HR People Manager (1-Year FTC)

JOB DESCRIPTION

Job Title:

HR People Manager (1-year FTC)

Hours of Work:

35 hours per week

Department:

Human Resources

Location:

Mobile

Responsible to:

Head of HR

Responsible for:

People Services, People Partners, Resourcing and Talent Coordinator and Equality and Disability People Partner.(8)

DBS Required:

Yes

Role Summary

To lead and manage the HR team at an operational level, enabling the delivery of a comprehensive HR service to the Club, and ensuring that all activities are planned and delivered on a timely basis and providing a first class people focused HR service.
To work closely with relevant Heads of Department to identify HR priorities, building close working relationships, and recommending appropriate people management solutions which support the aims of the Everton Family.
lubsficer and HR Apprenticeto apply for, or be selected for, either role., not be appointed to the new positions, then role. To provide expert professional advice and support to managers and staff, which fully reflect the Everton Familys desire to be an employer of choice, current employment legislation and best practice.

ey Responsibilities

Core Responsibilities

To oversee the HR people annual operating plan (AOP) ensuring that all activities are planned and delivered in a timely manner
To work closely with Senior Managers across the family to develop and implement people strategies.
To ensure that all work is aligned to our employee engagement strategy and focus of continuing our journey as a best company.
To form part of the HR Committee meeting monthly to review all people matters
Review and develop key HR policies ensuring that they are reflective of current legislation.
Deliver the Club Induction and Lunch and Learn training sessions on a rotation basis with the HR People Partners.
Design and develop the learning and development programme for the Everton Family on an annual basis ensuring that it reflects the training needs from across the family.
To keep the Head of HR fully informed on all matters

People Partnering and employee relations

To provide guidance and support to the HR People Partners who work within their customer groups to support departments manage and develop their people.

To manage and provide guidance on complex employee relations casework including dispute resolutions, disciplinaries, grievances, absence and change programmes

To support the people partners in the delivery of the employee survey results and support in developing departmental action plans working with the departmental senior leaders to drive these.

To oversee the performance management processes across the Everton Family, including objective setting, mid season/ end of season reviews and bonus calibration.

To oversee and lead the final stages of the salary review process working closely with the Head of HR.

To be visible across all sites ensuring that the team are seen as approachable and knowledgeable.

Attend and contribute to departmental team meetings as requested.

Recruitment and onboarding

To ensure that recruitment processes, procedures and SLAs are effective and work with the resourcing and talent coordinator to ensure timelines are achieved
To ensure that a best in class candidate experience is provided to all candidates continually looking for ways to enhance this.
To play a role in the recruitment of roles that are difficult to fill or of a senior level across the family.
Ensure that a proactive approach to recruitment is taken and a pipeline of key talent is developed.
To oversee and ensure that the onboarding of all news starters is positive.
To work with the Head of HR to develop our employee brand considering how this can be communicated externally and internally.

Equality and Diversity

To develop and drive the Everton Family wide equality strategy ensuring that this reflects the values and ethos and values of Everton.
To play a key role on both the diversity steering group and equality, diversity and inclusion working group
Oversee progress and actions made against the action plan working with the Equality and Disability People Partner.
To embed and complete equality impact assessments ensuring they are completed for all key policies and projects
To oversee equality monitoring across staff, fans and participants ensuring that full completion is achieved and the data is adequate to provide key insight into under representation
To play a key role in the Clubs mental health forum support the deliver the mental wellbeing strategy.

People Services

To oversee with the support of the team leader SLA’s ensuring that the service provided is best in class
Ensure compliance with key legislation such as Eligibility to work in the UK and GDPR
Oversee and provide input into systems develop and design.
Develop the team to establish a help and advice line for all 1st line queries.
To develop and issue key reports including those for SET members on a quarterly basis.

People Management

Provide professional and inspirational leadership to the teamasrequired in order to support individual development and ensure accuracy in the application of HR legislation, policy and procedures.
To work closely with individuals to develop their skills, utilising a consultative and supportive approach develop potential.
To co-ordinate all operational activities, delegating and organising work schedules and thing ahead to ensure resource is appropriately allocated.
To ensure business priorities are met, performance is optimised and training and development needs of the team delivered.
Ensure all team members are fully informed of the Everton Family and People specific operational objectives.
Set operational and/or performance goals for the team which are clearly linked to the long term goals of the HR Department and the Everton Family and encourage development of the existing operation.
Monitor department performance against performance goals to ensure that progress is being made.
Leadweekly departmental meetingsand actively participate in other meetings (internal & external) as and whenrequired.
Conduct regular one to one meetings with team members to ensure that priorities are clear and coordination is good.
Complete Performance Reviews for all direct reports as and when required, oversee development for all team members, identify areas for development and work closely with team members to ensure necessary performance standards are met.

Other Responsibilities

To take responsibility for personal performance and the development of personal skills to ensure the required skills, knowledge and competence to fulfil the role.
To manage the areas of responsibility attached to the post or commensurate with the role as required by the Head of HR.
To encourage and promote the values of the Everton Family and to comply with the required standards of conduct and so promote the Club within the community by acting with integrity and honesty.
To promote, adhere to and implement the Everton Family Equality and Diversity Policy and to work consistently to embed equality and diversity.
Ensure that all work is completed in a priority basis, and work meets a high degree of professionalism, quality and craftsmanship.
To maintain a knowledge of current employment law.
To attend staff meetings as required.
To attend training courses and external seminars and meetings as appropriate/required.
To be aware of current trends and best practice in People Management.
To continually look for ways to develop and improve the HR service provision.

PERSON SPECIFICATION

Skills & Abilities
Essential / Desirable

Excellent organisation skills.
Excellent organisation skills, with the ability to manage multiple concurrent tasks and activities and prioritise work load accordingly.
An ability to maintain a dual focus, and manage and support both employee and organisational needs and objectives as appropriate.
Ability to work and make decisions both independently and collaboratively, having first evaluated all options, and be able to support decisions with factual information.
Ability to manage and delegate work effectively.
Ability to remain calm under pressure.
The ability to engender trust and respect from managers and staff when dealing with sensitive and complex issues.
Ability to analyse data and information
Ability to produce a range of reports and statistical information.
Ability to work and influence at all levels in the organisation.
Ability to form successful relationships.
Excellent communication and interpersonal skills
Strong project management skills
Excellent computer skills – familiarity with IT packages, especially Microsoft Office, using the internet and HR Information systems.
Ability to work flexibly and under own initiative to achieve objectives and also as a member of a team.
An ability to adapt quickly, be flexible in the face of change and solution orientated.

Knowledge & Experience
Essential / Desirable

Thorough knowledge, understanding and experience of dealing with HR procedures e.g. Disciplinary, Grievance, Poor Performance, change programmes and redundancy.
In-depth knowledge of current employment legislation and its implications for both employer and employees
Experience of co-ordinating work and delegating activities as appropriate.
Excellent Record of Achievement resolving difficult casework problems
Significant, in-depth experience working as an HR generalist
Significant experience of developing and implementing HR Policies.
Successful track record of organisational and systems development.
Experience of working within a HR Business Partnering Framework
Experience of managing a team across multiple HR disciplines.

Experience of project management.
Evidence of working with and developing HR Information systems.
Experience of working within football or sporting organisations.

Personal Attributes
Essential / Desirable

A confidential and discrete approach.
Personal integrity and commitment to the well-being of all workers associated to the Club.
A personal commitment to continuous development both of the department, the service provision and to your own personal development.
Evidence of on-going professional development.
Responds positively to change.
A commitment to providing outstanding service.
Evidence of on-going professional development.
A team player

Qualifications
Essential / Desirable

Graduate CIPD Qualified
Commitment to becoming a full Member of the CIPD
Diploma in Human Resource Management.

Mastersdegree level qualification
Employment law qualification

Member of the CIPD

GENERAL RESPONSIBILITIES

General Responsibilities

Employee Relations

To make suggestions to improve the working situation and contribute to positive employee relations within their area of work and Everton Football Club as a whole.
Health & Safety
To take reasonable care for the health and safety of yourself and other employees and members of the public who may be affected by your acts or omissions at work.
To comply with all aspects of the Everton Football Club Health and Safety Policy and Arrangements, to enable the Company to perform its civil and statutory obligations in relation to Health & Safety.

Customer Service

Identify and meet the needs of colleagues and our customers, focusing on initiating and welcoming contact and communication whilst striving to deliver first class customer service.
Recognise potential complaint situations and make effective steps to avoid and/or resolve these situations.

Self Development

To take responsibility for your own development and to help realize your own potential by undertaking any necessary internal or external training sessions in accordance with the Company’s Performance and Development Review Policy.
Team Work
Ensure effective communication within your work team and across the Company whilst actively offering support and guidance as necessary.

Equal Opportunities and Harassment

To cooperate with measures introduced to ensure there is equality of opportunity in employment. To ensure understanding, awareness and compliance with the Company’s Equal Opportunities Policies.
To ensure that the working environment is free of sexual and racial harassment and intimidation and any other form of harassment constituting unacceptable behaviour which is personally offensive.

This document is a guide only and should not be regarded as exclusive or exhaustive. It is intended as an outline indication of the areas of activity and will be amended in the light of changing needs of the organisation.

All employees may be required to undertake any other duties as may be reasonably requested.