Post: Head of People (Colleges)
Responsible to: Group Chief People Officer
Spine Point: 48-51
Salary Scale: £53,365 to £58,305
Hours of work: 1FTE
Primary Job Purpose:
To lead, manage and develop the HR team in the delivery of a transformational HR service across the College. This will include the implementation of key operational elements of the HR strategy, transformational and transactional responsibilities, ensuring the college is up to date and compliant with best practice in HR. There will be a particular emphasis on continually reviewing and improving business processes and management information in relation to the employee life cycle. The responsibilities also include developing policies and procedures, leading the recruitment function, leading on employee relation casework, undertaking project work as appropriate and developing strategies to ensure performance management frameworks and practices are in place to support excellent performance.
Significant Contacts and Relationships:
Group Chief Financial Officer
Deputy CEO and Principal (Colleges)
Group Chief People Officer
Group Chief Transformational Officer
Career Pathway Directors and Managers
1. To be responsible for reviewing, improving and developing HR processes around policies and procedures, and contractual requirements, in relation to the employee life cycle.
2. To provide a customer service driven ment focussed on meeting SLAs and operational KPIs across different delivery arms of the Colleges.
3. To develop the HR Service Level Agreement, and manage the monthly monitoring system, ensuring that any proactive follow up action is taken.
4. To be the lead on HR systems (iTrent) and processes and to improve service delivery and information through the development of key operational management reports and improved engagement and utilisation of technology.
5. To develop policies and procedures that meet statutory and best practice requirements, ensuring that appropriate consultation is carried out, policies are approved and regularly reviewed, with effective communication processes in place.
6. To meet with the relevant SLT members periodically to offer strategic advice and act as a sounding board in relation to any complex casework, advise managers on hard to fill vacancies; check and approve recruitment advertisements and packs; and be involved in selection panels
7. To work with the Group Chief People Officer and other Senior Leaders to implement the College Organisational Development Strategy – this will include staff learning and development activities.
8. To continually review performance management processes and outcomes using a variety of methods including appraisals, capability procedures, coaching and support, ensuring continuous performance improvement.
9. To provide professional leadership and coaching to the HR team, monitor workloads of each team member and re-direct work where appropriate, and ensure that all staff are aware of developments affecting them.
10. Ensure that expertise and thinking is disseminated across the HR function in order to develop HR capability and ultimately enhance the service offer to the business.
11. Drive innovation to ensure the continuous improvement and development of “fit for purpose tools” for the business and HR to use.
12. To identify, develop and produce regular HRMI reports that support implementing further service improvements, enabling managers and staff to
improve performance and efficiency across the organisation. This will include the HR Service Portal to deal with HR queries.
13. To lead an effective recruitment service that is innovative, attracts high calibre candidates and successfully meets workforce requirements.
14. To ensure that the Safeguarding, KCSIE and General Data Protection Regulations are implemented and compliance is maintained at all times.
15. To lead the Senior HRBPs team in all ER cases, reviewing ER caseloads against agreed KPI’s, advising on complex ER matters and ensuring Managers and staff understand and comply with statutory requirements, Policy and best practice.
16. To implement Health & Wellbeing strategies that support attendance, mental and physical well-being and improve staff satisfaction measures.
17. To establish strong communication links with the recognised TU’s through the JCC and regular consultation and negotiation process.
18. To contribute to organisation development and demonstrate improvements using employee engagement opportunities, staff surveys and staff recognition events.
19. Keep up to date with employment law, HR best practice, and ensure the group is compliant.
20. To undertake other transformational projects as required.
21. To take an active part in ensuring the College reputation is enhanced through good HR practice and be sensitive to HR issues which should be referred to Senior Managers and the Principal to protect and improve that position.
22. To assist the Group Chief People Officer, and deputise where appropriate, in the overall leadership and management of the Service.
23. Preparation of SLT Reports and attendance at meetings where appropriate.
The duties and responsibilities may vary from time to time without changing the level of responsibility. All employees are required to undertake the following general duties:
· To comply with all College policies and procedures, particularly those relating to equality of opportunity.
· To comply with and implement Health and Safety and security procedures in accordance with statutory and College requirements.
· To contribute to the overall effectiveness of the Service, participating in team and College meetings and dealing with general enquiries as and when required.
· To actively develop him/herself through staff development and training activities and to review performance with his/her manager.
· To undertake any other duties consistent with the key objectives, grade and/or duties of the post.
· This job description maybe subject to change to meet the needs of the service, in consultation with the post holder.
Qualifications: Essential Desirable
Educated to Degree Level or Equivalent X
MCIPD –fully qualified and evidence of ongoing CPD X
Knowledge and experience:
I-Trent knowledge and capability at a good level or
experience of working with an HR Management System X
Experience in a HR management role in a large
An advanced user of HR business management systems
and experience of implementing significant process
improvements through the use of such systems and
High level understanding and experience of significant and
sustained formal and informal business process review
ensuring integration of all HR processes X
Experience of working constructively and sensitively with
senior managers, resulting in successful outcomes for the
College and staff. X
An up to date knowledge of employment legislation and it’s
application within the College. X
Previous experience in working constructively with Trade
Unions and employee representatives and groups. X
Sound knowledge of best practice recruitment and
selection processes, for a wide range of disciplines, and
employment/engagement arrangements X
Previous involvement in health & wellbeing strategies
which have been shown to result in demonstrable,
practical, improvements in staff attendance and staff
satisfaction measures X
Experience of working in a large complex organisation, the
education sector or within the public sector X
Experience of working on employee relations cases,
restructures, capability and performance reviews. X
Experience of working in a customer service driven
ment to meet SLAs and operational performance
Skills and competencies:
Sound judgement demonstrated by experience advising on
complex employee relations matters, pay policy, and HR
policies and procedures. X
Effective and professional coaching/ negotiating/influencing
skills at a range of levels. X
Excellent leadership and Management skills and proven ability to deliver day to day running of the HR team ensuring operational activity is achieved effectively and efficiently, prioritising workloads, with a ‘right first time’ approach X
Ability to develop and maintain a positive and visible
presence across the organisation at all staff levels. X
Success in implementing, developing and streamlining HR
processes that are accessible, using HR systems and
which enable staff and Managers to work effectively. X
Effective communications skills both verbal and written to
individual’s teams and larger staff groups. X
Ability to produce, analyse, collate and present HR data to
develop knowledge, understanding and effective decision
making at all levels in the organisation. X
Strong interpersonal and influencing skills in a sector and
organisation that is subject to constant change both
externally and internally driven. X
Ability to develop and create a strong team ethos around
customer satisfaction, with high professional standards and
attention to detail. X
Understanding of and commitment to equality and diversity
opportunities and the mission and values of the College. X
Understanding of and commitment Safeguarding and its
application within the College. X
Resilience in a complex ment X
Ability to work flexibly, with some limited evening work