JOB DESCRIPTION. 1. JOB TITLE: Learning and Development Business Partner

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1 JOB DESCRIPTION 1. JOB TITLE: Learning and Development Business Partner 2. HRMS REFERENCE NUMBER: HRMS/ ROLE CODE: LDBP 4. DEPARTMENT: HRMS 5. ORGANISATION CHART: See attached chart. Reports to the Assistant Director of HRM Services People and Organisational Development; The HR Manager Development and Diversity having day to day responsibility for supervision. 6. JOB PURPOSE: This role provides integral support to the implementation of the People and Organisational Development Strategy with a particular focus on the design and delivery of effective Leadership and Management Development programmes and modules, in addition to the provision of an enhanced suite of development modules for all staff. Responsible also for contributing to the implementation of the Equality, Diversity and Inclusion Strategy as required. A key player in relation to the implementation of the Performance and Development Review process, facilitation and evaluation of learning and associated systems development, which will help improve the effectiveness and efficiency of the institution. 7. BACKGROUND INFORMATION: The University s Mission Statement, Corporate Plan, HR Strategy and quality assurance procedures embody values, which reflect the University s attitudes towards people management and the employment relationship. HRMS has a key role to play in ensuring that these values are understood by staff at all levels, and in assisting the Senior Management Team to create the desired organisation climate for giving effect to the Corporate Plan and other institutional strategies. In doing so it endeavours to reflect best practice across the full spectrum of its functions and activities to ensure the University of Chester attracts, retains and motivates staff of the highest calibre. The University currently employs in the region of 1,500 full-time and part-time staff: academic, professional, technical, administrative, and clerical staff, and skilled and semi-skilled support staff. Many of its employees are people from

2 the surrounding locality, thereby making a contribution to the social fabric of the region. The University is a multi-site organisation with campuses in Chester and Warrington and a range of satellite sites across Cheshire and the Wirral. Within a changing organisational environment of Higher Education, the University of Chester is keen to build on its strengths, address its weaknesses and embrace opportunities, through a skilled and motivated workforce. Therefore one of the critical success factors is the capability and ability of leaders and managers to create a positive team environment to lead in challenging times. 8. WORK PERFORMED AND/OR KEY RESULT AREAS: 8.1 Communicating Effectively To build and maintain strong and effective working partnerships with managers and colleagues across the University To develop and deliver a suite a development interventions for all staff To provide a coaching service for managers To deal with routine day to day queries in relation to matters of the section, for example around training and development and Performance and Development Reviews To facilitate Assessment Centres/Development Centres for the purposes of recruitment and selection and succession planning. 8.2 Leadership and Working Collaboratively To work within the wider HRM Services team to ensure delivery of a professional and efficient HR service, supporting others within the team when necessary. 8.3 Liaison and Networking Through the Business Partner approach, to ensure effective liaison with Heads of Department, Deans and Directors over a range of learning and development activities, including future developments which may have an impact on the University To participate as an active member of University committees as required To take the lead, where necessary at committees and/or working parties, regarding learning and development issues. 8.4 Delivering a High Quality Standard of Service To assist with the development, integration and delivery of the University s People Management and Development strategy, in particular the People and Organisational Development Strategy and Equality, Diversity and Inclusion Strategy.

3 8.4.2 Through the Business Partner model, to provide a full, professional and proactive service to line managers, Deans, Directors, particularly through facilitating a Development Needs Analysis tool for managers and working with managers to ensure their learning and development needs are met In collaboration with the HR Manager and Assistant Director, contribute to the development of income generating activities, e.g. adapting current training provisions for private and public sector and marketing externally to generate income. 8.5 Effective Decision Making To take independent decisions around the content of training sessions and responses to queries To make collaborative decisions with the HR Manager Development, Diversity and Reward and the Assistant Director of HRM Services People and Organisational Development around the implementation of University-wide learning and development initiatives To provide advice to managers on learning and development matters, advising on how best to address a particular training need or issue. 8.6 Planning and Organising Self and Others To plan and prioritise own work load on a day to day basis ensuring appropriate deadlines are met To work with the HR Manager to plan and organise the University s ongoing programme of development activities, including staff inductions and Staff Development events To work with the HR Manager to plan and organise the University s annual Diversity Festival. 8.7 Innovation and Improvement (Effective Problem Solving) Develop creative cost-effective development solutions when required To advise on HERA job evaluation and take an active part of the role evaluation panels To deal with learning and development related queries from managers and staff across the University. 8.8 Analysis and Research To keep up to date with wider University issues, particularly the business plans and main strategic initiatives of client departments, so as to support the business partnering approach To keep up to date with changes in employment legislation and the likely impact upon processes, procedures and specific case work To facilitate the effective integration of the PDR process and evaluation of training through systems development (CHRIS) To produce management information as required for the monthly Staffing and Development Forum

4 8.8.5 To evaluate the investment made in learning and development To conduct Equality Impact Assessments as required. 8.9 Sensory and Physical Demands The post is based in a busy office and will include light physical effort in operating typical desk top equipment. A degree of dexterity is required when operating a keyboard 8.10 Work Environment The role is office based but the role holder will be expected to attend meetings at other sites as appropriate Pastoral Care and Welfare To deal with sensitive staffing issues which may arise through discussions with managers or during training events on a regular basis and exercise tact and diplomacy To provide support and guidance to staff as necessary, directing them to more appropriate sources of assistance where necessary To operate as a PAT for students on the Certificate in Supervisory Leadership and Management in HE (WBIS) and any other accredited programmes facilitated by HRMS Team Development To provide support and guidance to new members of the team in the day to day processes of the Operations team To share knowledge of changes in case law and processes with colleagues within the team To provide training on specific areas to other members of the HRMS team as appropriate Teaching and Learning Support To design, review and deliver mandatory workshops for Leaders and Managers which include: Induction; Recruitment & Selection; Coaching Skills; Leading & Sustaining Effective Change; Health & Safety s for Managers; Management s (Policy); Diversity in the Workplace; Finance & Accounting in HE To design and deliver additional workshops i.e. Resilience; Influencing Skills; Building and Sustaining a Positive Team Environment; Managing Performance; Motivating your team; Managing Sources of Conflict & Difficult Situations etc To deliver the Certificate in Supervisory Leadership and Management in HE (WBIS), providing feedback to students and assessing written assignments for the six modules which make up the programme To support the delivery and assessment of new WBIS modules and programmes as required.

5 8.14 Knowledge and Experience Please refer to the person specification attached General To undertake any other duties commensurate with your grade, and/or hours of work, as may reasonably be required of you. To take responsibility for upholding and complying with the University s Equality and Diversity policies and for behaving in ways which are consistent with fair and equal treatment for all. To comply with all University Health and Safety policies.

6 PERSON SPECIFICATION Job Title: Learning and Development Business Partner Department: HRMS Criteria / Qualifications: Method of identification Degree or equivalent qualification Graduate CIPD Driving licence Proven Experience: Appropriate experience working in an HR or training environment with similar levels of responsibility Experience of developing and delivering a wide range of learning and development initiatives including leadership and management development Experience of Assessment Development Centres Experience of conducting training needs analysis Form Form Form Form Delivering academic and service excellence: Practical working knowledge of : - recruitment and selection - employment law - equal opportunities legislation - restructure/redeployment Knowledge and experience of implementing appraisal systems Knowledge of Job Evaluation Systems Strives to deliver high quality results and is enthusiastic in getting the job done on time Anticipates change and plans ahead

7 Managing self and inspiring others: Coaching experience and qualification (or willingness to undertake) Ability to effectively organise and prioritise a heavy workload. Ability to take a proactive approach Uses a variety of influencing styles to suit the audience, using experts or third parties to influence others as appropriate Is self-motivated which is seen by, and inspires, others Working together: Ability to gain credibility and build relationships at all levels. Excellent communicator with well-developed interpersonal skills Keeps in touch with the mood of the organisation, tunes into staff and student issues Organisational and stakeholder awareness: Knowledge of the HE Sector and organisational climate/culture Keeps up-to-date with what is happening in the wider HE environment to facilitate effective decision making Requirements are those, without which, a candidate would not be able to do the job. Applicants who have not clearly demonstrated in their application that they possess the essential requirements will normally be rejected at the shortlisting stage. requirements are those that would be useful for the post holder to possess and will be considered when more than one applicant meets the essential requirements.

8 UNIVERSITY OF CHESTER TERMS & CONDITIONS OF EMPLOYMENT HUMAN RESOURCE MANAGEMENT SERVICES SENIOR HR ADVISER (LEARNING AND DEVELOPMENT) SALARY SCALE University Scale OS8, points 27-30, 27,854-30,424 per annum per annum payable monthly in arrears.. HOURS OF WORK Monday to Thursday 9.00am pm Friday 9.00am pm A flexible approach to work will be required as there may be occasions when it would be necessary for you to work additional hours as dictated by the workload. The department operate flexitime arrangements. HOLIDAY ENTITLEMENT 22 days per annum (pro-rata during the commencement and cessation years), rising to 27 days after five years' continuous service. Two extra statutory days during the Christmas period. MEDICAL EXAMINATION Successful candidates will be required to complete an Occupational Health questionnaire, and may be required to undergo a medical examination. ESSENTIAL CERTIFICATES Short-listed candidates will be asked to bring to interview, proof of qualifications as outlined on the Job Description and Person Specification provided. Upon appointment, copies of essential certificates will be required by HRM Services. PENSION SCHEME The University is an admitted body to the Cheshire County Council local government pension scheme. All support staff are eligible for membership of the scheme, and upon appointment, will be asked to indicate whether or not they wish to join the scheme. EQUAL OPPORTUNITIES The University has a policy of equal opportunity aimed at treating all applicants for employment fairly. SMOKING POLICY The University operates a No-Smoking policy. PROBATIONARY PERIOD A nine months' probationary period applies to all University posts. CLOSING DATE Completed application forms should be returned to HRM Services, University of Chester, Parkgate Road, Chester, CH1 4BJ, no later than 12 noon on Friday 12 th July 2013 quoting reference number HRMS/12245.

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