Head of People and Culture Candidate Information Pack

Transcription

1 Head of People and Culture Candidate Information Pack 1

2 Welcome 3 Our values 4 Our strategic plan 4 How we work 5 Our Structure The role 7 The package 11 How to apply 12 2

3 Welcome This is an outstanding opportunity to support a team that really makes a difference to young people s lives. Scouting is the largest mixed youth movement in the UK, helping 460,000 girls and boys enjoy fun and adventure while developing skills for life. We help young people explore their potential, grow in confidence and become active citizens. We make a positive impact on young people, our 160,000 adult volunteers and the communities in which we live. Offering over 200 different activities from abseiling and archery, to canoeing and coding, Scouting helps 6-25 year olds gain the skills to succeed in life. The Head of People and Culture will be responsible for the development and implementation of an HR strategy to support the delivery of a new, bold and ambitious strategy and support the staff team of 330. You will help drive cultural change and shape the HR direction and services. You will have demonstrable experience across the whole HR portfolio and in particular within transformation and cultural change. Matt Hyde, Cheif Execcutive Yvonne Smithers CFO 3

4 Our values Integrity - being honest with others and yourself We say what we mean and when we make a promise, we keep it Respect - everyone has a part to play We listen to others, explore our differences and work to find common ground Care - inclusion; regardless of strengths & weaknesses Scouts are friends to all and think of others before themselves. Belief - you can do anything We believe passionately in improving the lives and life chances of young people and helping them explore and develop their beliefs and attitudes Cooperation - when you work together you can achieve anything Scouting is about teamwork. We believe that when we work together we achieve more than we can on our own. Our strategic plan We are embarking upon a very exciting new strategy -Skills For Life: Our Plan to Prepare Better Futures, We want to see more young people with skills for life, supported by amazing leaders who deliver an inspiring programme. We will be growing, more inclusive, shaped by young people and making a bigger impact in our communities. Our movement achieves remarkable things. We have continued to grow for 13 consecutive years. Our previous plan, Scouting for All, inspired new Groups and sections to start in an additional 834 areas of deprivation since We now help over 462,000 young people aged 6-18 (including 102,000 girls) get the best possible start in life. Our social action campaign, A Million Hands, has enabled over 200,000 young people to make a positive contribution in their local communities. The next stage of our strategy is is to ensure even more young people are prepared with skills for life; 4

5 How we work The UK headquarters of the Scouts is based at Gilwell Park, Chingford, London, and is operationally divided into four directorates Chief Executive Support Services* Commercial Services Scouting Operations Communications Scout Store Unity Insurance Matt Hyde CEO Yvonne Smithers Mark Hislop Ross Maloney - David Hamilton - Chief Finance Officer* Director of Chief Operating Director of Communications Commercial Services Officer 5

6 1. Support Services* Governance, Legal, Finance and Human Resources 2. Commercial Services Adventure Centres, Fundraising, Marketing, Estate Services, Conference Centres, Scout Store, World Scout Shop and Unity Insurance 3. Scouting Operations; Safeguarding, Development, Volunteering, Education, Membership, Policy, Strategy & Innovation, Project Management & Digital Transformation 4. Communications; Digital Communications, Strategy & Planning, Media Relations, Content & Creative *Support Services TSA CEO Support Services Chief Finance Officer Governance Head of Governance Paralegal Head of Legal HR Head of People & Culture Finance Head of Finance 6

7 The role Responsible to: Department: Base Location: Salary Band: Hours: Line Management Responsibility: Budgetary responsibility: Chief Financial Officer Human Resources Gilwell Park, Chingford, London E k 35 hours per week Responsible for the leadership and day to day management of the HR Function Responsible for managing the HR Budget including the organisation s L&D expenditure ( 135K) Role Summary and Purpose The Head of People and Culture is responsible for the development and implementation of an HR Strategy to support the delivery of the new Skills for Life strategy for The Scout Association. The key strategic objective for the Head of People and Culture is to work with the SLT to drive a step cultural change throughout the organisation. TSA has already undertaken a major transformation structurally and in its leadership. The next stages of this transformation will be to embed the new strategy and drive the step change in culture and ways of working. As an organisation that is principally values-driven to deliver Skills for Life for young people, and following extensive consultation, there is already a high level of awareness and buy in from staff to be leveraged. The focus of the Head of People and Culture will be to develop the action plans and enable their delivery across the organisation. The key measure of success will be continuous improvement in the levels of staff engagement. As well as accountability for the delivery of the full range of HR support functions the Head of People and Culture is responsible for the leadership and management of a team of 5 staff and the management of third party providers supporting legal advice and establishing successful partnerships with both recruitment providers and L&D resources. Improvement to HR operational effectiveness is a primary focus to achieve efficiencies and to ensure 100% compliance in the critically important pre-hire processes that are essential to our safeguarding responsibilities and our duties and obligations to young children. We want to ensure our people can be at their best regardless of their background or role in the organisation. It is therefore essential that we ensure equality, diversity and inclusion is at the heart of our 7

8 decision-making. Key Tasks Our organisation not only spans multiple sites at various locations across the UK but also covers a number of subsidiaries covering a varied range of business activities. Our Commercial Operations are central to our income generation and service delivery including Activity/ Adventure, Scout Store and World Scout Shop that has all the aspects of a retail, warehousing and logistics business, as well as two profitable UK located Conference Centres that provide hotel, conferencing and a wedding venue. The Head of People and Culture reports to the Chief Financial Officer and also attends the SLT on HR / People agenda items as required. Building and maintaining effective relationships with SLT members is of key importance and the ability and gravitas to provide trusted advice, support and challenge is essential. There is a clear line of sight and access to the Chief Executive Officer as appropriate. The Head of People and Culture will be responsible for: Recruitment Resourcing plans and end-to-end recruitment support adapted to type of role and type of vacancy Measurement and improvement of candidate experience Training of panel members with L&D Maintenance of Applicant Tracking System and on line application process Development of PSL (Preferred Supplier List) and effective third party relationships Equality, Diversity and Inclusion initiatives Learning and Development Leading on OD, Talent Management, Succession Planning, Performance Appraisal, 360 feedback processes. Investors in People drive to achieve Gold Standard Culture change cultural diagnostics, values, staff surveys and the Wellness agenda Reward and Recognition Develop and implement pay for performance Policy and governance on senior pay Review and benchmark of grading and pay structures including benefits plans Development and implementation of recognition programmes HR System and Management Information Merge with Payroll system Meet ad hoc and planned reporting requirements Produce HR metrics dashboard /scorecard 8

9 Staff Communication and Staff Forum Maintain effective staff consultation processes and high levels of staff communication through formal and informal channels HR Operations Project managing change programmes to deliver effective HR support Act as a role model and mentor for the HR team Support managers on workforce planning, succession planning, and skills assessment Create well written, and timely reports to inform key decision makers with accurate management information Maintain and update HR policies to ensure compliance, best practice standards and reflective of the culture at TSA. Ensure that the HR team are complaint with HR policy and practices Effective case management and Employee Relations support. Management of third party service that provides on line advice and support to line managers. Review of timelines, metrics, trends and reports Effective administrative processes Compliant and effective pre hire vetting processes including DBS and Right to Work processes to meet high audit standards HR Governance and Reporting Reporting to, and supporting the effecting running of, SSR (Staffing Salary and Remuneration Committee) Preparation and presentation of Board papers as required Person Specification - Profile Essential skills and experience Established HR professional with experience across the range of HR specialisms In depth experience of culture change and change management programmes Proven experience of delivering organisational change in diverse and complex organisation structures. Depth of experience in commercial and/or not for profit organisations Systems and process project management, including the introduction of HR systems Experience of coaching and influencing staff to deliver new ways of working Experience of delivering complex and multi-stakeholder projects Ability to demonstrate good analytical and problem solving skills Proven capability of delivery to diverse range of stakeholders Board level, SLT, staff forums, governance committees, volunteers and staff Innovative solutions to staff issues and staff engagement 9

10 Effectiv management of 3 rd party providers and establishment and measurement of service and delivery requirements Experience in embedding and understanding Digital transformation projects, include HR system Ability to understand different styles and the ability to lead motivational programmes. to enables the organisation to get the best from its staff Equality, diversity and inclusion programmes Demonstrable operational and strategic experience The successful candidate will also: Have real enthusiasm, commitment and motivation for your area of work and the work of the team Be able to think laterally and innovatively Be committed to achieve the best results for the Association and its employees Want to ensure responsive and genuine engagement with internal and external stakeholders which will both challenge and support Want to maintain an up to date knowledge of technical competency areas and take a proactive approach to self-development and performance improvement Be confident and credible to senior stakeholders Be an excellent team player and calm under pressure 10

11 The package Salary: Dependent on your skill level and experience you can expect an annual salary upto 70,000 London Weighting: In addition to a competitive salary we also provide London weighting to staff if located in London. The annual Outer London Weighting is 1,760 Generous Pension Scheme We are committed to providing our staff with a best work place pension scheme that is highly competetive in the third sector. For all employees, the Association has a Group Personal Pension Plan with the Scottish Widows.. This plan allows employees to contribute a minimum of 2% of their gross salary up to the maximum allowed within HMRC limits. The Association will contribute twice your contribution, up to a maximum of 10% of gross salary. Employees can benefit further by saving your own and the TSA National Insurance contribution that is paid into your pension pot. We offer a variety of benefits and development opportunities to ensure you excel in your role and develop in your time working with us. We believe our vibrant and attractive environment provides a great place to work; Location: based at Gilwell Park, Chingford, London E4 (also required to travel to other sites).all sites offer free car parking to employees. We have a great staff restaurant at Gilwell Park that serves a range of subsidised meals daily at breakfast and lunch times. We encourage a healthy work/life balance; Holiday Entitlement: 25 days per year plus bank holidays. This increases after two years service to 28 days and after five years to 32 days. Additional holidays: We operate an office closure during the Chrsitmas and New Year holiday period that provides up to an additional 3 days of extra leave. Life Assurance All employees are covered by a scheme which pays four times basic salary in the event of death in service. Simply Health Scheme You will have access to a medical scheme to help you with the cost of your everyday healthcare fully funded by the Association such as optical, dental and many more. You will also get access to the Gym discount, family days out discount and online health risk assessment. We are proud to be a family friendly employer Personal Days Up to four personal days paid leave a year details covered in our Leave policy. Maternity & Paternity Leave We pay parental leave above the statutory minimum requirement. 11

12 How to apply We are working with Audeliss as our recruitment partner to fill this role. In the first instance please get in touch with Jonathan Swain or Lesley Paine on or Please submit your application by attaching/enclosing: Up to date CV (covering full employment history) Covering Letter outlining how you meet the criteria listed in the person sepcfication If you wish to apply to us direct please your CV and covering letter to: All applications will be forwarded to Audeliss. The closing date for applications is 25 May