HR Improvement Advisor Level 4

Company
Wakefield Council
Date Posted
12th July 2018
Reference
RQ317102
Sector
Recruitment and HR
Location
Wakefield
Benefits
Inside IR35
Salary
£16 to £18 Per Hour

 

Job Title: HR Improvement Advisor – Level 4

 

 

Grade:

Lev 4 G10

Job Evaluation Code:  

Lev 4 PR1132

 

 

Reporting to:

HR Business Partners

 

Manager’s Grade:

Grade 14

 

Location: Wakefield

 

 

 

Service Area:

Human Resources

 

 

Service Directorate:

Corporate Services

 

Workstyle: Workplace Based, Flexible, Mobile, Home Based (delete as appropriate)

Office Based

 

 

Overall Purpose of the Post:

 

Supporting Children’s Services to work with the HR Business Partners on providing timely business focused and professional advice and support on a range of HR and employment issues to the councils senior managers and customers, development pragmatic solutions that focus on enabling service delivery.

 

To work with Senior Managers, partner organisations and customers on a wide range of issues relating to workforce planning, e.g. organisational change, wellbeing, performance.

 

To lead on, and contribute to, specific projects in response to changes in legislation or working practices within the Council and to ensure those projects are managed effectively

 

To provide strategic advice to Senior Managers across the Council on policy matters and support the development of policies in order to better meet the needs of managers and services.

 

To take a lead on implementing new ways of working, that supports the business, to drive continuous and sustained performance improvements and efficiencies.

 

To support the development and delivery of a customer focused HR Service.

 

To ensure performance standards are maintained to drive sustained and continuous performance improvements, efficiencies and value for money within agreed monitoring/reporting framework and standards.

 

 

 

Requirements for the post.

 

 

 

 

Essential

Desirable

 

Qualifications/ Training – Level 4

 

Educated to degree level or equivalent qualification with experience of working in a management role

 

An appropriate professional and / or management qualification

 

 

 

 

 

 

 

 

 

Knowledge – Level 4

 

Understanding of the Local Government business and its key roles

 

Significant knowledge of Employment Legislation and its application in a large and diverse workforce

 

Knowledge and understanding of requirements to demonstrate value for money in working practices

 

Significant knowledge of policies and procedures that support consistent employee behaviour

 

Strategic understanding and knowledge of the political and other critical drivers affecting local government and partner organisations

Knowledge and experience of Human Resource Management, including best practice and its application in a large and diverse workforce

 

Knowledge of TUPE and organisational change processes and their application in the workplace

 

 

 

 

 

 

 

 

 

 

Experience – Level 4

Significant experience of working with customers to deliver pragmatic solutions to complex workforce issues and problems

 

Significant experience of working collaboratively in order to successfully achieve business needs

 

Experience of contributing to consultation and negotiation with customers, services and key partners including Trade Unions on complex issues, obtaining successful outcomes

 

Experience of representing the service professionally in meetings with Customers and Stakeholders

 

Experience of working directly with senior officers

 

Experience of writing strategic and complex reports in a clear, concise manner and to a high standard

 

Substantial experience of exercising discretion and judgement in dealing with sensitive and confidential matters on a regular basis

 

Experience of identifying and building networks and relationships at a high level to support effective working relations both internally and with partner organisations

 

Substantial experience of leading and managing individual projects successfully and providing leadership and oversight to a range of activities – often managing and resolving competing priorities in a time critical environment

 

Significant experience of implementing Policies and Procedures within Local Government

 

 

 

 

 

 

 

 

 

 

 

Physical Skills – All Levels

Not applicable

 

 

 

 

 

 

 

Competencies and other skills required – Level 3 & 4

 

 

Proven ability to use own discretion  and demonstrate judgement, drive and energy as well as integrity, openness and awareness of others

 

Proven ability to provide visible and supportive leadership to motivate and develop people and teams

Proven ability to focus on outcomes and demonstrate a “can do” appoach

 

Ability to plan and develop in line with business needs and service specific visions and plans and proactively manage expectations

 

Ability to work independently and collaboratively to deliver competing priorities whilst keeping team and managers involved and informed

 

Proven ability to effectively plan, organise and prioritise to meet strict deadlines

 

Proven ability to communicate and engage with people with complex information both orally and in writing in a clear, articulated, balanced and succint way to a wide range of audience

 

High level of personal resilience and courage to deal with a challenging environment

 

Proven ability to deal with conflict situations and to challenge assumptions, which can frequently place emotional demands on the Job Holder when dealing with difficult, complex and sensitive cases

 

Seeks the views of customers to explore ways of the HR service adding value to the business

 

Ability to implement difficult/sensitive policy decisions

 

Ability to quickly gain professional credibility and confidence across the organisation with our customers

 

Ability to use discretion to influence customers to make judgements and decisions in a range of settings, including hearings and appeals

 

Innovates and develops creative solutions to difficult issues that are business focused

 

An understanding of KPI’s including the ability to interpret, develop and modify in line with business needs

 

Ability to challenge assumptions and make recommendations for new approaches for improvement.

 

Ability to interpret policies and procedures and translate them into relevant advice and guidance to managers and employees.

 

Ability to actively listen and encourage new ideas from others

 

 

           

 

 

 

Key Outcomes/ Activities

 

The tasks listed are those expected at Level 4 of the role. Examples of the type of work undertaken at each level of tasks can be found in the table at the end of this section.

 

At Level 4 the postholder will be expected to take significant responsibility and lead tasks.  Co-ordinating other support from within HR where appropriate.

 

Common to All Levels of Career Grade

  1. To provide support to senior managers and the HR Business Partners in consultation and negotiation with key stakeholders in the directorate linking workforce planning and workforce development with the Council’s direction of travel and business and financial plans.

 

  1. Develop and maintain proactive and effective working relationships with the Trade Unions in respect of workforce planning and to ensure appropriate consultation arrangements are implemented by managers within service groupings.

 

  1. To lead and contribute to large scale HR related projects in both local and cross-council context.

 

  1. Ensure terms of reference, action plans, risk issue logs, in relation to projects are developed and maintained.  To clarify issues / problems to overcome and develop suitable solutions for implementation.

 

  1. Ensure significant and effective communication takes place with stakeholders throughout projects.

 

  1. Undertake significant and in depth research utilising a variety of methods as appropriate to the project being undertaken.

 

  1. To provide creative and pragmatic solutions / options to difficult situations to senior managers whilst ensuring appropriate application of policies / procedures are followed.

 

  1. To contribute to HR development by participating in working groups, discussions and negotiations, offering professional advice on HR issues.

 

  1. To support Senior Recruitment in accordance with the councils procedures.

 

  1. To support Service Directors and Service Managers through the application of the Council’s organisation change policies ensuring that meaningful consultative procedures are followed.

 

  1. To provide support to Panels of Conduct Hearings and Appeal Hearings, with appropriate liaison with legal and HR professionals to ensure up to date advice is provided to Panel members.

 

  1. To plan, develop and deliver staff briefings and training on new HR policies and procedures, ensuring managers are fully informed of their roles and responsibilities in the implement of new polices.

 

  1. To contribute to a performance management culture by ensuring the performance requirements are identified, implemented and monitored.

 

  1. To write and present reports from an HR perspective in a range of forums, including staff groups, Cabinet / council processes, DMT, etc.

 

  1. To lead, represent and provide updates on HR issues in appropriate meetings

 

  1. Actively seek customer feedback to inform the Council’s approach to service improvement

 

Generic

  1. To be responsible for ensuring that the business has access to competent HR advice and support through personal effectiveness

 

  1. To contribute to the development of appropriate policies, procedures and processes that meet local and national terms and conditions of employment and legislative requirements including key stakeholder consultation

 

  1. To act as an ambassador for the HR Function and identify where HR can add value by influencing and delivering customer requirements effectively

 

  1. To deliver HR priorities to ensure successful outcomes

 

  1. To work within key performance indicators and benchmarks against external comparators and report on a regular basis to managers.

 

  1. To set and be responsible for ensuring that team members are operating to the required quality and performance standards and in pursuit of the strategic goals set by Senior Management.

 

  1. To work effectively with a number of key stakeholders including Trade Unions, partners and external bodies to develop partnership working with positive outcomes

 

  1. To manage and give leadership and direction to team members, engaging, and motivating staff and creating a culture of team work and creativity.

 

  1. To prepare information for SMT/DMT, Clinics, JCC and other forums - internal and external to the council as required

 

  1. Ensure all duties and responsibilities of self and team members are discharged in accordance with the councils constitution and all policies

 

The duties and responsibilities highlighted in this Job Specification are indicative and may vary over time.  Post holders are expected to undertake other duties and responsibilities relevant to the nature, level and scope of the post and the grade has been established on this basis.

 

 

The Outcomes and Activities listed above are those expected for the role at all levels in the career grade. Examples of the tasks undertaken at levels 1, 2 & 3 can be found in the table below. These are not exhaustive lists but given to indicate the type of work undertaken at each level of the career grade. Level 2 includes those tasks at Level 1 and

Level 3 includes those tasks at levels 1 & 2.

 

 

Outcome / Activity

Level 4 - Tasks

5.

Proactively provide final copy of communications as they are required.

9.

Meet and Greet responsibilities on Assessment days,

Completion of process documentation,

Development of assessment exercises

11.

To provide support and  advice in the preparation and presentation of cases at Formal Hearings and Appeals

 

To provide advice to panel members in accordance with the Councils Sickness Absence Procedure for appeals against dismissals

 

12.

Lead the delivery of presentation events

15.

Represent HR in meetings covering complex situations or those with wide ranging impacts. Attendance will usually require the jobholder to act and to report back to senior managers in HR.

23.

Lead Trade Union Meetings.

Attend to present at formal consultative meetings.

Attend on behalf of an HRBP.

Accompany Service Manager or Director to meetings around specific Corporate projects.

 

 

 

Responsibility for Resources

 

Employees (Supervision):

At level 4 the postholder may need to provide direction to other employees to enable specific projects to meet objectives and targets.

 

Financial:

Contribute to the effective allocation of financial resources, controlling spend within agreed budgets.

 

 

Physical:

Office technology and equipment to maintain and develop the above

 

Customers and Clients:

Managers and employees across the whole Council including schools, Academies, External Agencies and Organisations in accordance with Service level Agreement and Contracts.

 

The post will require someone with a high degree of motivation and management skills to ensure that the services are managed to agreed service standards.  Failure to do so will have a significant impact on the reputation of the HR Service as a whole.  Reduced levels of customer and stakeholder satisfaction may result in loss of services.

 

The post will require a high level of professional credibility through achievement in Human Resource Management and an in depth understanding of the organisations priorities and plans, customer focus and the ability to lead a responsive and time critical service.

 

The postholder will be exposed to more senior managers as their grade increases.

 

Level 4

at Level 4 the postholder can expect to be working with Service Directors and occasionally Corporate Directors

 

At all levels the postholder will be working with Trade Unions and Partner Organisations e.g. YPO and WYJS.

 

 

Working Conditions:

Office based

 

 

Characteristics of the post:

Employees are encouraged to participate in training activities in order to enhance their own personal development.

 

The employment checks are required:

  • Evidence of entitlement to work in the U.K.
  • Evidence of essential qualifications – see page 1 of this job specification
  • Two satisfactory references
  • Confirmation of medical fitness for employment
  • Registration with appropriate bodies (where applicable)

 

The following employment checks are required for those positions which are based in a school or working with vulnerable young people and adults:

Evidence of a satisfactory safeguarding check e.g. DBS check at the relevant level

 

 

 

 

 

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