and plans in the areas of organisational culture, business change, and employee engagement; Make commercial recommendations and pragmatic options to meet the future needs of the business and implement the relevant decisions; Create, sell, and execute the Bradford College Group people strategy (via the People Plan) to support achieving the group strategic direction; Provide HR leadership and expertise on a wide range of generalist issues, taking into account the strategic and operational impact of any intervention; Coach and support senior leaders to help them deliver their strategic and operational objectives; Work closely with senior management to understand how HR can support their people and operational priorities; Influence and support the various change management initiatives underway across the group and work with senior leaders to communicate any organisational change to colleagues as appropriate; Attend and lead senior management or leadership meetings Collaborate on joint work with the student recruitment and communications team on the coms aspects of people leadership and engagement: Travel to other locations to attend meetings and meet with the teams when required. Resourcing Work with the Group Director of Finance and Corporate Services and leadership team to provide cost efficient and effective recruitment solutions which are in line with the needs of the group; Do not do this piecemeal but as part of a holistic approach to talent selection, development and planning: Work with the leadership team to analyse the need to recruit and manage recruitment plans; Create and continually review the recruitment strategy and the cost-effective use of Beacon Recruitment and Placement Services Ltd.; Provide professional expertise in designing effective selection events and solutions utilising psychometrics and evidence-based approaches. Establish an intelligent approach to employee turnover which seeks to refresh and retain recent joiners, whilst allowing those struggling with organisational change to adapt or move on.

3 Project Work Plan the people calendar for the year and ensure all key activities are successfully project managed e.g. budget, annual performance reviews, salary reviews, bonuses etc. Lead and deliver key people projects and improvement activity Engage the relevant stakeholders across the group to ensure project deliverables are met; Work closely with peers and senior leaders on division or group-wide strategic projects. Team Leadership Lead and develop the team to ensure the best possible standards of delivery and to ensure their actions and advice are in line with best practice; Agree and review performance objectives on a regular basis; Identify development opportunities for the organisation. Employee Relations Provide direction and ensure the team are equipped to manage complex issues and provide expert guidance; Work closely with the team on relevant cases as they take the lead on complex disciplinary, grievance or capability processes; Provide expert guidance and support senior leaders with proposed redundancy and act as HR lead for restructures or change initiatives; Work with the HR team to ensure that new policies are effectively communicated and implemented in each group; Ensure management teams are proactively managing performance; Reward Where relevant, lead the delivery and communications of moderation, performance review, and salary review processes in conjunction with senior leadership teams; Lead moderation meetings and talent review discussions with senior management; Lead the cross-calibration meeting for the business to ensure a fair and consistent approach is taken when awarding performance ratings; Work with senior leadership teams on the salary and bonus review processes; Design and propose new approaches to reward to enhance the nationally agreed offer, with creative consideration of non-financial reward and flexible benefits Learning and Development Design and deliver training workshops and a full programme of leader and employee development activity that supports engagement and change Promote learning and development options with senior leaders to ensure identified development needs for them or their teams are met; Support leadership peer group and the development of colleagues through knowledgesharing Other Support the People Services team with any operational matters as required; Builds relationships with key stakeholders in the group. Qualifications, Skills and Experience Relevant and pertinent varied and high quality generalist experience. Although length and type of experience are important, all candidates will be considered provided they can demonstrate the competencies listed below;

4 Well-versed in modern organisational theory, but with the savvy to sell and implement these approaches; Appreciates the three stage hierarchy that goes to create the value proposition for people services; A degree is required and a Masters level qualification in Strategic HR, Occupational Psychology or an MBA preferred; Qualifications in leadership coaching would be beneficial, as would experience of Lean Six Sigma and/or process consultancy; CIPD qualified full member or fellow; Extensive generalist HR experience within a transitioning organisation would be an advantage; Proven experience of operating as a successful HR strategic leader and change agent; Credible relationship-builder with employees, employee representatives and Trades Union officials; Sound knowledge of current and forthcoming employment legislation, and associated case law; Strong influencing and negotiating skills; Successful HR team change management experience; PC literate (Microsoft Office suite). Competencies Personal Leadership Positively impacts those around them, makes quality decisions and develops themselves both personally and professionally Demonstrates sound knowledge in their field Anticipates potential problems and identifies a range of possible solutions Adapts their interpersonal style to suit different audiences in a genuine way Resilient and determined to implement change despite cultural inertia Builds Authentic Relationships Takes time to get to know people and their role Treats people with respect and in a fair and consistent way Recognises when colleagues are under pressure and volunteers to assist them where possible Collaborates with others Works within teams and across boundaries to share knowledge and achieve results Identifies and builds relationships required to achieve the best outcomes for the group Engages people with the right skills, knowledge and expertise to provide advice and assist with tasks Connects other people in the group who have mutual interests or work objectives Generously shares their time, knowledge, expertise and talent to support others success Enhances the Customer Experience Creates opportunities to enhance the experience of the customers through their daily tasks Behaves consistently with the group s values in their interactions with others Conducts themselves in a way that reflects positively on the group s brand, both inside and outside

5 Achieves Results Maintains focus and drive to achieve quality outcomes Focuses their time and efforts on issues that will have the greatest impact on agreed objectives Anticipates responses and plans their approach accordingly Looks for the most effective way to achieve outcomes Maintains perspective and optimism when faced with setbacks