Senior HR Manager Job details

Transcription

1 SENIOR HR MANAGER, MARCH 018 Linking local priorities and global challenges Senior HR Manager Job details Group Reports to Responsible for Purpose of job Main Contacts Human Resources Chief Operating Officer HR Manager, HR Officer Systems HR Officer To take lead responsibility for the HR Team and HR related project management implementation. To provide dedicated support and service to IIED managers and staff members in assigned Groups/ Departments Internal: HR Team, line managers, JEC, Union representatives, COG, OMT and all other staff in IIED External: HR colleagues in like-minded organisations; HR professional bodies; Access; Secondsight; recruitment agencies; training providers and coaches; BWB; prospective applicants and the general public Contract type Duration Hours Location Grade and salary Fixed term 1 months Full time Central London Grade 3 starting from 44,040 per annum plus benefits Context IIED is a policy and action research organisation. We promote sustainable development to improve livelihoods and protect the environments on which these livelihoods are built. We specialise in linking local priorities to global challenges. IIED is based in London and works in Africa, Asia, Latin America, the Middle East and the Pacific, with some of the world s most vulnerable people. We work with them to strengthen their voice in the decision-making arenas that affect them from village councils to international conventions. 1

2 SENIOR HR MANAGER, MARCH 018 Main responsibilities 1. Group support (60% of time) Provide professional advice and recommendations on HR policy and operational matters to support informed decision making by senior management and colleagues. Maximise service quality, efficiency and continuity through the design, development, delivery and evaluation of various approaches or specialist services (e.g. induction, training, coaching, information and communication materials, specialist IT solutions, etc). Provide support and coaching to line managers including expert guidance and training to guarantee a consistent and fair approach to people management across the institute. Responsible for providing employee relations advice and support to line managers during specific HR processes and procedures e.g. performance management and regrades. Oversee the smooth running of the operational aspects of the recruitment and induction process through the HR Assistant; Manage recruitment campaigns in collaboration with IIED colleagues. Management, planning and organising (15%) Plan, organise, coordinate and oversee the work of colleagues under own supervision. Develop and determine appropriate group or individual workflow and activity scheduling in order to meet targets and/or turnaround times. Line manage colleagues operating within team. Attend to supervision, performance management and development Identify and make recommendations for improvements in HR policies, systems, procedures. in collaboration with HR colleagues and the Union. Manage HR-related projects: project design, development and implementation oversight in close collaboration with HR and other IIED colleagues, consultants, service providers, etc.; budget and finance management in conjunction with the COO. Prepare narrative reports on a variety of organisational and HR issues. Manage personal administrative tasks related to own work. 3. Payroll, finance and budgeting (10%) Take overall responsibility for ensuring the effective running of IIED s payroll and manage the relationship with Access SelectPay for the delivery of payroll services to IIED Oversee the monthly salary updates and oversee the input of personnel data into the HR database by the HR Officer Systems. Respond to complex payroll queries from staff in collaboration with HR Officer Systems. Manage the relationship between IIED and Secondsight the pension and employee protection provider. Responsible for the smooth running of the IIED s pension process. Supervise the management of HR staff records, payroll and HR reporting by the HR Officer Systems. Oversee the payment of HR related invoices via the HR Officer. Take lead responsibility for the HR and 181budget. Review and report compliance and risk issues within HR s areas of work and implements opportune corrective plans. 4. Contributions to institutional life (5%) Participate in institute meetings, working groups, discussion groups, lunchtime meetings, staff meetings, colleagues presentations, etc. Maintain external links with professional and/or specialist bodies, groups and communities of practice and build professional networks. Act as a coach or a mentor to peers and colleagues. Support internal communication and cooperation between Core and other groups.

3 SENIOR HR MANAGER, MARCH 018 Person specification Skills and experience Qualifications Knowledge Experience Essential First degree or equivalent level of education Chartered Member of the Chartered Institute of Personnel and Development Sound knowledge of the principles of employment law including demonstrated ability to interpret relevant legislation Knowledge and practical understanding TUPE legislation Experience of designing, implementing and reviewing HR-related projects, managing others or coordinating their contributions as required Experience of providing a wide range of high-quality HR services, support and advice on strategic, policy, operational and personal matters to line managers and employees Proven ability to manage employee relations issues effectively. Evidence of previous contributions to HR policy review and development as well as to reform of HR systems, processes and practices, including database and payroll Proven experience of coordinating recruitment processes Experience of line managing a team with proven ability to lead, provide direction to, support and motivate staff. Experience of organisation design and change management. Experience of working with outsourced payroll providers or supporting an inhouse payroll Familiarity with working in a unionised environment and / or an organisation that is committed to equal opportunities and diversity Excellent written and verbal communication skills in English to convey messages clearly and effectively and to build credibility Excellent interpersonal skills to interact with people of all levels and backgrounds building trust and confidence Listening, facilitation and negotiation skills to deal with individuals and teams and solve HR-related issues and problems Ability to constructively challenge colleague s behaviour who may be operating outside the values and behaviours. Desirable Postgraduate qualification in HRM or equivalent professional qualification Experience of conducting and facilitating stakeholder meetings Experience of advising on and assisting with restructuring processes 3

4 SENIOR HR MANAGER, MARCH 018 Excellent personal organisational and time-management skills (working to deadlines and under pressure, prioritising workload, multi-tasking, the ability to be adaptable and flexible in a challenging environment) A good general grounding in politics and current affairs and an interest in and understanding of the issues involved in Sustainable Development Flexibility and willingness to roll sleeves up to meet the needs of the team Management skills: Project management: hands-on experience of managing the project cycle. People: ability to coordinate, support and develop others. Commitment to mentoring and team working. Budgets: budget management and control. Very good knowledge of office software (word processing, spreadsheets, presentation software, databases and communications) Working knowledge of relevant specialist software 4

5 SENIOR HR MANAGER, MARCH 018 Behavioural competencies Competency Description Level required Communicating with The ability to influence, negotiate, build awareness impact and create credibility with others through the use of clear and effective communication Delivering excellence A concern for delivering high quality work and improving performance. Consistently looks for ways to add value to colleagues, partners and stakeholders Developing others Invests time and energy in fostering the long-term learning and development of others. This can involve the provision of practical advice, support, feedback or training to support development Empathy An ability and desire to understand individuals, how they feel, their thinking and what drives their behaviour Flexible thinking The ability to understand and appreciate issues from a wide range of perspectives and adapt one s thinking and approach based on this understanding Information seeking A curiosity to find out more about people, concepts and issues. Asks questions to clarify understanding, conducts research or scans the environment for information that may be of future use Initiative Thinks ahead and takes decisive action to make the most of opportunities and avoid future issues Integrity and commitment Leading others Understanding contexts Working collaboratively Demonstrates a commitment to the values of IIED and acts in the best interest of the organisation and its partners / stakeholders Leads own team and the wider organisation, through providing clarity, energy, decisiveness and long-term direction An ability to understand the organisational, political and cultural context within IIED and across other organisations / political bodies A desire to work cooperatively with others to maximise the effectiveness of IIED, build knowledge and understanding and minimise duplication of effort 5