Scope. Executive Director of HR and OD. Appointment Brief. attentive trusted authentic

Transcription

1 Scope Executive Director of HR and OD Appointment Brief attentive trusted authentic

2 Appointment Brief Scope, Executive Director of HR and OD Contents Introductory Letter About Scope Organisational Structure Role Profile and Person Specification Recruitment Timetable Terms and Conditions How to Apply

3 Introductory Letter from the Chief Executive Dear Applicant Thank you for your interest in the role of Executive Director of Human Resources and Organisation Development at Scope. This is a crucial time for us and a particularly exciting one to join the organisation. We exist to drive the changes that will make this country a better place for disabled people and their families. At present, there are some huge challenges. Every day, we hear how cuts, welfare reform, changes to social care and public perceptions of disability are making everyday life more and more difficult. Our role is to work with disabled people, their families and the rest of society to overcome these challenges, building a better world for everyone. For us to be successful we have to be a strong, dynamic and high performing organisation. We have to be innovative, cost-effective and able to maximise the impact of all of our resources. And to achieve all of that we have to have great people great people working together to ensure that we can achieve our ambitious vision and to make Scope a brilliant place to work. Over the last couple of years we ve made substantial investments in HR and OD and these areas are no longer seen as back office, support functions. HR is at the heart of the organisation, working as a strategic business partner in all areas and as part of Scope s leadership. We are committed to a really strategic approach to HR strong performance culture, pay linked to performance, talent management, succession planning and, crucially, seeking to make Scope an exemplar employer of disabled people. We re now looking for an experienced senior HR professional to join our senior team (ELT - Executive Leadership Team) and help take forward an ambitious People Plan. Working closely with me and with ELT colleagues, you ll help us to become even stronger as an organisation by leading all of our HR and OD activities and by contributing to the strategic direction of all areas of our work. This is a substantial leadership role within Scope and you ll be involved in a range of fascinating and sometimes controversial issues.

4 We need a highly effective strategic leader who is excited by the changes we re making and by our potential as a positive force for social change. With outstanding credentials across HR and OD disciplines, you ll have a strong track record of senior leadership and will also be able to appreciate the specific challenges and opportunities we face. While a background in the voluntary sector isn t essential, you ll see the bigger picture and will be a confident and credible ambassador for Scope and someone our stakeholders want to collaborate with. All the foundations are in place; this role now offers an unprecedented opportunity to make a tangible personal contribution at the heart of our organisation. I hope you enjoy reading this pack, and learning more about Scope and the role. I hope that you will be inspired to make an application and, if you believe you have the experience and qualities we re seeking, I very much look forward to hearing from you. Richard Hawkes Chief Executive

5 About Scope Our vision Our vision is a world where disabled people have the same opportunities as everyone else. Our purpose Our purpose is to drive change across society so that disabled people have the same opportunities as everyone else. Our beliefs We see the person and we set no limit on potential. We believe in independence, inclusion and freedom to choose. Everyday life equality. No more. No less. Together we can create a better society. Changing Society Our strategic direction, Changing Society, was approved by our Board of Trustees in September It is an ambitious strategy that will require us to be dynamic, influential and innovative. It is based around making real change happen across society for disabled people and their families in six key areas: Fulfilling family lives Living independently in the community Learning and skills Work and volunteering Financial well-being Disabled leaders and role models. Since the strategy was agreed we have been working to align everything we do with these themes. We are currently in the process of drawing up a clear three-year plan that sets out how we will bring about social change over the long term. Plans for 2013 / 14 Our priority this year has been the transformation of our adult services portfolio. Disabled people have increasingly wanted to live more independently as part of their

6 communities. Gradually this has promoted changes to local services, which are becoming more personalised and community-based than centred around residential care homes. Ultimately, this is likely to mean we either close or significantly change many of our current services in support of the Living independently in the community strategic theme. Staff and service users at a small number of services have been advised of timescales for consultation for either closure or transformation into a different kind of service over the next three years. This will present challenges for the people who use our services and their families, for staff at affected services and managers at service level and above. Alongside this change programme, we will also be doing more to develop our role in building community inclusion and involvement for disabled people. We will strengthen our approach to personalisation, improving our ability to support disabled people using individual budgets. We are committed to working towards a society that recognises, includes and supports all kinds of families. To further this work throughout 2013/14 we have continued to enhance and develop our innovative service offers and build on the success of our Keep Us Close campaign to influence the Children and Families Bill. On Learning and skills we are focusing on the development of our 16-plus model and increasing our work with education professionals to enable them to better understand and meet the needs of disabled learners. We believe in a society where all types of work and volunteering are available to everyone, and where individual contribution is valued. In 2013 / 14, we have been developing plans that will ensure that Scope becomes an exemplar employer of disabled people. From this work we will also be able to develop practical solutions to increase the numbers of disabled leaders and role models both within Scope and beyond. We will also continue with work such as our partnership with Credit Suisse, which supports disabled graduates to become more ready for the job market. We will continue to implement our People Plan and our commitment to strategic HR. We are continuing to grow our understanding around the financial challenges disabled people face, particularly in respect of what we have learned through the Financial Resilience research we have carried out. We will continue to analyse the environment around financial well-being in order to achieve our ambitions and ensure disabled people are able to benefit from our work around independent living, learning, work and volunteering.

7 By delivering these plans, we believe we can make a positive difference across our society, while aligning the organisation with our ambitious strategy. This should provide us with a strong foundation on which to build our longer term plans. Structure and size of Scope Scope is a large and complex organisation that operates across England and Wales. We provide support, advice and information for more than a quarter of a million disabled people and their family members every year. Our turnover in the 2012/13 financial year was 103 million. We have more than 3,000 employees and 9,000 volunteers and we run more than 240 shops. Scope s Board of Trustees is responsible for the governance and strategic direction of the organisation. Day-to-day decision making is delegated to Scope s Executive through the Chief Executive and the Executive Leadership Team. The Executive Director of HR and OD s directorate: Six direct reports Head of Organisation Design and Development HR Strategy Business Partner, Retail HR Strategy Business Partner, Services HR Manager Support Services Head of Consultancy Services Executive Assistant to the Executive Director of HR and OD There are 38 employees in department altogether. Further information Further information about Scope can be found at For a copy of our latest Strategy Document and our People Plan, please see

8 Organisational Structure Chart Chief Executive Richard Hawkes Leadership Support Manager (on maternity leave) Chief Operating Officer Director of HR and OD (interim) Executive Director of Services Director of Fundraising Director of Communications and Marketing Director of Policy and Campaigns Head of Governance Head of Corporate Strategy Director of Finance (interim) Director of Retail

9 Role Specification Role Overview To play a lead role in ensuring that Scope becomes a dynamic, innovative and progressive force for change in this country. As a key member of the Executive Leadership Team (ELT), you will contribute to the overall leadership of Scope and act as a visible role model and champion of Scope s culture and values. You will lead and drive the ongoing development and implementation of Scope s People Plan, ensuring that it is aligned with Scope s Vision, Purpose, Beliefs and Strategy and that it supports building a high performing team capable of meeting the organisation s long term aims. You will ensure that the necessary HR policies, programmes and practices are in place to deliver the People Plan and inspire, lead and manage the HR & OD team. Key Responsibilities To work with the Chief Executive and Trustees on the strategic leadership of the organisation To work with the Chief Executive to ensure that the organisation has a strong and coherent leadership team To set the strategic direction of the HR & OD directorate and a vision of how this supports the long term strategy for Scope To work with ELT to build the culture we aspire to and embed it into the organisation To ensure that the HR function operates effectively at both the strategic and operational level and becomes known as a business partner across all product lines at Scope that continuously improves its practices and processes. To work across Scope to ensure that the HR & OD function is fully engaged with all other areas within the organisation in order to ensure the successful integration of consistent HR practices across the organisation To lead the development of the employee and volunteer engagement programme working with the Head of Stakeholder Engagement to ensure a joined up approach. To ensure effective tools exist for the organisation to manage major change management programmes.

10 To represent Scope externally through various professional groups and associations To ensure that the HR policies and practices support the organisation s strategic goals and that they make appropriate use of technology To ensure that a performance management system which is systemic, widely understood and reinforced is developed and implemented consistently across the organisation To ensure that Scope s reward strategy, policies and practices support the organisational goals, are fair and equitable and reinforce the culture and values. To ensure appropriate procedures are in place for the recruitment, selection and induction of staff; and to ensure that these are consistently adhered to across the organisation To lead on all aspects of HR planning, ensuring that there are strong systems in place around organisation development, succession planning, talent management and staff retention In liaison with the Communications & Marketing Director, lead the development and implementation of an employer branding to position Scope as an employer of choice To respond to changing employment law as appropriate and necessary To provide a facilitative and inclusive leadership and management style establishing and maintaining productive, collaborative relations with internal and external stakeholders To promote a culture of high standards, expectations and continuous improvement that values and empowers staff and encourages team members to maximise their potential through continuous learning whilst challenging and dealing with under performance To recruit, manage and develop staff within Scope s HR and operational policies and procedures To utilise volunteers appropriately within the department To work seamlessly across department or team boundaries in a collaborative and constructive manner to achieve Scope s aims To demonstrate a commitment to customer service excellence and deliver against the requirements of Scope s quality framework To work within Scope s policies and procedures at all times

11 Person Specification You should be able to demonstrate and provide evidence of the following criteria listed under Part One within your written application. These will be tested further at the preliminary interview stage, along with the criteria listed under Part Two: To be successful in this role you will be able to provide examples of: Part One A proven track record of successful strategic leadership and transformational change gained by operating at management board level within large, complex and successful organisations Experience of leading and driving successful cultural change within a complex organisation A proven track record of success in leading, motivating and uniting a large, diverse, geographically dispersed staff group Exceptional communication skills with the ability to engage effectively and appropriately with a wide range of internal and external stakeholders Proven track record of successful senior level experience of coaching senior staff and advising on complex HR and OD issues Experience of, and skills in, designing, commissioning and delivering management development programmes and leading organisational development and transformation projects and initiatives A track record of instilling organisational rigour through the development and implementation of a range of systemic HR and OD policies and procedures Financial acumen and a successful track record of adopting an entrepreneurial, yet risk aware approach to development and delivery An understanding of governance and experience of working effectively with trustees and/or non-executive directors Demonstrable experience of being a successful opinion former within the HR/OD sphere Part Two Authenticity, drive and passion A strategic mindset, open outlook and willingness to work across boundaries Confidence in your own judgement and abilities with the maturity to delegate

12 Diplomacy, sensitivity and empathy with the issues of disability and independence A strong personal value set that aligns to Scope s Beliefs A high level of emotional intelligence and the ability to inspire and persuade An ability to drive change in environments that can be difficult and require strong and sensitive stakeholder management Curiosity and a relentless drive towards providing customer excellence An empathy with, and understanding of, the wider public and charity sector A commitment to ongoing personal development Timetable Closing date for all applications Preliminary interviews at Attenti Informal meetings between shortlisted candidates and key members of staff Final Panel Sunday 8 th December w/c 16 th December w/c 13 th January w/c 20 th January Terms and Conditions Remuneration We are offering a starting salary of circa 100,000 per annum. Scope operates a performance related pay system which means that pay increases are awarded based on the outcome of your performance review. Contract This is a permanent, full-time executive appointment. Annual leave You will be entitled to 27 days annual leave plus public holidays.

13 Location The role is based at Scope s offices in London. Pension We offer the Scope Workplace Pension Plan through Legal and General. Under the basic offer an employee contribution of 1% of qualifying earnings will be matched by Scope. We will also offer a contribution upgrade to 3% after 2 years service and 6% after 4 years service, on a matching basis. Providing you are eligible, you will be automatically enrolled into the scheme unless you opt out. Notice Your employment with Scope will be subject to a 6 month notice period on either side. During your probationary period (6 months) the notice period is 4 weeks. Benefits Scope provides a benefits hub called Scoperewards.org.uk, offering a range of benefits for staff, including discounts on shopping and medical cash plans. We also have a range of family friendly policies.

14 How to Apply If you are interested in applying for this role, please do so via the Attenti website: Please ensure you provide the following: A supporting statement. This should clearly set out how you meet each of the criteria set out in the person specification. You should provide evidence in your statement; and not simply a broad claim to have done it - give us examples and dimensions; tell us what this achieved and how it helped meet your organisations' goals. A comprehensive CV including details of your achievements in each role. Details of two referees, one of whom should be your current or most recent employer, and let us know whether you would be happy for us to contact them as part of the process. Referees will not, of course, be contacted without your prior consent. Please also download and complete the equal opportunities form, saving it to your computer and then uploading it with the other documents as above as part of your application. Please ensure that you indicate in your application any dates when you will not be available, or where we might have difficulty in contacting you, which coincide with the appointments timetable. All applications will be acknowledged. Attenti will respect the privacy of any initial approach or expression of interest in this role, whether formal or informal. Closing date for applications: Sunday 8 th December For an informal and confidential discussion, please contact our advising consultants Jim Banks and David Fielding at Attenti on