Role Profile
Role Title / International HR Manager (HR BP)Directorate / Organisation Development and Human Resources
Reports to / Head of Human Resources
Role purpose
· Provide customer focussed, comprehensive and pragmatic best practice international human resources (HR) advice and support across our international office network, coaching managers towards proactive, effective people management and the development of high performing, motivated teams.
Key responsibilities
· Support ODHR initiatives across overseas offices, working closely with the rest of the team and acting as an ambassador for the directorate;
· Provide a dedicated best practice international HR service in relation to core people management issues, such as absence and well-being, conduct and capability, performance management, organisational change and the full range of employment and employee relations matters;
· Play a key role in enabling the shift in responsibility of people management to the line, with expert coaching, support and guidance provided by the ODHR functions;
· Develop and maintain collaborative and productive relationships with managers, employees and their representatives, establishing and maintaining a high degree of professional credibility and confidence;
· Work with designated directors and the Resourcing specialists to ensure effective use of people resources, including reducing over reliance on a temporary workforce and enabling appropriate role design to maximise effectiveness.
· Keep up to date with developments in employment legislation and human resources best practice, acting as the international HR “subject matter expert” (SME) to help drive policy and service improvements;
· Lead on knowledge sharing of international HR developments with ODHR colleagues, to ensure continuous development and improvement in the service offered, identifying and communicating these implications to mangers as necessary;
· Take accountability for elevating understanding of, and compliance within the Directorate and the business, with the legal and negotiated terms and conditions and people management policies for employees at the International Secretariat in the overseas offices;
· Lead on the provision of best practice professional support and advice to people management cases, escalating to or commissioning support from other ODHR colleagues as required;
· Develop, provide or commission training and coaching for managers and employees to improve their awareness of and effective application of people management policies and practices;
· Identify people management issues and trends, and explore underlying causes in order to provide or commission effective policy or training solutions;
· Proactively identify and tackle people and behavioural issues causing concern within business areas to minimise risk and the credibility of Amnesty International Limited.
· Support the successful delivery of ODHR related projects overall, and lead on delegated projects where required i.e. Pathfinder;
· Oversee and authorise the preparation and issue of appropriate contractual documentation in relation to terminations and variations of employment, including accurate and timely notification to Finance regarding pay changes delivered by the HR Assistant;
· Maintain personal and professional development to meet the changing demands of the job, participate in performance management discussions and reviews;
· Take responsibility for ensuring all activities carried out promote the value of a diverse workforce, do not discriminate against sections of the community covered by equality legislation and are compliant with human rights legislation;
· This is not meant to be an exhaustive list of duties. The need for flexibility is required and the post holder is expected to carry out any other related duties that are within the employee's skills and abilities whenever reasonably instructed.
Person specification
Part one
Knowledge and experience
· CIPD or other post graduate qualification in human resources or equivalent by experience. An international HR qualification would be advantageous
· Experience of working with managers to develop appropriate people management interventions to support business needs
· Up-to-date knowledge of employment law and best practice people management, including experience of supporting complex casework
· Experience of working at Senior HR Advisor/ HR Manager level in a complex multi-site, unionised environment, with an international focus
· Experience of identifying a range of alternative analytical approaches and applying them innovatively
· Experience of international reward mechanisms and benefits and the application of these
Part two
Competencies
· Excellent verbal and written communication skills, including presentation skills. Able to communicate complex and sensitive information with tact and diplomacy;
· Effective relationship- builder, able to quickly establish rapport and credibility with managers and staff;
· Able to coach managers and colleagues in best practice approaches;
· Able to influence, negotiate and take the initiative to develop pragmatic and workable solutions and see these through to conclusion;
· Able to cope with a high degree of ambiguity and change;
· Able to work across business areas at multi-site locations, including international travel
· Able to work in a manner that is consistent with the organisation’s core behaviours and competencies
· Able to use information technology effectively, including MS Office
Part three
Personal style and attributes
· Personally credible, with a professional demeanor that generates the trust and confidence of managers and staff;
· Leads by example and possesses a high degree of integrity;
· Possesses a high level of resilience and drive, able to be flexible and change orientation as required;
· Sets themselves challenging but achievable targets – sees things through to resolution;
· Embraces new approaches, theory and technologies to develop innovative service solutions – looks to the future;
· Politically aware and emotionally intelligent.