Chief Human Resources Officer Job Description
Job Summary-Chief Human Resources Officer Job Description
Chief Human Resources Officer Job Description will make a significant contribution to the strategy and decision-making and take overall responsibility for the strategic and operational human resources.
Key Responsibilities-Chief Human Resources Officer Job Description
♦ Provide strategic leadership for all aspects of Human Resources and organisational development, providing insight and professional advice to managers and staff at all levels, enabling Heads and Directors of Department to optimise their own areas of responsibility.
♦ Act as the senior professional adviser on people related issues and complex casework to the Board to ensure HR and OD compliance with legal requirements and with decisions and procedures.
♦ Provide vision and senior leadership in all matters relating to the work of the Human Resources and OD functions – covering people, operations, HR systems, organisational change, learning and development, equality, diversity and inclusion, employee relations, performance management, reward and recognition, pay, occupational health and wellbeing, employee engagement and culture change. The post holder will role model the leadership skills expected of senior leaders and motivate cross functional groups of people delivering a personal and professional service.
♦ Lead on strategic workforce planning, providing specialist advice on organisational change, restructuring and alignment of staffing to the needs of the business. Lead on the people and employment related aspects of the operational planning process, ensuring the alignment of staff with the staffing establishment, staffing forecasts and budgets, in line with the business needs . Work closely with the Director of Finance to monitor the staffing budget.
♦ Ensure the staffing resources are best deployed to achieve the Leadership Team’s objectives in a cost-effective manner. Oversee and provide guidance on staffing processes and procedures and the collation of staffing requests, summaries and staffing decisions, providing regular outcomes to the Heads and Directors of Department/Institute, HR and Finance colleagues.
♦ Monitor and deliver key institutional performance indicators, including those related to the People Strategy and objectives, ensuring actions are delivered, monitored and annually reported to the Risk Management Group, Finance and Resources Committee/Board
♦ Ensure compliance with employment law and other HR-related legislation, overseeing arrangements for investigation meetings, hearings and appeals associated with the formal processes such as Organisational Change, Disciplinary, Capability and Performance, Capability & Ill-Health, Grievance, Dignity at Work and other relevant policies. Using excellent mediation or coaching skills, the CHRO will work to resolve casework, finding solutions to ensure matters are resolved informally between parties wherever possible.
♦ Lead on reviewing, updating and writing employee-related policies and operating procedures and progress to Finance & Resources Committee and the Board, ensuring the compliance with relevant employment legislation and current best practice. The CHRO will ensure their professional knowledge is kept up to date and benchmarked favourably against good practice within comparable organisations.
♦ Develop appropriate organisational change policies and procedures, managing and delivering organisational change in close liaison with managers, staff and union representatives. Provide regular oversight, reports and management information to the Board.
♦ Ensure a strategic approach to ongoing implementation and adaption of the HR self-service system – iTrent/Midland HR – building on and improving self-service functionality in the areas of e-recruitment, annual pay awards and incremental increases, employee information, absence management, learning and development and access to People Manager.
♦ Lead on enhancing effective, reciprocal relationships and networks, representing the company at internal and external events, liaising with stakeholders and sector colleagues and other relevant external bodies. The CHRO will understand the context and environment in which the business operates and how the HR/people performance compares to benchmarked and/or competitors
♦ Chair and attend committee meetings as required. The post holder will be required to attend meetings with the senior management team, held on a regular basis. The post holder will Chair the Health and Safety Committee
Lead on communications with the recognised trade unions, developing a positive partnership approach and acting as the first point of contact on complex people related matters. Provide regular updates and reports to the Joint Consultative Group and contribute to the agenda as required. Develop and Promote joint working policies and procedures, including the Recognition Agreement, Procedure for Collective Negotiations and Agreement for Facilities Time. Report on facilities time externally, as required.
♦ Provide reports and papers to the Finance and Resources Committee and the Board. This will include – but is not limited to – papers on employment related-matters and staffing proposals, along with annual reports relating to HR, Gender Pay Gap and other papers as required.
♦ Provide inspiring and innovative leadership for the HR Managers and teams across HR and OD, overseeing their performance and professional development and ensuring the team are highly motivated to perform to the best of their abilities and deliver an excellent service.
♦ Ensure that all aspects of staff management are effectively carried out e.g. recruitment and selection, induction and training, performance management, absence management, record keeping, consultation and effective communication, in accordance with policies and procedures. This will include conducting annual performance reviews using the Performance Review and Development Plan (PRDP) Scheme. The post holder will be expected to lead all matters of staffing policy within the post-holder’s remit.
♦ With the professional development team, create the capability needed for future success by tailoring an annual programme of professional development opportunities to encourage and support innovative thought and activity in individual and team professional practice. This will include on-line, e-learning and face-to-face resources, liaison with internal and external training providers, delivery and evaluation of activity and access to the self-service learning management system.
♦ Work with the professional development team to identify areas of development need, linked to the strategic and operational plans. This will include – but is not limited to – opportunities for enhancing and developing leadership and management skills, digital literacy skills, learning and teaching activities, development and training, training to support inclusivity, employee mental health and wellbeing, health and safety and sustainability. The post holder will work with managers and staff to enhance and develop career opportunities for apprentices and professional services staff.
♦ Lead on Promotions processes including communications on timings and deadlines, supporting the Promotions panel on reviewing applications, providing outcomes to successful candidates along with any changes to terms and conditions.
♦ Maintain oversight of the internal performance management procedures, including review processes such as PRDP (Performance, Review, Development Plan), probationary procedures and new staff induction, mentoring, mediation and coaching.
♦ Support the equality and inclusivity agenda, championing a person-centred approach to ensure an inclusive working environment. This will include oversight of training and participation in associated inclusivity groups .
Occupational health and wellbeing
♦ Champion a commitment to placing wellbeing at the heart of an individuals’ experience of working at the company. Lead on the delivery of the occupational health and wellbeing support services for staff, including counselling provision and 24/7 Employee Assistance provision. Provide advice and support on recommendations where reasonable adjustments or return to work adjustments are required for staff.
♦ Oversee reporting on absence monitoring, working with the team to provide analysis on the levels of short-term and long-term sickness absence data, reporting annually on outcomes to the Health and Safety Committee and the Group/Finance & Resources Committee. Benchmark against sector surveys
♦ Oversee, monitor and manage the budget for HR, Professional Development, Occupational Health and Wellbeing, Counselling, HR Systems and Inclusivity. Work closely with the Director of Finance and Management Accountant to monitor the Human Resources and Organisational Development budget.
Knowledge Experience Skills and Education-Chief Human Resources Officer Job Description
Knowledge and Qualifications
-Strong applied knowledge of Human Resources and Organisational Development, performance management and service delivery, as evidenced through training and experience.
-Chartered FCIPD, CIPD, or equivalent professional membership. Higher degree qualification in a relevant area or equivalent additional qualifications with evidence of recent professional practice.
-High level of understanding of the strategic role of HR in supporting organisational strategy with strong influencing, negotiating and mediation skills.
-Good track record of successfully achieving objectives and delivering results through collaboration and partnership at senior, strategic level.
A comprehensive proven experience and demonstrable success in managing HR functions for a large and complex unionised environment.
-Excellent interpersonal and influential communication skills, both verbal and written, including the ability to negotiate and mediate complex employee relations discussions, resolving casework at informal and formal levels.
-Able to build effective partnerships and collaborations between individuals and stakeholder groups, engendering a shared purpose and the opportunity and motivation to achieve objectives.
-Change leadership and management skills, able to optimise experience of managing union and employee relations effectively in a complex organisation. Evidence based decision-making, balancing opportunity and risk, including comprehensive project management skills. Flexibility, creativity and professionalism required to liaise, and negotiate, at all levels both internally and externally
-Proven successful experience as a Chief Human Resources Officer or equivalent similar role.
-A strong career track record of leading, delivering and developing diverse professional services which underpin a large and complex organisation.
-Experience in transforming processes, systems, data, culture and skills to deliver competitive advantage.
-An experienced senior leader confident in working at Board level to lead strategy, manage risk, drive performance and engage internal and external stakeholders.
-Experience of designing, delivering and evaluating projects and of coordinating capital and revenue budgets, physical and digital resources and business planning processes.
A creative, solution-focused approach to solving complex problems.
A strong customer service ethos and high-quality standards.
Vision, drive and determination to support the achievement of ambitious goals.
Diplomacy, tact and confidentiality, valuing diversity and difference. Able to exercise judgement and discretion at all times and to work with sensitivity and confidentiality.
An experienced and capable senior leader and manager with the personal qualities necessary to lead and effectively develop teams of staff.
Empathy with the values of the business encouraging collegiality through an engaging leadership style.
Personal and professional commitment to the vision and core values.
Able to prioritise effectively a demanding workload, remain resilient and consistently deliver in a changing and challenging environment.