Human Resources Manager

Main purpose of job

Responsible to the relevant Director or other responsible manager for the coordination and monitoring of all Human Resources (HR) and related initiatives within the departments listed below and the day-to-day management of assigned staff and resources to ensure that the business needs of these departments are met in an efficient and cost-effective manner.

·             Corporate Services

·             City and Organisational Strategy

·             Corporate HR

·             External Affairs, Communications and Marketing

·             Finance

·             Legal and Civic Services

·             Office of Chief Executive

Provide advice and guidance to the Directors and senior managers and other staff on all human resource matters including employee relations, training and development, terms and conditions of employment, absence management, and other business issues in liaison with Corporate HR as appropriate.

Assist in keeping under review new developments in the fields of human resources, and to make timely recommendations to the relevant Directors and Departmental Management Teams of the listed departments, concerning all changes to policy or procedures and training or other resource requirements necessary for the maintenance of departmental efficiency and effectiveness.

Ensure the accurate and timely production of all information required for council or committee reports, official returns or for measuring departmental HR performance.

Contribute to the formulation of relevant council and departmental policies, procedures, protocols and initiatives through participation in corporate and departmental project teams, working groups, user groups and consultative groups as necessary.

Summary of responsibilities and personal duties

1.           Responsible for the provision of advice and guidance to Directors and Departmental Management Teams of the listed departments and business support staff on all human resource issues, in liaison with the council’s Human Resources Department. This will include but is not limited to employee relations, attendance management, recruitment, grievance and disciplinary, payroll, training and development, capability, terms and conditions of employment and equal opportunities.

2.           Ensure that human resources and employee relations issues for the listed departments are effectively managed in accordance with council policies and procedures and to ensure that the relevant legislative requirements are met. Undertake investigations and hearings under the council’s relevant human resources policies in relation to disciplinary, grievance, capability and equal opportunities matters and other relevant policies and procedures.

3.           Responsible for the management of Corporate Services Business Support HR staff in accordance with the principles of performance management and the council’s policies concerning a total quality management approach to ensure continuous improvement in service delivery.

4.           Responsible for the provision of an effective and efficient HR support service to the Directors, senior management teams, managers and officers across the listed departments.

5.           Contribute to the development of relevant policies, strategies and plans across the council, working to meet corporate objectives and values, working with management teams and corporate working groups as required.

6.           Oversee the effective management of sickness absence including the monitoring and compliance of the listed departments absence figures and the implementation of absence management policies and procedures.

7.           Report regularly to the Departmental Management Teams of the listed department’s, on absence figures and compliance and non-compliance matters with the council’s Attendance Policy. Provide reports and performance data for the listed departments and update, monitor and review absence improvement plans as appropriate.

8.           Oversee, monitor and review the coordination and management of all recruitment activities for the listed departments and assist with workforce planning and management issues as appropriate.

9.           Monitor and manage the engagement of agency workers in the listed departments in compliance with the council’s Agency Framework.

10.        Develop, monitor and review the listed department’s learning and development strategy, policies and procedures in liaison with the relevant Directors and senior management.

11.        Responsible for the production and collation of service performance data and committee reports where required, in accordance with council policies, procedures and timetables and in liaison with senior management.

12.        Contribute to the development, monitoring and review of the listed departments business plans including proposed annual objectives, work programmes and performance indicators.

13.        Responsible to the Directors for the listed department’s implementation of the council’s people and organisational development strategies and associated plans.

14.        Contribute to HR policy and strategic development through participation in working groups, management and consultative meetings as required and ensure compliance with the procedures of the department.

15.        Oversee the development of personal development plans for the listed departments and assist the listed departments in achieving appropriate quality and improvement standards.

16.        Maintain the listed departments records on the council’s relevant ICT and HR systems for the management of personnel records, time and attendance, payroll, employee relations case management and other HR functions and ensure that the information is accurate and up to date.

17.        Ensure the listed department’s personnel records are maintained in line with council’s policy and procedures and that the information is accurate and up to date.

18.        Responsible for monitoring and responding to appropriate requests under FOI and Data Protection legislation and to ensure compliance with such legislation.

19.        Ensure that appropriate records management retention and disposal processes are in place.

20.        Coordinate, attend, participate in and provide management support as required on the council’s Industrial Relations framework, including consultative meetings with trade unions and staff representatives, and in particular to consult in relation to changes in council and departmental policy and procedures, and on the implementation of change. This may involve undertaking information, consultation or negotiation exercises with staff and Trade Union representatives.

21.        Maintain an up-to-date knowledge of all human resource legislation and equal opportunities best practice and associated developments including legislative changes and regulation, ensuring departmental preparation for and compliance with same.

22.        Contribute to the listed department’s senior management team as required, within the postholders sphere of responsibility.

23.        Represent the relevant Director or senior management as and when requested within the post holder’s sphere of responsibility.

24.        Motivate and manage any staff that may be assigned to the post holder to ensure effective service delivery and to be responsible for reviewing and implementing a proper staff training and development programme.

25.        Participate in all induction and in-service training provided by Belfast City Council and in the induction and support of all newly appointed staff and other human resource management policies and procedures, as appropriate, including, absence management, disciplinary and grievance procedures.

26.        Participate as directed in the council's recruitment and selection procedures.

27.        Act in accordance with the council and departmental policies and procedures including customer care, equal opportunities, health and safety, safeguarding and any pertinent legislation.

28.        Undertake the duties of the post in such a way as to protect and enhance the reputation and public profile of Belfast City Council.

29.        Undertake such other relevant duties as may from time to time be required.

This job description has been written at a time of significant organisational change, and it will be subject to review and amendment as the demands of the role and the organisation evolve.  Therefore, the post-holder will be required to be flexible, adaptable and aware that they may be asked to perform tasks, duties and responsibilities which are not specifically detailed in the job description, but which are commensurate with the role. Specifically, the post holder will be required to perform the duties of the post across more than one council department.

Essential criteria

Qualifications

Applicants must, as at the closing date for receipt of application forms:

·          have a third level qualification in a relevant subject such as human resource management, business studies etc or an equivalent qualification; and

·          be a current Associate Member of the Chartered Institute of Personnel and Development (CIPD).

Experience

Applicants must, as at the closing date for receipt of application forms, be able to demonstrate at least two years’ relevant experience within a large and complex unionised organisation[1] in each of the following three areas:

(a)     effectively managing the full range of a human resources function, for a range of multi-disciplinary staff, at a middle management level;

(b)     providing expert professional HR advice, support and solutions on complex HR matters including recruitment, learning and development, employee relations and attendance management to senior managers, customers, and stakeholders; and

(c)     managing and motivating a team of employees, i.e., direct reports, in accordance with the principles of personal development and performance management.

Desirable criteria

In addition to the above qualifications, membership and experience, Belfast City Council reserves the right to short-list only those applicants who, as at the closing date for receipt of applications:

·          in the first instance, possess a CIPD Level 7 Advanced Diploma in Strategic People Management or equivalent qualification; and

·          in the second instance, are a current professional member of the Chartered Institute of Personnel and Development (CIPD) at Chartered Member (MCIPD) or Chartered Fellow (FCIPD) level.

Special skills and attributes

Applicants must be able to demonstrate evidence of the following skills and attributes which may be tested at interview:

Communication and influencing skills: the ability to draft reports, letters, memorandum and advisory communications on human resource (HR) issues and the ability to address groups and meetings clearly, enthusiastically and effectively whilst listening to and addressing responses authoritatively. The ability to build rapport and maintain the engagement and commitment of others, including staff, trade unions and senior management, to secure their support in the delivery of HR services.

Technical knowledge: a strong, detailed knowledge of relevant employment legislation and best practice in HR matters. The ability to develop and deliver HR policies and strategies and ensure continuous improvement and innovation in HR services. A clear understanding of equality principles and the ability to apply them when delivering services.

Team leadership skills: the ability to lead and motivate team members and build and develop high levels of communication and cooperation in order to achieve objectives. The ability to ensure the effective development of people, resolution of underperformance issues and succession planning.

Work planning and organisational skills: the ability to determine priorities and resource requirements, plan and manage demanding workload on the basis of available resources to ensure a constant flow of work and to work to tight deadlines to ensure effective service delivery.

Partnership working skills: the ability to manage customer relations with flexibility, tact and sensitivity while supporting organisational change and dealing with resistance. The ability to broker collaborative relationships with key stakeholders to achieve customer objectives and targets.

Analytical and decision making skills: the ability to analyse complex HR issues, interpret appropriate legislation, case law and views of others and exercise critical judgement in arriving at practical solutions and communicate findings clearly.

Political sensitivity skills: the ability to show awareness and sensitivity in managing complex HR matters successfully within a political environment including working effectively with elected members, trade unions and external organisations.

[1] Belfast City Council has 2,800 employees. A large and complex organisation will be defined as one with at least 250 staff or an annual budget of at least £25 million.

Salary: £53,460 - £56,730 per annum