Job info |
Job info details |
Job title |
HR Manager – Core Council |
Strategic team/Directorate |
Corporate Services |
Service |
Human Resources |
Business unit |
Corporate Services |
Responsible to (day to day issues) |
Head of Human Resources, Payroll and Pensions |
Accountable to (line manager) |
Head of Human Resources, Payroll and Pensions |
Salary grade |
40 - 43 |
JE ref |
JOT211 |
1. Key purpose of job
- To lead and manage a team of HR Business Partners providing HR services across the Council to ensure that HR services are effectively provided in accordance with policies, procedures and employment legislation.
- Responsible for the provision of professional and strategic HR advice and guidance in line with legislation across the Council including Schools and Academies.
- Working in partnership with the Chief Executive and Directors to provide high level HR solutions to achieve transformational change across the Council whilst maximising employee engagement.
- Responsible for working with the senior leadership team to ensure appropriate workforce planning takes place across the Council.
- To be a pro-active member of the HR management team working closely with the Head of HR and other management team members in a collaborative way to support the delivery of the highest quality HR Service in line with the Council’s aims and objectives.
- To work with the Head of HR and take a lead role in developing and implementing the Our People Strategy for the Council.
- Responsible for the development and delivery of local HR strategies in partnership with senior leadership teams.
2. Anticipated outcomes of post
- The provision of a credible, timely and respected professional HR service which supports operational and strategic HR objectives, aims and aspirations and protects the Council’s position as an employer in employment related matters.
- Creative HR and business solutions are provided on a broader range of issues to address strategic management challenges and achieve effective service delivery.
- The provision of successful line management and leadership to HR colleagues working collaboratively and building and fostering a positive relationships.
- Proactive and high quality professional HR advice is provided to all Directors, Senior Officers, Council Members, Head Teachers and Governors.
- Case management across the council is managed in a timely manner and takes full account of relevant employment legislation and organisational precedent.
- All decisions taken by managers in respect of employment issues are mindful of equalities issues and HR practices and procedures.
- Workforce planning and change management activity is supported and implemented in a successful and timely manner, with appropriate employee engagement.
- A fully implemented and embedded Our People Strategy which is regularly reviewed and updated.
3. List key duties and accountabilities of the post
- As an Employee of Torbay Council all roles are expected to work in a way that ensures vulnerable children and adults are safeguarded and report any safeguarding concerns in accordance with established policies and procedures. The Designated Senior Lead for Safeguarding is the Chief Executive and Director of Children’s Services.
- To lead and manage a team of HR Business Partners across to the Council on the full range of HR activities, supporting their work and resolving issues and complex casework within reasonable timescales taking account of employment legislation and organisational precedent.
- Lead on the development and implementation of strategic HR projects, managing staff and resources and analysing and reporting on performance ensuring appropriate consultation, decision making and implementation processes are followed.
- Working in partnership with Directors and Senior Managers to carry out workforce planning across the Council including identification of workforce gaps against future needs to develop and review the Our People action plan.
- Working in partnership with Senior Managers and Directors to identify opportunities for operational and strategic intervention. Implementing appropriate HR solutions in the management of organisation change in order to meet organisation requirements e.g. organisational design, job design, structural and cultural aspects of change, recruitment implications, learning & development implications and ER aspects of change.
- Provide expert professional advice and guidance to managers on formal procedures and employment legislation. Attending formal hearings to assist with the presentation of such, giving evidence or as professional advisor to the decision making panel.
- Working with colleagues across the Council to respond to emergencies and major incidents putting in place policies, procedures and helplines.
- To undertake detailed investigations, research and analysis to provide and present complex information in reports in order to inform and influence business decisions.
- Support key operational and strategic HR work by drafting complex HR correspondence to the highest professional standard. Formulating complex report and bundles of documents for employee relations cases including investigations and preparation for formal hearings, drafting reports for senior management or full council and responding to Employment Tribunal claims and complaints as required.
- To provide expert advice and guidance on all aspects of managing allegations against staff, including attendance at Allegations Management Meetings.
- Responsible for making referrals to professional bodies such as Social Work England and the DBS after consideration of relevant information to ensure employer and statutory obligations are met.
- To collaborate with HR colleagues to develop and deliver a range of corporate training which will enhance people management performance within the organisation, schools and academies as required.
- Advise and participate in consultative arrangements with Trades Unions working collaboratively, advising Directors, Council Members, Governors, Head Teachers, and line managers and securing outcomes in the best interest of the Employer and effective employee relations.
- Provide high level advice to Council members at Employment Committee Meetings, Appeal to Members Hearings and Full Council as required. To write reports for such meetings and provide HR advice throughout.
- Working with the Head of HR and other members of the management team to ensure a consistent application and approach of HR across the Council, wholly owned companies, partner organisations and external customers.
- As a member of the HR Management Team, lead on new initiatives that will enhance the overall HR service for all customers.
- To provide a range of data for the Senior Leadership Team on a regular basis to allow them to monitor key performance indicators and ensure added value is identified and delivered.
- To lead on the management of TUPE Transfers and acquisition processes across the Council, ensuring that employer obligations are met and that TUPE transfers both inward and outward are managed effectively
- To enhance organisation’s and customers’ people management performance by equipping and enabling managers to manage their staff with minimal HR intervention through coaching and training delivery.
- Support initiatives to improve well-being, staff engagement and organisational development by working closely with HR colleagues by promoting and acting as champion of said initiatives.
- To represent HR at Regional HR meetings as necessary.
- To attend Managers Forum, Council Meetings and deputise at meetings for the Head of HR where required.
- To undertake all work in accordance with the Principals of the Data Protection Act and Information Governance Policies and Procedures.
- To maintain own continuing professional development.
4. Budgetary/Financial Responsibilities of the post
- Authorisation level of up to £50,000.
5. Supervision/Line Management Responsibilities of the post
- Full line management of designated HR Business Partners. There may the requirement to assume supervisory management for other HR Business Partners and Officers to meet business needs.
- To provide support, coaching and development to team members and other colleagues with the business unit.
- To deputise for Head of HR as may be necessary from time to time.
6. Working environment and conditions of the post
- Normal office working environment, however, there may be the requirement to work remotely and flexibly subject to the needs of the services.
- Travel across Torbay, South West and within the UK may also be required.
7. Physical demands of the post
8. Specific resources used by the post
9. Key contacts and relationships
- External:
- Partner organisations (NHS, Job Centre Plus, Pluss).
- Other local authorities.
- Service providers.
- Solicitors.
- ACAS.
- South West Councils.
- Recruitment Agencies.
- Advertising Agencies.
- Ofsted.
- Department for Education.
- SOLACE.
- LGA and Registered bodies such as Social Work England.
- Head Teachers.
- Governing Bodies.
- School Business Managers.
- Trustees.
- Members.
- Trade Union Officials.
- Board Members of wholly owned subsidiary companies.
- Internal:
- All management tiers within the Council, to include Members, Chief Executive, Directors, Assistant Directors, Heads of Service, Employees and colleagues.
- Local Trade Unions representatives both Local Authority and Education.
10. Other duties
Other Information
- All staff must commit to Equal Opportunities and Anti-Discriminatory Practice.
- The Council operates a Smoke-Free Policy and the post-holder is prohibited from smoking in any of the Council's buildings (including Council owned and Council leased buildings, but excluding designated areas in residential schemes), enclosed spaces within the curtilage of buildings, and Council vehicles. The Council does not permit smoking breaks within work time, however, in services where the flexi-scheme is in operation, employees may take reasonable break times outside of core hours, in accordance with flexi-time arrangements. Employees should follow the flexi-scheme procedure for agreeing time away from their duties in the normal manner with their immediate colleagues and line manager, with break start and finish times being recorded, as with any other break-time arrangement.
- The post-holder is expected to familiarise themselves with and adhere to all relevant Council Policies and Procedures.
- The post-holder must comply with the Council’s Health and Safety requirements as outlined in the H&S policy appropriate to the role.
- This post is office based at Town Hall but the post holder may be required to move their base to any other location within the Council at a future date.
- The post is eligible for both hybrid and permanent home working.
- The post-holder must be committed to the Council’s Core Values for employees – “Torbay Council employees are committed to being forward thinking, people orientated and adaptable - always with integrity”. Evidence will be sought during the probation and appraisal processes.
- If you are required to use your own vehicle on Council business or drive a council vehicle you will be asked to provide information on any driving endorsements by accessing gov.uk/view-driving-licence and providing a code to your Line Manager in order to share your driving licence information with the Council.
- If you are required to access a government system such as HMRC, DWP or The Public services network (PSN) as part of your role with the Council you will be required to complete a basic disclose with your line manager before you can access these systems. Your manager will be required to complete a verification form that confirms your identity, nationality and immigration status, employment history and unspent convictions (third party).
- You will be asked to complete a Criminal Records Self Declaration Form. Criminal convictions will only be taken into account when they are relevant to the post. You will only be asked to disclose ‘unspent’ convictions.
- Torbay Council is committed to safeguarding and promoting the welfare of children and applicants must be willing to undergo the checks appropriate to the post applied for.
- As this post meets the requirements of the Immigration Act 2017 (part 7) the ability to converse at ease with members of the public and provide advice in accurate spoken English is essential for the post.
Person Specification
Note for Candidate
All Candidates
The supporting statement on your application form will be used to assess ability to meet the essential requirements of the role, so you should explain how you meet each of the numbered essential requirements within your supporting statement.
In a competitive situation, the desirable criteria may be taken into consideration, so you are encouraged to show how you also meet each of the desirable criteria.
Candidates who consider that they have a disability
Reasonable adjustments will be made to the job, job requirements or recruitment process for candidates with a disability.
If you consider yourself to have a disability you should indicate this on your application form, providing any information you would like us to take into account with regard to your disability in order to offer a fair selection interview.
Where ever possible and reasonable we will make adjustments and offer alternatives to help you through the application and selection process.
If you have indicated that you have a disability on your application form you will be guaranteed an interview if you clearly demonstrate in your supporting evidence how you broadly meet the essential requirements of the role.
Job info |
Job info details |
Job Title |
HR Manager – Core Council |
Strategic team/Directorate |
Corporate Services |
Service |
Human Resources |
Business unit |
Corporate Services |
Skills and effectiveness
Essential skills and effectiveness
- Proven ability to lead, engage and motivate individuals and teams in meeting performance objectives and ensuring a high quality of customer service at all times.
- Proven ability to advise on the full range of complex HR matters related to the Council and Schools.
- Excellent organisational skills, with the ability to prioritise own work load, the work of the HR team and use appropriate delegation.
- Ability to interpret legislation and Statutory Guidance in order to create policies and procedures across different organisations.
- Ability to prioritise the differing needs of the service to avoid risk and protect the needs of the business.
- Excellent communication and presentation skills and ability to communicate at all levels with a range of stakeholders.
- Effective use of ICT equipment to deliver high quality services.
- High level of research skills and ability to analyse complex information and produce clear and balanced reports for a wide range of senior stakeholders.
- Proven ability to influence and negotiate with a wide range of stakeholders from different organisations to reach the desired outcome in a range of complex HR related matters.
- The ability to challenge poor practice in a diplomatic and supportive way.
- The ability to project manage and work to challenging deadlines, where there is a requirement to respond to constant change.
- Ability to provide training to large audiences and a wide range of stakeholders on the full range of both Corporate and Education issues.
- Ability to provide leadership to others as part of a management team, ensuring best practice.
- A proven ability to advise the Chief Executive and other senior leaders on organisational change, analysing the impact to staff, services and the business taking account of associated HR processes and employment legislation.
- The ability to work independently or part of a team.
- The ability to identify and manage risks appropriately to protect the organisation in employment related matters.
- The ability to coach and mentor Employees or Managers to reach desired outcomes or behaviours.
- As this post meets the requirements of the Immigration Act 2016 (part 7), the ability to converse at ease with members of the public and provide advice in accurate spoken English is essential for the post.
Desirable skills and effectiveness
N/A
Knowledge
Essential knowledge
- Expert knowledge of employment legislation and best practice and how to apply it to meet customer demands.
- Specialist knowledge of the full range of HR practices, policies and procedures across Local Government and the Education Sector.
- Expert knowledge in relation to Equal Pay, Market Forces and Pay and Grading structures.
- Expert knowledge of National conditions of service, JNC, NJC.
- Significant knowledge of Teachers Pay and Conditions of employment.
- Significant knowledge of Local Government Pension scheme.
- Expert knowledge of workforce planning and its application in a large organisation.
- Thorough understanding and knowledge of GLPC and Hay Job Evaluation Schemes and the ability to guide others.
Desirable knowledge
- Knowledge of procurement processes.
- Knowledge of NHS/Public Health Terms and Conditions.
- Knowledge of payroll and reward strategies.
Experience and achievements
Essential experience and achievements
- Significant management experience within Human Resources and ability to use this to enhance the service and support team members and to successfully deliver on a range of complex HR matters.
- Significant experience of working with a range of Senior Leaders, providing management reports for a range of organisations.
- Significant experience of building effective working relationships with Trades Unions, Stakeholders, and partners and conducting consultation and negotiation.
- Experience of coaching and mentoring managers and employees.
- Significant and proven experience of research, developing and writing reports to inform business decisions and HR Strategy and policy.
- Significant experience of advising on and implementing successful change management programmes.
- Significant experience of the interpretation of case law and its application to Employee Relations and HR issues.
- Experience of undertaking GLPC and Hay Evaluations.
- Experience of designing and delivery training to a wide range of audiences on a range of HR related topics.
- Experience of working with School Head Teachers and Governors in a HR advisory positions where the post holder is seen as the expert with HR field providing detailed specialist advice.
Desirable experience and achievements
- Experience of using payroll systems.
- Safer Recruitment Trainer.
- Experience of working with HR in a Local Authority.
- Experience of working with Local Government NJC Conditions of service.
- Experience of undertaking local government / teacher redundancy calculations.
- Experience of working with Elected Members.
- Experience of procuring third party Contracts.
- Experience of working as a Member, Trustee or Governor.
Qualifications/professional memberships
Essential qualifications/professional memberships
- Educated to degree level or equivalent relevant, successful and demonstrable experience.
- Educated to Human Resources CIPD Level 7 or equivalent.
- Relevant management qualification or demonstrable experience.
- Evidence of continuous professional development.
- Chartered Member of CIPD.
Desirable qualifications/professional memberships
- ILM Level 3 and or Level 5 Coaching Qualification.
- Professional Mediation Qualification.
- Prince 2 Project Management Qualification or equivalent experience.
- ICT related qualification such as ECDL or equivalent.
Other requirements
Other requirements of the job role
- Demonstrates a commitment to safeguard and promote the welfare of children and young people.
- Ability to travel efficiently around the Bay/South West/UK in order to carry out duties.
- Ability to accommodate occasional/permanent home-working.