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    Job Description: Level & Salary

    Uploaded by

    Sarfaraj Ovi
    This job description is for a Human Resources Manager position at a level 9 salary of up to £39,402. The HR Manager will oversee a team of 5 HR staff and be responsible for managing the HR department and developing HR strategies. Key responsibilities include managing the HR team, developing policies and procedures, managing recruitment and employee relations, and supporting organizational culture change. The ideal candidate will have CIPD qualifications, HR generalist experience, budget management skills, and experience implementing HR systems and managing staff.

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    Job Description: Level & Salary

    Uploaded by

    Sarfaraj Ovi
    240 views6 pages
    This job description is for a Human Resources Manager position at a level 9 salary of up to £39,402. The HR Manager will oversee a team of 5 HR staff and be responsible for managing the HR department and developing HR strategies. Key responsibilities include managing the HR team, developing policies and procedures, managing recruitment and employee relations, and supporting organizational culture change. The ideal candidate will have CIPD qualifications, HR generalist experience, budget management skills, and experience implementing HR systems and managing staff.

    Original Description:

    HR Manager JD 1102141

    Original Title

    HR Manager JD 1102141

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    This job description is for a Human Resources Manager position at a level 9 salary of up to £39,402. The HR Manager will oversee a team of 5 HR staff and be responsible for managing the HR department and developing HR strategies. Key responsibilities include managing the HR team, developing policies and procedures, managing recruitment and employee relations, and supporting organizational culture change. The ideal candidate will have CIPD qualifications, HR generalist experience, budget management skills, and experience implementing HR systems and managing staff.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    240 views6 pages

    Job Description: Level & Salary

    Uploaded by

    Sarfaraj Ovi
    This job description is for a Human Resources Manager position at a level 9 salary of up to £39,402. The HR Manager will oversee a team of 5 HR staff and be responsible for managing the HR department and developing HR strategies. Key responsibilities include managing the HR team, developing policies and procedures, managing recruitment and employee relations, and supporting organizational culture change. The ideal candidate will have CIPD qualifications, HR generalist experience, budget management skills, and experience implementing HR systems and managing staff.

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    JOB DESCRIPTION:

    Human Resources Manager

    LEVEL & SALARY

    Level 9 up to 39402
    (Inclusive of 2% pay award effective 1st April 2014)

    RESPONSIBLE TO:

    Director of Human
    Development

    RESPONSIBLE FOR:

    Human Resources Officers x2


    Learning & Development Officer
    Human Resources Administrator
    Apprentice in HR Business Administration

    DEPARTMENT:

    Human Resources

    Resources

    and

    Organisational

    OVERALL JOB PURPOSE:


    To assist the Director of HR & OD, Executive Directors, Directors and Managers in
    the development and implementation of leading edge HR and Organisational
    Development policies and procedures to support and facilitate the achievement of
    required organisational objectives and cultural change.
    To be responsible for and oversee the delivery of the HR team for Halton Housing
    Trust (HHT). To line manage the HR team to ensure a high standard of service to
    internal and external customers.
    To assist in the planning of effective people resourcing of the Trust to meet business
    needs.
    Work with the Director of HR & OD, Executive Directors, Directors and Managers to
    communicate and promote the Trusts corporate vision internally.
    To assist in promoting diversity and the equality of opportunity and respect for all.
    The Trusts six key strategic behaviours are:
    Adapt to change
    Challenge how we do things
    Work with others
    Take Ownership
    Make decisions
    Enjoy your job
    The behaviours apply to all roles within the Trust.

    In the selection process you will be required to provide an example(s) of how you
    have demonstrated each behaviour in the context of the role.
    PRINCIPLE ACCOUNTABILITES:
    1. Management of a professional, modern HR function and to oversee all day to
    day activities of the HR Team.
    2.

    To contribute to the development and implementation of the HR and OD


    Strategy, co-ordinating the Trusts resources to deliver the longer term vision
    and objectives of the Trust.

    3.

    To build a strong employer brand through the development of modern working


    practices to enable the Trust to attract, recruit, retain and reward employees
    and be recognised as an employer of choice.

    4.

    To assist in the development and implementation of organisational cultural


    and change programmes to support a modern and forward thinking
    organisation and encourage innovation

    5.

    To lead on people related projects and initiatives and adopt the Trusts project
    management methodology when appropriate.

    6.

    To take a lead role, along with the HR team, in the development of the HR
    Teams annual Business Plan and to be responsible for setting the annual HR
    budget.

    7.

    To lead on absence management for the Trust, support and coach mangers in
    managing absence cases. Closely monitor performance and report on a
    monthly basis.

    8.

    To lead on Health and Wellbeing (H&W) for the Trust and implement a
    number of H&W related initiatives through the development of an annual
    programme

    9.

    To lead on the Trusts Employee Satisfaction Survey (currently the annual


    Times Top 100 Best Companies to work for survey), from delivery to data
    analysis and reporting.

    10. To contribute to the development of modern, up to date people policies in line


    with the policy framework, using CIPD guidelines and taking account of
    relevant employment legislation
    11. Autonomously manage, monitor and review the HR budget in line with the
    business plan.
    12. To act as the lead, and support the HR Officers, on all employee relations
    issues including disciplinary, grievance and capability cases, sometimes of a
    complex nature and ensure they are dealt with swiftly. Attend the employment

    tribunal if required. Oversee all HR activities including recruitment,


    performance management, reward and recognition.
    13. To conduct annual and half year formal performance reviews and regular oneto-ones with the HR team as part of the Trusts performance management
    process, and ensure delivery against objectives
    14. To assist in the preparation and planning for the Employee Forum meetings
    and take an active role along with the Director of HR and OD
    15. To monitor and regularly report on the performance of suppliers through the
    Trusts Supplier Performance Management System (SPMS) e.g. employment
    law solicitors, Occupational Health provider(s), and complete supplier
    performance information.
    16. To monitor and regularly report on the performance of the HR team though
    the Trusts strategic and operational balanced scorecards.
    17. To lead on the annual employee conference or an equivalent event or
    initiative
    18. To provide an excellent internal and external customer centred service and
    ensure high levels of satisfaction through a consultancy based approach.
    19. Develop and maintain excellent working relationships with all recognised trade
    unions
    20. To manage, support and encourage the HR team using a coaching style of
    management
    21. To lead on flexible working for the Trust and contribute to embedding a
    flexible working culture
    22. To identify and achieve efficiencies in the way the HR team operate to ensure
    maximum effectiveness, and achieve value for money. Ensure the HR team
    adds value to the Trust.
    23. To meet regularly with the HR team to ensure team communication operates
    effectively and ensure resources are directed to meet business need and
    priorities. Provide specialist advice to management teams to ensure
    legislative and legal requirements are met.
    24. To maintain specialist knowledge of employment legislation and act as a
    primary source of advice and support for managers.
    25. Ensure commitment to professional and managerial continuous professional
    development and develop links with networks, agencies, partners and local
    businesses within and outside of the housing sector, looking for opportunities
    for the Trust.

    26. Carry out any other duties appropriate to the post as necessary or as
    requested.
    27. Represent, promote and maintain a positive attitude and image for Halton
    Housing Trust.

    KNOWLEDGE AND EXPERIENCE:


    Graduate membership of the Chartered Institute of Personnel and Development
    (CIPD) with significant experience at senior level or Chartered membership of the
    CIPD
    Evidence of continuing professional and management development
    A full UK Driving Licence.
    Proven management ability at senior level with an ability to work on multiple short
    and long term tasks to specific deadlines and an ability to work at a strategic level.
    Generalist HR management experience in an organisation of similar complexity and
    size.
    Ability to manage and control budgets. Monitor and report on costs, budgets and
    performance statistics in order to make recommendations on value for money and to
    achieve best practice.
    Experience of consultation and negotiation with Trade Unions
    Experience of working with a policy framework and policy development
    Significant experience of general HR matters including employee relations, reward
    and recognition, employee engagement, learning and development, supporting
    culture change
    In depth and up to date knowledge of employment legislation and relevant codes of
    practice
    Detailed working knowledge of equal opportunities and the Equality Act 2010
    Experience of implementation and maintenance of HR/Payroll systems
    Experience of managing, training, co-ordinating and developing staff to ensure
    continuous development and improvement.
    Knowledge of health and safety regulations and to ensure that the HR team have
    been adequately trained
    Excellent organisational skills and the ability to be able to prioritise conflicting
    priorities and delegate work

    Ability to plan and prioritise resourcing to ensure staffing levels meet the needs of
    the business
    Ability to assimilate and analyse complex information and data and advise on
    appropriate actions
    Ability to use ICT skills to translate management information and data into user
    friendly effective reports
    Ability to produce formal reports for Directors and Board members.
    Ability to produce and present a suite of monthly/quarterly KPIs to communicate
    performance to the Directors Team and Board.
    Effective in potential problem analysis and practical decision making
    Ability to communicate concisely and effectively, both verbally and in writing
    Able to lead, motivate and develop teams
    ICT literate ability to use Word, Excel, PowerPoint
    Ability to work with HR and payroll systems
    SKILLS
    Ability to influence, persuade and negotiate with others in a positive way
    Political awareness
    Ability to motivate self and others and make decisions without direct supervision
    A commitment to delivering an excellent, credible, professional and high performing
    HR service
    Excellent time keeping skills and commitment to delivering a high standard of
    service.
    Excellent interpersonal skills with the ability to build strong relationships, gaining the
    confidence and respect of peers
    Ability to manage and work co-operatively as part of a team and to engage positively
    with customers and other staff.
    Self-motivated, innovative, motivated, energetic

    Able to identify ways to improve policies, procedures and service delivery to meet
    customers needs and be proactive in identifying barriers to change and seeking
    ways to overcome them.
    Understand how changes to employment legislation can be integrated into strategy
    and plans how to manage this.
    Ability to keep up-to-date with best practice, initiatives and opportunities in all areas
    relating to this role and to amend working practices to achieve efficiencies through
    smarter thinking.
    Able to work consistently with requirements relating to:

    The Trusts overall need to comply with legislative, regulatory,


    constitutional and financial requirements and to work to high professional
    and ethical standards

    The Trusts Equality and Diversity policy

    The Trusts Health and Safety policy

    The Trusts management of risk

    Signature of Job-holder:.........
    Signature of Line Manager: ..........................................
    Signature of Line Managers Manager
    Date: ................................

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