Please complete all accessible boxes and refer to the guidance on writing Job Descriptions. Human Resources. Talent, Engagement and Development

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1 Job Description Please complete all accessible boxes and refer to the guidance on writing Job Descriptions Position Details Faculty/Professional Support Service School/Department Human Resources Talent, ngagement and Development Division/Section/Unit Job Title Vacancy No mployee ngagement Manager Recruitment Team Grade 9 Hours of Work 37 Contract Duration (Perm/Fixed Term) Reports To (Job Title) Permanent Assistant HR Director, Talent, ngagement and Development Responsible For (Job Title) Principal Accountabilities Support the Director of HR and the Assistant Director of HR in the development of the mployment ngagement aspects (including recognition and wellbeing) of the People Strategy. Proactively identify engagement and communications opportunities and activities to further organisation-level culture, integration and change initiatives. Lead the generation of a culture of high employee engagement through the creation and implementation of innovative strategic engagement initiatives. Project manage organisation-wide engagement surveys and pulse surveys and management of action plans, working closely with stakeholders to ensure appropriate actions are planned and implemented. Lead the development of the mployee Value Proposition.

2 Key Tasks DVLOPNG NGAGMNT AND WLLBNG NTATVS Manage and co-ordinate the implementation of the University s mployee ngagement Action plan. Support senior leaders to analyse their own local data and build and implement action plans. Create and/or edit tools, training materials, and resources to help partners and leaders successfully build action plans based on survey results. Co-ordinate accreditation through relevant external Standards and Charters and embed good practice across the University Lead on the development and implementation of an employee wellbeing strategy. Work with the Head of Talent and Resourcing to develop and implement an on boarding approach for all new staff, support best practice on-boarding experiences for senior staff and support our aim to attract, recruit and retain the top talent. Develop a framework to enable effective 'Off-boarding' in order to gather and use information on the reasons for exit to inform the attraction and retention strategies. Working collaboratively with the Reward & Pensions Manager, to develop and implement employee recognition strategies to include reviewing, evaluating and making recommendations for organisation awards and departmental recognition programmes. Work collaboratively with key individuals and the academic lead on the Healthy University initiative to further develop the University's wellbeing agenda and to integrate this with the wider employee engagement strategy. As the subject matter expert, advise the organisation on the best approaches to engaging with staff and provide the advice and support the business needs to deliver on our engagement goals and objectives. Conduct ongoing analysis of key data to identify trends and work with HR Business Partners, other HR colleagues and University stakeholders to utilise the data to inform future engagement activity. Lead on the engagement issues that arise out of change initiatives, working collaboratively with the HR Business Partners, the L&D Manager and managers. COMMUNCATON STRATGY

3 Serve as HR Content Manager for the University ntranet, developing compelling content and stories and ensuring that content contributed by departments within the HR Directorate are in-line with the University and HR house style. Work with the University leaders to identify and communicate key engagement topics and success stories. Lead the HR internal communication agenda, develop communications campaigns and activities to educate and engage employees; drive emotional connection to the University, support strategic business objectives,and reinforce the organisation s culture. Develop the mployee Value Proposition and work with the Talent and Recruitment team to ensure that it is reflected in our external mployer Branding and campaigns, social media etc. RLATONSHP BULDNG AND NTWORKNG Work with senior leaders and Faculty P-VCs to develop strategies and demonstrable links between engagement and their strategic goals, identify and address issues and solutions related to employee engagement, and support them in making the links between engagement and outcomes such as; turnover, healthcare costs, grievances, student success. Conduct employee focus groups to complement engagement surveys. Work with vendors and University clients to design, deploy, and evaluate effective and efficient engagement surveys. Work with cross-functional teams to identify unique division/location needs while balancing the overall purpose and requirements of the employee engagement action plan. PRSONAL DVLOPMNT Work closely with other teams within HR to develop and maintain an awareness and understanding of activities and developments to inform the development and implementation of employee engagement, wellbeing and recognition strategies, initiatives and activities. Remain well networked across the HR and other professional areas, proactively creating new networks as appropriate. Keep up-to-date with HR and employee engagement trends and thinking, and relevant socioeconomic and Higher ducation sector developments. Be an active member of relevant cross-sector networks and contribute to the development of employee engagement thinking externally across and beyond the profession.

4 Special Features Miscellaneous You have a legal duty, so far as is reasonably practicable, to ensure that you do not endanger yourself or anyone else by your acts or omissions. n addition you must cooperate with the University on health and safety matters and must not interfere or misuse anything provided for health, safety and welfare purposes. You are responsible for applying the University s qual Opportunities Policy in your own area of responsibility and in your general conduct. You have a responsibility to promote high levels of customer care within your own areas of work. You are expected to co-operate with the PDR process, engaging in the setting of objectives in order to assist in the monitoring of performance and the development of the individual. Such other relevant duties commensurate with the grade of the post as may be assigned by the Manager in agreement with you. Such agreement should not be unreasonably withheld. You may be required to undertake a specific Health & Safety role, commensurate with your grade, to support the University in meeting its statutory Health & Safety obligations. This could include acting as a DS Assessor, First Aider, Fire Marshall or Departmental Safety Co-ordinator. The allocation of such roles will be subject to the provision of appropriate training and assessment of competence. You may, with reasonable notice, be required to work at any of the Manchester Metropolitan University sites. You have the responsibility to engage with the University s commitment to nvironmental Sustainability in order to reduce its waste, energy consumption and carbon footprint. You have the responsibility to engage with the University s commitment to delivering value for money services that optimise the use of resources and therefore should consider this when undertaking all duties and aspects of your role.choose the management responsibilities relevant to the role Review

5 This is a description of the job at the time of issue. t is the University s practice periodically to review and update job descriptions to ensure that they accurately reflect the current nature of the job and requirements of the University and to incorporate reasonable changes where required, in consultation with the job holder.

6 Person Specification n order to be shortlisted you must demonstrate that you meet all the essential criteria and as many of the desirable criteria as possible. Where we have a large number of applications that meet all of the essential criteria, we will then use the desirable criteria to produce the shortlist. All disabled candidates who meet the minimum essential criteria will be included on the shortlist. Selection Criteria Attributes tem Relevant Criteria dentification Method Rank 1.1 Ability to communicate complex information with clarity to a range of diverse audiences, both orally and in writing. 1.2 Skilled at collaborative working and building and developing partnerships, internally and externally. 1.3 xcellent analytical skills including the ability to /T explore, evaluate and interpret complex sets of information, draw conclusions, report and recommend potential solutions with practicable Skills & courses of action. 1 Abilities 1.4 Able to use initiative and work with a high level of accountability. 1.5 xcellent planning and organisational skills. Able to /T prioritise work to meet deadlines and deliver agreed priorities and deliverables. 1.6 xcellent interpersonal skills with the ability to A/ quickly establish credibility and rapport and influence at a senior management level.

7 1.7 The drive to make a positive contribution to strategic HR issues. 2.1 Understanding of how to develop and embed the 2 General & Specialist Knowledge 2.2 mployer Value Proposition Up to date knowledge of mployee ngagement and recognition thinking and best practice. 3 ducation & Training 3.1 A minimum of Graduate level of the CPD or equivalent. A 4.1 xperience in driving employee engagement in a A/ complex organisation. 4.2 Proven track record of working closely with senior A/ managers both within HR and across the business to develop and deliver excellent employee engagement and recognition strategies and initiatives. 4 Relevant xperience 4.3 A track record of successful internal A/ communications and employee engagement experience in a complex, fast moving, organisation, with the capacity to make a positive contribution to strategic HR issues 4.4 vidence of relevant Continuing Professional A/ Development 5 Special Requirements 5.1 Active membership/leadership of a range of employee engagement networks. A/ Date of Revision Jan 2018 A Application Form nterview Key dentification Method T Test C Copy of Certificates P Presentation

8 Rank G D Group Assessment ssential Desirable