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JOB DESCRIPTION
Job Title: Human Resources (HR) Manager
Directorate: Finance and Resources
Reporting to: Director of Finance and Resources
Hours: 37 per week (full time)
Salary: Ranging from £27,349 to £28,734 depending upon qualifications and experience
Closing Date: Thursday 18 January 2018
Job purpose:
To deliver a professional, Human Resource (HR) service to curriculum, business and business support departments within RNC. Leading a proactive, innovative and responsive HR team to provide pragmatic, creative and business focused HR solutions and recommendations across the Organisation. To build and develop relationships with managers and staff at all levels to provide support and advice on a range of HR matters and share best practice throughout the Organisation
Main duties and responsibilities:
• Provide an efficient, effective and customer focussed HR service which
supports all aspects of an employee’s relationship and engagement with the
Organisation including recruitment, terms and conditions of employment, training
and development activities, ensuring compliance with employment legislation
and Organisation policies
• Line manage the HR staff team, including participating in performance reviews.
• Build effective working relationships with staff at all levels, providing advice
and guidance on a range of HR policies and HR related issues to support
understanding and ensure effective communication of good HR practice
• Build relationships with managers at all levels and develop a good
understanding of their work so as to be able to provide advice and guidance
• Support managers and provide generalist HR advice, to ensure the effective management of staff to achieve organisational goals
• Attend the Senior Management Team Meetings (SMT) from time to time to update the SMT on HR related issues.
• Ensure effective monitoring of sickness trends and remedial action in accordance with the Organisations policy and to facilitate a proactive approach to absence management to ensure a smooth return to work
• Take responsibility for the implementation and updating of all HR policy, ensuring that all HR issues are dealt with within the timescales set out in the procedures of the Organisation and that HR policies conform with current legislation.
• Be the main point of contact for our external HR support
• Support the development of strong communication and feedback channels
with all staff and through a variety of mechanisms to support employee
engagement
• Ensure all data on manual and computerised records is accurate and up to
date and provide accurate and timely reports as and when required
• Deliver internal training events on a range of employment related topics.
• Undertake projects as agreed with Director Finance and Resources.
• Take responsibility for/Manage workforce development opportunities for the Organisation’s non-teaching team.
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Disability Confident is a government scheme designed to encourage employers to recruit and retain people with disabilities and those with health conditions. The Disability Confident scheme has taken over from the previous Two Ticks Positive about Disabled People scheme.
As a Disability Confident Committed Employer we have committed to:
• Ensure our recruitment process is inclusive and accessible
• Communicate and promote vacancies
• Offer an interview to people with a disability who meet the minimum requirement
• Anticipate and provide reasonable adjustments as required
• Support any existing employee who acquires a disability or long term health condition, enabling them to stay in work
• At least one activity that will make a difference for people with disabilities
General responsibilities of all staff:
Safeguarding
RNC is committed to the principles and practices of safeguarding. We believe that the safeguarding of all RNC students has paramount importance, and everyone in the College shares an objective to help keep young people and vulnerable adults safe. Each staff member is required to take personal responsibility for ensuring the safeguarding of our students, maintaining own knowledge and understanding through continued familiarity with RNC policies and guidance, promoting safe practice and reporting any concerns
Equality & Diversity
RNC is committed to upholding the values that underpin current equality and diversity legislation. We recognise the importance of equality and diversity being an integral part of our work, to promote equality and prevent unlawful direct or indirect discrimination. Each staff member is required to take personal responsibility for ensuring equality and diversity is recognised and promoted in all aspects of the role, maintaining own knowledge and understanding through continued familiarity with RNC policies and guidance
Health & Safety
RNC is committed to the health, safety and welfare of our students, employees, and all visiting stakeholders. Each staff member is required to ensure that they and others take notice of and operate within RNC Health and Safety guidelines.
Continuing professional development (CPD)
RNC is committed to the development of its staff. The successful applicant will be required to take part in RNC’s programme of continuing professional development and will be encouraged to communicate and discuss their personal and team development needs with managers and colleagues.
Note: This job description covers the main, current duties and responsibilities of the job; however, it is subject to review and amendment in the light of developing or changing organisational needs. Other activities commensurate with this Job Description may from time to time be undertaken by the Job Holder.
PERSON SPECIFICATION –HR Manager
|ATTRIBUTES |MINIMUM/ESSENTIAL |DESIRABLE |ASSESSED THROUGH |
|Experience | Demonstrable and proven experience in a generalist HR role |Good experience of implementing new systems and processes |A |
| |.Staff management experience |across organisations. | |
| | |Experience of dealing with external HR support services | |
| | |Experience of working in an education setting | |
|Knowledge/skills |A sound understanding of the principles of good HR practice and some knowledge|A working knowledge of computerised HR systems |A |
| |of employment law | |I |
| |Good IT skills | |T |
|Qualifications and training |A general level of education at degree or professional level, or the | |A |
| |equivalent |Evidence of professional updating |C |
| |level of attainment gained through professional experience. | | |
| | | | |
| |The Chartered Institute of Personnel and Development (CIPD) level 5 | | |
| |qualification | | |
| | | | |
| |Consideration will be given to candidates who may not hold the essential | | |
| |qualifications but who can demonstrate equivalent experience and/or a | | |
| |willingness to achieve the qualification on appointment | | |
|Aptitudes and abilities |Proactive and responsive | |• A |
| |Solutions focused | |• I |
| |Willingness and ability to use own initiative | | |
|Disposition, attitude and |Positive can-do attitude | | |
|motivation |A drive to improve performance | | |
| |Excellent interpersonal and negotiating skills | | |
| |Ability to reach decisions objectively and consistently. | | |
| |Understanding of safeguarding for our students and a commitment to safe | | |
| |practice | | |
| |Commitment to equality and diversity and its active promotion | | |
|Additional/other |Enhanced DBS (Disclosure & Barring Service) disclosure required prior to | |Sight of required documents and |
| |appointment being confirmed | |completed DBS form |
| | | |Sight of original documents |
| |Eligibility to work in the UK | |required |
• Minimum /Essential criteria are those attributes required of the Job Holder without which an appointment cannot be made.
• Desirable criteria are those attributes which would be useful, but not essential, for appointment.
‘Assessed Through’ key:
A: Application
C: Certificates
I: Interview
T: Task/test
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