Head of Human Resources

Location: Romford

Salary: to £66,795 to £74,220

Primary Purpose

• To lead and direct the work of the HR Policy and Advisory Services Division to ensure the development and implementation of Human Resources policies and processes across the Council in line with the Council’s corporate objectives and modernisation agenda.
• To work with elected Members and senior management of the Council to secure the creation of an effective, committed and empowered workforce.
• To act as the Council’s Deputy Chief Human Resources Officer.

Generic Key Accountabilities

Strategic Management

• Manage and provide a strategic direction for the services provided by Havering. Ensure that service aims and objectives are aligned to the strategic direction and customer focus of the Council.
• Ensure the Council’s compliance with its statutory duties in relation to service areas managed.
• Work with elected members and colleagues to develop the strategic direction and priorities of the service area within the overall aims of the Council.
• Accountable for ensuring that the Council’s policies, priorities, service planning & delivery and budget are effectively managed.
• Promote and sustain a positive working partnership with elected members.
• Take a proactive role in promoting and strengthening partnership relationships in the public, private and voluntary sectors reflecting the Council’s commitment to active partnerships with the community to regenerate Havering and improve the quality of life for citizens.
• Participate in the development and implementation of the annual Community Plan and support the Community Planning Forum.
• Assist in the development and implementation of a comprehensive partnership and participation strategy.
• Establish effective external working relationships with key influential people within the community, in the government and public sector, and within professional bodies.
• Promote and develop a corporate “One Council” performance driven culture.
• Ensure Havering develops and improves its services under Best Value and is equipped to respond to challenges and change.
• To provide an analysis and interpretation of such legislation or regulations relating to the work of the service division. To provide advice on such matters to the Assistant Chief Executive, elected Members, and senior colleagues.
• Ensure customer focus is at the forefront of strategic and operational plans within the service including appropriate and customer feedback channels and timely analysis in order that continuous improvement may occur.
• Deputise for the Assistant Chief Executive as required.

Managing Change

• Central to the role will be the effective management of change to deliver the new local government agenda. The postholder will be expected to play a key role in the process of reviewing, changing and leading the organisation.
• Positively initiate and manage change in a challenging and complex environment.

Performance Management

• Create a performance management culture focused on achieving key objectives. Initiate processes which will ensure that objectives are achieved on time to agreed standards and within resources available.
• The postholder will be responsible for the performance management of staff under their control in order to ensure an integrated approach to service delivery and the consistent achievement of agreed service outcomes.
• Responsible for the establishment of effective target setting and performance management systems within the service area.
• Lead, develop and empower staff to implement a corporate “One Council” performance driven culture, delivering measurable service outcomes and Best Value.
• To review and ensure that regular assessments of service quality are made, both in terms of professional content and public service provision, and ensure that appropriate steps are taken to improve service delivery.
• The postholder is accountable to the Assistant Chief Executive for performance management.

Developing Staff

• Lead, develop and empower staff to:
  • effectively manage service provision.
  • effectively manage human and financial resources.
  • provide a seamless service delivery.
• Identify the competencies and development needs of teams and individuals.
• Promote a culture of continuous learning and development.

Managing Communications and Information

• Establish and maintain effective communication and information systems to influence strategic directions and operational objectives.

General

• Carry out responsibilities in accordance with the Council’s Equal Opportunities Policy for employment and service delivery.
• Ensure the implementation of the Council’s Human Resources Strategies and Policies.
• Ensure that all services within the area of responsibility are planned and delivered in accordance with the Council’s commitment to equality of opportunity and access.
• Ensure the implementation of the Council’s Health and Safety Policy.
• Responsible for identifying areas of self development which will contribute to high level performance and career development.
• Use management information systems, including information technology and be willing to undertake appropriate training.
• Undertake other strategic, corporate and management responsibilities as may be assigned from time-to-time by the Assistant Chief Executive.
• Implement the Council’s strategy for Business Planning.
• Take forward the environmental priorities of the Council.
• Take every opportunity within the role to raise and market the profile of Havering.

The postholder will operate as a designated emergency officer in the case of particular emergencies.

Service Specific Key Accountabilities

Strategy

• To lead the development of corporate HR policies, procedures and standards which will enable the Council to respond to major organisational and legislative changes and help improve service delivery through good HR management and practices.

Direction

• To lead and direct the work of the HR Policy and Advisory Services Division, giving guidance on major HR issues and problems, and to directly supervise the work of all immediate subordinates.
• To act as the Council’s Deputy Chief Human Resources Officer and, where required, to lead specific Directorate and Council-wide projects requiring HR expertise.

Implementation

• To lead the HR input into major projects to ensure that all relevant employment issues are dealt with effectively.
• To provide timely and relevant advice to managers on the HR implications of organisational change and on all other HR issues and problems, taking account of employment legislation and the Council’s policies and procedures, to enable them to meet changing patterns of service provision.
• To develop and implement effective communications with employees and their representatives to ensure that services are delivered as effectively and efficiently as possible.
• To ensure that disciplinary, grievance and capability cases are effectively managed to ensure their proper resolution.
• To implement effective policies, procedures and practices to promote effective employee relations and “employer of choice” recruitment activities with due regard to diversity and equal opportunities considerations to help ensure that services are provided by motivated and competent staff.
• To advise and support managers in the discharge of their HR management accountabilities to the appropriate quality standards.

Organisational Control and Development

• To keep under review and propose developments to the structure, procedures and working methods of the HR Policy and Advisory Services Division in order to improve efficiency and service delivery.

Staff Management and Development

• To ensure that staff in the HR Policy and Advisory Services Division are recruited, managed, appraised and developed, and that effective arrangements are made for the training and development of all staff within the Division so as to meet service needs and to provide equality of opportunity for all employees.

Personal Effictiveness

• To present timely and relevant advice and information to the Council, Strategic Management Team and other bodies, to ensure that the Assistant Chief Executive (Human Resources) and other senior managers are briefed on major and sensitive issues and to deal promptly with other matters requiring the postholder’s personal attention, including undertaking special projects.
• To be fully conversant with employment legislation and conditions of service for all employees, and to develop the full range of managerial and professional standards and knowledge needed to satisfy the requirements of the post.

Person Specification

Education and Qualifications

• Graduate calibre; a relevant personnel qualification (e.g. MCIPD) and/or Masters degree would be desirable

Relevant Experience

• Experience of organisational review and change management in a large organisation.
• Substantial management experience in the public, private or voluntary sector.
• Track record of achievement of measurable results in an environment where HR issues impact on service delivery.
• Experience in negotiating and consulting with staff and their representatives.
• Experience of developing, implementing and reviewing effective employee relations policies, procedures, practices and systems.
• Knowledge and awareness of the use of ICT in the delivery and monitoring of HR services.
• Knowledge of major legislative issues facing the delivery of HR services in the public sector.

Skills

Ability to demonstrate:

• A systematic, sensitive and logical approach to decision making and HR management.
• The ability and drive to build and develop teams.
• The ability to negotiate and influence effectively with staff and their representatives.
• The ability to work in partnership with a variety of organisations, including employer bodies, trade unions and HR services providers.
• A commitment to the delivery of high quality services to front-line providers.
• Highly developed and effective presentation, facilitation, consultancy and communications skills.
• Innovative approaches to HR management and policy review which are realistic and achievable and meet service needs.
• Strong project management skills.

Review

This job profile is current at the date of issue. It will be reviewed annually and may be updated by the Assistant Chief Executive (Human Resources).

Equal Opportunities

To download the Havering Equal Opportunities and Disabilities Policy click - here

How to Apply

Please send a tailored CV, covering letter and supporting statement including full employment history.

Please ensure that you give evidence and examples of how your experience matches the criteria outlined in the person specification. You should provide us with information relating to any disability you have, in order that we can make reasonable adjustments.

You will also need to complete the attached equal opportunities monitoring form.

Please provide your home, work, mobile and email contact details. Please also let us know in your covering letter of any dates when you are not available or where you may have difficulty with the indicative timetable.

You should also provide the names, positions, organisations and contact details for two referees, one of whom should be your current or most recent employer. If you do not wish us to approach your referees without your prior permission, please state this clearly in your covering letter.

The closing date for applications is 17th March 2006.

Please send your completed application and equal opportunities monitoring form by email to:

Peter.armitage@hays.com

Or by post to:

Peter Armitage
Hays Executive
Charter House
13-15 Carteret Street
London
SW1H 9DJ

If you would like a confidential discussion about these opportunities, please call Peter Armitage on 020 7799 8620.

Timetable: