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TOA HRBP JDPS- 1 -

Establishment Control, Restructuring, Redundancy, Tupe, Managing Attendance, Organisational Change and Workforce Planning.

3.5. Responsible for safeguarding and promoting the welfare of children at all times through the work of HR and TDA.

3.6. Provide expert advice on formal procedures, attend formal hearings to assist with the presentation of such, giving evidence or as professional advisor to the decision making panel.

3.7. Work collaboratively with Trade Union Representatives and employee groups on both an informal and formal basis and lead on negotiation of individual employee issues.

3.8. Participate as required in consultative arrangements with Trades Unions, advising Managers and Directors as necessary and securing outcomes in the best interest of the Employer whilst maintaining effective employee relations.

3.9. Train individuals or groups of staff or Managers on HR Policies and procedures as may be required to meet the needs of the business.

3.10. Responsible for preparing correspondence on HR and Employment related matters to the highest professional standard. Formulating complex report and bundles of documents for employee relations cases including investigations and preparation for formal hearings, drafting settlement agreements and reports for Senior Managers and Directors as necessary.

3.11. Undertake research, keeping up to date on employment law and legislation and drafting policies in order for them to be taken through the consultation process with Trade Unions and employees.

3.12. Responsible for the development or updating of TDA HR policies and procedures as required ensuring that TDA has a full suiite of HR policies and procedures as necessary.

3.13. Undertake all work in accordance with Principals of the Data Protection Act and Information Governance Policies and Procedures.

3.14. Undertake regular professional development including training and development as appropriate to the role.

3.15. Undertake specific HR project work as directed by the HR Business Partner.

TOA HRBP JDPS.2 .

4. Give examples of the

make

11 types of problems ccisions the post will be required 1

4.1. There is a requirement of the role to respond to constant conflicting priorities and deadlines as to respond to the needs of the business.

4.2. Managing own workload with reference to the HR Business Partner and making decisions about priority of work based on business objectives, business needs and deadlines.

4.3. Many HR Employees Relations Policies and cases associated with these are driven by specific timescales so there is a constant need to ensure deadlines are met to ensure compliance with policy and Employment Law. Failure to do so could result in an Employee Relations case being automatically unfair.

4.4. Make decisions as to whether a formal HR Process/Policy needs to be followed after discussion with HR Business Partner.

4.5. In a formal hearing, there is a requirement to advise the HR Business Partner/ Managers I Directors on the appropriate sanction I action without reference to others. In some cases and given the seriousness of the situation, advise on whether suspension is required and make necessary recommendation to the HR Business Partner. This post is very much seen as the expert in such matters and Managers and Directors will llook to the post holder for expert advice and guidance.

4.6. Advise HR Business Partner on whether to end employment through ill health or capability based on the facts of the case.

4.7. Ensure and maintain effective employee relations with Trades Unions, working collaboratively to resolve conflict situations (employee-employee, employee-manager,

TU-Policy). This may include a recommendation to use coaching and mediation skills to reach a solution or indeed negotiate with TU's on individual employee relations cases and reaching agreement on settlement terms.

4.8. Manage TUPE Transfers processes, ensuring that employer obligations are met and that TUPE transfers both inward and outward are managed effectively, liaising with TDA payroll provider as necessary to ensure that all statutory obligations are met in relation to pay.

4.9. Advising Managers as necessary to ensure employment law TUPE regulations are met and adhered to.

4.10. In relation to TUPE, where existing Terms and Conditions would need to be changed due under TUPE measures, management of the change process in relation to terms and conditions of employment, ensuring statutory notifications are made as necessary and that Employees and Trades Unions are met with and consulted with appropriately.

4.11. Responsible for developing and maintaining TDA HR policies and procedures , ensuring that they are taken through the HR consultation process as necessary and that

TOA HRBP JOPS.3 .

TOA HRBP JDPS- 4 .

a) All staff must commit to Equal Opportunities and Anti-Discriminatory Practice.

b) TDA operates a Smoke-Free Policy and the post-holder is prohibited from smoking in any corporate buildings or enclosed spaces within the curtilage of buildings, and Company vehicles. Staff will not be released for a break that is specifically for smoking.

c) The post-holder is expected to familiarise themselves with and adhere to all relevant Policies and Procedures.

d) The post-holder must comply with Health and Safety requirements as outlined in the H&S policy appropriate to the role.

e) This post is based at Tor Hill House but the post holder may be required to move their base to any other location within TDA at a future date.

f) You will be asked to complete a Criminal Records Self Declaration Form. Criminal

convictions will only be taken into account when they are relevant to the post. You will only be asked to disclose 'unspent' convictions.

g) Staff must be able to travel efficiently around the South West, in order to carry out their duties.

h) TDA is committed to safeguarding and promoting the welfare of children and applicants

must be willing to undergo the checks appropriate to the post applied for.

i) The postholder is expected to work in a way that ensures vulnerable children and adults are safeguarded and report any safeguarding concerns in accordance with established policies and procedures.

June 2016

TOA HRBP JOPS- 5 -

TPerson Specification

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TOA HRBP JOPS- 6 -

TPerson Specification

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10mic Strategy

Essential Skills and Effectiveness : / Desirable Skills and Effectiveness / :
1. Effective communication skills and able to communication with a wide range of audiences.
2. Ability to lead and motivate others
3. Use of IT packages - Word,Excel, PowerPoint and experience of using social media.
4. A solution focused approach to service delivery with the ability to continuously improve service levels and the customer experience.
5. Promoting equality, inclusion and anti-discriminatory practice
6. Maintaining effective and positive working relationships.
7. Ability to prioritise own work load and work to conflicting and changing deadlines.
8. Well organised and detail orientated.
9. Research skills and ability to compile, analyse and present complex information gathered from research in a range of formats depending on audience.
10. The ability to influence and negotiate to reach desired outcome. / 1. / i

TOA HRBP JOPS• 7 -

Essential Knowledge: / Desirable Knowledge:
11.Up to date knowledge of Employment Law and Legislation 12.Up to date knowledge of HR best practice and how to apply it
to meet customer demands.
13.Up to date knowledge of HR policies and procedures 14.Up to date knowledge of Equal Pay legislation
15. Knowledge of job evaluation schemes, and the ability to undertake evaluations of roles.
16. Knowledge of pay and reward strategies. / 2. Up to date knowledge of NJC and JNC tenns and conditions of employment
3. Knowledge of GLPC and Hay job evaluation schemes
Essential Experience/Achievements: / Desirable Experience/Achievements:
17. Experience in a professional HR role.
18. Experience of working in a standalone Human Resources capacity providing policy and transactional advice to Employees, Managers and Directors.
19. Working independently and as part of a team
20. Experience of researching, developing and writing HR Strategy and policy.
21. Experience of working and building effective working relationships including consultation and negotiation.
22. Experience of managing complex employee relations issues.
23. Experience of interpretation of case law and applying it to Employee Relations and HR issues.
24. Experience of undertaking job evaluation processes
25. Experience of designing and delivery training to a wide range of audiences on a range of HR related topics.
26. Experience of coaching and mentoring managers and employees. / 4. Experience of working with Local Government NJC Conditions of service.
5. Experience of working and building effective working relationships with trade unions including consultation and negotiation
6. Experience of undertaking GLPC and Hay Evaluations.

TOA HRBP JDPS.8 -

Essential Qualifications/Professional Memberships: / Desirable Qualifications/Professional Memberships:
27. Educated to GCSE standard or equivalent
28. Human Resources CIPD Level 5 or above.
29. Membership of CIPD
30. Commitment to CPD / 7. ILM Coaching Qualification or equivalent
8. ECOL, MOS or equivalent

July 2016

TOA HRBP JDPS9 -