Private & Confidential
Role Description – HR Manager
Role title / HR Manager / Grade / 4 / Department / HRReports to (1) / CEO / Direct Reports / 1/2
Key relationships / interfaces (1) / Internal - employees and managers
External – suppliers, contractors and consultants
Role purpose (2) / Lead the HR team and work with business colleagues to achieve business and strategic objectives.
Responsibility for the attraction, retention and development of employees, ensuring that employees are paid in a timely manner, appropriate employee benefits are available and ensuring the provision of professional and technical training and development opportunities.
Breadth of responsibility (3) / Employee Relations – policy development, maintenance and provision of guidance to managers and employees
Performance Management – approach and application
Payroll & Benefits
Learning & Development - plans and solution options
Recruitment & Induction
Dimensions and limits of authority (4) / HR Budget – within agreed authorities.
HR Policies & Procedures – ensuring compliance with employment legislation.
Key responsibilities / accountabilities (5) / Key performance measures (6) /
· Management of HR team / · Performance objectives and development plans in place and regularly reviewed.
· Performance Management & Reward / · Total Reward packages remain in line with stated market position, improve retention and reinforce behaviours..
· Performance Management & PRP plans are applied and seen to be adding value.
· Recruitment & Selection / · Recruitment achieved to specification and within budget and timelines as agreed in Balanced Scorecard.
· Diverse range of candidates attracted.
· Induction undertaken to plan.
· Training & Development / · Training Needs Analysis undertaken.
· Analysis of training spend against plan
· Required level of capability in place across business.
· Payroll & Benefits / · Payroll implemented to quality and timescales
· Benefit packages managed and meeting business needs.
· HR Reporting / · HR dashboard identifying key HR metrics with supporting analysis.
· Succession Management/Planning / · Monitoring of current and future skills requirements.
· Succession Plan in place
· Employee Relations/Policies / · Policies in place that comply with legal and regulatory environment
· Appropriate guidance provided to employees and managers.
Person Specification: Head of HR
Attribute / Description / Essential / desirableQualifications (7) / · CIPD qualification preferably Associate level.
· Degree level or equivalent / · Essential
Experience (8) / · Sound working experience in a lead HR role
· Team management experience
· Experienced in providing guidance and direction on all aspects of Hr legislation and practice
· Experience of designing & implementing HR policies and procedures.
· / · Essential
Knowledge / § Understanding of employment legislation and its application.
§ Learning & Development methodology
§ Benefits & Compensation
§ Coaching & Mentoring
§ Attraction and Recruitment practices
§ Talent Management / · Essential
Skills / · Strong verbal and written communications and reasoning skills.
· High numerical reasoning skills.
· Proactivity.
· Results focus.
· Effective decision making.
· Negotiation & Influencing
· Coaching
· Ideas generation / · Essential
· Essential
· Essential
· Essential
· Essential
· Essential
· Essential
· Essential
· Desirable
Behaviour / competency (9) / · Communication
· Customer Focus
· Working Together / Teamwork
· Leadership and Developing People
· Problem Solving and Ownership
· Improvement, Change and Creativity
· Planning and Organising
· Resilience / · Essential
· Essential
· Essential
· Essential
· Essential
· Essential
· Essential
· Essential
Supporting Behaviours /
Behaviour / Description /
Communication / Ability to communicate appropriate, concise and accurate information in written and verbal formats
Customer and Supplier Focus / Ability to understand the needs and priorities of customers (inside and outside the organisation) and the desire to meet their expectations
Working Together / Teamwork / Ability to understand and interpret other people’s behaviour, concerns and motives
Willingness and ability to lead, guide and motivate others towards a common goal
Ability to build and maintain networks of business contacts in and beyond the company who may contribute to success
Leadership and Developing People / Ability to assist team members in reaching full potential through feedback, coaching, development and training
Ability to convince others to your own point of view, to gain acceptance, support and commitment
Problem Solving and Ownership / Ability to tackle issues and problems in a logical, step-by-step way.
Desire to ensure accuracy and quality in work delivered
Ability to make swift decisions and judgments even in the face of ambiguity or criticism
Tendency to set high goals for self and others, focusing on the delivery of targets, quality and deadlines
Improvement, Change and Creativity / Willingness to challenge assumptions and ability to adapt or generate imaginative and innovative ideas
Planning and Organising / Ability to pre-empt problems and seize opportunities without waiting to be told
Ability to develop clear, efficient and logical approaches to work
Ability to make effective and appropriate use of technical skills and knowledge
Organisational Commitment
Resilience / Willingness to accept change and ability to maintain effectiveness in a changing environment.
Ability to maintain control and performance during stressful situations
Guidance notes
1. Reports to / direct reports / key relationships & interfaces
Indicates how the role fits into the organisation. Who is the line manager? Who are the direct reports? With whom does the role holder collaborate closely? Refer to both internal and external contact where relevant.
2. Role purpose
A brief, but compelling statement on why the role exists, explained in no more than two sentences. It should focus on and highlight the core of the role. The aim is to convey a broad picture of the role which clearly identifies it from other roles and establishes the contributions to role makes towards achieving organisational and departmental goals.
3. Breadth of responsibility
The degree to which this job impacts the organisation and its employees. For who and what is this job responsible?
4. Dimensions & limits of authority
Show the level of decision which the role holder can make without reference to their manager, and which should be referred upwards - e.g. can the role holder make recruitment decisions? Are they responsible for a team e.g. performance management? Do they have a budget and how much? Can they stop a project without authority? Can they make recommendations for change?
5. Key responsibilities / accountabilities
Identify the major elements and scope of the role. Focus on the outcomes that should be achieved rather than the process needed to achieve them. Keep it brief, succinct and unambiguous so that the employee knows exactly what is required of them.
What are the major responsibilities of this position? List the what, how and why of each responsibility and provide examples, as necessary. Use specific verbs of action, such as “manages”, “operates”, “analyses”, “files”, etc. Distinguish between direct responsibility and managerial responsibility. Try to arrange accountabilities in descending order of importance.
Do not include a task list or things that are assumed to be part of a role e.g. answering the phone, responding to emails.
6. Key Performance Measures
This is how you can measure that the responsibility has been successfully performed to the required standard. Identify objective and measurable ways of recognising that acceptable standards have been achieved.
7. Qualifications
State the lowest level of formal educational standard (or equivalent) essential for an acceptable level of performance.
8. Experience
Avoid reducing this to time spent involved in a particular type role / area. Focus on the levels and types of experience that is required in particular fields.
9. Behaviours / Competencies
Identify up to approx five behaviours / competencies which are most applicable to the role. A suggested list is provided below for guidance. For each behaviour / competency try to provide information on the level of competency required, and whether this is essential or desirable.
Behaviours / competencies
Adaptability / Willingness to accept change and ability to maintain effectiveness in a changing environment.
Analytical thinking / Ability to tackle issues and problems in a logical, step-by-step way.
Communication skills / Ability to communicate appropriate, concise and accurate information in written and verbal formats
Concern for accuracy / Desire to ensure accuracy and quality in work delivered
Creativity & innovation / Willingness to challenge assumptions and ability to adapt or generate imaginative and innovative ideas
Customer focus / Ability to understand the needs and priorities of customers (inside and outside the organisation) and the desire to meet their expectations
Decisiveness / Ability to make swift decisions and judgments even in the face of ambiguity or criticism
Developing and coaching others / Ability to assist team members in reaching full potential through feedback, coaching, development and training
Influence and persuasion / Ability to convince others to your own point of view, to gain acceptance, support and commitment
Initiative and proactivity / Ability to pre-empt problems and seize opportunities without waiting to be told
Interpersonal skills / Ability to understand and interpret other people’s behaviour, concerns and motives
Leadership / Willingness and ability to lead, guide and motivate others towards a common goal
Planning and organizing / Ability to develop clear, efficient and logical approaches to work
Relationship building / Ability to build and maintain networks of business contacts in and beyond the company who may contribute to success
Resilience / Ability to maintain control and performance during stressful situations
Results orientation / Tendency to set high goals for self and others, focusing on the delivery of targets, quality and deadlines
Technical and professional expertise / Ability to make effective and appropriate use of technical skills and knowledge
Role: Head of HR
Version:2 Version: 1.0
Date: November 2016