JOB PURPOSE

Advises on HR policy and assists with implementation of HR procedures and processes. Works directly with the organization's leadership to develop and direct an HR agenda that closely supports the organizational goals.

RESPONSIBILITIES

Policy Development & Implementation

Develop procedures and interprets and applies policy for area of expertise to achieve specified outputs, or advise the wider business on application of policy, then monitor implementation of those procedures within the organization.

HR Frameworks and Tools

Contribute to the drafting of HR frameworks and tools within an area of expertise, ensuring compliance with specified design principles, internal policies, and external legal requirements.

Information and Business Advice

Provide specialist guidance on the interpretation and application of policies and procedures, resolving queries and issues and referring very complex or contentious issues to others.

HR Data Analytics and Insights

Deliver complex analyses of HR data; identify key trends and contribute to the creation of HR insights that enable the diagnosis of business issues, enhancement of employee engagement, and/or improvement of business performance.

Employee Relations Case Management

Investigate, and propose solutions for, complex ER cases in liaison with line managers; coordinate the organization's response to legal cases brought by individuals; contribute to the preparation of legal submissions and ensure all parties complete casework accurately and within deadlines.

HR Data Management

Contribute to the development and testing of HR data collection forms or questionnaires in area of expertise to ensure the collection of relevant data in line with defined requirements.

Personal Capability Building

Develop own capabilities by participating in assessment and development planning activities as well as formal and informal training and coaching; gain or maintain external professional accreditation where relevant to improve performance and fulfill personal potential. Maintain an in-depth understanding of technology, external regulation, and industry best practices through ongoing education, attending conferences, and reading specialist media.

TASKS

• Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.
• Advise managers on organizational policy matters, such as equal employment opportunity and sexual harassment, and recommend needed changes
• Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures
• Negotiate bargaining agreements and help interpret labor contracts. identify staff vacancies and recruit, interview, and select applicants. Plan, direct, supervise, and coordinate work activities of subordinates
• and staff relating to employment, compensation, labor relations, and employee relations.
• Prepare personnel forecast to project employment needs.
• Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits.
• Administer compensation, benefits, and performance management systems, and safety and recreation programs.
• Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
• Plan, organize, direct, control, or coordinate the personnel, training, or labor relations activities of an organization.
• Allocate human resources, ensuring appropriate matches between personnel.
• Oversee the evaluation, classification, and rating of occupations and job positions.
• Plan and conduct new employee orientation to foster positive attitude toward organizational objectives.
• Analyze training needs to design employee development, language training, and health and safety programs.
• Maintain records and compile statistical reports concerning personnel- related data such as hires, transfers, performance appraisals, and absenteeism rates.
• Conduct exit interviews to identify reasons for employee termination. Develop, administer, and evaluate applicant tests.
• Develop or administer special projects in areas such as pay equity, savings bond programs, day care, and employee awards.
• Direct or coordinate the supportive services department of a business, agency, or organization.
• Perform searches for qualified job candidates, using sources such as computer databases, networking, Internet recruiting resources, media
• advertisements, job fairs, recruiting firms, or employee referrals
• Responsible for conducting and updating the organizational structure of the company and departments
• Responsible for presenting the job offer to the employee
• Follow up and update Organization chart and job descriptions for all jobs.

BEHAVIORAL COMPETENCIES

Manages complexity

Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. For example, looks at complex issues from multiple angles; explores issues to uncover underlying issues and root causes; sees the main consequences and implications of different options.

Business Insight

Applies knowledge of business and the marketplace to advance the organization's goals. For example, clearly understands how own activities relate to critical business drivers. Monitors business news and market changes for impact on the business or on own expertise area; uses this to shape decisions.

Ensures accountability

Holds self and others accountable to meet commitments. For example, measures and tracks team's and own performance, and helps the team learn from success, failure, and feedback. Adheres to, and enforces, goals, policies, and procedures.

Communicates effectively

Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. For example, listens attentively and takes an interest. Keeps others well informed; conveys information clearly, concisely, and professionally when speaking or writing.

Manages conflict

Handles conflict situations effectively, with a minimum of noise. For example, seeks out a variety of opinions and options; maintains an open mind; takes steps to ensure conflict remains constructive; avoids polarized or unilateral decisions; seeks agreement on critical issues.

Optimizes work processes

Knows the most effective and efficient processes to get things done, with a focus on continuous improvement. For example, uses metrics and benchmarks to monitor accuracy and quality. Takes steps to make methods productive and efficient. Promptly and effectively addresses process breakdowns.

Drives engagement

Creates a climate where people are motivated to do their best to help the organization achieve its objectives. For example, shares insight into the purpose of the work, involves others appropriately and gives them credit for their contributions. Praises the successes of others.

Decision quality

Makes good and timely decisions that keep the organization moving forward. For example, knows when to act independently and when to escalate issues. Integrates various inputs, decision criteria, and trade- offs to make effective decisions. Typically makes good independent decisions.

Collaborates

Builds partnerships and works collaboratively with others to meet shared objectives. For example, readily involves others to accomplish goals; stays in touch and shares information; discourages "us versus them" thinking; shows appreciation for others' ideas and input.

Plans and aligns

Plans and prioritizes work to meet commitments aligned with organizational goals. For example, outlines clear plans that put

actions in a logical sequence; conveys some time frames. Aligns own work with relevant workgroups. Takes some steps to reduce bottlenecks and speed up the work.

Self-development

Actively seeks new ways to grow and be challenged using both formal and informal development channels. For example, creates a development plan that states clear goals and the tactics to achieve them. Gathers information on where to focus. Makes efforts to apply new skills on the job.

Drives results

Consistently achieves results, even under tough circumstances. For example, emphasizes the importance of results; encourages a sense of urgency in others; challenges poor outcomes or unproductive behaviors. Provides assistance or encouragement to help others over obstacles.

Resourcefulness

Secures and deploys resources effectively and efficiently. For example, leverages team resources well to accomplish the team's goals. Holds others accountable for conserving resources. Manages work across multiple projects or work streams to ensure that expected progress is made.

EXPERIENCE

Substantial general work experience together with comprehensive job related experience in own area of expertise to fully competent level. (Over 6 years to 10 years)

Experience of general supervision of more junior colleagues (7 to 12 months)