ROLE PROFILE
Role Title / HR Business Partner – Employee RelationsPeople Manager / Yes
Reports to / Executive Director - Human Resources
Location / Central Office
Grade / 6
Role Last Reviewed / July 2012
NATURE OF WORK
Role Purpose:
ü To provide proactive, efficient advice and guidance on human resource and performance matters across C&C
ü To provide generalist HR support to C&C’s Housing and Support Division
ü To ensure that line managers and their teams are enabled to achieve their business goals through professional HR support and the provision of timely employee processes and tools
ü To provide specialist expertise in the field of employee relations and engagement
Key Relationships:
The role reports to the Executive Director of HR. It will work closely with:
ü Senior managers to provide management information to effectively monitor and manage employee relations across C&C
ü Housing & Support managers and staff to provide general advice and support on all HR matters
ü C&C line managers/teams in order to fully understand the key employee relations issues and offer effective solutions to maximise staff performance
ü HR team to ensure that C&C is ensuring a best practice and consistent approach
ü The Employment Legal Adviser for legal advice and support in the management of employment tribunal claims
Role Scope:
The role requires highly developed HR knowledge and skills together with specialist knowledge regarding employee relations, HR policy and compliance. The role holder will lead on employee relation and engagement activity and will design and deliver, in conjunction with the Executive Director - HR a performance management framework that meets the needs of C&C.
Role Requirements:
ü Graduate Calibre, CIPD qualified
ü Demonstrable experience in a previous HR management role with good generalist HR experience
ü Specialist knowledge of employee relations and performance management tools
ü Experience of managing complex case work and employment tribunal claims
ü Experience of leading staff consultation processes and building effective relationships with staff representatives
ü First class communication and presentation skills and the ability to influence employees at all levels and from all disciplines within the organisation
ü Flexible and focused on deliverables, and the ability to work in a changing environment
ü Resilience and able to multi-task. Demonstrate a consistent ability and drive to achieve agreed targets, overcoming obstacles to success
ü Ability to challenge perceptions while influencing and building strong relationships organisation wide
ü Knowledge of employment law and practice including employee relations, recruitment, leadership and skills development, diversity and performance management
ü Responds positively to a team ethos and can also, as circumstances dictate, be self reliant and independent
KEY ACCOUNTABILTIES
1. Building Capability:
ü Build and maintain strong relationships with line managers to ensure that they and their teams understand C&C tools and processes, and are given individual support as required to help embed initiatives
2. Performance and Development:
ü Ensure that the C&C Performance and Development process is understood and embedded across all areas
ü Provide support for individual and team development, using innovative solutions to maximise people management skills
ü As directed, assist with projects relating to the development of C&C leadership development tools and solutions
3. Resource Planning:
ü Provide feedback and coaching to line managers on recruitment, retention and work force planning issues
ü Provide and support managers through change management processes
ü Ensure that the best people are always placed in roles to meet existing and future business needs
4. Employee Relations:
ü Ensure that C&C is protected against litigation by developing, reviewing and implementing policies and guidance to all line managers in relation to HR employment processes and procedures
ü Keep up to date with legislation and case law in order to recommend any changes to C&C processes and procedures and then to review policies and implement any changes
ü Provide feedback and coaching to HR and line managers on employee relations issues
ü Represent C&C at external conferences and meetings and work with agencies to ensure that C&C adopts best practice solutions
ü Work with external legal council and the Employment Legal Adviser in representing C&C at employment tribunals
5. Diversity:
ü Attend external Diversity forums to ensure that C&C adopts best practice solutions to issues and keeps up to date with current legislation and regulatory requirements
ü Promote diversity and be the champion of best practice for the benefit of the business
ü Promote a culture of consistency and fairness throughout C&C
ü Present C&C’s policy on Diversity at the Corporate Induction programme to new employees
6. Leadership and Skills Development:
ü Ensure that the Performance Management and Development tools are effectively utilised/understood by C&C line managers
ü Critically evaluate and challenge the established ways of working to help bring about a change in the way these tools are being utilised
ü To advise and coach line managers in carrying out learning and development responsibilities
7. HR Team:
ü Share knowledge across HR team to ensure consistency and feed in
any relevant information for future policy development
8. Staff Engagement:
ü Support and promote the effective working of the Joint Staff Council, including coaching and developing the skills of staff representatives
ü Co-ordinate the annual staff survey, communicate its findings and develop and implement an action plan
ü Work with Fundraising and Communications to ensure that regular updates on HR initiatives are publicised and included in the E-zine
ü Take a lead organisational change and staff consultation processes, to meet statutory and best practice requirements
9. HR Information, Policy and Compliance:
ü Develop and issue ad hoc management reports and ensure that HR is compliant with C&C’s audit requirements
ü To review HR Policy and ensure they comply with employment legislation and other regulations that govern C&C’s business
10. Ad Hoc:
ü Manage and contribute to projects relating to employee relations and engagement across the organisation
ü Assist in the implementation of C&C change initiatives where appropriate
ü Support HR Team members and take accountability for own personal development
ü Engage in relevant forums to ensure best practice across the organisation i.e. safeguarding steering group
ü As part of your role you will be required to cover the duty manager rota on occasions
You are expected to undertake any other reasonable duties as required from time to time.
KEY COMPETENCIES
1. Customer Service
The desire to anticipate, meet and exceed the needs and expectations of customers. This implies working together and building long-term customer relationships and focusing one’s efforts on delivering increased customer value. A customer may be an external customer; however, in most cases a customer will be a colleague within C&C.
Level: 5 Works in partnership with the customer
· Takes time to understand the customer’s business and medium to long-term objectives
· Provides information that will help the customer decide the best way forward
· Nurtures partnerships which integrate the needs of the customer with the core performance objectives of the division and/or C&C
· Develops customer relations to improve profitability potential for both C&C and for the external customer
2. Concern for Quality
The underlying drive to ensure that quality is not compromised within the working environment. It includes the identification and maintenance of standards to meet the needs of the business, together with a desire for accuracy, order and safety in the workplace.
Level: 3 Encourages high standards in others
· Sets an example of high standards to others
· Talks to others about the need for high standards and quality and ensures requisite training has been given
· Makes others aware of the dangers or costs of non-compliance (particularly around safety)
· Points out discrepancies to others and works with them to reach and exceed the standards
· Develops systems and procedures to manage data and information – shares these systems with others
3. Flexibility
The ability to adapt and respond positively to a variety of situations and people in order to meet changing priorities in the role and in the organisation as a whole. It involves changing quickly to new priorities and ways of working, maintaining effectiveness in order to deliver the desired result, even in the face of ambiguity.
Level: 4 Reinforces and champions change
· Changes the overall plan, goal or project in response to outside factors
· Challenges the status quo by comparing it to C&C’s future vision and ensures this is highlighted at the appropriate forum
· Recognises key changes in the competitive environment and makes corresponding changes to own approach
· Actively makes significant changes in own work area to accommodate broader scale organizational change
· Reviews organizational priorities in the light of change
· Champions change
· Takes a dramatic or fundamental action to reinforce or enforce the change effort
4. Initiative
The drive to identify or anticipate current or future challenges and opportunities. It includes adopting a proactive approach when addressing those opportunities or taking preventative measures to avoid the problems.
Level: 4 Prepares for the Future
· Looks ahead to what is happening in the coming weeks or months and plans and acts accordingly
· Anticipates and prepares for possible opportunities and problems that are not obvious to others
· Does not get bogged down in the detail
· Takes time out from the immediate and urgent to ask “What do I need to do to ensure long-term success?”
5. Teamwork and Co-operation
The willingness and ability to work co-operatively and supportively with your colleagues, developing positive, open working relationships in order to solve problems and to achieve business goals.
Level: 5 Takes action to build team spirit and effectiveness
· Takes action to promote team morale and to encourage co-operation and collaboration
· Encourages individuals to address and resolve conflicts within the team
· Takes action to promote or defend the team to others outside the team
· Organises out of work events for the team
· Provides feedback on group processes to ensure the team works more effectively
· Creates opportunities for cross functional team working
6. Building Expertise
The drive to maintain and build expertise, identifying, acquiring, interpreting and disseminating critical information in order to contribute to the success of Central and Cecil as a business.
Level: 5 Benchmarks best practise
· Understands the major business processes across C&C and contributes to the spread of best practice across the organisation
· Finds opportunities to meet or work with others outside C&C to learn of new developments in own area
· Benchmarks with other organisations both within and outside C&C discover best practice in utilising expertise for the benefit of the business
· Liaises with suppliers and customers to obtain information on work of other experts in different industries
· Builds links with academic and training institutions
· Establishes best practice and compares performance against standards
Physical activity is a part of many roles within Central & Cecil; Care Assistants, Cleaners and Caretakers have an obvious need to be physically fit, however there is also a need to lift and bend in most office based roles. Central & Cecil reserves the right to send potential employees /employees to Central & Cecil’s occupational health provider where there is a need to assess an individual’s physical ability to perform the role in which they are employed or are seeking employment. Central & Cecil will make all reasonable adjustments in support of an individual as required by the Equality Act 2010.
6
August 2012