Job Specification

Job Title:
Career Grade Level 1 - HR Improvement Officer
Career Grade Level 2 - HR Improvement Officer
Career Grade Level 3 – HR Improvement Advisor
Career Grade Level 4 - HR Improvement Advisor
Grade:
Lev 1 G6
Lev 2 G8
Lev 3 G9
Lev 4 G10 / Job Evaluation Code:
Lev 1 PR1166
Lev 2 PR1167
Lev 3PR1542
Lev 4 PR1132
Reporting to:
HR Business Partners / Manager’s Grade:
POG/H
Location:
Wakefield
Service Area:
OD & Performance / Service Directorate:
Corporate Services
Workstyle:Workplace Based, Flexible, Mobile, Home Based (delete as appropriate)
Office Based
Overall Purpose of the Post:
This is a development opportunity that someone who is suitably qualified can take advantage of to begin an HR career. A lack of HR experience would not be a barrier to the entry level grade within the range.
The capacity to absorb knowledge and gain experience is critical to enable the postholder to develop to the maximum grade within the range and in time beyond as indicated by the essential qualification criteria of a Degree.
It is highly likely that at Level 2 and Level 2 the postholder will perform tasks that are higher than that pay point but this is to be expected if the postholder is to develop over a relatively short period of time.
To work with the HR Business Partners on providing timely business focused and professional advice and support on a range of HR and employment issues to the councils senior managers and customers, development pragmatic solutions that focus on enabling service delivery.
To work with Senior Managers, partner organisations and customers on a wide range of issues relating to workforce planning, e.g. organisational change, wellbeing, performance.
To lead on, and contribute to, specific projects in response to changes in legislation or working practices within the Council and to ensure those projects are managed effectively
To provide strategic advice to Senior Managers across the Council on policy matters and support the development of policies in order to better meet the needs of managers and services.
To take a lead on implementing new ways of working, that supports the business, to drive continuous and sustained performance improvements and efficiencies.
To support the development and delivery of a customer focused HR Service.
To ensure performance standards are maintained to drive sustained and continuous performance improvements, efficiencies and value for money within agreed monitoring/reporting framework and standards.
Requirements for the post.
Essential / Desirable
Qualifications/ Training –Level 1 / Educated to Degree Level / An appropriate professional and / or management qualification
Qualifications/ Training – Levels 2 & 3 / Educated to Degree Level with varied HR experience
Qualifications/ Training – Level 4 / Educated to degree level or equivalent qualification with experience of working in a management role
Knowledge – Level 1 / Awareness of the Local Government business and its key roles
Awareness of Employment Legislation, how to research it
Knowledge and understanding of requirements to demonstrate value for money in working practices
Awareness of political and other critical drivers affecting local government and partner organisations / Knowledge and experience of Human Resource Management, including best practice and its application in a large and diverse workforce
Knowledge of TUPE and organisational change processes and their application in the workplace
Knowledge – Levels 2 & 3 / Understanding of the Local Government business and its key roles
Practical knowledge of Employment Legislation and its application in a large and diverse workforce
Knowledge and understanding of requirements to demonstrate value for money in working practices
Varied knowledge of policies and procedures that support consistent employee behaviour
Strategic understanding and knowledge of the political and other critical drivers affecting local government and partner organisations
Knowledge – Level 4 / Understanding of the Local Government business and its key roles
Significant knowledge of Employment Legislation and its application in a large and diverse workforce
Knowledge and understanding of requirements to demonstrate value for money in working practices
Significant knowledge of policies and procedures that support consistent employee behaviour
Strategic understanding and knowledge of the political and other critical drivers affecting local government and partner organisations
Experience – Level 1 / Awareness of the need to work with customers to deliver pragmatic solutions to complex workforce issues and problems
Awareness of the impact of working collaboratively in order to successfully achieve business needs
Understanding of how consultation and negotiation with customers, services and key partners including Trade Unions on complex issues, delievrs successful outcomes
Experience of representing the service professionally
Experience of working directly with senior officers
Experience of writing reports in a clear, concise manner and to a high standard
Experience of exercising discretion and judgement in dealing with sensitive and confidential matters on a regular basis
Experience of maintaining relationships to support effective working relations either internally and with partner organisations
Some experience of working on projects / Significant experience of implementing Policies and Procedures within Local Government
Experience – Levels 2 &3 / Experience of working with customers to deliver pragmatic solutions to complex workforce issues and problems
Experience of working collaboratively in order to successfully achieve business needs
Experience of contributing to consultation and negotiation with customers, services and key partners including Trade Unions on complex issues.
Experience of representing the service professionally in meetings with Customers and Stakeholders
Experience of working directly with senior officers
Experience of writing complex reports in a clear, concise manner and to a high standard
Experience of exercising discretion and judgement in dealing with sensitive and confidential matters on a regular basis
Experience of identifying and building networks and relationships to support effective working relations either internally or with partner organisations
Experience of leading or managing individual projects successfully – often managing and resolving competing priorities in a time critical environment
Experience – Level 4 / Significant experience of working with customers to deliver pragmatic solutions to complex workforce issues and problems
Significant experience of working collaboratively in order to successfully achieve business needs
Experience of contributing to consultation and negotiation with customers, services and key partners including Trade Unions on complex issues, obtaining successful outcomes
Experience of representing the service professionally in meetings with Customers and Stakeholders
Experience of working directly with senior officers
Experience of writing strategic and complex reports in a clear, concise manner and to a high standard
Substantial experience of exercising discretion and judgement in dealing with sensitive and confidential matters on a regular basis
Experience of identifying and building networks and relationships at a high level to support effective working relations both internally and with partner organisations
Substantial experience of leading and managing individual projects successfully and providing leadership and oversight to a range of activities – often managing and resolving competing priorities in a time critical environment
Physical Skills – All Levels / Not applicable
Competencies and other skills required – Level 1 / Abiility to use own discretion, judgement, drive and energy as well as integrity, openness and awareness of others
Ability to focus on outcomes and demonstrate a “can do” appoach
Ability to plan and develop in line with business needs and service specific visions and plans and manage expectations
Ability to work independently and collaboratively to deliver priorities
Ability to plan, organise and prioritise to meet strict deadlines
Ability to communicate and engage with people with information both orally and in writing in a clear, articulated, balanced and succint way to a wide range of audience
Personal resilience to deal with a challenging environment
Seeks the views of customers to explore ways of the HR service adding value to the business
Ability to support the implementation difficult/sensitive policy decisions
Ability to gain professional credibility and confidence across the organisation with our customers at an appropriate level
Ability to influence customers to make judgements and decisions in a range of settings appropriate to the role.
Innovative and able to develop creative solutions to difficult issues that are business focused
An understanding of KPIs and their use in improving performance in line with business needs
Ability to challenge assumptions and make contribute ideas for new approaches for improvement.
Ability to interpret policies and procedures and translate them into relevant informationfor managers and employees.
Ability to actively listen and support new ideas.
Competencies and other skills required – Level 2 / Proven ability to use own discretion and demonstrate judgement, drive and energy as well as integrity, openness and awareness of others
Proven ability to provide visible and supportive management to motivate and develop people
Proven ability to focus on outcomes and demonstrate a “can do” appoach
Ability to plan and develop in line with business needs and service specific visions and plans and proactively manage expectations
Ability to work independently and collaboratively to deliver competing priorities whilst keeping team and managers involved and informed
Proven ability to effectively plan, organise and prioritise to meet strict deadlines
Proven ability to communicate and engage with people with complex information both orally and in writing in a clear, articulated, balanced and succint way to a wide range of audience
High level of personal resilience and courage to deal with a challenging environment
Proven ability to challenge assumptions, which can occasionally place emotional demands on the Job Holder when dealing with difficult, complex and sensitive cases
Seeks the views of customers to explore ways of the HR service adding value to the business
Ability to implement difficult/sensitive policy decisions
Ability to quickly gain professional credibility and confidence across the organisation with our customers
Ability to use discretion to influence customers in a range of settings, including hearings and appeals
Innovates and develops creative solutions to difficult issues that are business focused
An understanding of KPI’s including the ability to interpret and make links between different measures to identify improvmetn opportunities in line with business needs
Ability to challenge assumptions and make recommendations for new approaches for improvement.
Ability to interpret policies and procedures and translate them into relevant advice and guidance to managers and employees.
Ability to actively listen and encourage new ideas from others
Competencies and other skills required – Level 3 & 4 / Proven ability to use own discretion and demonstrate judgement, drive and energy as well as integrity, openness and awareness of others
Proven ability to provide visible and supportive leadership to motivate and develop people and teams
Proven ability to focus on outcomes and demonstrate a “can do” appoach
Ability to plan and develop in line with business needs and service specific visions and plans and proactively manage expectations
Ability to work independently and collaboratively to deliver competing priorities whilst keeping team and managers involved and informed
Proven ability to effectively plan, organise and prioritise to meet strict deadlines
Proven ability to communicate and engage with people with complex information both orally and in writing in a clear, articulated, balanced and succint way to a wide range of audience
High level of personal resilience and courage to deal with a challenging environment
Proven ability to deal with conflict situations and to challenge assumptions, which can frequently place emotional demands on the Job Holder when dealing with difficult, complex and sensitive cases
Seeks the views of customers to explore ways of the HR service adding value to the business
Ability to implement difficult/sensitive policy decisions
Ability to quickly gain professional credibility and confidence across the organisation with our customers
Ability to use discretion to influence customers to make judgements and decisions in a range of settings, including hearings and appeals
Innovates and develops creative solutions to difficult issues that are business focused
An understanding of KPI’s including the ability to interpret, develop and modify in line with business needs
Ability to challenge assumptions and make recommendations for new approaches for improvement.
Ability to interpret policies and procedures and translate them into relevant advice and guidance to managers and employees.
Ability to actively listen and encourage new ideas from others
Key Outcomes/ Activities
The stages in the career grade are Level 1 2 3 and 4 (G10). Though it is intended that the postholder will be involved in work and undertake similar tasks at all stages of the career grade the level of involvement and responsibility will increase with the grade.
The tasks listed are those expected at Level 4 of the role. Examples of the type of work undertaken at each level of tasks can be found in the table at the end of this section.
At Level 1 the postholder will observe, support and contribute to tasks.
At Level 2 the postholder will be more involved in tasks with increased responsibility.
At Level 3 the postholder will be expected to use their initiative to formulate responses to live situations, sometimes analysing complex situations to do so without having immediate access to a Manager.
At Level 4 the postholder will be expected to take significant responsibility and lead tasks. Co-ordinating other support from within HR where appropriate.
Common to All Levels of Career Grade
  1. To provide support to senior managers and the HR Business Partners in consultation and negotiation with key stakeholders in the directorate linking workforce planning and workforce development with the Council’s direction of travel and business and financial plans.
  1. Develop and maintain proactive and effective working relationships with the Trade Unions in respect of workforce planning and to ensure appropriate consultation arrangements are implemented by managers within service groupings.
  1. To lead and contribute to large scale HR related projects in both local and cross-council context.
  1. Ensure terms of reference, action plans, risk issue logs, in relation to projects are developed and maintained. To clarify issues / problems to overcome and develop suitable solutions for implementation.
  1. Ensure significant and effective communication takes place with stakeholders throughout projects.
  1. Undertake significant and in depth research utilising a variety of methods as appropriate to the project being undertaken.
  1. To provide creative and pragmatic solutions / options to difficult situations to senior managers whilst ensuring appropriate application of policies / procedures are followed.
  1. To contribute to HR development by participating in working groups, discussions and negotiations, offering professional advice on HR issues.
  1. To support Senior Recruitment in accordance with the councils procedures.
  1. To support Service Directors and Service Managers through the application of the Council’s organisation change policies ensuring that meaningful consultative procedures are followed.
  1. To provide support to Panels of Conduct Hearings and Appeal Hearings, with appropriate liaison with legal and HR professionals to ensure up to date advice is provided to Panel members.
  1. To plan, develop and deliver staff briefings and training on new HR policies and procedures, ensuring managers are fully informed of their roles and responsibilities in the implement of new polices.
  1. To contribute to a performance management culture by ensuring the performance requirements are identified, implemented and monitored.
  1. To write and present reports from an HR perspective in a range of forums, including staff groups, Cabinet / council processes, DMT, etc.
  1. To lead, represent and provide updates on HR issues in appropriate meetings
  1. Actively seek customer feedback to inform the Council’s approach to service improvement
Generic
  1. To be responsible for ensuring that the business has access to competent HR advice and support through personal effectiveness
  1. To contribute to the development of appropriate policies, procedures and processes that meet local and national terms and conditions of employment and legislative requirements including key stakeholder consultation
  1. To act as an ambassador for the HR Function and identify where HR can add value by influencing and delivering customer requirements effectively
  1. To deliver HR priorities to ensure successful outcomes
  1. To work within key performance indicators and benchmarks against external comparators and report on a regular basis to managers.
  1. To set and be responsible for ensuring that team members are operating to the required quality and performance standards and in pursuit of the strategic goals set by Senior Management.
  1. To work effectively with a number of key stakeholders including Trade Unions, partners and external bodies to develop partnership working with positive outcomes
  1. To manage and give leadership and direction to team members, engaging, and motivating staff and creating a culture of team work and creativity.
  1. To prepare information for SMT/DMT, Clinics, JCC and other forums - internal and external to the council as required
  1. Ensure all duties and responsibilities of self and team members are discharged in accordance with the councils constitution and all policies
The duties and responsibilities highlighted in this Job Specification are indicative and may vary over time. Post holders are expected to undertake other duties and responsibilities relevant to the nature, level and scope of the post and the grade has been established on this basis.
The Outcomes and Activities listed above are those expected for the role at all levels in the career grade. Examples of the tasks undertaken at levels 1, 2 & 3 can be found in the table below. These are not exhaustive lists but given to indicate the type of work undertaken at each level of the career grade. Level 2 includes those tasks at Level 1 and
Level 3 includes those tasks at levels 1 & 2.
Outcome / Activity / Level 1 – Tasks / Level 2 - Tasks / Level 3 - Tasks / Level 4 - Tasks
5. / Produce draft of communication materials from notes provided by HRBP. / Produce draft of communication from own materials. / Proactively provide final copy of communications as they are required.
9. / Timetabling of assessments, creation of materials, ensuring panels are arranged and have all relevant information packs. / Liaison with outside agencies around Council requirements. Liaison with Panel Members / Meet and Greet responsibilities on Assessment days,