Northern Ireland Fire & Rescue Service Job description

Transcription

1 Northern Ireland Fire & Rescue Service Job description Ref No: Date: 23 October 2013 Dept: Post No: Section: Job Title: Grade: Human Resources HR02 Human Resources Advisory Head of HR Advisory PO10 Reports to: Director of Human Resources MAIN PURPOSE To be the senior operational lead responsible for the effective and efficient delivery of the assigned core HR Service functions of resourcing, employee relations, equality, business partnering, occupational health and establishment. To contribute as an integral member of the HR team to the provision of a modern, professional and responsive HR service to support the vision and mission of NIFRS as outlined below: Vision Protecting Our Community. Mission To deliver a fire and rescue service and work in partnership with others to ensure the safety and well-being of our community. Page 1

2 Summary of responsibilities: Strategic HR 1. To support the Director of HR and the Area Commander (Training and Organisation Development) in the development, delivery and implementation of the HR strategy for NIFRS, working particularly closely with the HR team; directors and senior managers across the Service. 2. To support the Director of HR in ensuring the strategic direction of the HR department is aligned to HR and Fire and Rescue best practice and legislative context, ensuring that HR policies and procedures are reflective. 3. To take the lead role in co-ordinating the development and maintenance of effective working relationships with NIFRS representative bodies, including consultation and negotiation within delegated guidelines, ensuring a consistency of approach in collaboration with senior colleagues across other disciplines. 4. To work closely with colleagues in the Department of Health, Social Services and Public Safety on matters relating to the core HR functions. Employee Relations and Business Partnering 5. To drive and embed the concept and practice of an HR business partnering model of service provision, tailored to the specific needs of NIFRS. 6. To ensure the development and production of monthly reports relating to pertinent performance indicators that measure key HR activities for each of the four geographical Area Commands; Headquarters and NIFRS Training Centre. 7. To ensure the provision of advice and support to directors and managers on resolving disciplinary, performance, bullying and harassment, grievance and attendance management issues. Ensure the casework is progressed and archived in a timely manner within the legislative framework and the NIFRS s policies and procedures. 8. To ensure the provision of accurate, timely and consistent advice on terms and conditions across all NIFRS disciplines, based on the provisions of nationally negotiated agreements including the Gold, Green and Grey books. 9. To be responsible on behalf of the Director of HR and as lead negotiator with trade unions, on all delegated people management issues. 10. To ensure the development, implementation and monitoring of all policies and procedures designed to meet business needs and resolve HR issues which are in accordance with legislation and best practice. 11. To ensure the co-ordination and resourcing of appropriate HR intervention, involvement or expertise to corporate and departmental projects. 12. To be responsible for ensuring the development and delivery of a comprehensive HR training programme to line management on the core people management issues. Page 2

3 13. To provide a responsive and proactive professional human resource advisory service to managers and employees on employment legislation; policies and procedures; conditions of service and best employment practice. Employee Resourcing and Services 14. To ensure successful employee resourcing exercises for NIFRS for senior posts, support staff and uniformed recruitment (wholetime and retained), including high profile campaigns throughout the UK and Ireland. 15. To ensure that all employee resourcing exercises are conducted in a manner that ensures compliance with relevant legislation. 16. To ensure the establishment of systems, agreed service standards and key performance indicators so that managers and staff are aware of the timescales for delivery of service. 17. To lead on the development of performance indicators that measure key HR activities and corporate HR health across NIFRS, ensuring that performance is regularly monitored and all necessary actions implemented. 18. To develop an HR employee services team with integrated systems and processes for dealing effectively with leave, sickness and other transactional activities and ensure the development and maintenance of effective working relationships with key stakeholders including the Finance Directorate. 19. To ensure the development and implementation of fit-for-purpose integrated HR information systems in conjunction with the NIFRS Information Technology department to provide key HR data. 20. To lead on the development of the NIFRS resourcing plan including the analysis of the current and future requirements (including managing the use of agency staff) in conjunction with the Area Commander, Training and OD. Establishment 21. To ensure the integration within the HR Department of an effective and efficient establishment service for NIFRS. 22. To ensure the timely and effective management of the temporary promotions agreement and the voluntary transfer processes. 23. To ensure the continued development and improvement of the Establishment Unit s service delivery including enhanced use of information systems and the agreement of clear performance objectives and expected outcomes between the Establishment Unit and their customers. Equality 24. To ensure compliance with the Equality Legislation Framework including the application of Section 75 of the Northern Ireland Act To ensure the effective and efficient operation of the Equality Unit of NIFRS in providing guidance and expertise on Section 75 obligations including screening and consultation. Page 3

4 26. To ensure the development, promotion and delivery of key equality and inclusion initiatives for NIFRS. 27. To ensure the strategic development, co-ordination and implementation of relevant policies to support NIFRS in actively promoting equality, good community and race relations and cultural diversity. 28. To ensure that workforce information meets the necessary requirements and is provided in an appropriate and timely manner to the Equality Commission and other external statutory organisations, as required. Occupational Health 29. To ensure the development and delivery of a proactive, consistent and standardised occupational health service that protects and promotes the physical and psychological wellbeing of all employees. 30. To ensure the development and application of sound policies and procedures aimed at optimising attendance and rehabilitation based on relevant health and safety legislation, employment law and best practice. 31. To ensure the effective procurement and management of the NIFRS contract for the delivery of cost-effective and efficient occupational health services. Performance and financial management 32. To manage the corporate HR Advisory Service team according to the principles of performance management, attendance management and personal development. 33. To ensure the development and maintenance of effective service level agreements (as required) between corporate HR and NIFRS s departments and services. 34. To be responsible and accountable for the HR Advisory Service s budget in line with financial regulations, policies and procedures and corporate timescales to ensure that resources are allocated appropriately and benefits to NIFRS are maximised. General Management 35. To represent the Director of Human Resources as required. 36. To effectively chair internal communication, negotiating and representative committees such as the HR Forum. 37. To work in conjunction with key internal and external stakeholders to ensure the effective and efficient delivery of a strategic HR Advisory service. 38. To lead on particularly sensitive or complex individual staffing issues and projects. 39. To participate in the department s senior management team to ensure the provision of complementary, effective and relevant services. 40. To participate as required in NIFRS recruitment and selection procedures, chairing panels as required as the senior Human Resources Department representative. Page 4

5 41. To keep abreast of professional development issues and take responsibility for personal learning and development to ensure an effective personal contribution to the service. To maintain professional knowledge on HR related legislation and best practice. 42. To undertake the duties in such a way as to enhance and protect the reputation and public profile of NIFRS. 43. To be responsible for promoting, upholding and implementing all NIFRS policies, plans and procedures and those relating to legal requirements such as equality, health and safety, data protection and freedom of information, etc. 44. To undertake any other duties which may be assigned to meet organisational need and the change agenda and which are reasonably regarded as within the nature of the duties, responsibilities and grade of the post as defined. Page 5

6 Employee specification Ref No: Date: 23 October 2013 Dept: Human Resources Post No: Section: Job Title: HR02 Human Resources Advisory Head of HR Advisory Grade: PO10 Experience and Qualifications Essential Applicants must provide evidence by the closing date for application that they meet the following essential criteria: 1. Possess a degree level qualification and a post-graduate qualification in Human Resource Management or equivalent (such as Employment Law). 2. Have current professional membership (at least MCIPD) of the Chartered Institute of Personnel and Development. 3. Have at least five years senior HR management experience: (a) (b) (c) (d) within a large, multi-site, multi-disciplinary and unionised organisation; with responsibility for a discrete HR functional area; providing advice and guidance to senior management; dealing effectively with representative bodies. 4. Have a proven track record in the delivery of core HR services in a demanding professional and performance-oriented environment to include: (a) (b) (c) (d) (e) Employee relations; Employee resourcing; Developing HR policies and procedures; Developing HR solutions for complex business issues; The management of organisational change. 5. Demonstrate a comprehensive understanding and experience of delivering HR Business Partnering. 6. Have a comprehensive understanding of HR best practice and employment law including Section 75. Page 6

7 7. Can demonstrate: (a) (b) (c) (d) a successful track record in developing and maintaining productive working relationships; experience of leading on and delivering change and improvement while developing and maintaining good working relationships and employee morale; excellent planning and organisational ability; excellent interpersonal and influencing skills. 8. Possess a full, current UK driving licence or have access to a form of transport which enables them to fulfil the full requirements of the job. Desirable 1. Have a proven track record in managing a team of HR business partners within a large multi-disciplinary organisation. 2. Have previous experience of working within the public sector. 3. Have previous experience of working with local government terms and conditions. Page 7