JOB DESCRIPTION Job Title: Head of People Services Confirmed grade (February 2017) Directorate: Human Resources Date of Job Evaluation by ECC of indicative job description: SG9 22 November 2016 Role reports to: Direct Reports Indirect Reports: Other Key contacts: Deputy Director of Human Resources (SG10) HRIS Project Manager (SG8); Senior HR Operations Officer (SG7); Senior HR Recruitment Officer (SG6); HR Administration Team Leader (SG6) HR Data Controller and Analyst (SG7); HRIS Project Officer (SG7); HR Operations Officers (SG6) x 4; HR Recruitment Officers (SG5) x 4; HR Administrative Officers (SG5) x 2.5 Director of HR; Head of Organisational and People Development; Policy and Directorate Communications Manager; Organisational Development and Engagement Manager; Equality Diversity and Inclusion Officer., Head of Payroll and Pensions Team, Executive Assistant to Director of HR and Deputy Director of HR This job description is non-contractual and provided for guidance. It will be updated and amended from time to time in accordance with the changing needs of the University and the requirements of the job. PURPOSE OF ROLE: This is a senior role within the Directorate and is responsible for the planning and delivery of services which meet the needs of our clients; ensures the efficient running of the Directorate and supports the implementation of the University s People Strategy. Working with the Director, the Deputy Director of HR and the Head of Organisational and People Development as a member of the Directorate s Senior Management Team, the roleholder will also be responsible for monitoring the standards of performance required to deliver a high quality HR service and building capability within the Recruitment, Operations and Management Information Teams to deliver this. The roleholder will be responsible for the effective management and delivery of the University s Rewards and Benefits strategy and will take the lead in the administration of the HERA process including the facilitation of the grading review processes and being Secretary to RAP. The roleholder will have direct line management of 4.0 FTEs and indirect line management of 12.5 FTEs. The roleholder is expected to operate this role effectively within a matrix management structure and work at all times in a collaborative manner. KEY ACCOUNTABILITIES: Role Specific: Service delivery: Deliver HR services to a high standard and in a manner which supports the University s core business of teaching and student experience, research and enterprise. Contribute to the delivery of the People Strategy, and ongoing strategy development, through the delivery of projects.
As part of the Senior Management Team, ensure that the work of the Directorate is co-ordinated and integrated so as to present to the University complete HR services. Provide expert advice to the University on HR operational policy and recruitment. Provide expert advice and services that ensure that the University is compliant with UKVI and Disclosure Barring Services (DBS) requirements. To be the Key Contact and a Level 1 user for UKBA purposes. Act as the Deputy Secretary to the Joint Negotiating Committee (JNC) if the Secretary (the Deputy Director of HR) is absent for any reason. Provide in-house consultancy advice regarding Change projects and be recognised as one of the directorate s subject matter experts in this area. Take responsibility for and carry out negotiations, consultations or discussions with trade unions on their areas of responsibility. Reward and benefits: Ensure that the University s approach to salary and benefits is aligned with customer requirements and organisational needs and is competitive within the available pay envelope with regards to the recruitment, retention and motivation of staff. Lead, direct, review and develop reward strategies, programmes and projects, financial and nonfinancial, designed to align employee behaviours with business strategy. Provide the University s Faculties and Professional Services Directorates with a point of expert reference and guidance on pay and reward legislation and practice. Ensure reward programmes, financial and non-financial, are fit for purpose and designed to incentivise corporate behaviour and business achievements. Advise across the University on probity, legality and equalities issues in salary and reward policy matters. Develop an employee benefits brand as a first step to the implementation of a Total Rewards approach to pay and reward. Continuously improve the communication of salary and benefits strategy and information to staff. Lead and contribute to inter-departmental/directorate projects and working groups where salaries and benefits specialist input is required e.g. competency framework development, teaching fellowships. Liaise with external professional bodies and networks to ensure the University s employee rewards and benefits service is accredited, well connected and current in all aspects. HERA Job evaluation: Ensure as far as possible that pay and grading decisions are consistent and fair through the operation of the ECC HERA (Higher Education Role Analysis) job evaluation system in respect of the grading of new or replacement posts. Manage the process by which job roles up to and including the SG10/AC5 (Senior Administrative/Senior Academic Manager) are graded and remunerated. Act as the Administrator to the online ECC system with administrative permissions to enable reports to be generated from the system, additional assessors to be added etc. Provide guidance to HR colleagues and other managers on the HERA evaluation processes and principles. Manage the bi-annual process of grading review and assessment panels. As an ECC trained HERA assessor, undertake role evaluation. Surveys, reports and audits: Establish management information and reporting systems for the purpose of salary and reward benchmarking. Respond to survey data requests concerning pay and benefit matters from organisations such as UCEA. Carry out Equal Pay Audits. Establish mechanisms to monitor and periodically review enhancements to individual pay (e.g. market rate supplements). Research and carry out feasibility studies to support the introduction of new and enhanced staff benefits particularly those with a cost implication to the University and present a reasoned business
case. Responsible for the timely production of the HESA annual staff return so that it has been received by HESA at the agreed stages of the annual process and arrange sign-off by the Vice Chancellor. Pensions: Provide a first point of enquiry to be able to offer initial non-financial general advice to customers on pension matters relating to the Teachers Pensions Scheme (TPS), the Local Government Pensions Scheme (LGPS) and the Universities Superannuation Scheme (USS). All financial requests will be referred to the Payroll and Pensions Manager. Administration Ensure that the teams under the role holder s management are appropriately trained, are clear on the standards expected of them and deliver the requirements of the Directorate. As a member of the senior team ensure that staff of the Directorate are informed and engaged with the work of the Directorate and the wider University. Manage relationships with external providers of systems used by HR. Management of HR and People Systems contracts and Third Party Developer contracts with external suppliers i.e. Stonefish (for e-recruitment), Simitive(for Balanced Academic Workload BAW), Mills and Reeve (for employment law advice) etc. Represent the University as required at Employment Tribunal hearings. Recruitment Ensure the recruitment service is fit for purpose, that the e-recruitment system is maintained and improved so that it provides all users with a user experience which meets client needs and that all recruitment campaigns are delivered where possible to the required timetable. Ensure that the recruitment service including Job Shop is delivered efficiently including timely confirmation of conditional employment contract offers, follow up of references, and issuing of employment contracts and is managed in a professional and timely manner. Operations Ensure that the operations service is delivered efficiently including issuing of contract variations, managing the process for payment of Hourly Paid lecturers and casual workers and providing HR support for the subsequent casework for restructures including voluntary severance calculations etc. Business Continuity act as the Directorate s lead in ensuring that a phased return to business as usual operations is delivered within the role holder s control as set out in the HR Directorate s Business Continuity Plan. Management information provision Provide senior leadership for the delivery of the 5 year programme of improvement for the HR and Payroll system and ensuring a plan is in place maintain its resilience and fitness for purpose into the future. Ensure that management information is maintained robustly with attention to detail. Provide suitable management reports after consultation with stakeholders as to their respective information requirements. Work with the HRIS Team to ensure that management information needs for the future can be anticipated and planned for and that the software used is appropriate and fit for purpose. Generic: Provide support to the University in the event of the emergency as a member of emergency or incident
response teams. With the Directorate s Senior Management Team, manage risks associated with the business of the Directorate. Represent the directorate where assigned, in meetings, at working groups and with both internal and external stakeholders. Managing Self The role holder is expected to maintain their professional competence through continuous professional development and to ensure that they remain informed of statutory changes and develop HR practice accordingly. Develop and maintain positive relationships with a range of stakeholders including but not exclusively, senior managers, HR colleagues, trades unions and external agencies e.g. systems providers, recruitment agencies. Core Requirements Adhere to and promote the University s Equality, Diversity and Inclusion policies. Ensure compliance with Health & Safety regulations. Support and promote the University s Sustainability policies, including the Carbon Management Plan, and carry out duties in a resource efficient way, recognising the shared responsibility of minimising the university's negative environmental impacts wherever possible. Additional Requirements: Undertake any other duties as requested by the Director of HR or the Deputy Director of HR, commensurate with the grade. This is a professional, demanding role within a complex organisation with an ambitious strategic plan and agenda for change. The role holder will be expected to show flexibility in working arrangements, including working hours, to ensure that the Directorate delivers the required level of service. KEY PERFORMANCE INDICATORS: Right first time services, with minimal complaints Improved engagement with customers and a One HR seamless approach to the delivery of the HR service Positive customer feedback Improved employee engagement scores for HR Directorate (measured by customer satisfaction of people management issues addressed/problems solved using post-case management/problem resolution survey Improved employee engagement scores for HR Directorate Production and delivery of work and projects to agreed timescales, quality and to plan KEY RELATIONSHIPS (Internal & External): Director of HR, Deputy Director of HR, Head of Organisational and People Development, Director of Finance, Chief Operating Officer, Pro Vice Chancellors, Faculty Operating Officers, Directors of Professional Services, Recognised Trades Unions, UCEA, HESA, University networks and employer bodies, CIPD and other professional bodies, external suppliers of legal advice.
Essential PERSON SPECIFICATION Desirable Experience: Evidence of working at a senior level in the HE sector. Evidence of working at a senior level in human resources and delivering HR services to a high standard. Significant management experience of leading a large team of HR professionals. Evidence of delivering performance improvement initiatives. Evidence of undertaking trade union negotiation, consultation and relationship management. Evidence of effectively managing professional and administrative staff, building capability and engaging staff with objectives. Substantial experience of managing complex casework and excellent up to date knowledge of employment law. Evidence of leading change projects either restructuring or reshaping as project manager/project sponsor. Evidence of leading and delivering a Rewards and Benefits service. Evidence of effective third party contract management. Evidence and effective knowledge and understanding of HR Information Systems and using these systems to deliver a high performing service. Experience: Skills: Multi-site working environment management experience Already working in a Head of People Services-type role within the HE sector Microsoft Office suite to intermediate level Qualifications Honours degree either in HR or Employment Law or similar Formal management qualification Skills: Effective leadership and management skills Customer focused and results oriented approach Effective team player skills High level organisational skills Coaching and influencing skills Excellent verbal and written communication skills suitable for an academic environment Presentation skills Negotiating skills Ability to analyse and draw conclusions from data. Evidence of effective project management skills and techniques Qualifications: CIPD Chartered Membership or equivalent professional qualifications commensurate with the level of this role. Personal attributes: Shares the values of the University of Greenwich ECC HERA Trained Assessor Signature(s) Date of issue..