Recruitment – Job Summary



Post TitleHR ConsultantJob FamilyOrganisational Support Pay Range8Line Manager to othersNoRole profile refService AreaResources – Human Resources & Organisational DevelopmentLine ManagerHead of Employee RelationsBase LocationAylesbury Job Purpose To provide professional and expert HR Advice across all areas of the HR Service Offer assuring that advice is consistent with relevant legislations and corporate policies, with a focus on excellent customer serviceTo work in partnership with customers to manage and deliver transformational projects using specialist knowledge and provide high level technical and professional expertiseTo promote the services of the ER Advisory and HR Service Desk team to internal colleagues and external customersJob Context (key outputs of team / role to provide some specific examples of role profile accountabilities) Provide professional expert and business focused advice to customers, highlighting key risk areas to enable them to make balanced decisions in complex employment mattersManage complex employee relations casework, ensuring quality, consistency, appropriateness and timeliness of consultancy advice and support with a demonstration of strategic awarenessResponsible for leading and managing the effective delivery of a wide variety of transformational projects working with both internal and external customers and associated partnersTo support the delivery of projects ensuring that HR processes are followed and specialist HR advice is provided throughout the project deliveryDuring the project lifecycle to have a key decision making role in project board meetings and within discussions often challenging senior stakeholders and offering pragmatic, legally compliant alternatives in respect of sensitive and complex issues.Negotiate with unions on complex matters relating to complex employee relations and/or proposals relating to transformational projects of which they support the project managerDevelop and deliver training and specific tailored employee relations support, ensuring such activities are appropriately costed and invoicedWork on commercial development projects as and when required to drive forward the services ability to generate income.Identify issues and trends where HR interventions may be needed proactively raising recommended solutions with HR Business Partner colleaguesKeep an up to date knowledge of all relevant UK Employee legislation and other relevant corporate policies to ensure that all advice provided is within statutory requirements and the principles of best practiceAccurately record, update and maintain comprehensive appropriate records relating to casework and work undertaken in a timely manner and in line with the on-going requirements of the businessMaintain the principles of ‘Customer First’ and focus on exceeding customer expectations to maintain high satisfaction levels Support HR Advisor colleagues within the team with training and development needs and with enhancing knowledge and skills to improve ‘First Line’ resolutions and deliver an excellent customer experienceIdentify opportunities for improving HR policies, processes and toolkits, identify solutions and proactively raise with relevant HR Service and SSC Workforce operations colleaguesKnowledge, Skills and ExperienceRole Profile requirements.Job specific examples.(if left blank refer to left hand column)Essential DesirableSubstantial relevant practical experience of providing advice and guidance on employee relations issues covering the full employee lifecycleUp to date knowledge of employment lawDemonstrable experience of working in a comparable HR Advisory role√√Substantial experience of carrying out the HR lead role in complex change management programmesSignificant demonstrable experience of delivering complex change management programmes including re-organisations, TUPE transfers etc.√Experience of managing projects with an excellent understanding of project management methodologies, diagnostic tools and systemsDemonstrable track record of delivering projects corporate wide and in other specialist HR areas√Proven effective influencing, negotiation and communications skills, both verbal and written Demonstrates evidence of ability to communicate and influence management to understand the level of risk in their decisions. Experience of negotiating with unions and other professional associations.√√Proven ability to apply initiative and strategic awareness to problem solving and decision making.Demonstrates an ability to use initiative, and making judgement calls to resolve problems.√Ability to proactively work with senior leadership, directors, members and managers identifying training and support needs and designing tailored solutions Demonstrates evidence of identifying a customer’s skills gaps / training needs and aligning specific support to meet these √Experience of using computerised managing systems for logging, tracking and resolving casework and associated systems. Evidence of using SAP, Supportworks, Clarizen √Proven initiative and judgement to indentify and resolve problems Demonstrates an ability to use initiative, and strategic awareness in making judgement calls to resolve problems √Manage relationships with clients and suppliers – monitor inbound and outbound service levels: resolve operational issues with partners.Significant evidence of managing relationships with senior managers and officers. √Promote and deliver continuous improvements in all aspects of the service. Identify additional service requirements or opportunities for innovation to establish new ways of working and recommend innovative solutions. Experience in supporting change management programs and ability to challenge the design and rationale of the change management program√Ability to design and deliver bespoke training sessions to colleagues and stakeholdersPresentation skills, IT skills including PowerPoint√QualificationsRole Profile requirements.Job specific examples.(if left blank refer to left hand column)Essential DesirableDegree or equivalent NVQ Level 4 qualification or proven relevant experience √Chartered Membership of CIPD√Evidence of Continuing Professional Development√Other RequirementsDecision Making AccountabilityBudgets:Is the role directly responsible for managing a budget? (please specify size and type of budget)NoIs the role responsible for monitoring a budget (monitoring of a delegated budget under management direction)? (please specify size and type of budget)No Planning and Decisions:What sort of deadlines does this person work to? Specify short, medium, long termShort to medium termPlanning is based upon the post holder’s role and will fall in line with employee relation casework and change project timeframes. These can be anything from day to day up to 12-18 month timeframesIs this post responsible for forward planning? Specify to what extent e.g. 6 months or 3-5 year planning?The post holder is responsible for forward planning when it comes to change projects, which will require a detailed project plan There will be a level of forward planning relating to complex caseworkApproximately how many posts are under the role’s reporting line? (including those that are managed directly and indirectly)NoneWhich key stakeholders does the post holder have to work with to be successful in their role?Executive DirectorsDirectorsSenior ManagersTeam LeadersSchool GovernorsHead teachersUnion RepresentativesEmployee RepresentativesBusiness PartnersHR and OD colleaguesReward and Transactional ColleaguesWhat are the top 3 key decisions the post holder would be responsible for?Management of own workload, using initiative to solve problems within a broad area of discretionProviding complex HR advice on employee relation and project management mattersDeveloping project plans for sign off by appropriate governing bodyWhat decisions are referred to the line manager?Decisions that fall outside of established process or for which there is no precedent (but at this level the post-holder is expected to come with a proposed solution)Decisions with budget implicationsDecisions with financial, reputational or service delivery risksContacts:With whom does this post have regular work contact?Executive DirectorsDirectorsSenior ManagersTeam LeadersSchool GovernorsHead teachersUnion RepresentativesEmployee RepresentativesBusiness PartnersHR and OD colleaguesReward and Transactional ColleaguesFor what reason? # delete as applicable and supply more informationReceiving or giving information? YGiving professional advice? YNegotiation? Y/N If Yes please give an example: Negotiation with trade unions on complex employee relation matters and change programmesNegotiation with leaders/managers relating to complex employee relation matters and change programmesWhere this is an existing post, please identify the changes to the post since it was last evaluated:This job summary is a revised version incorporating both the HR Consultant (Employee Relations) and the HR Change Project Consultant.The job involves travel for business purposes: OftenOrganisation Structure (optional) ................
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