25019 - Human Resources

There is no requirement for candidates to have a formal HR qualification, however experience in this area will be necessary. The successful candidate will be required to complete a formal HR qualification to continue in this role when appointed.

Job Purpose

Lead the Human Resources (HR) function, ensuring the business plans’ priority areas impacting on staff are fully integrated into change management initiatives and any related policies or procedures to help drive efficiency and maximise organisational performance.

Deliver a proactive and flexible HR service by providing relevant and appropriate HR support and guidance to all employees, whilst driving best practice and encouraging the use of the Sing Operating Platform (SOP) and self-service, ensuring compliance with all Parole Board procedures and policies and employment legislation.

Being the main point of contact for all external and internal HR related matters. Being the conduit between the organisation and the HR business partner. Ensuring that the Parole Board policies and procedures remain in line with legislative changes and adapted to an evolving organisation.

Scope of Responsibilities:

Support senior managers in the delivery of HR elements of organisational and cultural change activities such as restructures.

Lead on the new staff appraisal role out, annual staff survey, employee engagement, HR policies and procedures, departmental reporting.

Represent the PB at any external HR change management forums ensuring PB’s interests are fully represented.

Build and maintain collaborative working relationships with external stakeholders to ensure PBs HR needs are fully supported.

Provide timely and accurate responses to MI, audit and other HR related information requests from external and internal stakeholders.

Support the Employee Engagement group within the organisation, offering support and advice on relevant HR related areas.

Initiate, coordinate or support HR projects and workshops in response to identified needs.

Lead on Investors in People accreditation.                      

Main Duties

1. Acting on the recommendations of IIP Assessment and working with key internal and external partners to maintain the accreditation.

Work collaboratively with the Head of Learning & Development (L&D), ensuring the strategy is delivered, and updated in accordance with organisational changes. Support in the delivery of all work streams, attendance at the L&D governance board.

Monitoring the outcomes, taking corrective action where necessary, and introduce amendments as required.

2. Monitor evaluate and report to SMT, and other relevant committees on:

Organisational structure, headcount

Equality & Diversity stats

Payroll and pensions

Sickness and other absences

Training needs (based on required competencies and organisational change) and requests via PRDPs

Training and other L & D activities

Recruitment, staff turnover, retention and exit

3. Provide information to the CEO and senior managers on organisational structure, headcount, staff turnover, recruitment etc. to ensure optimisation of staffing levels.

4. Responsible for the currency and relevance of all HR policies and procedures ensuring they meet organisational need and are clearly communicated.

5. Provide advice and assistance to employees and managers on employment-related matters as required.

6. Liaise with TU reps on any policy development issues or resolution of employee relations cases; arranging consultative meetings and other formal meetings as required. Attend to take notes and advise managers as needed.

7. Work with all internal and relevant external parties to embed Equality & Diversity throughout the organisation.

8. Act as employee engagement champion, working collaboratively with MoJ employee engagement team to maximise opportunities and initiatives for supporting and increasing staff engagement.

9. Overall responsibility for the yearly staff engagement survey ensuring that statistics are provided to SMT and making recommendations for follow up actions as appropriate.

10. Provide advice and guidance on grading and pay to ensure consistency across the organisation and, where necessary, arrange for job evaluation of new or altered roles.

11. Ensure exit interviews are conducted and findings are reported with recommendations for action, where appropriate

12. Support the Information Assurance agenda to embed and maintain good practice in this area.

13. Other tasks appropriate to the role as assigned from time to time by (name line manager, plus their line manager) and/or the Chief Executive.

14. To undertake these responsibilities in line with current legislation, local and national policies, and the key documents listed below.