Head of HR (Children’s Trust) – Northamptonshire County Council

Job Category: Technical & Professional
Reference HQ00020278
Directorate Human Resources
Service Northamptonshire County Council
Contract Type Contract
Duration Up to 4 months
Location Northamptonshire
Job Type Full-time
Start Date ASAP
Hours per week 37 hours per week
Rate Day rate from £350.00 to £400.00, Daily rate

Head of HR (Children's Trust) - Northamptonshire County Council

As the Head of HR – for Northamptonshire County Council (Children’s Trust) will manage the delivery of a professional Human Resources and Organisational Development service that adds value and delivers effective business-focused solutions as well as ensuring alignment of the delivery of the workforce function with the strategic objectives of the Children’s Trust.

The postholder will partner with directors and senior managers to understand the business area’s objectives and challenges, with a focus on identifying and enabling effective people management solutions through technical expertise, advice and professional, intelligent critique and influence

Particular area of focus will be:

-The leadership & management development and the implementation of learning and development approaches to reflect best practice

-Advising on and managing people related risks to the organisation

– The development and delivery of dynamic recruitment and retention strategies

-Maintaining strong employee relations

-Delivering professional learning and development interventions and strategies.

Customer Focus

  • Establish and develop a trusted customer-focused relationship with the Children’s Trust board and senior leadership team to support the identification and delivery of service priorities, initiatives and agreed outcomes.
  • Provide expert advice and find creative people management solutions to complex organisational issues, putting the business requirements at the heart of the design and delivery of services.
  • Understand the impact and complexities of stakeholder and partnership arrangements applicable to both the specific business area, and the wider organisation.
  • Be responsible to Corporate and Service Directors for the quality of HR advice provided, actively seeking feedback and acting upon this to deliver continuous improvement.
  • Commission and use relevant management information to provide insight and intelligence to senior managers within the business area, ensuring the HR and OD team takes a proactive approach to identify and resolve people issues at an early stage.
  • Maintain the oversight and the quality assurance of the employee lifecycle within the
  • assigned business area, including performance, recruitment, absence management,
  • discipline, grievance, capability etc.

Transformation and business improvement

  • Take the overall HR and OD lead to support the strategic design, implementation, embedding and review of services across the Children’s Trust to deliver fit for purpose structures within time and budgetary constraints.
  • Maintain a critical overview of change programmes, lead the HR and OD work streams within a programme providing direction to the team and advising on complex elements.
  • Ensure that risks are identified and managed, within a legal framework and the wider organisational context, and ensuring customer outcomes are achieved.

Service Delivery

  • Coach and lead the HR and OD team, ensuring performance is managed to deliver a high quality service.
  • Operate as part of the management team to provide leadership and positive professional challenge and so develop a flexible and resilient team.
  • Ensure the quality of professional advice and support in relation to dismissals, other terminations, unlawful discrimination, employment aspects of safeguarding children and vulnerable adults, grading, pay and equal pay issues.
  • Provide expert and pragmatic advice to ensure decisions taken by managers are well informed regarding safeguarding the employer’s position or taking calculated risk.
  • Be an ambassador for the strategic direction of organisation, making sure that service plans in the business area supported take into account the organisational and local workforce strategy requirements and plans.

Provide Organisational Development expertise

  • Contribute to the development of the Workforce Strategy; monitor and evaluate the service provision to ensure service performance standards are met and the team delivers effectively and efficiently.
  • Provide strategic and operational advice on escalated cases, including appeals, work performance, disciplinary, grievance, absence management and whistle blowing cases.
  • Be accountable for employment tribunal cases, and in some instances provide direct advice on cases relating to senior staff or where professional advice on proposed settlement is required.
  • Advise on the shaping and evaluation of, and recruitment to senior roles, engaging external expertise as required and facilitating the recruitment process, including the design and delivery of assessment centres to meet service needs. Use professional experience to develop solutions for recruitment challenges.
  • Establish clear quality and practice standards for work undertaken by the team and ensure these are consistently achieved.
  • Review and develop practice to enable the HR and OD function to be agile and responsive whilst continuously improving performance.
  • Review HR management practice to ensure consistency with policy and advice, conditions of service and relevant legislation.

 

  • Educated to Degree level or equivalent
  • CIPD qualified to current Level 7 and MCIPD or equivalent

Desirable

  • Management qualification
  • Project Management Qualification
  • Coaching/mentoring qualification
  • Qualified to administer psychometric tests

Essential:

Proven track record of facilitating and supporting business change; must therefore be totally comfortable with, and an advocate of change, especially in driving through the re-positioning of HR and Learning and Development as a strategic partner.

  • Extensive HR and/ or Organisational Development experience with in-dept knowledge and experience of case work and change management initiatives.
  • Extensive knowledge of employment law
  • Track record in leading and delivering training/learning interventions in support of organisation/people transformation and change programmes.
  • Experience of working with senior managers and in a business partner model
  • Extensive experience of handling disciplinary, grievance, ill health and redundancy

 

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