Post Holder:TBC

Job Title:HR Manager

Department:Operations and Resources

Reviewing Manager:Head of HR

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Part 1:JOB PROFILE

  1. OVERALL OBJECTIVE(S) OF THE POST

The purpose of this role is to help end factory farming. This role will contribute byassisting the Head of HR with the management and development of existing and future HR processes throughout the organisation. As an embedded member of the HR team, this post will provide high quality, business focussed HR services to support the attainment of the overall strategic plan and objectives. This will include close working with all areas of the organisation, both in the UK and internationally.

  1. POSITION IN ORGANISATION
  • Reports to theHead of HR
  • Direct reports include Admin Assistant and HR Assistant
  1. SCOPE OF JOB (These are expanded on in Section 6)
  • Provide a range of HR advice, recruitment & selection, employee relations, change management, job evaluations
  • Provide complex HR advice, support, guidance and facilitation on a broad range of operational matters
  • Lead on training and development initiatives within the organisation, ensuring a consistent approach to workforce development.
  • Assisting the Head of HR by ensuring HR policies support the needs of the business and are also flexible enough to cope with changes in the organisation, as and when they occur
  • To work with Directors/Managers to manage the HR related internal and external processes, change management projects and supporting development plans for the key employees and to assist with provision of coaching, mentoring and training.
  • To manage employment relations case work in a timely, accurate and compliant manner, leading on investigations when required and providing sound advice to managers in line with current policies and procedures and prevailing employment legislation.
  • To work closely with the Head of HR, HR Administration and Payroll, coordinating and submitting all payroll changes within the identified period.
  • To support the Head of HR in the identification of areas for improvement in processes, systems, forms, guidance notes, policies and procedures.
  • Supporting the development of an organisational culture and climate in which people have the competencies, behaviours and commitment to perform their roles well
  1. DIMENSIONS & LIMITS OF AUTHORITY
  • Supporting the Head of HR in developing and supporting HR for HQ, International offices and other project workers
  • Authority for budget for training within the UK office
  • May recommend disciplinary action and training requirements for direct reports withinown departmentand across the organisation in consultation with Head of HR
  • May procure and select suppliers for projects within scope of job and budgetary regulations
  • Formulates relevant policies and procedures.

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PERSON SPECIFICATION – HR Advisor

ESSENTIAL CRITERIA / DESIRABLE CRITERIA / HOW TESTED:
Application Form /Interview/ Test
QUALIFICATIONS / EDUCATION /
  • Graduate membership of the CIPD
  • Degree and professional HR qualification or equivalent experience to post graduate diploma level
/
  • Chartered Membership of CIPD
/ Application form / Interview
SKILLS AND ABILITIES /
  • Excellent verbal and written skills
  • Ability to address individuals and groups
  • Excellent organisational and administrative skills
  • Able to prioritise own work and meet tight deadlines
  • Able to effectively motivate and persuade managers to manage cases in line with policy and employment law
  • Ability to manage complex, interpersonal, challenging circumstances in a robust way
/
  • Able to deliver training to individuals and/or small groups
  • Communication, facilitation and presentation skills
/ Application form / Interview / Test
EXPERIENCE /
  • Broad experience in HR advisor role including supporting and advising on wide range of employment issues e.g. disciplinary, grievance, sickness absence, performance management
  • Experience of drafting and producing effective and clear documentation i.e. disciplinary outcome letters
  • Experience of delivering training / coaching
  • Supervisory experience
  • Experience of Job Evaluation
  • Experience of using HR databases
  • Experience of providing HR support to change projects
/
  • Training needs analysis and training skills
  • Experience of having worked in a Business Partnering environment
  • Experience of coaching managers
  • Working in an NGO/INGO environment
/ Application form / Interview
KNOWLEDGE AND UNDERSTANDING /
  • Reliable knowledge of all relevant national policies and procedures e.g. Health & Safety, Equal Opportunities, Data Protection
  • Up to date knowledge of current Employment Law issues both UK and EU
  • Understanding and knowledge of recruitment and selection procedures
  • Understanding and knowledge of current training trends and solutions
/ Application form / Interview
COMPETENCIES /
  • Adaptable and able to work flexibly
  • Stays calm under pressure
  • Able to build relationships and influence at all levels
  • Assertive and confident approach
  • Flexible approach to accommodate needs of others
  • Open and able to adapt to change
  • Drive and motivated with a ‘can do’ approach
  • Able to maintain confidentiality and gain the confidence of others.
/ Interview

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Part 2:DUTIES AND KEY RESPONSIBILITIES

  1. PRIMARY RESPONSIBILITIES

Essential duties and responsibilities include the following: Other duties may be assigned.

Employee Relations

  • Interpret employment legislation, term and conditions of employment and CIWF policy and provide detailed information and advice and guidance both orally and in writing to line managers.
  • To advise and support managers and staff on disciplinary, grievance, bullying and harassment issues.
  • Provide advice and support to managers on management of performance and probation. Provide assistance and guidance during investigations ensuring the CIWF procedures are adhered to.
  • Provide HR support and guidance at investigation meetings and hearings, including taking formal minutes at hearing and interpret them accurately.
  • Support managers in drafting formal documentation i.e. reports, investigation letters, disciplinary and grievance letters.
  • Ensure all cases are managed sensitively and appropriately, in a timely manner. To be responsible for identifying risk to the organisation and promptly flagging them to the Head of HR.
  • To assist in the management of attendance to support the achievement of targets for the reduction of sickness absence rates.
  • Prepare Occupational Health referrals as required and facilitate the implementation of advice, including return to work, and reasonable adjustments.

Change Projects

  • Provide advice and support to managers in preparing consultation papers, structure charts and job descriptions for specific change processes.
  • Provide HR support at all consultation meetings and outcome meetings.
  • Provide advice to managers in the outcome papers.
  • Support managers through the selection process and in implementing any new structure.
  • Support staff in relation to any development requirements following on from the changes.
  • Produce letters for staff to take account of any contractual changes that results.

Policies, Procedures and Practice

  • Assist the Head of HR to review HR and administrative procedures, initiating and implementing agreed changes.
  • Participate in the review, development and implementation of Human Resources policies, procedures and guidelines.

Terms and Conditions of Employment

  • Advise all employees of CIWF on terms and conditions of employment.
  • Produce letters for staff to take account of any contractual changes that occur during the course of staff employment.
  • Produce Leaver letters and carry out exit interviews.
  • Management of maternity and paternity leave and advise staff members and managers on policy.

Recruitment and Selection

  • Lead on specific recruitment campaigns from initial advert to appointment providing guidance to managers on where to advertise and how to assess candidates to ensure successful appointments.
  • Maintain HR area of website and place adverts on website and other websites when required.
  • Ensure job descriptions and person specifications are in the correct format.
  • Prepare, produce and issue offer letters and written Statements of Terms and Conditions of Employment and ensure orientation arrangements have been made for all staff.
  • Undertake a HR Orientation for new member of staff, advising on CIWF policies and ensuring that all documents are understood and signed by each employee and placed in personal files.

Job Evaluation

  • Monitor all job descriptions and person specifications, and implement and maintain standard CIWF documentation in keeping with current job evaluation procedures and good practice.
  • To help set up a Job Evaluation Panel and plan meetings of the Job Evaluation Panel at regular intervals.
  • Receive job descriptions and person specifications from managers for jobs that need evaluating or have requested re-evaluation and quality check that they are fit for the purpose of Job Evaluation.
  • Provide advice to managers when documents are not fit for purpose to present to the Job Evaluation Panel.

Management

  • Manage HR Assistant and Admin Assistant. Provide them with timely and appropriate advice. Set and direct work priorities, as appropriate.
  • Demonstrate effective leadership and supervisory skills.
  • Conduct regular supervision meetings and annual appraisal reviews.

Payroll, HR Database and Statistics

  • Support the Head of HR in the management of the HR Database.
  • Prepare payroll documentation regarding starters, leavers and staff changes.
  • Assist in inputting information onto HR database to ensure up to date information is available at all times.
  • Contribute to the development of the HR database by providing and delivering accurate, timely and up to date management information.
  • Providing training / briefing sessions to staff and managers on HR database.
  • Prepare regular Key Performance Indicators’ statistics for Senior Management Team, i.e. absence, recruitment, staff turnover, etc.

Training and Development

  • Participate in the development and delivery of workshops on all aspects of employment legislation, procedure and best practice.
  • Provide coaching and support to managers to continually improve their capability to manage their workforce more effectively.
  • Responsible for delivering company-wide training, ensuring managers and employee’s development needs are met as well as supporting the implementation of a new system.

Premises and facilities management

  • Ensure office premises are fit for purpose on an ongoing basis.
  • Manage premises-related third-party contracts.
  • Oversee the negotiation, provision and management of efficient and effective services as required.

Communication

  • Actively establish and develop relationships with internal contacts and external agencies and organisations and communicate effectively with internal and external resources.

Personal Development

  • Identify own learning and development needs in order to meet the demands of own job role.
  • Take responsibility for linking own professional development needs to the appraisal and objective setting process.
  • Engage in supervision to support personal and professional development.
  • Keep up to date with current HR issues and UK and EU employment legislation.
  • Attend courses and/or training appropriate to the HR Manager role after discussion and agreement by the Head of HR.
  1. ADDITIONAL TASKS

To assist with other departmental duties where necessary, as listed below:

  • As part of your employment you may be required to travel anywhere within the world in order to carry out the duties of your employment
  • Due to the nature of the role, there may be a requirement to carry out some work out of office hours. This work is to be arranged in accordance with procedures
  • Take due and reasonable care of oneself and others in respect of Health & Safety at Work
  • Act in accordance with the principles of Compassion in World Farming’s Ethical Policy
  • In all work activities, comply with data protection legislation and Compassion in World Farming’s requirements for the protection of personal information and the privacy of individuals
  • Provide formal and informal training at the request of your line manager, senior manager or a director, on your areas of expertise, to other members of staff, work experience students, trustees etc
  • The job description is not exhaustive and you may be asked to carry out additional tasks which are appropriate to your job role, as required by your line manager.

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