Job Description
Delivery of the people & culture agenda of the corporate strategy and contribute to a progressive HR agenda which is aligned with both the Corporate Strategy and the People & Culture Strategy.
Our Client is looking for a Head of P&C to join their HR Department. This role will report directly into the Head of People & Culture. Candidates should have a minimum of 7 years' experience of working in a senior HR role, at least five years with people managerial responsibility.
Key responsibilities
Recruitment & Induction, Workforce Planning & Organisation Development:
1. Devise and embed an appropriate model for resource planning and all departmental budgeting
2. Manage the sourcing & selection of employees at all levels in the organisation and ensure excellent processes are in place
3. Ensure an active probation process is used to complement the selection process
4. In conjunction with Learning & Organisational Development (L&OD), manage and continue to develop the company wide induction process
5. In conjunction with L&OD, manage the continued development and implementation of a competency-based framework
Learning & Development:
6. Support the Head of L&OD with the Learning and Development planning process and the delivery of any people related activity that is generated from this cycle.
Employee Engagement and Internal Communications:
7. Continue to build on our internal communications infrastructure and ensure regular two-way communication between People & Culture and the business
8. Work with Learning & Organisation Development to improve and consolidate the organisations approach to engagement activities
9. Work with Communications and Policy and Learning and Organisational Development on the outputs from the annual Engagement Survey, turning feedback into strategy action and providing ongoing updates to the business on progress
Supporting & Managing Performance:
10. Ensure timely handling of all employee relations matters, ensuring correct grievance / disciplinary procedures are adhered to
11. Provide expert advice and guidance on the legislative & HR policy implications of people management decisions, including the provision of coaching to line managers in dealing with performance issues
12. Provide interpretation and advice on all HR policies to promote consistent application
13. Ensure the Employee Handbook is up to date with the most recent legislation and that line managers are aware of any change in process
14. Ensure all managers are trained to fulfil the people requirements and expectations
15. Encourage behaviours that reinforce the values
Recognition & Reward:
16. Ensure we continue to deliver a comprehensive remuneration & benefits strategy including an annual benchmarking assessment and review of the market
17. Ensure that compensation & benefit activities are delivered on time and that information is accurate
18. Oversee all employee benefits schemes & activities
19. Ensure a value for money approach in employee engagement, expenses & subsistence claims
20. Create and employ policies that help to reward & recognise staff
Employee Welfare and Wellbeing
21. Promote & support wellbeing activities across the business
22. Through the working group, establish an annual wellbeing calendar of activities
23. Ensure that all staff can work in a safe environment
24. Promote all activities which support employee health and wellbeing
People Management:
25. Recruitment & Induction - Ensure the best candidate/s are recruited for any vacancy in the People & Culture team, to develop a thorough induction plan and actively manage the probation process
26. Engagement - Manage staff and team engagement activities.
27. Managing & Supporting Performance - Provide team members with support and guidance to enhance their performance.
28. Learning & Development - Cultivate and support a learning environment within the Team, adopting an approach of continuous learning and personal development and ensure creation of individual and team development plans
29. Recognition & Reward - Collaborate with team to ensure externally competitive and internally equitable for the roles within your remit.
30. Safety & Wellbeing - Ensure that your staff work in a safe environment and actively partake in any company wide or team wellbeing activities.
31. Promote a culture which is supportive of excellent service delivery and meets our vision, mission, and values
Administration and Reporting:
32. Support the P&C Operations Supervisor in maintaining the People & Culture database and administration function including the time management system
33. Ensure all People Policies and Procedures are widely communicated and comply with current Employment Legislation
34. Review and approve contracts/amendments and correspondence to employees before issue.
35. Promote consistency of approach and equality in the application of all HR policies
36. Produce people analytics reports of key measures to enable us to have quality conversations and strive to continuously improve processes
37. Prepare and present as required People Reports to the various senior management teams and to the Board of Directors
38. Facilitate and roll out changes to Company policy.
39. Create and maintain and complete the annual People & Culture work-plan and meet the expectations contained within the Business Plan and Corporate Strategy
40. Any other duties which are consistent with your role.
Education/ Qualifications:
41. Degree in Human Resources Management (HRM) or related subject.
42. A post graduate / Master's degree will be considered an advantage - Essential
43. Professional qualification CIPD, IITD - Desirable
Key Skills:
44. Technical HR knowledge, e.g. Employment law, L&D strategies, selection methods, remuneration strategies, change management methodologies and the ability to use that knowledge practically - Essential
45. Confident, independent decision maker with an ability to operate effectively in a changing environment - Essential
46. A passion for improving the delivery of services with a commitment to continuous improvement - Essential
47. The ability to deliver complex messages simply & clearly - Essential
48. Excellent communication skills, the ability to relate to people, to empathise and to bring people with you - Essential
Experience:
49. Minimum of 7 years' experience of working in a senior HR role, at least five years with people managerial responsibility - Essential
50. Experience of effectively interchanging between strategic and hands-on Human Resources activities. - Essential
51. Experience of managing all people processes - Essential
52. Proven track record of delivering remuneration strategies - Essential
53. Experience of embedding change projects in an organisation - Essential
54. Experience of working closely with line managers to deal with a wide variety of people issues - Essential
55. Proven financial control & budget management skills - Essential
56. Experience of leading and implementing employee engagement initiatives - Essential
Morgan McKinley is acting as an Employment Agency and references to pay rates are indicative.
BY APPLYING FOR THIS ROLE YOU ARE AGREEING TO OUR TERMS OF SERVICE WHICH TOGETHER WITH OUR PRIVACY STATEMENT GOVERN YOUR USE OF MORGAN MCKINLEY SERVICES.
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