Job Description

Job Title:HR Manager – Policy & Equality

About SLC
Student Loans Company is a non-profit making Government-owned organisation set up in 1989 to provide loans and grants to students in universities and colleges in the UK. We are responsiblefor student support delivery in the UK.
Company Mission
We enable our customers to invest in their futures by delivering secure, accurate and efficient assessment, payment and repayment services.
Company Vision
Our vision is to be valued as a digital, customer-focused, centre of excellence.
Job Details
Overview of department:The Human Resources department encompasses HR, Learning & Development, Recruitment, Reward, HR MI and HR Support Services.

Grade:5

Reporting to:HR Director
Budget Responsibility:£200k-£250k

Line Management Responsibility: Policy Advisor

Job Purpose:
To lead on the development, implementation and monitoring of business focused HR/employment policies and approaches (including Employee Relations, Equality, Diversity & Inclusion, Health & Safety, and Wellbeing). The role holder will develop supportive procedures and working practices through engaging in a collaborative, customer focused approach, which motivates their team (s) and builds trust and buy in with key stakeholders (including the wider HR Team).
Key responsibilities:
  • Lead on the consideration of all aspects of equality, diversion and inclusion (EDI) and Health and Well Being, including strategy development, creation of policy and supporting practices, action planning, tracking, reporting (internal and external) and review. Developing effective relationships with HR colleagues and business managers to underpin success in these areas.
  • To develop and gain support for new and revised HR policies, approaches and systems that balance the needs of legal compliance, good HR practice and SLC’s business aims and priorities. This involves research and gathering insight, detailed analysis and interpretation, identifying trends and patterns, developing and evaluating options, and making recommendations for implementation.
  • Develop, align and streamline HR policies and supporting procedures, providing the necessary communication, training and guidance to meet the needs of the range of stakeholders across the business (always seeking to strike the balance of customer need, consistency, improvement, adherence and organisational performance)
  • Liaise and consult with Facilities in relation to developing and reviewing Health & Safety policies and procedures that meet the needs of the business.
  • Responsible, with senior HR managers especially the Head of HR Service Delivery for establishing the overall approach and culture of employee relations activity across SLC, building trust, respect and fairness between the organisation and employees. Lead on the development and implementation of employee relations strategy and calendar of meetings/engagement that delivers and supports SLC organisational objectives
  • Provide employment law and SLC policy advice to HR colleagues and managers, particularly for complex/escalated cases – engaging the advice and support of the Head of HR Business Partnering and external experts as appropriate.
  • Liaise and consult with HR colleagues, managers and trade union representatives to ensure that people policy proposals are practical and acceptable, and that stakeholders understand and actively engage with the need for effective implementation.
  • Actively participate in horizon scanning and relevant benchmarking activity (internal and external), interpreting and acting on results to deliver performance improvement across HR policies and activities
  • Engage with senior HR management colleagues on governance and communication issues in order to determine, challenge where appropriate and deliver appropriate advice and support to HR colleagues

Knowledge, Skills and Experience:

  • Chartered MCIPD (or equivalent qualification(s) and experience)
•Demonstrable evidence of horizon scanning and personal development to extend expertise
in relevant employment and discrimination law, and of using expertise/insights to make
recommendations and advise their organisation on compliance, mitigating risks and
effective communication with a range of stakeholders
  • Significant experience in a range of challenging ER roles within complex organisations,
particularly within the public sector and/or where there are recognised Trade Union(s)
agreements
•Demonstrates their ability to lead a team, and create a working climate which motives and
engages each member of the team, ensuring that they perform effectively individually and
collectively
•Experience of having successfully delivered HR policy development and implementation in a
complex/devolved HR structure, where establishing effective relationships with senior HR
colleagues, and collaborating on the development and implementation of HR policy and
practice is the norm
•Skilled in combining employment law and business insights to provide highly impactful
advice and challenge to senior HR colleagues and business leaders
•Proven ability to secure consensus across a range of complex stakeholders and in sensitive
and challenging situations
•Substantial experience of engaging and managing external providers (for example
Occupational Health and Employment Lawyers), building and maintaining effective
relationships that deliver additional value for their organisation (beyond a purely contractual
relationship)
•Experience of developing a long-term approach to Health and Well Being across a multi-
professional, multi-site workforce, and able to show the positive impact of initiatives and
activities on staff and performance
•Evidence of skills in communicating and reporting in an authoritative, engaging and
compelling way, leaving clear and memorable messages, and of effectively leading
Union/staff discussions and supporting negotiations
•Demonstrates success at building strategic relationships within HR, in the wider organisation
and beyond the organisation (for example, with Union full time officials, senior HR
colleagues, with business, with service providers) for the good of the organisation

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