UNIVERSITY OF LINCOLN JOB DESCRIPTION. JOB NUMBER HR1101 GRADE 10 DATE October 2018 Director of Human Resources CONTEXT

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1 JOB TITL DPARTMNT LOCATION UNIVRSITY OF LINCOLN JOB DSCRIPTION Head of quality, ngagement and Development Human Resources Brayford JOB NUMBR HR1101 GRAD 10 DAT October 2018 RPORTS TO Director of Human Resources CONTXT The Higher ducation Sector is going through a period of unprecedented change. Significant changes to the funding regime along with the introduction of key information metrics are likely to have fundamental and lasting changes to the H sector as a whole. At the same time Lincoln is an ambitious University enjoying a meteoric rise in the league tables since its establishment in The Human Resources function performs a vital role in supporting and shaping the organisation to meet its strategic goals and transition its culture and processes to continue to succeed in an increasingly competitive and commercial market. At the heart of the function s delivery plan is the vital people agenda, which ensures our delivery of the University s ambitions in the following key areas: attracting talent, flexible reward and recognition, continuous development, inclusivity and wellbeing. The HR Directorate looks to define and shape the services that the organisation requires to action through its transformational needs, and does this by providing a clear focus on delivering people services that are solutions focussed, impactful, and supported by metrics. The role of Head of quality, ngagement and Development will be based in Human Resources and will lead on the design, development and implementation of the University s solutions to complex equality, engagement and organisational development challenges within the framework of relevant legislation and best practice. The post holder will be responsible for the effective development and application of people qualitative and quantitative data to measure impact and shape ongoing associated initiatives that cut across the University. The postholder will lead a team in the operational delivery of equality, diversity and inclusion (DI) projects (which will also encompass the student agenda in support of inclusivity for all), service advice, oversee development of institutional policy, as well as leading the strategic direction of performance & talent management, leadership, employee engagement, and all aspects of organisational development and staff wellbeing. The Head of quality, ngagement and Development will liaise with all levels of the University up to and including the Vice Chancellor and the Board of Governors. This will include building effective Page 1 of 7

2 relationships with internal and external stakeholders including the Senior Leadership Team (SLT), the Students Union, other H Institutions and external partners. As a member of the Senior HR Management Team, the Head of quality, ngagement and Development will provide a pivotal role in the cultural advancement of relevant strategies, ensuring the development and vision of the University for both its staff and students. JOB PURPOS The Head of quality, ngagement and Development will be responsible for providing strategic direction, leadership and advice that stretches a broad portfolio of agendas that support the University s aims and objectives as detailed in the Strategic and People Plan. The post holder will require the ability to work across the organisation, inclusive of Senior Leadership Team, to inform and shape the strategic alignment of the equality, diversity and organisational development (OD) strategies, through the design, planning, development, delivery and reporting to key organisational bodies within the institution (e.g. Committees, SLT or Board of Governors) on action and progress. The post holder will require the skills to work across portfolios so that the links between the staff and student equality and diversity activities are complementary and convey a shared focus on outcomes and success. The post holder will lead and manage the DI and OD team and will have responsibility for a management of budgets associated with these activities. The post holder will provide both management support and specialist advice to the Director of HR and the Vice Chancellor in the strategic delivery of key organisational initiatives, e.g. Advance H Charters, Leadership Development. As a member of the HR Senior Management Team make a significant contribution to the overall leadership and management of the department. The postholder will provide guidance, support and information to the HR function and where required other University services on equality and leadership matters driven by legislation and HR policy and practice. As part of the dynamic portfolio the Head of quality, ngagement and Development will provide ongoing expertise and project management leadership in relation to programmes of work that form part of HR continuous improvement focus. The post holder will be responsible for the University s engagement and delivery of equality charters such as Race quality Charter Mark, Disability Confident. The post holder will work closely with other key teams across the University, such as Student Affairs and the leanor Glanville Centre. nsure that staff development is considered throughout the employee life cycle including the ongoing development and improvement of initiatives such as the University s induction programmes, appraisal schemes and leadership programmes for academic and professional service staff to ensure that the University s mission, values and strategy are central to this activity. Page 2 of 7

3 KY RSPONSIBILITIS Organisational Strategy and Leadership Work with the Director of HR, fellow HR colleagues and other key stakeholders, including the Vice Chancellor and members of the Senior Leadership Team, taking a lead role in the development, implementation and monitoring of key institutional initiatives e.g. quality and Diversity, Organisational Development. Work with the HR Director and other senior colleagues to develop and implement a range of leadership development initiatives to support Lincoln Leaders in their responsibilities to drive performance and implement change across the University. Work with the Director of HR and other senior colleagues to develop and implement a range of intervention programmes to support the portfolio of inclusion, staff engagement and development, incorporating the advancement and use of MI e.g. advancing the race equality agenda to attract, retain and develop a growing diversity of both staff and student body. Work with the Director of HR, senior management, and HR colleagues, inclusive of Trade Unions to deliver the systematic review, design and development of related strategies, utilising the consultation framework. Work with parties such as the Students Union to ensure engagement with staff and student representatives. Represent the HR department at relevant internal committees and steering/working groups. Represent the University and HR department at relevant national and regional conferences, networks and meetings. Management, Leadership and Development Lead, coach and develop their teams to deliver innovative services that bring about positive cultural change. Work with HR colleagues and University managers to promote an open, inclusive and participative culture of staff involvement, engagement and development. Work closely with Student Affairs colleagues to deliver value for money and increased impact through joint initiatives. Develop external networks with local and national partners and providers that will enhance the services and support available to staff. Lead the management of external relationships and contract management for key outsourced people services, i.e. mployee Assistance Service, OD consultants and other external providers. Provide expert advice and authoritative guidance to the University regarding DI and Leadership Development that will enhance both our internal and external reputation as an employer of choice. Support and where required coach the wider HR team and other colleagues in areas of DI and Organisational Development. Manage and coordinate all relevant projects to ensure delivery within set timescales and budget. Lead key initiatives such as the Race quality Charter agenda and All Staff Surveys, through coordination of associated institutional projects and action plans, cross organisational stakeholder management, communications and reporting to relevant groups and committees, Page 3 of 7

4 including the Board of Governors, the Race quality Self-Assessment Team, &D Committee and all members of the SLT. Develop and utilise appropriate metrics to demonstrate impact, ensuring direct links with both the HR People Plan and University Strategic Plan. Resource Management Work with other HR senior managers to ensure effective management of HR resources, encouraging and role modelling collaborative working practice within the function and wider University to enable the proactive planning of priorities. Proactively manage a series of budgets to maximise the value achieved to ensure intervention programmes and projects continue to meet strategic plans. Manage suppliers to ensure value for money and the delivery of quality development services and programmes, inclusive of managing any associated tendering processes. nsure that all team members continue their personal development through regular reviews and clear objective setting. Relationship Management and Communication Develop and maintain relationships with key stakeholders, such as the Trade Unions, academic and professional services management representatives, to design, develop and implement key University initiatives. Support and advise the Chair and members of the University &D Committee with both national and local information and best practice as and when required. Represent and advance the University s positive reputation amongst the sector networking and working group forums e.g. Advance H, UHR/UCA engagement forums. Offer specialist guidance and expertise to University Services and Students Union on matters of DI and Organisational Development, where applicable. ffectively lead projects, and where needed the facilitation of, research and focus group activities to further staff and student experience as part of service/provision developments within the function. Proactively foster, influence and lead the development of others through the engagement of cross team working, particularly through the provision of an internal consultancy and facilitation service model that enables the continued development of a Continuous Improvement (CI) culture and practice within HR processes and practice. Data Management, Development, Analysis and Research Develop the availability of impactful and purposeful internal MI to meet internal customer needs and to support the HR function in forecasting, where action and interventions may be required to deliver the people and transformational agenda. Regularly conduct the Gender Gap/qual Pay monitoring, and ensure up to date action planning and compliance with equality legislation. Produce and publish institutional reports in the areas of DI, Staff ngagement and Organisational Development. Proactively undertake/facilitate and support research to ensure innovation and currency of knowledge is maintained. Page 4 of 7

5 ADDITIONAL INFORMATION ngage with other duties as necessary and agreed with the Director of HR commensurate to the role. Internal Key working relationships/networks xternal Members of the SLT Academic community Professional Services community Student Affairs leanor Glanville Centre Planning and Business Intelligence University Committees University Management Trade Unions (UCU/Unison) Students Union UCA Advance H (Race quality Charter, Athena SWAN) Staff Development Forum (SDF) Midlands Staff Development Partnership (MSDP) UHR regional networks xternal bodies e.g. Working Families xternal providers and consultants Page 5 of 7

6 UNIVRSITY OF LINCOLN PRSON SPCIFICATION JOB TITL Head of quality, ngagement and Development JOB NUMBR HR1101 Selection Criteria ssential () or Desirable (D) Where videnced Application (A) Interview (I) Presentation (P) References (R) Qualifications: Good honours degree A Post-graduate professional management qualification or A equivalent relevant experience Membership of an appropriate professional body e.g. CIPD D A chartered member xperience: Demonstrable experience of developing and implementing strategies and initiatives within a large complex organisation A proven track record for project management within an HR leadership context, with experience of working with more than one client group. Demonstrable record of delivering a range of OD change programmes and interventions within a high performing organisation xperience of successful policy development/review and implementation People and team management Demonstrable leadership experience that inspires and engages both own team and the organisation as a whole A fundamental understanding of the impact of organisational culture on development and performance and significant experience in influencing cultural change Working as member of a senior management team/board D Skills and Knowledge: Substantial knowledge and understanding of the current employment and equality legislation, including knowledge of good DI and OD practices Knowledge and understanding of quality Charters (e.g. Athena SWAN, Race quality Charter), Office for Students quality and Diversity agenda. D Page 6 of 7

7 Ability to flex and modify communication style, and materials to engage a broad and diverse range of stakeholder groups xcellent written and verbal communication skills xcellent project management skills Strong ability to analyse, interpret and present data Competencies and Personal Attributes: A high degree of organisational ability A willingness to take responsibility and see through pieces of work to successful outcome Able to influence and negotiate at a senior level and externally, inclusive working with Trade Unions Able to influence and lead cultural change within the organisation Able to establish good working relationships, including internal and external colleagues Ability to gather, interpret and apply data and metrics mpathic, people solutions focussed Ability to work through resolve conflict ssential Requirements are those, without which, a candidate would not be able to do the job. Desirable Requirements are those which would be useful for the post holder to possess and will be considered when more than one applicant meets the essential requirements. Author RS HRBP HA Page 7 of 7