IOSH

Job Description

1Job details

Job Title: / HR Manager (Interim) FTC – 12 months
Division: / Corporate Services
Responsible to: / Head of Corporate Services
Responsible for: / The management of the HR and Reception team
Location: / Leicester
Grade: / 1
Salary Range: / £33,800 – £35,800
Job holder: / TBA
Job Ref: / HRMGR
Date: / April 2014

2Job purpose

To contribute both at a strategic and operational level to identify HR priorities and recommend appropriate people management solutions which support business aims (including IOSH’s desire to be an employer of choice) and reflect current employment legislation and best practice. To ensure a customer-focussed HR service, providing expert professional advice and support to managers and employees on all aspects of people management.

3Key result areas

Strategic HR management
  1. In consultation with the Head of Corporate Services, to prepare and implement an annual HR plan to support the overall strategic aims and objectives of the HR function and the wider organisation.
  2. To identify, design and implement strategic HR projects and initiatives, as and when required.
  3. To identify and utilise external benchmarks to demonstrate high organisation performance, for example Investors in People.
Recruitment and induction
  1. To ensure the provision and implementation of effective recruitment and selection systems and policies to attract and recruit skilled and flexible employees.
  2. To ensure the development and implementation of an induction programme that enables employees, at all levels, to perform effectively as quickly as possible.
Employee relations and performance management
  1. To ensure the provision of effective and appropriate advice and support to senior managers, first line managers and employees on employee relations and performance management issues, to include informal counselling, disciplinary and grievance procedures, redundancy, absence management and mediation.
  2. To oversee the implementation of the annual performance review process, ensuring the implementation of changes and improvements to the performance review system as required, taking into account employment legislation and best practice.
  3. To work with managers to ensure that all employees have clarity in their role and responsibilities, with clearly defined job descriptions which have been evaluated and appropriately graded.
Employment policies and procedures
  1. To ensure the development and implementation of employment policies and procedures that are in line with employment legislation and best practice and support IOSH’s aim to be an employer of choice.
  2. To ensure the development and implementation of employment policies and procedures to facilitate effective, fair and consistent management across the organisation.
  3. To ensure the effective communication and embedding of employment policies and procedures across the organisation, ensuring that managers and employees are aware and able to operate them effectively.
  4. To ensure that all employees have an appropriate contract of employment and up to date terms and conditions of employment.
Health and wellbeing
  1. To oversee the development and implementation of a programme of health and wellbeing activities in support of IOSH’s health and well being policy.
  2. To ensure that any employee health issues are appropriately monitored and managed, ensuring referral to the occupational health service for professional input and advice, where necessary.
Training and development
  1. To ensure that effective training and development strategies, procedures and policies are developed, implemented and monitored.
  2. To develop and implement management development initiatives and standards, for example further development and embedding of IOSH’s STAR competency framework.
Remuneration and benefits
  1. To analyse and make recommendations on IOSH’s remuneration and benefits package for all levels of employees and review and advise on external salary patterns and their implications on current grading structures and salary levels.
  2. To ensure the implementation and communication of any changes to salaries or benefits.
  3. To ensure the efficient administration and renewal (where appropriate)of the benefits provided.
HR information system and administration
  1. 1. information systemtration of the benefits provided.descriptions which have been evaluateddevelopment and embedding of IOSH'OSIn consultation with the Head of Corporate Services, to manage the development and implementation of HR information systems, where necessary, ensuring they are utilised to full potential.
  2. To ensure that the information held on the HR information system and in personnel files is updated in a timely and accurate manner and complies with any legal or data protection policies.
Payroll
1. To manage the payroll operation, ensuring that each stage of the payroll process is properly
actioned and that all employees are paid correctly.
Reception
  1. To ensure the provision of a customer-focussed, efficient Reception service.
General management
  1. To ensure the effective line management of employees in the Human Resources and Reception team, providing them with positive support, advice and encouragement in their development.
  2. To ensure the health, safety and welfare of employees in the Human Resources and Reception team.
  3. To propose, and be responsible for, operating budgets in the region of £260,000.
  4. To be responsible for managing and maintaining relationships with suppliers, ensuring the cost effective and efficient provision of services.
  5. To develop mechanisms to monitor the effectiveness of the HR and Reception functions and produce regular reports on key HR performance indicators to ensure service delivery is consistent and in line with agreed standards.
  6. To attend and administer meetings of the Remuneration Committee.
  7. To carry out any reasonable duties within the remit of the role.

4Qualifications, experience, knowledge, skills and training

Qualifications
  • Degree or professional human resources qualification - essential
  • Chartered member of the CIPD – essential
Experience
  • Experience of line managing and developing an HR team to achieve business objectives – essential
  • Experience in the development and implementation of employment policies, procedures and practices across the range of HR functions – essential
  • Experience of developing and implementing annual business plans, linked to longer term strategy - essential
  • Experience of producing budgets and budgetary management - essential
  • Experience of developing and delivering training and coaching sessions to groups - desirable
  • Experience of taking and producing formal minutes - desirable
Knowledge
  • Fully conversant and up to date with all aspects of employment law and HR best practice – essential
  • Good knowledge of job evaluation systems - essential
  • A good working knowledge of HR systems - essential
Skills (all essential)
  • To have excellent listening, written and verbal communication skills.
  • Excellent relationship management and rapport building skills, with the ability to establish and maintain credibility with managers and employees at all levels.
  • Able to work at both strategic and operational levels.
  • Able to work autonomously and flexibly, responding to business needs and changing priorities.
  • Accurate and confident when dealing with figures.
  • Able to prepare and present reports to senior managers and officers.
  • Able to create communications appropriate for the message and audience.
  • IT literate with experience of Microsoft Office applications including Word, Excel, Outlook and PowerPoint
Competencies
The job-holder will be expected to demonstrate all of IOSH’s STAR competencies relevant to the level of the role.
Training
  • Managing safely and manual handling courses are obligatory for all new managers.
  • The job-holder should be willing to undertake any relevant training/qualifications necessary to fulfill the role.

5Job context

The job-holder is responsible for providing a generalist HR service and advice to managers (at all levels) and employees across the organisation. They are also responsible for ensuring a professional and customer focussed Reception service.
The role will be required to juggle competing pressures from across the organisation, ensuring the delivery of services within the diverse remit of the role and within limited resources. The areas of responsibility can be subject to regular changes in employment legislation and developments in best practice and it will be vital that the job-holder maintain an up to date knowledge in these areas.
The job-holder will be expected to contribute towards the strategic development of the HR function and as such will need to have an excellent understanding of the priorities and objectives of each area of the organisation.
The job-holder reports to the Head of Corporate Services who has overall responsibility for HR matters and development at a senior level.

6Job dimensions

The services of the HR team are provided to all employees and have a direct and significant impact on the ability of employees to perform their day-to-day duties. IOSH currently has in the region of 150 employees
The role is also responsible for ensuring the efficient administration of the Remuneration Committee.
The role has responsibility for a team of four employees (HR Officer, Training and Development Officer, 2 part-time Receptionists). The role will also be responsible for supervising and delegating HR administrative work to the Corporate Services Administrator, although line management responsibility for this role will fall to the Head of Corporate Services.
The role will have responsibility for a budget in the region of £260,000.

7Complexity and creativity

The job-holder will need to maintain sufficient breadth of knowledge of the different elements of the HR function to be able to manage the team and the services it provides effectively. They will need to balance the needs and demands from the different areas of the business to ensure these can be met with the resources (team and budget) available.
The job-holder will have to deal with and advise on complex employee relations issues, for example disciplinary, grievance, redundancies and long-term sickness absence.
The role will have significant input and impact on employee engagement, so will need to ensure that effective processes are developed and implemented to maximise involvement and engagement across the organisation.
The job-holder will need to be an effective influencer as sometimes advice and guidance provided to managers is not always initially favoured. The job-holder will need to be able to identify and sell the benefits of the actions being recommended.
The job-holder will be expected to ensure that policies and procedures are kept up to date with legislation and best practice and are in line with IOSH’s strategic aim of being an employer of choice. This will involve researching developments, determining how these impact on IOSH and recommending and implementing changes, ensuring that the appropriate training and advice and guidance to managers and employees is provided to support their successful and consistent application.

8Decision making

The job-holder will have to decide, autonomously, how to ensure the effective delivery of day-to-day HR services, within the context of the priorities agreed with the Head of Corporate Services and as set out in the longer term HR strategy.
The job-holder will also be expected to prepare and implement annual HR plans which link to the HR strategy and the organisations overall corporate objectives.

9Key internal and external contacts

Internal contacts
The job-holder will have ongoing contact internally with all employees, including regular contact with senior managers. The job-holder will be expected to provide advice and recommend options within the areas of responsibility.
The job-holder will also have contact with the Remuneration Committee, which includes the Chairman who is also the Chairman of the Board of Trustees.
External contacts
The job-holder will also have contact with a range of external suppliers and in most cases will be a key IOSH contact with those stakeholders. The key external contacts include (but are not limited to):
  • Recruitment and selection agencies
  • Training providers
  • HR system providers
  • Financial advisers
  • Benefits providers
  • Occupational health providers
  • External benchmarking suppliers and assessors (for example Investors in People)

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HR Manager 25 April 2014