Corporate Human Resources Business Partner. (Full-time/Permanent) Candidate Information Pack

Transcription

1 HQ18/19/20 Corporate Human Resources Business Partner (Full-time/Permanent) Candidate Information Pack 1

2 Contents Page Section 1 Background and Context 3 Section 2 The Human Resources Directorate 5 Section 3 Job Description 7 Section 4 Person Specification 13 Section 5 Key Terms and Conditions of Appointment 16 Section 6 Recruitment and Selection Process 18 Section 7 Equal Opportunities 21 2

3 1. Background and Context The Education Authority (EA) wants every child to have an outstanding education. The EA was established under the Education Act (Northern Ireland) 2014 and became operational on 1 April It is a non-departmental public body sponsored by the Department of Education and the Department for the Economy. The EA is responsible for ensuring that high quality primary and secondary education services are available to meet the needs of children and young people, and for support for the provision of efficient and effective youth services. These services were previously delivered by five Education and Library Boards (ELBs). The organisation employs over 39,000 people across Northern Ireland in a wide variety of roles including teachers in controlled schools, school-based support staff and staff in administrative headquarters. The organisation is responsible for a budget of approximately 1.5 billion recurrent, 300 million capital, 100 million annually managed expenditure and for services to over 1000 schools. The EA also has responsibility for the funding of the Voluntary Grammar School / Grant-Maintained Integrated sector from April This adds around a further 300 million to the funding, which the EA manages, and just under 100 schools. The work we do impacts the lives of tens of thousands of children, young people and their families every day. The services we provide are essential in supporting, encouraging and facilitating learning within our communities to develop generations of young people who are equipped to succeed in life and work in the modern world. As a public sector organisation, we must continue to deliver these vital services in a challenging environment of increasing financial pressure and under intense public scrutiny. Future Challenges and Opportunities Recent focus has been on transition from the former ELBs to a single authority. Looking forward, this focus moves from transition to transformation. Emerging from the five ELBs our aim is to build a new organisation which is focused on meeting the needs of all our young people equally, removing barriers to learning and ensuring equality of access to excellent education services so that every child can develop to his or her full potential. The EA recently published its first strategic plan for the period , and this will provide a framework for its activities and guide the organisation through its transformation journey. The next number of years will be challenging as the education resource budget has been reduced by 72.1 million in cash terms with other pressures such as pay and price having to be funded from EA resources. In addition, expectations are that recurrent budgets will continue to decline over the incoming spending review period. This financial situation creates substantial challenges for the EA as demand for our services continues to grow and as it undertakes its major transformation we can no longer continue to provide all of the same services in the same ways. As a result, difficult decisions will have to be made about which 3

4 services are provided and how these are delivered but our focus, as always, will be on the young people whose lives are directly or indirectly affected by the services we provide. The EA in all its activities will endeavour to support the Programme for Government to improve educational outcomes; reduce educational inequality; improve the quality of education and the skills profile of the population. The EA also recognises the fundamental role it has in other NI Executive priorities such as the economy and the wider success of Northern Ireland. These are exciting and challenging times for EA as we continue the process of transformation and seek fundamentally to transform education administration for the benefit of future generations of children and young people. Appointment of Corporate Human Resources Business Partner Since its establishment, EA has delivered change at an incredible pace. As part of this change process a new senior management team has been appointed comprising five newly appointed Directors. The appointment of Assistant Directors is nearing completion, and the appointment of a substantive Chief Executive is ongoing. A number of Head of Service appointments will be made across a range of professional and technical disciplines. These are challenging and exciting new posts requiring exceptional leadership and operational management capability reflecting EA s position as the largest local authority body and employer in Northern Ireland. It is within this context that EA now seeks to appoint a Corporate Human Resources Business Partner. The requirement for the creation and development of a Corporate Human Resources Business Partner function is to ensure the development of a function which can work closely with senior management to provide business focussed HR solutions to support the provision of high quality, productive and innovative services across EA. 4

5 2. The Human Resource Directorate As an employer of circa 39,000 staff across Northern Ireland, from a wide variety of professional and support roles in the education sector, EA recognises its significant responsibility and desire to create a place where people want to work. The role of HR will be to develop and deliver a people strategy for the organisation, which aligns to EA s vision, values and strategic objectives. The Directorate has responsibility for balancing the delivery of core HR services that meet our obligations as an employer, whilst continuously reviewing and improving our specialist HR services, and developing the organisation s capability for delivering strategically impactful people interventions that will add value across the organisation as it develops and matures as a single regional authority. The role, function and capability of an agile and strategically focused HR department, which has sound foundations, is integral to EA s performance, transformation and change. Through a team of skilled HR administrators, advisors, specialists and HR business partners the HR Directorate will deliver core HR transactional services and ensure that the employment basics and operational HR best practices that are required of a large employer are in place. In its simplest form this will be the delivery of services critical to the smooth day-to-day management and employment of people. The Directorate team will also be responsible for providing strategic advice and leadership on more specialist aspects of people management and change such as recruitment, resourcing and workforce planning, employee engagement, organisational culture, industrial and employee relations and pay and reward frameworks. A significant change programme is required to develop and implement a regional HR strategy and service delivery model for all functional services and specialities. This will need to be balanced with ensuring the continued operation of HR services during a period of major change. The HR Directorate works closely and with all functional, professional and operational areas of the organisation to support service delivery and most importantly to support schools, principals and boards of governors in their leadership and management of their school workforce. Given the legislative context and wider NI education system, the HR Directorate has a pivotal role in shaping and developing wider sectoral employment policies, procedures and practices and working with other sectoral and external partners to do so. HR works closely with EA Legal Services, which also sit within the HR Directorate. 5

6 HR Leadership Team 6

7 3. Job Description Post: Service area: Responsible to: Responsible for: Corporate Human Resources Business Partner Human Resources Business Partnering Assistant Director Corporate HR and Business Partnering The Corporate Human Resources Business Partner will be responsible for developing and leading all aspects of the Corporate Human Resources Business Partnering function; including the provision of vital support to managers throughout EA. The Corporate Human Resources Business Partner will be responsible for managing and leading employees within the service regionally. They will have: Direct line management responsibility for a small team. Responsibility for managing and delivering Corporate Human Resources Business Partnering as part of a wider annual HR budget of circa 4.6 million. Job Purpose: The post-holder will lead HR projects either on a Team or EA wide basis, providing HR expertise in improvement and programmes with significant people impacts. The post-holder will also work with the wider HR team and with senior management to provide business focussed HR solutions to support the provision of high quality, productive and innovative services across the organisation. The post-holder will have responsibility for providing support and advice to both the wider HR team and managers on a range of HR areas including employee terms and conditions, organisational change, and complex employment issues to provide an efficient and effective HR service. The post-holder will assist the Assistant Director of Corporate HR and Business Planning in establishing and developing collaborative working relationships with senior managers to understand the key performance issues and associated people requirements to deliver the current change management agenda and future organisational challenges. 7

8 Main Duties and Responsibilities: HR Expert Role: Provide feedback and support to senior management HR teams and line managers to improve individual and organisational performance. Work in partnership with managers and challenge them to review the effectiveness of existing structures, systems and culture, and recommend change. Provide an interface with managers to provide high quality guidance, advice and support in developing and progressing HR solutions to achieve business objectives. Review and challenge existing HR policies and practices and participate in relevant training and implementation activity as required, to ensure awareness, understanding and compliance. Guide managers on the optimum utilisation and deployment of resources in line with employment procedures, current legislation and good practice including monitoring the use of temporary contracts and identifying creative and practical solutions to overcome resourcing and/or retention issues. Promote a culture of positive performance management by providing specialist advice and guidance to managers. Be the first point of contact and advice relating to child protection issues relating to staff in area of responsibility. Work in partnership with managers by providing professional advice and guidance in all aspects of the function, working as part of a team to provide a comprehensive quality service. Work in partnership with leaders, key stakeholders and HR colleagues to shape, develop and deliver HR plans and solutions in line with the needs and priorities of EA. Operate as a HR expert, to advise, guide and support staff and managers by providing high level people management and development support across designated directorates. Identify HR priorities from Corporate and Directorate plans, translating business requirements into effective HR practices and delivering people solutions aligned to business objectives. Develop and implement key HR strategies, policies and training activities, and to support the operationalization of other organisational programmes as required, in a manner which proactively supports the delivery of cultural change in line with institutional objectives and facilitates managers taking responsibility for the effective management of their staff. Organisational Change: Lead and support on a variety of people and business change projects including restructures and reorganisations at a senior level. Partner with managers to drive an HR agenda geared at maximising performance and potential of the talent within EA. Provide change management support including assisting with the organisational design process, implementing the strategy and plans. 8

9 Work in partnership with the various other HR Functions to support the delivery of the HR agenda and key HR processes including engagement programmes, talent management, leadership development and employee relations matters, etc. Provide reports, forecasts and other HR information as required by EA management and external bodies. Advise and support managers on redundancy handling, ensuring compliance with contractual and statutory obligations. Act as Change Agent in Managing Organisational Change where this relates to HRrelated activities e.g. re-structures, compulsory redundancies and voluntary severance schemes etc. As HR Lead for re-structures within the EA, ensuring that formal consultation processes take place with all affected staff and the trade unions, via the joint negotiating machinery (Joint Negotiating Council / Directorate Joint Forums). Analyse and report HR information to support with benchmarking and the development of HR strategies and solutions. Ensuring that all internal and external reporting requirements are satisfied through the provision of management information and HR returns. Management: Advise and contribute to the development of HR policies, strategies and business plans which enable operational and corporate aims and objectives to be achieved. Seek to continuously improve the quality and value of the HR service provided to the EA. Support the implementation of new HR systems and processes as required. Act as an ambassador for the HR Business Partner model, actively driving up standards to highlight the benefits of the model for all staff and managers. Develop effective and professional relationships with managers across the EA. Plus as appropriate, to ensure the provision of high quality and effective advice on the HR implications of Directorate strategies and plans, providing options/alternatives and solutions to secure economic, effective and efficient use of HR resources. Recruitment: Participate in selection panels as required. Other Duties: Provide training, on behalf of the EA, in Corporate HR related areas as required. Provide responses to Parliamentary Questions, Assembly Questions, Minister s cases, FOI requests and other correspondence cases within set deadlines. Undertake such other relevant duties as may be reasonably expected of the post holder. 9

10 Other Role Specific Responsibilities: Provide clear and strategic leadership in the development and implementation of policies, procedures and practices to ensure EA has an appropriately skilled, flexible and engaged workforce to provide high quality education for children and young people and meet its legal and statutory obligations as an employer. Develop HR business partnering services that are customer focused and make it easier for line managers, principals and Boards of Governors to fulfil their requirements as employers when handling employee issues. Build and maintain momentum for change. Achieve high levels of performance and excellence against key performance indicators, and other workforce measures. Promote collaboration and learning with other disciplines to ensure a planned, coordinated and multi-disciplinary approach to the delivery of HR business partnering services and Education services which in turn enables the continual improvement of services to children and young people. Provide strategic leadership which ensures EA operates an excellent system of governance in respect of its workforce. To prepare updates and reports to EA Board and committee meetings including Finance and General Purposes and Membership and Teaching Appointment Committees by way of good governance, performance accountability and strategic leadership of their area of responsibility. Advise members of the senior management team on HR business partnering practice, policy and application which support EA s strategic vision, a culture of effective and cross functional team working and in the spirit of continuous improvement. Leadership Responsibilities: The Corporate Human Resources Business Partner has the following leadership responsibilities: Setting Vision and Strategy: Work with the Director and Assistant Directors to establish, maintain and communicate a clear and compelling strategic direction for the service. Contribute to the development of a strategic plan for the Directorate and lead on the development of the service-specific business plan. Translate the Corporate vision into service-specific direction. Lead the regionalisation and transformation of the service, and all related processes and procedures. Contribute to the development and implementation of new policies in line with strategic direction. Contribute to the management of the Directorate, attending Corporate Leadership Team (CLT), Directorate Management Team (DMT) and Board meetings as required by the Director. 10

11 Challenge conventional approaches, harness new approaches and technology and maximise efficiencies. Managing the Organisation to Deliver: Manage service delivery effectively to ensure that the service achieves the highest possible standards of performance and focuses on the needs of internal and external customers. Agree service performance targets with the Director and Assistant Directors and provide regular progress reports. Develop, agree and implement a robust annual operational plan for the service. Delegate responsibilities and deploy staff according to their skills and abilities to meet the needs of the service. Regularly monitor and review plans and make adjustments as required. Manage and continuously improve the service to ensure delivery against performance targets, and to ensure that best value for money is achieved. Ensure that the service contributes to overall Directorate and Corporate performance as appropriate, and provide update reports as required. Ensure that the Director and Assistant Directors receive high quality service-specific advice. Apply resources effectively across the service to maximise the delivery of front-line services. Consider the financial implications relating to effective models of service delivery, and contribute to the successful achievement of the Savings Delivery Plan. Ensure compliance with relevant legal, regulatory and statutory performance requirements. Manage the service budget in accordance with all relevant financial policy and procedures. Monitor the financial position of the service and report regularly to the Director. Follow agreed measures to deliver the service within budget, and take immediate corrective action as required. Contribute effectively to quality and performance management systems and ensure that the service is being managed as per the requirements of these systems. Ensure that employees within the service team are provided with clear structure, roles and responsibilities and are supported to work in an integrated way. Focus on addressing key workforce issues including recruitment, employee engagement, retention and training and development. Investigate all complaints and adverse incidents where outcomes are below expected standards. Establish effective and rigorous quality assurance systems to maintain high standards. Leadership: Work closely with the Director and Assistant Directors to provide the service with leadership and direction ensuring that Corporate, Directorate and service performance standards are achieved. 11

12 Promote the ethos and values of EA and ensure that the service is focused on customer needs. Foster a culture that supports achievement of EA s Strategic Plan by role modelling core values and leadership behaviours to staff in the service. Lead/manage and communicate change and improvement initiatives within the service. Lead, manage and develop staff within the service. Encourage staff involvement and engagement in the strategic development and operational delivery of the service. Actively encourage teamwork and self-development, and create opportunities to maximise individuals potential, stimulate innovation and connection at all levels with front-line services. Promote a positive culture of performance management within the service through individual and small-team accountability. Foster a culture of constructive feedback and learning, and a genuine commitment to regular and effective appraisals. Prepare and deliver reports on behalf of EA as required. Building Relationships and Working with Others: Build and maintain effective, professional and respectful stakeholder relationships. Ensure efficient and effective internal communication with staff in the service. Work closely with partner organisations, the Director/Assistant Director and colleagues to benchmark services and lead/manage and monitor change. Build and maintain effective working relationships and clear lines of communication with other Heads of Service within the Directorate and in other Directorates. Develop and maintain clear lines of communication and effective working partnerships with relevant external stakeholders and service user groups. Lead/manage engagement with staff, schools and the public on major changes in the service that may affect them. Work with external agencies; for example, education sector partner organisations, to identify opportunities for joint working that might bring greater consistency across the sector, and/or improve efficiency and effectiveness of service delivery. This job description is intended to provide a broad outline of responsibilities, and reflects an initial assessment of the needs of the Directorate. As such, it is not intended to be exhaustive, and may be subject to on-going review and refinement to ensure the Directorate s ability to meet the evolving needs of the business. Other reasonable duties may be assigned by the Director in consultation with the post-holder. In accordance with Section 75 of the Northern Ireland Act (1998), the Corporate Human Resources Business Partner is expected to promote good relations, equality of opportunity and pay due regard for equality legislation at all times. 12

13 4. Person Specification Applicants must at the closing date meet the following criteria: 1. hold a bachelor s degree (UK Qualification and Credit Framework Level 6) or an equivalent or higher qualification and three years experience of providing specialist advice and support to managers on a range of non-routine, complex HR issues, including the management of change and employee relations projects OR have five years experience of providing specialist advice and support to managers on a range of non-routine, complex HR issues, including the management of change and employee relations projects; 2. demonstrable experience of directly supporting Senior Managers with organisational change situations; and 3. demonstrable experience of achieving successful outcomes in relation to employee/ workforce issues. In addition to the above, candidates must also be able to demonstrate at interview the undernoted knowledge, skills and personal qualities: knowledge of current employment legislation and its practical implications; analytical and problem solving skills; effective negotiation skills and the ability to influence Senior Managers; ability to provide advice and guidance which is appropriate and fully consistent with legal requirements, EA policy and best practice; ability to communicate concisely and effectively at all levels; ability to work to tight deadlines and prioritise workload; and demonstrable commitment to continuous personal and professional development. Other: 4. Access to a form of transport to meet the requirements of the post. Desirable: It is desirable that applicants at the closing date hold professional membership of the Chartered Institute of Personnel and Development at Chartered member level or above. 13

14 Leadership and Management Behaviours Setting Vision and Strategy Supports the development and delivery of a clear vision and strategic direction. Thinks strategically with a broad/regional perspective. Effectively communicates the vision and business objectives, making them meaningful and achievable. Focuses on the future. Demonstrates capacity to challenge, innovate and drive change. Anticipates future issues and consequences. Spots potential to take forward initiatives. Makes effective decisions based upon analysis, experience and judgement. Considers and understands different perspectives and delivers appropriate solutions. Easily makes connections between previously unrelated issues. Managing the Organisation to Deliver Acts with customers in mind, dedicated to meeting customer requirements. Continuously reviews, improves and innovates service delivery. Manages complexity and ambiguity positively. Effectively analyses complex information. Focuses on the delivery of results on time, within budget and to a very high standard. Clearly and comfortably delegates both routine and important tasks and decisions whilst ensuring that goals are met. Plans and manages work maintaining a clear focus on the achievement of results. Manages people equitably, promotes good relations and human rights for all. Manages resources effectively and within budget, understanding the requirement for value for money. Demonstrates a positive and resilient approach to solving difficult problems. Leadership and Management Communicates a compelling and inspired vision for change. Manages performance positively setting clear targets, holding others to account and creating a climate of support and accountability. Motivates, engages and works positively to get the best out of people. Helps to shape the culture and positively demonstrates the organisation s values. Acts as a role model and inspires and motivates others. Demonstrates integrity and respect. Empowers and develops others, and demonstrates commitment to continuous improvement. Builds capacity and resilience within teams. Works collaboratively and manages with resilience to deliver results through challenging change processes and addressing financial pressures. Building Relationships and Working with Others Develops effective, respectful and honest working relationships. Proves able to negotiate with internal and external stakeholders to secure agreement without damaging relationships. Successfully influences others. Proves confident, visible and approachable, and demonstrates highly developed communication skills. Promotes collaborative working and demonstrates sensitivity and understanding of diverse viewpoints. Demonstrates a politically astute understanding of what can and cannot be done in the environment. 14

15 Commitment to our Ethos and Values Through the selection process we will also seek evidence that the personal values of candidates align with those of EA. This will include evidence of commitment to equality and excellence in service delivery. These reflect our aim which is to meet the needs of all our children and young people equally, removing barriers to learning and ensuring equality of access to excellent education services so that every child can develop to his or her full potential. 15

16 5. Key Terms and Conditions of Appointment Length of Contract: This is a permanent appointment. The first 26 weeks of appointment are probationary, at the end of which, subject to a satisfactory performance report, the appointment will be confirmed. Where the successful candidate is a serving EA employee, a 26 week probationary period will also apply, following which EA will confirm the appointment where performance has been satisfactory, or consider alternative options with the employee as appropriate. Salary Range: Senior Principal Officer (2) NJC SCP ,557-49,171 Hours: The normal hours of work are 36 per week. A range of flexible working arrangements may be considered. The post-holder will be required to work flexibly in order to successfully carry out the duties of the role. Annual Leave: The annual leave entitlement for the post is 27 days per annum increasing to 33 days after 5 years service. In addition, there are normally 12 public and extra statutory holidays in any leave year. Pension Scheme: Membership of the Local Government Pension Scheme for Northern Ireland is available. The EA will enrol you in the Scheme on a contractual basis and contributions to the Scheme will be deducted from your pay. Further information is available on the NILGOSC website at Location: A base location may be discussed and agreed with the Director. As the role carries regional responsibility, travel across Northern Ireland (and on occasion further afield) will be required in order to attend meetings and fulfil the full range of duties and responsibilities. 16

17 Pre-Appointment Checks: Appointment is subject to the completion of satisfactory pre-appointment checks which may include: Confirmation of eligibility to work in the UK. Access NI screening (if required for the post). Completion of satisfactory pre-employment health screening. Receipt of two satisfactory references references will only be taken up for the preferred candidate following final interview. Provision of documentary evidence of qualifications as listed in the person specification. Confirmation of current salary (for any candidate offered above the minimum of the pay range). Contract: A contract of employment containing full terms and conditions will be issued to the appointed candidate. 17

18 6. Recruitment and Selection Process Enquiries Please or call (028) Submission of Completed Applications Completed application forms must be submitted by 2.00 pm on Thursday 24 May Completed applications can be ed to Applications can also be submitted by post or hand delivery to: Equal Opportunities Unit Education Authority 40 Academy Street Belfast BT1 2NQ It is the applicant s responsibility to ensure that the form is received by the closing date. Late applications will not be accepted unless there are extenuating circumstances. Applications must bear the correct amount of postage as any shortfall may lead to a delay in delivery and the closing date may be missed. Candidates are reminded that the application form must be fully completed. Incomplete application forms will not be considered. Faxed applications will not be accepted. CVs, letters or any other supplementary material will not be accepted in place of, or in addition to, completed application forms. Additional information received after the closing date will not be considered. It is therefore essential that applicants indicate on their application form how and to what extent their qualifications, skills and experience are relevant to the selection criteria outlined in the person specification. Any candidate experiencing difficulties completing their application form because of a disability should contact the recruitment team via lindsay.close@eani.org.uk or by telephone on (028) Applications will normally be acknowledged by . If you do not receive an acknowledgement within three working days of submission please contact the recruitment team. 18

19 Guidance for Applicants It is imperative that applicants demonstrate on their application form how and to what extent they meet the selection criteria outlined in the person specification. If you do not provide sufficient satisfactory evidence, including any appropriate dates needed to meet the requirements, your application will not be shortlisted. Only those whose responses meet the high standard expected for this role will be shortlisted. Do not use acronyms or complex technical detail. Write for the reader who may not know your job, service or function. Write down clearly your personal involvement in any experience you quote. Write I statements e.g. I planned meetings, I managed a budget, I prepared a presentation. It is how you actually carried out a piece of work that the panel are interested in. Identify examples which showcase your achievements, for example where you have responded to challenging circumstances or delivered business impact. Provide tangible evidence where possible. The examples you provide should be concise and relevant to the criteria. It is your unique role the panel are interested in, not that of your team or division. Only the employment history and selection criteria sections of the application form and the organisation chart will be made available to the selection panel. In preparing your application form you may wish to think about having a clear structure for each of your examples, such as STAR : Situation briefly outline the situation; Task what was your objective, what were you trying to achieve; Action what did you actually do, what was your unique contribution; and Result what happened, what was the outcome, what did you learn. Remember that the panel will be most interested in what you actually did and what happened. The selection panel reserves the right to shortlist for assessment and interview only those candidates that it believes best meet the selection criteria. 19

20 Selection Process 1. Initial Screening All applications received by the closing date will initially be screened by the Recruitment Unit to check they have been properly completed. Any applications which have not been properly completed will be deemed invalid. 2. Shortlisting The selection panel will meet to review the completed application forms in relation to the Professional and Technical Knowledge and Experience criteria. The information you provide in relation to these criteria will be assessed to determine to what extent you meet these requirements. Only those applicants whose responses meet the high standards expected for this role will be invited to the next stage. 3. Interview and Presentation Shortlisted candidates will be invited to attend a panel interview. This will include an unseen presentation designed to assess the essential criteria for the role, and further details will be provided with the invitation to attend interview. Anticipated dates for the section process are as follows: Closing date: Thursday 24 May 2018 Shortlisting: Wednesday 30 May 2018/Thursday 31 May 2018 Interview and Presentation: Week commencing 11 June 2018 or week commencing 18 June 2018 These timings are indicative, however, you will be given as much advance notice as possible. Please note that it may not be possible to reorganise any stage of the selection process because of unavailability of applicants. 20

21 7. Equal Opportunities The EA as an employer is fully committed to the promotion of equality of opportunity in employment to all, irrespective of sex; marital status; pregnancy or maternity leave; civil partnership status; sexual orientation; gender reassignment;, religious belief; political opinion;, race;, disability;, age and trade union membership or non-membership. 21