Job Description HR Manager

Transcription

1 Job escription HR Manager Responsible to: irector of Community Services Responsible for: HR Administrator Location: Based at the Main office the post holder will be expected to work across all the sites and YMCANL locations on occasion. It is the organisation s intention that this job description is seen as a guide to the major areas and duties for which the employee is accountable. However, the employee s obligations are bound to vary and develop, so the job description should be seen as a guide and not as a permanent, definite and exhaustive statement. Summary of North London YMCA North London YMCA is a Christian organisation and part of a federated network of over 100 YMCAs in ngland. YMCA North London consists of two organisations: North London (Hornsey) Housing Society Ltd is an exempt charity and registered provider regulated by the Homes and Communities Agency, providing housing and related services to homeless young people. The Housing Society is the largest direct access hostel in the London Borough of Haringey. We operate a 157-bed hostel for disadvantaged young adults between the ages of 18 and 30 with a pressing housing need. North London (Hornsey) is a charity limited by guarantee, providing a range of community facilities including a fitness centre, childcare services, children s sports and recreational activities and community events etc). The fitness centre provides the opportunity for over 1,000 people to remain physically active. The childcare team offer a range of breakfast, after school and play scheme activities. Whilst the Harringay Club provides a range of activities, including gymnastics, ballet and dance. Together with other members of the Senior Leadership Team, the HR Manager is an ambassador for the organisation and will actively develop the way in which the ethos and values of YMCA are implemented in all aspects of our work. In particular the incumbent will be required to ensure that work undertaken is reflective of the organisation s values and ethos and is in line with our aims and objectives. Job Purpose This job is responsible for supporting the irector of Community Services in providing a comprehensive human resources service that supports the organisation in meeting its strategic objectives and business plans, providing professional advice, guidance and support to front line and support service managers in order to ensure effective human resource practices throughout the organisation and support the strategic objective to develop skilled, motivated and engaged staff. Supporting transformational and organisational change through HR targeted initiatives, and assistance in managing the workforce to enable the provision of services to beneficiaries. Human Resources Manager Page 1 of 6 v 0.4 November 2017

2 The key elements of the post are to: a) Audit existing HR policies, processes and procedures and create a plan for improvement b) Manage the provision of a range of Human Resources professional services, including reward, performance management, employee relations and engagement, legal and policy, learning and development c) Champion and ensure that good employment practice, employee engagement and performance management is embedded across the YMCANL d) evelop the HR function across all sites and work collaboratively with key colleagues across the organisation. e) Attend team meetings, managers conferences and other relevant meetings and present proposals in relation to own area of work f) Implement BreatheHR training for line managers to improve on the functionality of the HR Information Systems uties and Responsibilities Strategic matters a) Work collaboratively with the irector of Community Services and the Senior Management Team to audit existing HR functions and create long term plan for change b) Lead on the development and implementation of HR and volunteering policies, procedures and systems in line with legislation, regulation and best practice c) Lead on delivery of HR change projects as agreed with the irectors (e.g. reward, performance management, employee engagement, learning and development) in line with developments in employment legislation, ensuring that changes in primary or case law with an impact on the YMCANL s policy and practice are identified and acted on d) Remain abreast of development in HR theories and practices, identifying developments and models that are suitable to the YMCANL e) Participate in external HR forums within the YMCA Movement and more widely f) Oversee contract and regular dialogue with external HR partners Operational HR management a) Provide Human Resources guidance and support to managers during change implementation processes, ensuring employment law, YMCANL values and policy and best practice are adhered to at all times b) nsure the provision of good quality management packs, staff packs and Staff Handbooks, and other sources of communication, information and guidance on HR and employment related matters c) Plan and implement HR projects and activities which deliver the Human Resources Plan and by implication the YMCANL s Strategic Plan. d) Provide coaching, hands on training and guidance to line managers as needed. e) To liaise with the YMCANL s legal advisers when authorised/required. f) To support recruitment and selection by instructing agencies on first contact, negotiating rates; constantly investigating ways to improve the service delivery in order to meet the needs of the recruiting manager. The Post holder will oversee and sign off on offers of employment and contracts of employment and monthly input to payroll. Human Resources Manager Page 2 of 6 v 0.4 November 2017

3 g) To support managers with disciplinary and grievance issues and to be involved directly with complex cases. h) To support managers with absence management by providing guidance, standard documentation and accurate information to enable them to manage absence effectively. i) To conduct exit interviews where appropriate and develop a system to identify, report and monitor trends arising from them. j) To ensure that HR records are kept up to date and that managers have accurate information concerning their staff. k) To oversee the administration of maternity / paternity / adoption leave and flexible working requests. l) To monitor the effectiveness of HR practices and policies, through collection of data, through direct contact with managers and staff, and through systematic reviews, and to make recommendations. m) To ensure that day-to-day business affairs are appropriately managed, that risks are managed and to do all that is reasonably practicable to maintain a safe and healthy work environment. Performance Management and Learning and development a) nsuring that the performance management approach includes effective induction and probation, good quality 1:1s and Annual Performance Reviews, competency or other assessments, identification of learning needs and effective systems for addressing poor performance. b) nsure the monitoring and audit of quality of performance management processes, completed documentation and link to pay enhancement c) Working with irectors and line managers to produce the strategic and annual learning and development plans, including the collation of a skills audit to facilitate service training needs. d) Support the irectors and line managers to identify and implement suitable learning and development initiatives to meet their business needs and core competency requirements, including shadowing, job rotation, training, on the job coaching, self-managed learning e) Networking and setting up links and collaborative working relationships with appropriate agencies, colleges and other suitable bodies to widen the source of learning activity opportunities. f) elivering of some staff and management development workshops in-house (eg Performance Management training for managers) Budgets and Salary Administration a) Manage the HR related HR budgets, including contributing to setting the budgets, inputting to costing of changes to reward, and working with managers on budgets for recruitment and learning and development b) nsure the development and maintenance of good quality HR Management Information Systems (HRMIS) to maintain accurate and legally compliant personnel data and provide effective management information, statistics and reports to the irectors and Board (eg turnover, attendance, demographic profiling, equality and diversity, performance management indicators) c) To operate the Organisation s pay system by carrying out job evaluations and to gather and analyse market data to measure the competitiveness of the Association s pay and benefit arrangements. To advise as appropriate including assisting with the annual salary review process. Human Resources Manager Page 3 of 6 v 0.4 November 2017

4 General a) Achieving performance objectives set by the irector of Community Services. Additional a) Committed to working within a framework that encourages equality of opportunity and diversity. b) nsuring they do not compromise the health and safety of others and themselves in the workplace; taking reasonable care for the health and safety of him/herself and of the other people who may be affected by act or omissions at work. c) Co-operating with any legal steps both organisations may take to fulfil their obligations under the Health and Safety at Work Act (HASAW). d) Reporting any concerns relating to child protection or protection of vulnerable adults. e) Upholding safe and efficient working policies and practices. f) Undertake supervision and training. g) Maintaining records, and compile monitoring data as requested h) nsuring that work that should be undertaken by a suitable qualified professional is not undertaken without the proper checks. i) Able to implement appropriate health and safety and safeguarding issues procedures, when necessary j) Undertaking other duties, of a similar professional nature and commensurate with the role, at the request of the irector of Community Services. Signed: ate: Human Resources Manager Page 4 of 6 v 0.4 November 2017

5 Person Specification Knowledge/ducation/Qualifications Good standard of education, numerate and literate. Certificate in Personnel Practice CIP qualification or relevant human resources experience, including knowledge of at least three of the following areas of HR (employee relations, reward, learning and development, performance management, workforce planning, recruitment, Investors in People, HRMIS and benchmarking) xcellent knowledge of employment related legislation Senior experience within a human resources function, including management and leadership Understanding of different models of HR service provision, including business partnering emonstrable experience and knowledge of HRMIS, and the use of management information to support improvement xperience of drafting policies, guidance, sensitive reports and correspondence, and employee engagement communications xperience of managing budgets and good understanding of financial management, ideally including reward budgets xperience Generalist HR experience both at organisation and operational level xperience of working in a multi-site operation Strong employee relations experience Abilities & Skills Strong interpersonal skills with the ability to interact and develop effective relationships with a wide range of people High level of accuracy and attention to detail xcellent verbal and written communication skills xcellent ICT skills, especially Word, xcel, Powerpoint etc xcellent organisational and planning skills, including planning and delivery of a service and/or change projects to meet objectives and deadlines Ability to research, analyse, evaluate and produce statistical information Ability to exercise judgement, sensitivity and creativity to changing needs and situations. Able to relate to individual people so that they feel valued and understand services available to them Able to understand people and explore how their needs can be met Proactive in developing own participation in work of team Additional Job Requirements ssential or esirable Human Resources Manager Page 5 of 6 v 0.4 November 2017

6 Willingness to work flexibly in response to changing organisational requirements Committed to continuing professional development, both personally and in the interests of staff for whom the post has responsibility Ability to work in a professional and ethical manner Commitment to valuing equality and diversity and understanding how this applies to area of work Commitment to professional development Commitment to meeting customer needs and continuous improvement Ability to work flexibly with occasional out of hours activities Respect the Christian ethos of the YMCA and uphold its values Human Resources Manager Page 6 of 6 v 0.4 November 2017