Job Purpose
a) The post holder will provide strategic leadership in the management of an effective and highly professional team (either Corporate & Investigations or Social Care & Schools) within HR Advisory Services to deliver customer-focussed HR services, to support delivery of directorate and school and wider Council aims and objectives.
b) Contribute at a strategic and operational level, working with council departments and schools to identify HR priorities and people management solutions that support business aims and wider organisational values; and help to develop, and implement, the Council's Workforce Strategy, ensuring the Council 'gets the best' from its people.
c) To provide senior leadership and high-level operational HR intervention and advice to departments in matters relating to strategic/operational Employee Relations (including, engagement, performance management, workplace disputes, conflict resolution, managing attendance, and disciplinary matters), employment contracts, representative groups and consultative processes, organisational change, and HR policy and practice.
d) To work collaboratively with HR colleagues and service departments providing strategic and high-level operational HR leadership on the implementation of organisational and cultural change programmes to support Council and departmental improvement goals.
e) To ensure the opportunities for income generation are explored and achieved in support of HR & OD's core functions and the Council's wider strategies; and provide an effective Investigations Service.
Experience
Graduate Member of the Chartered Institute of Personnel and Development or equivalent degree or experience. A
Significant experience of generalist HR management within the Public Sector or 'not for profit' sector, and in a unionised organisation. A/I
Experience of coaching, influencing, and collaborating with, senior managers and directors; and working with trade unions (in a highly unionised environment) to achieve the right outcomes for the organisation. A/I
Evidence of successful leadership of professional teams bringing about improvements in services through change management and influencing others' behaviours and actions. A/I
Significant experience in Strategic and Operational Employee relations, and good knowledge of other HR areas, e.g., resourcing, organisational learning and development, HR policy and HR systems and information management. A/I
Evidence of developing and maintaining an effective network of contacts and working relationships, both internally and externally and track record of effective continuous professional development and awareness of current good practice in HR and OD. A/I