Central Bank of Ireland - Role Profile

Transcription

1 Central Bank of Ireland - Role Profile Section A: Role Details Role title Head of Division Human Resources Division Human Resources Pillar Operations Reports to (Role Title) HR Director Directorate Human Resources Number of reports Direct 5 Indirect 45 Section B: Role Purpose Please summarise the overall purpose of the role, i.e. why the role exists within the organisation (1-2 sentence summary of the primary accountabilities as outlined in Section C below). To lead a team of experienced HR professionals responsible for setting the strategic direction and providing expert support and advice in relation to business interactions with HR and the provision of all business partnering, resourcing, reward, strategic IR, advisory and HR operational support for the organisation. Section C: Principal Accountabilities Please list in order of importance, the key accountabilities and expected contributions of the role. (generally 5-7 main accountabilities).each accountability statement should be described in a way that summarises what the role does and why. 1 Lead the HR Division to create an environment where people can develop to their full capability, where the principles and behaviours of the Bank are lived and where collaboration and purposeful mobility can flourish, empowering direct reports to own their areas and fostering a culture of collaboration to ensure a high performing, well-motivated team. 2 As part of the HR senior leadership team set the strategic direction for HR, in consultation with the HR Director, and ensure that progress against the relevant elements of the Central Bank's Strategic Plan and Balanced Scorecard are monitored and reviewed, and that any deviations are signalled early so that timely remedial action can be taken. 3 Continue to develop and enhance the HR Business Partner and HR Operations model enabling HR business partners to operate at a strategic level with the business with all transactional and operational activity delivered by a streamlined, efficient HR Operations & Advisory structure founded on clear policies, processes and procedures. 5 Oversee the embedding of the Employee Relations strategy to improve employee relations through increasing trust in working relationships and support the Central Bank's vision to be a Fulfilling Workplace for our People. 6 Oversee the provision of high quality and timely HR analytics and MI that helps senior management across the Bank take informed decisions and which helps shape future HR strategy and be accountable for ensuring that the resourcing requirements of the Bank, from an overall numbers and capability perspective, are met in an efficient, cost effective and timely manner.. 7 Keep abreast of emerging thinking and trends in relation to HR strategy and practices generally to ensure that any and all implications of opportunities for the Bank are identified and solutions proposed, implemented and proactively monitored as appropriate.

2 Section D: Knowledge, Skills & Experience The purpose of this section is to consider the knowledge, skills and experience required to perform this role competently. 1. Education & Knowledge Please select the typical formal educational qualifications required for the role. Leaving Cert Diploma Degree Master s Degree PhD Other, please specify: Please provide information if a particular Qualification is needed in a specific subject matter area (e.g. Level 8 Degree in a Finance/Law discipline) Degree in Human Resources, Business Studies or a related discipline. A relevant post graduate degree and CIPD qualified would be an advantage but not essential. Mandatory Practicing Certification/ Professional Membership (e.g. Banking qualification QFA, LCOI etc.) 2. Experience Please specify the typical length and nature of role related experience required to qualify for this role and reach a competent standard (e.g. 5 years at Senior Management level) At least 10+years HR experience with a minimum of 5+ years operating at a senior level. 3. Skills Please specify the type and level of skills (technical or interpersonal) required to perform the role competently (e.g. strategic planning, relationship management, negotiation skills, software applications etc.) Technical Interpersonal Qualifications in HR, business studies or a related discipline 10+ years HR experience of which 5+ years are at a senior management level Strong coaching, problem solving and project management skills Strong awareness of emerging thinking and trends in relation to HR strategies; The role holder needs to demonstrate an ability to apply strategic thinking to technical and processs solutions in order to deliver effective outcomes for the Bank; proven ability to critically assess complex / once off issues and problems with the ability to distil significant volumes of information, identifying solutions for root cases of issues Strong leadership, decision making, stakeholder management and influencing skills Ability to communicate with impact at a senior level and to demonstrate sound strategic and operational judgment, allied to excellent oral and written communication skills Ability to build and sustain relationships internally and externally Significant experience of providing advice and being able to influence at a senior level in large and complex organsiations Section E: Behavioural Competencies Please tick the level of the four Behavioural Competencies most critical to success in the role. Please refer to the Behavioural Competency framework as featured in your Desktop Calendar for guidance. Challenge Constructively Collaborate & Share Information Seeking Teamwork & Collaboration Analytical Thinking Impact & Influence

3 Act with Integrity and Conviction Deliver on Commitments Self & Others Decision Making Develop Self & Others Stakeholder Focus Take Responsibility & Ensure Accountability Lead the Way Forward Initiate Improvements Leadership Strive to Improve Drive for Performance Section F: Other Please list any other aspects of this role that you believe have not been covered above. (e.g. off-site working, international travel etc.). This role may involve European travel Section G: Review & Approval I believe the above is an accurate reflection of the role, and what the incumbent would require, to carry it out competently. Name Role Title Signature Date Liz Joyce HR Director Gerry Quinn COO Note: This Role Profile Template must be signed off by the Direct Manager of the role and the Manager above.

4 Appendix A - For Anchor Roles Only. The purpose of this section is to consider the role under a number of headings that will facilitate its evaluation. Questions provided below are for guidance. 1. Functional Knowledge What level of technical knowledge of own area is required to perform this role? What level of technical knowledge of other areas (outside the remit of the role) is required to perform this role? 10+ years HR experience of which 5+ years are at a senior management level Experience leading teams of experienced professionals A very good knowledge of employment legislation and the core HR disciplines such as reward, performance management, talent & succession planning, learning, leadership development and ER/IR. A very good knowledge of HR operations and operating models including HR information systems and their impact on future transactional efficiencies. 2. Business Expertise What does the role holder need to know about the other areas of the organisation to accomplish its objectives? Does the role holder require knowledge of the external environment to perform its role? If yes, please explain the requirements? Significant experience of providing advice and being able to influence at a senior level in large and complex organisations Strong coaching, problem solving and project management skill Good understanding of Central Bank Divisional functions and mandate Awareness of external developments in the area of HR in similar organisations 3. Leadership What are the people management responsibilities of this role (allocation of work, recruitment, performance management) Is the role required to provide technical leadership? What are the project management responsibilities of the role (size of teams, size of budget, project complexity)? Strong people management, coaching and leadership skills Responsible for the allocation of work, the recruitment and performance management of direct reports and broad oversight of staff in the functional area. The role is also required to provide strategic technical leadership in relation to the transactional activities under its remit - the role holder needs to demonstrate an ability to apply strategic thinking to technical and process solutions in order to deliver effective outcomes and continuous improvement for the Bank. 4. Problem Solving Please describe the typical decisions that the role requires and the effect of those decisions. Please also describe the level of discretion involved and where input from a more senior level is required in certain decisions. Strong problem solving, decision making, planning and organisational skills. Proven ability to critically assess complex/ once off issues and problems with the ability to distil significant volumes of information, identifying solutions for root causes of issues 5. Nature & Area of Impact

5 What is the role s overall responsibility (output, quality, operational or strategic)? Which other divisions/ departments/ areas are affected by the outputs from this role? Where is the primary impact of the role (division, directorate, international)? The responsibility of the role is strategic and operational. The impact of the role is felt across all parts of the organisation through the provision of both strategic and operationally efficient HR support to the business ensuring that current and future people related needs of the organisation are met. 6. Interpersonal skills Please detail the key contacts and working relationships both internally and externally (e.g. Internal Working Groups, European Committees, National Bodies, SLC, OpsCo etc.). Please describe the type of interpersonal skills required (i.e. exchange of information, influencing, negotiating etc.). Key internal and external relationships include: Senior leadership across the organisation Group of unions and information & consultation forum Head of OD and Products Interpersonal skills: Excellent verbal and written communication skills Ability to communicate with impact at a senior level Strong negotiation and influencing skills Strong people management, coaching and leadership skills