Corporate Reward Manager

Location: Romford

Salary: £66,106 to £70,957 (the quoted salary incorporates a £10,000 market premium supplement, which will be reviewed annually)

Primary Purpose

• To lead and direct the work of the HR Planning and Reward Division to ensure the development and implementation of HR planning and reward 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.

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.
• 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 performance management culture.
• Ensure Havering develops and improves its services under Best Value and is equipped to respond to challenges and change.

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 that 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 his/her 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 performance management culture, delivering measurable service outcomes and Best Value.
• The postholder is accountable to the Assistant Chief Executive (Human Resources) 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 Strategy, Policies and Procedures.
• 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.
• Attend meetings out of office hours as required.
• 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 planning and reward strategies, policies, procedures and standards which will enable the Council to respond to major organisational and legislative changes and help improve service delivery through enabling the Council to recruit, retain, manage and reward high performing employees.
• To prepare the Workforce Development Plan to enable the Council to respond to the major labour market changes affecting its workforce

Direction

• To lead and direct the work of the HR Planning and Reward Division, giving guidance on major HR issues and problems, and to directly supervise the work of all immediate subordinates.
• To act deputise for the Assistant Chief Executive (Human Resources) as directed 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 lead the development, implementation and maintenance of innovative and effective HR planning, reward, performance management, talent and succession planning policies and systems to ensure that the Council’s services are provided by the requisite numbers of high performing, motivated and competent staff.
• To assess and define the Council’s workforce requirements to enable it to respond to major organisational, legislative, social and professional changes affecting the local government sector and labour markets.
• To review the Council’s performance against the Workforce Development Plan and approved budgets in order to identify the appropriate actions that need to be taken to deal with any significant variations.
• 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 Planning and Reward Division in order to improve efficiency and service delivery.

Staff Management and Development

• To ensure that staff in the HR Planning and Reward 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

• Significant experience of organisational review and change management.
• Management experience in the public, private or voluntary sector.
• Track record of achievement of measurable results in an environment where HR planning and reward issues impact on service delivery.
• Substantial experience of developing, implementing and reviewing innovative and effective reward strategies, policies, procedures, practices and systems.
• Experience of project managing the successful implementation of computerised HR information systems.
• Experience in negotiating and consulting with staff and their representatives.
• 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 planning, reward 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: