Kelly Shaw Senior Recruitment Associate. Director of Organisation Development

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1 RECRUITMENT PACK

2 Dear Applicant Thank you very much for your interest in this post. On the following pages, you will find details of the role and the selection process to assist you in completing and tailoring your application. In order to apply you should submit: An up-to-date CV which shows your full career history we recommend that this is no longer than three pages; A supporting statement explaining why you are interested in this role, detailing how you are a good candidate for this post and how you fulfil the person specification we recommend that this is no longer than three pages; The declaration form but completion of the equalities section is not mandatory, this is requested for monitoring purposes in line with our commitment to equality and diversity; and Indicate on the declaration form if you cannot attend any of the interview dates. Please note that applications can only be considered if all the documentation is complete. Please send your application, preferably in MS Word format by to: bronafon@campbelltickell.com Please ensure we receive your application in good time. If you do not receive confirmation of receipt within 24 hours of sending, please call us on It helps if you refer to the role/organisation in the header and use a secure address from which to send your application, to avoid it being treated as spam. Applications must be received by Monday 18th June 2108 at 12 noon. Please do contact me if you wish to have an informal discussion about the role and organisation or if you have any other questions to help you decide whether to apply. You can contact me on or Kind regards Kelly Shaw Senior Recruitment Associate 2 Director of Organisation Development

3 Bron Afon - The welcome letter from Alan Bron Afon is one of the UK s few community mutuals operating in housing. Established to improve the quality of life and life chances of people living in Torfaen and neighbouring communities, we have a particular focus on supporting people who face disadvantage, exclusion and discouragement. We affect the lives of more than 20,000 people, so ensuring that our 500 staff are well supported, developed and inspired to get behind our core purpose is vital work. Your starting position will be a launch-pad, as you will have the resources and the commitment of the Board and executive team to deliver ambitious change. But this is not time-limited project work that seeks to deliver a quick burst of feel good change. This is very much about ensuring that business improvement and impact is supported by well thought through sustainable change to our infrastructure, with a focus on accountability in our ways of working. Your sector background is not as important as the impressive track record in organisational and people development that shapes the core of your offer to us. There is an interesting and inter-connected portfolio of responsibility, encompassing organisational development, human resources, equalities, ICT, service and process improvement with a strong focus on customer. Technical ICT experience is not essential; instead you will be championing the strategic importance of ICT in our business. For our staff this is about the support, tools and systems that enable them to work flexibly and deliver responsive services, and for our customers the focus is on orientating services and processes including access to technology that can leverage support to make those crucial differences to household, family and community wellbeing. Experience will also tell you that one size rarely fits all, and while consistency in standards is key, the starting point and route will be different across and within our staff group and customer population. You will be at ease with considering the customer journey and the value of segmenting information, data and insight, so as to make informed and evidence based decisions for which you are accountable. I joined Bron Afon as CE in January 2017, and my attraction to this role was definitely one of seeing potential. That has been further confirmed over the last 14 months, as I have seen the extraordinary impact that our work has. You will be joining a leadership team that includes long-standing and new colleagues. We are a group of people who care about what we do, and that also means caring about how we relate with and treat one another, and how we role model alignment to values in authentic ways. You will be able to help us consider the necessary nuances in delivering an agenda that brings rigour and creativity; one that harnesses ideas from a range of sources, but also ensures that we do not take a scattered approach to considering what is possible. As an OD specialist, I anticipate that you will conduct your own due diligence; consider your fit; and assess your strength of offer, so I trust that this pack gives you further encouragement to give consideration to this opportunity. I shall look forward to hearing from you. Alan Brunt Alan Brunt, CE 3 Director of Organisation Development

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5 Bron Afon - About us Spending money in the local area means we have been able to bring extra benefits include creating and securing jobs. We are proud to be seen as a public service organisation working as a partner with like-minded organisations in the Borough. Currently, operating within Torfaen, we are a community owned and community based organisation. With a local focus, a budget of 37 million per annum and nearly 500 staff, we are large enough to make an impact yet small enough to be versatile and flexible. We are a member of PlaceShapers, a national alliance of more than 100 community-focused housing associations. Our aims, are to: Provide high quality, energy efficient, affordable homes, high-quality communal areas and excellent services to tenants and leaseholds in Torfaen. Promote and support vibrant, safe, clean and healthy communities working in close partnership with residents and the council. Run an open and democratic organisation with high levels of community involvement. Use the resources we have to best effect maximising other benefits to the community, including creating and sustaining local jobs, increasing skills and minimising negative impact on the environment. Provide support for people who need it. Our values: They guide how we work and were developed with our memebers, staff and partners. You will feel them whenever you are involved with us. They are REAL. Respect We value everyone, and treat all fairly, politely, with dignity and respect. Engage We are proud to be owned by the community. We support and involve others in shaping what we do to make lives better. Ambition We bring passion, creativity and commitment to what we do and want to be the best. We take pride in our work and celebrate successes. Listen We listen to understand what s important. We are caring, responsive and open to change and improvement 5 Director of Organisation Development

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7 Bron Afon - Role profile Job title: Responsible to Responsible for Director of Organisation Development Chief Executive Head of ICT, HR Manager, Learning & Organisation Development Manager, PA Member of the Executive team, ensuring the delivery of Bron Afon s vision, values, business plan and objectives Advice to the CE, executive and Board in key leadership areas including OD, HR, equalities, ICT, service and process improvement with a strong focus on customer. Responsible for ensuring adequate support from the centre to the frontline, via a robust infrastructure and an embedded and sustainable approach to process, service and business improvement. Leadership and management 1. Act as an effective member of the executive, contributing to the strategic, corporate leadership of Bron Afon. 2. Apply a genuine sense of social responsibility and a strong business approach to the leadership and management of the organisation. 3. Adopt a style of leadership for your team that supports excellence, flexibility and efficiency for internal and external customers, through coaching and empowerment. But also work towards ensuring that this is the prevailing leadership culture at Bron Afon. 4. Support the executive team in taking a comprehensive and whole organisation approach to the delivery of change programmes, to ensure alignment to vision, values and strategic objectives. 5. Champion a well thought through, planned and sustainable approach to process improvement and service outcomes. Leading on organisational development and HR 6. Take leadership on the development and implementation on the approach to OD, ensuring ownership of the strategy by the executive team and alignment to being values-driven. 7. Lead on workforce planning, assisting the executive team in taking a well-informed view on staff resourcing to meet the organisation s changing needs. 8. Lead on the organisational approach to talent attraction and development, paying attention to how the organisation s positions itself as an employer of choice, and the design and delivery of recruitment and selection processes that ensure a positive experience for candidates whatever their individual outcome. 9. Continue to work with the executive in developing a business minded high-performance culture, one that champions staff engagement and well-being, celebrates success and uses feedback for further improvement. 7 Director of Organisation Development

8 Bron Afon - Role profile 10. Ensure that the approach to pay and reward is aligned to effective workforce and succession planning, to support business objectives and priorities. 11. Ensure effective relations with the recognised trade unions and any other staff consultative mechanisms, within an effective and transparent framework for dialogue and debate. 12. Continue to work with executive to develop a culture of Bron Afon being a learning organisation, so that staff are well-equipped to fulfil their roles, appreciate that the organisation is invested in their development and they are enthused about their contributions and can see their impact and value. Leading on equalities 13. Ensure Bron Afon has in place an effective equality and diversity strategy, that integrates the commitment into other strategies as appropriate. 14. Ensure that the organisation retains a strong and up to date knowledge of legal requirements and best practice, and that it is well positioned to proactively support the equality and diversity agenda across Bron Afon s operating environment. 15. As an executive team member, support Bron Afon s community mutual model ensuring the commitment is reflected in the design and delivery of all staff strategies. Leading on ICT 16. Work with the Head of ICT to develop and deliver an ICT strategy for Bron Afon that underpins the businesses ability to deliver flexible working and high quality responsive services, within a value for money framework. 17. Ensure the ICT strategy and accompanying resources have a strong customer focus, to improve resident and community access to technology and digital services. 18. Ensure Bron Afon is making best use of available and emerging technology, with due regard to efficiency and effectiveness, with a robust approach to undertaking cost benefit analysis for future replacement and investment. 19. Ensure that the ICT infrastructure and systems are sufficiently resilient to mitigate risk associated with business failure and security breaches, as well as ensuring compliance with the handling, soring and management of personal data. Service delivery 20. Ensure staff within the directorate are appropriately structured, resourced, supported and trained, so as to be accountable for providing a quality service to all customers; continually building capability and knowledge in the team to identify risks, trends and opportunities. 21. Communicate a clear vision for directorate staff, with clear performance expectations, targets and high standards of behaviour for the team, leading by example. 22. Ensure relevant performance indicators, and policies and processes, are in place across all lead areas of responsibility, transforming strategy into deliverable plans. 23. Develop effective professional networks that will add value to the business and establish long term strategic relationships to influence local and national sector debate and thinking. 24. As an executive member, promote, uphold and comply with Bron Afon s values, policies and procedures, and regulatory frameworks including (but not limited to): code of conduct; health & safety; data protection, privacy & use of IT resources; regulatory standards & probity; risks & internal controls framework; HR policy & procedure; and equality & diversity. No leadership role profile can cover every issue which may arise and the postholder is expected to be sufficiently flexible to carry out other duties as required from time to time. 8 Director of Organisation Development

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10 Bron Afon - Person specification As a member of the executive team, you will demonstrate our leadership competencies and values. In addition, the following are particularly applicable to this role: Qualifications, knowledge and understanding: Educated to degree level or equivalent, and qualified member of CIPD. Comprehensive knowledge of contemporary HR and OD strategy, practice and employment legislation. Knowledge of IT and other new technology usage and capability in a business to further the delivery of strategic objectives. Knowledge of the social housing and related sectors would be an advantage, but ability to translate understanding of people issues gained in another sector and apply them to Bron Afon s setting is essential. Experience: Proven senior track record of achievement and innovation in HR/OD, including providing advice to top teams on strategy and complex people issues. Proven track record of leading culture change in a complex organisation, with demonstrable success of taking staff with you, and securing buy-in. Experience of service and process improvement. Experience of strategic decision making to support wider business needs and objectives Experience of setting and managing substantial budgets, and good financial acumen. Experience of reporting to and advising Boards/Committees or substantial exposure to Board level decision making, able to give sound advice and be accountable for it. Experience of integrating the commitment to equality and diversity into an organisation s key policies and strategies, as well as a good understanding of equality issues from an employment and service perspective. Skills and attributes: Excellent interpersonal and communication skills, with an approachable style. Influences others positively, able to work intuitively with a wide range of stakeholders A motivational leader with good emotional intelligence, who coaches and inspires staff to deliver service excellence and accountability. Able to build trust and instil confidence in others, demonstrating drive and resilience. A strategic thinker who can lead as well as manage, able to translate strategy into action. Proactively demonstrates a strong commitment to equality and diversity. Ability to manage and deliver a changing workload within tight timescales, willingness to work flexibly given seniority of the role. Good IT skills, able to champion the optimisation of the use of IT and other new technology. Supports a learning culture for self, team and the organisation. A confident and influential team player, with resilience, drive, and initiative. A networker who inspires others, works well with others, takes people with them. 10 Director of Organisation Development

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12 Bron Afon - Our structure chart 12 Director of Organisation Development

13 At Bron Afon we support flexible working, with modern open-plan offices, and offer a friendly and supportive work environment, with a strong commitment to equalities and personal development. Remuneration Salary: Circa 85,000 Defined contribution Social Housing Pension Scheme, with employer contributions of up to 10% of salary Free health cash back plan Other terms: Annual leave is 32 days, plus an additional 3 days leave designated between Christmas and New Year. Probationary period is 6 months, after which the notice period is 3 months. Location Your usual place of work will be our head office at Ty Bron Afon, William Brown Close, Cwmbran, NP44 3AB. Given the seniority of the role, visibility across all our operating areas and occasional UK travel is expected, as is flexibility in fulfilling the requirements of the role. Cwmbran, is well connected by road and rail. It s under 20 miles to Cardiff, and 35 miles from Bristol. You would also be just 30 miles away to a beautiful coastline and in the heart of an impressive scenic landscape. See here for further details. A relocation package is available. 13 Director of Organisation Development

14 Closing date: Monday 18th June 2018 at 12 noon First interviews: Thursday 28th June 2018 Longlisted candidates will be interviewed by a Campbell Tickell panel. On the same day there will be an opportunity to meet with Alan Brunt, CE for a separate discussion session. Testing: From week beginning 2nd July 2018 We will ask shortlisted candidates to complete an on-line psychometric assessment. Final stage selection: Thursday 12th July 2018 On the day of final interviews, there will an opportunity to meet with executive staff and a selection of other colleagues. This will be followed by a panel interview with delivery of a presentation that you will be asked to prepare in advance of your attendance. Please speak to Campbell Tickell before submitting your application if you cannot make any of the published dates. 14 Director of Organisation Development

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16 Director of Organisation Development Circa 85,000 plus benefits Cwmbran, South Wales Based against a backdrop of a beautiful rural and coastal landscape in South Wales, Bron Afon are looking for an impressive track record in OD and HR for this newly aligned executive role. You will be supporting our leadership team to deliver an ambitious people agenda. We affect the lives of more than 20,000 people, so ensuring that our 500 staff are well supported, developed and inspired to get behind our core purpose is vital work. The portfolio of responsibility, encompasses organisational development, human resources, equalities, ICT and process improvement. Technical ICT experience is not essential; instead you will be championing the strategic importance of ICT in our business. This is very much about ensuring that business improvement is supported by well thought through sustainable change to the infrastructure and our ways of working. Our reach is significant, our impact even more so, contact us to find out more. You can download a recruitment pack from For an informal discussion, please contact Kelly Shaw on or Closes Monday 18th June, 12 noon

17 Third Floor Olympic Office Centre 8 Fulton Road Wembley Middlesex HA9 0NU (Recruitment) info@campbelltickell.com Campbell Tickell Ltd Incorporated in Cardiff (England & Wales) Registration number Registered office 14 Accommodation Road, London NW11 8EP VAT number