Qualifications: CIPD Level 5

Managerial & Supervisory: Coaching and mentoring of line managers throughout the business and at all levels (up to and including the CEO).

Line manage the operational HR Team. 

Key relationships

Colleagues: this role requires the ability to build strong relationships with employees throughout the business.

Managers & leaders: a trusted partner for all managers, seen as an expert adviser who provides authoritative advice and guidance on people matters.

External Stakeholders: identify and make best use of external providers for things like legal advice, training, investigations.

Autonomy: The overall HR Strategy and action plan will be set in collaboration with the post holder. This role will then be responsible for the operational delivery of the strategy, management of day-to-day HR, and will have the freedom to decide how the role is delivered. The individual will then need to be proactive in identifying issues, and with the support of the Director of People & Resources, decide how to manage situations. They will have budgetary authority for learning and development activities.

Pressure and Working Environment:

Most of the deadlines for this role are dictated by organisational priorities, such as the need for certain training to be delivered. In that respect, the postholder will need to exercise good judgement to set their own deadlines. In relation to casework, targets and deadlines tend to be dictated by either policy or legislative requirements.

The casework requirements for this role require high levels of concentration in an extremely pressured environment. The role also requires “gear changing” regularly because of the breadth of tasks involved.

Authority and Risk:

This role has significant authority within the organisation, as it impacts every colleague and their day to day experience in the co. The majority of situations this role will face are complex and people-related, and therefore completely individual. The postholder will need to tailor their advice accordingly, and act independently based on the problem at hand. They would be expected to seek advice appropriately, and work within the boundaries set out by policy and legislation, however they would need to exercise extensive professional judgement to get the best result for each situation. 

Behaviours:

• Excellent communication and interpersonal skills
• Able to tailor communication to your audience
• A good understanding of people and how they are motivated
• Negotiation skills
• Strong business acumen
• Enthusiasm, drive, commitment and a history of championing change.
• Versatile, and comfortable working with a wide range of issues and projects
• Likes to see something through to completion
• A good eye for detail, but able to see the bigger picture.