LONDON SCHOOL OF HYGIENE & TROPICAL MEDICINE PROFESSIONAL SUPPORT SERVICES DEPARTMENT OF HUMAN RESOURCES HR PARTNER FURTHER PARTICULARS

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1 LONDON SCHOOL OF HYGIENE & TROPICAL MEDICINE PROFESSIONAL SUPPORT SERVICES DEPARTMENT OF HUMAN RESOURCES HR PARTNER FURTHER PARTICULARS THE SCHOOL The London School of Hygiene &Tropical Medicine is a world-leading centre for research and postgraduate education in public and global health. Our mission is to improve health and health equity in the UK and worldwide; working in partnership to achieve excellence in public and global health research, education and translation of knowledge into policy and practice. Founded in 1899 by Sir Patrick Manson, the School has expanded in recent years at its two main sites on Keppel Street and Tavistock Place. The School s multidisciplinary expertise includes clinicians, epidemiologists, statisticians, social scientists, molecular biologists and immunologists, and we work with partners worldwide to support the development of teaching and research capacity. Research income has grown to over 124 million per year from national and international funding sources including the UK government, the European Commission, the Wellcome Trust and philanthropic sources. Education programmes have grown to more than 1,000 London-based Master s and Research students, 2,900 studying Master s by distance learning and 1,000 on short courses and continuous professional development. We have also launched a series of free online courses, and more than 15,000 people registered on the first of these, Ebola in context. Our staff, students and alumni work in more than 150 countries in government, academia, international agencies and health services. The School is highly ranked in various university league tables. It was named the world s leading research-focused graduate school in the Times Higher Education World Rankings in In 2014, it was ranked in the top 10 universities in the world for citation rate by the new EU-supported U-Multirank database, fourth in the world for impact in medical sciences by the Leiden Ranking and third in the world for social science and public health in the US News Best Global Universities Ranking. According to the results of the UK government s Research Excellence Framework, published in December 2014, the School was ranked second overall (after the Institute for Cancer Research) on the key measure of impact. The School was awarded the prestigious Times Higher Education (THE) 'University of the Year' award for Further information is available at

2 JOB DESCRIPTION AND PERSON SPECIFICATION POST: RESPONSIBLE TO: ACCOUNTABLE TO: RESPONSIBLE FOR: LIAISES WITH: HR Partner HR Director HR Director N/A HR Team, The Director, Deans of Faculties, Faculty Operations Officers, Departmental Operating Officers, Heads of Departments and Centres, Chief Operating Officer, School Secretary, Deputy Director and Provost, External Stakeholders as necessary DEPARTMENT/DEPT/UNIT: Human Resources GRADE: 7 JOB DESCRIPTION Job purpose The HR Partner is responsible for providing a high quality, credible and timely HR advisory and operational service to defined business areas in the School. The post holder will also provide strategic and innovative HR advice and support to senior management and academic and professional services managers to address a range of business issues. The post holder is expected to shape and translate HR plans to support School requirements and proactively contribute to the development and management of operational plans using relevant and accurate data and management information. The HR Partner will build and maintain excellent relationships within designated areas of the School to support the achievement of School-wide- priorities and objectives through effective people management and development practices, ensuring HR policies and practices are fully embedded and operational. Working collaboratively with HR Partner team colleagues, the post holder will also hold responsibility for HR Policy and Information, ensuring all HR policies are up to date and compliant with current legislation and best practice. Responsibilities: 1. Develop strong professional relationships with senior managers and academic and professional services managers, fostering an environment where people take ownership for improving performance and capability for the benefit of the School.

3 2. Use a thorough knowledge of the School and HR best practice to work proactively with senior academic staff and professional support teams to shape the people agenda and translate this into plans to be delivered over an agreed timeframe. 3. To support, coach and influence managers in dealing with key people management and development issues including; recruitment, career planning and development, performance management, succession planning and a range of employee relations matters. Enabling managers to deal successfully with people management issues and develop their capability. 4. Provide professional advice, support managers on interpretation and implementation of all employee relations policies, and manage a portfolio of formal and informal employee relations casework in such areas as grievance, disciplinary, capability, ill health, performance management and severance related issues. This includes advising on complex matters including at formal hearings. 5. Participate in the development and management of operational plans in designated academic faculty/support services, challenging the status quo, anticipating changes and the implications of wider organisational activity in order to deliver people management solutions that meet present and future challenges. 6. Champion organisational change and motivate designated academic faculty/support services to deliver the change agenda by providing consultancy advice on effective culture change programmes, which nurture a forward thinking and responsive environment. Liaise with Senior Leaders to ensure consistent delivery of change initiatives across the School. 7. Lead discussions with designated academic faculty/support services and Trade Unions on organisational restructure and redesign where appropriate. 8. Lead designated academic faculty/support services on the interpretation and delivery of centrally led HR initiatives (e.g. the performance development review, reward and recognition scheme, training and workforce planning). Ensure that the annual cycle of HR processes is implemented. 9. Provide clear and expert advice on a range of HR issues (including best practice, legislation, and the analysis and interpretation of data), and ensure designated academic faculty/support services are aware of market conditions likely to impact on staff recruitment and development prospects. 10. Act as a conduit for specialist support from within the HR Department (e.g. staff development, recruitment, systems and reporting), ensuring that academic faculty/support services receive a seamless service. Ensure that professional working relationships are developed with the specialist teams and that their skills are fully used. 11. Individually champion designated HR specialisms. 12. Share responsibility within the HR Department for developing the HR strategy and policies, and ensure that they represent leading-edge HR practice, improve organisational effectiveness, facilitate change and effect employee engagement. 13. Communicate regularly and consistently across the HR Department and designated academic faculty/support services, ensuring that communications are timely, accurate and actionable. 14. Cover on occasions for another HR Partner in their absence, and to meet fluctuating service needs.

4 15. Subject to service delivery needs, act as line manager for junior HR colleagues as and when required. 16. To liaise closely with HR Recruitment and Operations team colleagues in order to provide an efficient and effective service to designated business areas. 17. Bring to the attention of managers any matters relating to the health and safety of staff, students and visitors. 18. Promote equality and diversity for students and staff; champion an inclusive and supportive study and work environment in accordance with School policy. 19. Undertake any other duties as reasonably delegated by your line manager. 20. Manage your own continuous professional development, internal collaborations and external networks, in order to contribute to service quality, research excellence and innovation. 21. Demonstrate the School s values through your behaviour at work, including your duties and responsibilities in respect of equality and diversity, health and safety, data protection, and any other legislative requirement. PERSON SPECIFICATION Qualifications The successful candidate should: / Tested by* Hold a CIPD qualification or have equivalent professional experience Provide evidence of continuous professional development Hold an undergraduate degree or equivalent A * A = application; I = interview; T = test Background & Experience The successful candidate should have a background in, or experience of: Operating as a HR generalist within a complex environment. Preferably Higher Education Experience in the higher education sector An up to date knowledge of employment law and its application Significant experience of employee relations casework at informal and formal stages including advising on matters during investigation processes and at formal hearings. Working with senior managers A,1

5 Leading on the HR provision for delivering business change programmes, in a complex and unionised organisation (including but not limited to restructuring and redundancy, TUPE etc) Working in a customer focused and results orientated environment Successful strategy development and translating strategy into operational plans Providing high quality HR support within a business partnering model, and working with managers proactively to performance manage and make full use of their workforce Experience of working with or having knowledge of working in within an academic environment. Successful achievement of targets and objectives Resource planning, job design to fulfil current and future business requirements Line management experience A,I Using a network of key individuals to secure important business information and influence broad organisational change Knowledge The successful candidate should have demonstrable knowledge of: Leading edge HR services, principles and techniques and their application in complex organisations (and associated issues) How the HR Partner model supports an organisation to achieve its strategic aims and objectives Cultural and organisation change principles and processes The dynamics of higher education and academic endeavour Skills & Competencies The successful candidate should demonstrate: A focus on results - repeated effort and resilience A business partnering approach to HR with the ability to identify business requirements and successfully apply these to people management practices Confidence in operating in an environment of change with the ability to use change management models/frameworks High levels of professional maturity and resilience in dealing with change, including the ability to react positively to challenging change related issues. Able to obtain the trust and confidence of senior managers, including the ability to act with tact and diplomacy as and when required. Well developed communication skills: verbal, written and in presentations. The ability to sell ideas or benefits and build persuasive arguments based on

6 data, logic and the objective merits of solutions The ability to build and sustain effective professional working relationships within HR and the wider business environment The ability to coach managers and senior leaders to build their capacity, capability and confidence in dealing with people management and other HR related matters A strong customer focus demonstrating a thorough understanding of customer needs The ability to think conceptually, demonstrating creativity and innovation The ability to look continuously for opportunities for improvement and to develop strategies for change to influence and shape the future direction of the business adapting thinking and behaviour to suit the requirements of different situations Commercial astuteness SALARY AND CONDITIONS OF APPOINTMENT The post is full-time and permanent. The salary will be on the Professional Support Pathway Grade 7 scale in the range 44,978 to 51,490 per annum (inclusive of London Weighting). The post will be subject to the LSHTM terms and conditions of service. Annual leave entitlement is 30 working days per year, pro rata for part time staff. In addition to this there are discretionary Director s Days. Membership of the Pension Scheme is available. The post is based in London, Keppel Street. ASYLUM AND IMMIGRATION STATEMENT The School will comply with the Immigration, Asylum and Nationality Act 2006, which requires all employees to provide documentary evidence of their legal right to work in this country prior to commencing employment. Candidates will be required to bring their passport (and visa if applicable) to interview so that it can be copied and verified. This role does not meet the minimum requirements set by UK Visas and Immigration to enable sponsorship of migrant workers. Therefore we cannot progress applications from candidates who require sponsorship to work in the UK. Further information about Certificate of Sponsorship and eligibility to work in the UK, can be found at: