Areas for role evolution and personal development

As the individual develops and settles into the organisation and the role there will in time be the opportunity to develop the role, themselves, and get involved in further areas of people management such as the following:

•o Interpreting and advising on employment law and supporting managers to manage employee issues;

•o Evolving relevant polices, handbooks following changes in employment regulations and company evolution in line with a progressive company culture

•o Coaching managers in HR policy and to improve their people management practices in line with company values

•o Promoting equality and diversity as part of the culture of the organisation, ensuring all employees are treated fairly and consistently

o Internal communications and developing the company culture

Key Accountabilities and Role Outputs:

The principal objective of the Director of HR is to ensure that the Company complies with all laws and regulations relating to employment and manages the Airport team in a fair and transparent way, and will act as a trusted advisor to Directors and managers in all aspects of HR.

The Director of HR will contribute and co-ordinate the strategic development of the Airport in terms of the HR strategy to further develop best practice in support of the Airports key strategic aims.  The Director of HR will be responsible for the Culture and talent development within the business.

The Director of HR will ensure the development, implementation and maintenance of HR and People Development policies and procedures to ensure effective, fair and consistent management of people throughout the Airport.

The Director of HR will develop a strong working relationship with senior line managers, providing them with expert guidance, coaching and support on the full range of HR activities (including policies and procedures, terms and conditions of employment, absence management, restructuring of services, performance management, redundancy planning etc.) in order to ensure a consistent and fair approach to people management throughout the Airport. 

The Director of HR will contribute to the leadership of the Airport in a way which supports the achievements of the Airport’s vision, values and strategic objectives. Acting as champion for effective people management ensuring that people matters are considered as part of the business planning and service development across the organisation developing a people oriented company culture.

The Director of HR will lead and administer the Company performance management system ensuring managers complete employee development reviews in accordance with Company policy. Propose, plan and implement initiatives to drive a high performance team, as well as an inclusive and collaborative culture.

The Director of HR will be responsible for all aspects of the payroll function at the Airport. In addition will be responsible for;

• The Company Death in Service Scheme.
• All Company Personal Pension Schemes.
• The Income Protection Plan.
• The Company Private Health Schemes.
• The Company counselling service.

The Director of HR will have a key role in managing employee relations, including working closely with unions.  In addition The Director of HR will facilitate employee engagement in close association with the Airport Senior Management Team.

The Director of HR will be responsible for the provision of tactical oversight of planning and delivery activities for multiple HR initiatives and projects. Guaranteeing alignment and consistency of communication and engagement for projects and initiatives across different organisational levels.

The Director of HR will ensure that there are consistent recruitment practices at the Airport.

The Director of HR will monitor HR trends throughout the Airport and provide Key Performance Indicators on relevant areas to the board including absence, overtime, disciplinary, employee development reviews, employee satisfaction, disciplinary measures, recruitment and labour turnover.

The Director of HR will manage the development and the progression of the Human Resources team, payroll team and training co-ordinator, ensuring that appropriate team structures are in place and that there is resilience within the team.

The Director of HR will be responsible for preparing their own budgets and ensuring that costs are delivered within budgets.

The Director of HR will ensure the department meets requirements of the Employer’s H&S obligations and liaise with H&S and Emergency Planning Officer to conduct audits of facilities manged by the Airport Engineering Department.

Health & Safety

It is their intention to demonstrate an ongoing commitment to improving health and safety at work throughout the airport.  They will comply with all requirements of health and safety legislation.

In order to do this, all staff must have a good awareness and understanding of health and safety hazards and risks that may affect themselves, passengers or other people on-site and must comply at all times with excellence in conduct, behaviour and attitude.

Senior management will ensure that:

• adequate resources are provided for health and safety;
• health and safety is adequately assessed, controlled and monitored;
• Our people are actively involved in all aspects of creating and maintaining a healthy and safe working environment.
• It shall be the duty of every employer to ensure, as far as is reasonably practicable, the health, safety and welfare at work of all his employees.

CVs exclusively to mera.mann@humanresourcing.co.uk

A proven HR leader, you will need to be confident and resilient and prepared to take the lead and drive the HR agenda whilst complimenting the needs of the organisation.

You will have significant experience in strong stakeholder management as well as:

•Demonstrable success as a HR Business Partner

•Excellent people management and staff engagement experience

•Strong generalist HR experience.  

•Ability to collaborate effectively with colleagues to support the development of the HR agenda.

Role of post within team

You will, within your nominated areas, work in collaboration with both managers and staff on a wide range of people issues, using sound judgement and advice to look at workable solutions and actions. You will work with managers proactively to support and facilitate change in their business areas, ensuring they are able to carry out their roles independently and effectively.

You will provide support on recruitment and resourcing, and also work with managers on performance, attendance, discipline and grievance issues, some of which will be complex and sensitive in nature.You will ensure that best practice is shared across your areas, together with the application of policies and procedures, making suggestions for change and improvement, as appropriate.

You will be required to draft and produce reports and letters, some of which are complex in their subject.

You will also work in partnership with the wider Human Resources team including the Human Resources Centres of Expertise, Human Resources Info point and the Finance Payroll Team.

Confident, assertive and resilient, you will establish positive and long-standing stakeholder relationships and your ongoing responsibilities will include:

• Using a coaching style of leadership and a continuous improvement approach to ensure HR solutions add value in line with the corporate vision to maximise performance.
• Supporting Mangers to operate and perform to their maximum capability.
• Designing, delivering and evaluating training and facilitation solutions to increase the skills and capability of line managers.
• Possessing the ability to enable teams to work together across functions to deliver successful outcomes, and in creating environments that demonstrate equality, foster trust, respect and challenge

JOB PURPOSE

To provide a cost-effective, quality service and support to the firm’s external clients advising on HR and employment law.

MAIN DUTIES AND RESPONSIBILITIES

To undertake client work on employment files.

To undertake an appropriate level of fee earning to contribute to the Department revenue

targets.

To ensure that all client work is progressed expeditiously and that the client is kept regularly

informed on progress and on costs.

To manage HR package and insurance renewals.

To liaise with clients on the employment and HR package advice line.

To provide advice to clients on such issues as disciplinary procedures, capability procedures,

sickness absence procedures including long term sick.

To draft contracts of employment tailored to clients needs and draft appropriate letters and

scripts to support clients undertaking these procedures.

To provide support to the wider Employment team from an administrative perspective but

also with more complex legal work.

To assist in the preparation of training sessions and seminars for clients.

To ensure matter management is compliant with SRA requirements and to comply with the

To undertake marketing duties for the team and wider Commercial team.

To support the growth of the employment department and the wider Commercial team.

To establish and maintain effective working relationships with co-workers, supervisors and the

general public.

Full use of SOS connect for file management and maintenance of paper free files.

To develop business relationships with key clients and referrers of work.

To supervise, support and develop immediate support staff and more junior colleagues.

To handle money in accordance with accounts procedures.

Main Responsibilities:

• First point of contact for HR queries
• Work closely with HR colleagues across the business to monitor, review and update all policies in line with current legislation and best practice
• Provide an advisory service to employees ensuring that they are fully aware of their rights and entitlements
• Manage staff relationships, promptly respond to queries and manage expectations
• Ensure Human Resources matters are handled fairly and consistently in line with legal and company requirements
• Support the HR Manager with grievance, disciplinary and capability investigations and hearings
• Support and develop recruitment campaigns
• Help to drive organisational performance by driving core business objectives
• Work in partnership with line managers on performance management, employee relations, resourcing and staff management/development.
• Recruitment, assisting with interviewing and selecting employees to fill vacant positions.
• Assisting with local implementation of other HR related programmes for example internal and external audits
• Analysing salary and benefits data to determine competitive compensation plans.
• Representing the organisation at personnel-related hearings and investigations.
• Preparing reports and metrics and recommending procedures to reduce absenteeism and turnover.
• Maintaining HR system to meet management information needs.
• Maintaining appropriate records of personnel transactions such as hires, promotions, transfers, reviews, and terminations, and providing statistics for reporting purposes.

RESPONSIBILITIES:

• Lead the development and implementation of the learning and development strategy to reflect legislative requirements, organisational direction and the Strategic Action Plan.
• To identify and prioritise current and future organisational learning and development needs.
• Produce, analyse and act on management information to proactively manage agreed targets, standards, training activity reports and action plans for all learning and development activity.
• Lead on the development of quality systems and processes to identify, approve, plan, design, implement and evaluate all learning activity including a training needs analysis, training plans and effective use of resources.
• To collaborate with operational managers in the development and implementation of a rolling learning and development programme.
• To develop appropriate learning and development activities, which are cost effective and accessible, and incorporate a range of training methods.
• To liaise with internal and external training providers, including the commissioning of external providers to design and deliver a core in house training programme and any identified specialist training requirements
• To prepare and deliver management and personal development programmes to enhance individual learning and meet evolving needs.
• To use appropriate methods to audit and evaluate training and development activities within the organisation, to demonstrate the efficiency, cost effectiveness and added value of the learning and development function.
• To produce accurate and timely management information to monitor and evaluate organisational compliance
• To lead, develop and evaluate vocational learning activity including QCF processes within the organisation and liaison with awarding bodies.
• To lead, develop and organise a standardised induction programme within the organisation that meets legislative requirements.
• To maintain an accurate staff training database and provide management information as and when required.
• Manage the Learning and Development budget.
• To provide leadership to a geographically dispersed Learning and Development Team, along with day to day supervision, regular 1-1 meetings and performance appraisal.
• To liaise with managers and staff in order to gain feedback on Learning and Development activity, share information on good practice and develop the profile and credibility of learning and development within the organisation.
• To network with other training professionals and regulatory bodies within the sector.
• To maximise funding opportunities and income generation in relation to learning and development.
• To actively contribute to the activities of the organisation’s Leadership Team including setting the strategic direction, communicating the vision and informing the Board of Trustees
• Liaison with regulatory and commissioning inspectors in relation to the organisation’s Learning and Development standards and compliance
• To undertake any personal training and development activities identified by the Director of Specialist Support Service
• To undertake any other duties commensurate with the grade.

You will need to be highly motivated and able to demonstrate:

• Ability to think strategically and apply insights to inform future strategies and plans particularly in relation to people policy and culture change 
• Proven HR experience, particularly in the HR policy field
• Experience in handling complexity and ambiguity as well as prioritising to manage multiple demands
• Strong written skills coupled with the ability to present data and information with clarity and purpose.
• Business and customer focus
• Ability to work at pace and manage delivery of processes and products to tight deadlines
• Influencing and team working skills.

You will need to be highly motivated and able to demonstrate:

• Proven HR systems experience, particularly with iTrent and Business Objects
• Experience of Power BI or Tableau of something similar highly desirable
• Strong written skills coupled with the ability to present data and information with clarity and purpose
• Ability to work at pace and manage delivery of processes and products to tight deadlines
• Ability to prioritise and manage time and workload effectively
• Business and customer focus

Based in Pembrokeshire this is a highly desirable and popular location particularly over the summer months so presents an attractive opportunity for the appointed candidate to rent local accommodation on a short-term basis should they reside out of the geographical area.

Alternatively, there could also be a developmental opportunity for the right person currently operating at an HR Advisor level to grow and transition into the role of HRBP with hard work and determination.  The minimum qualification of CIPD Level 5 is desired.

Key Responsibilities

Resourcing and Talent Planning

·Liaise with managers regarding workforce planning and advise accordingly.

·Advise and Manage ongoing recruitment and selection process.

·Ensure recruitment policies and processes are regularly reviewed.

·Liaise with external recruitment agencies and negotiate rates.

·Ability testing and personality profiling where applicable.

·Coordinate induction process.

Performance and Reward

·Oversight of payroll and benefits for the Directors and Senior Management team.

·Advise and implement reward policy.

·Oversee pension scheme and retirement process.

·Co-ordinate Christmas gifts.

·Advise managers on managing performance and capability.  Responsible for driving engagement

·Manage the appraisal process including disciplinaries.

Organisation Development

·Working with managers to implement and execute structural design.

·Support with the design and implementation of change programmes.

·Communicate the vision for change to managers and employees.

Learning and Talent Development

·Identify training needs.

·Coordinate and deliver suitable training solutions.

·Liaising with external training providers.

·Advise and coach managers on developing personal development plans.

·Co-ordinate probationary reviews.

Employee Engagement

·Identify opportunities to improve employee engagement.

·Train and coach managers to engage teams.

Employee Relations

·Manage the disciplinary and grievance process and lead on resolving cases.

·Maintain knowledge of relevant agreements and employment law and apply in decision making.

Service Delivery and Information

·Deliver management information.

·Legal year end returns.

·Maintain HR information systems and reporting.

·Maintain employee files and data.

What you’ll do

Your focus will be on providing expert and proactive HR advice and support to managers and colleagues to enable effective people management across the business.It’s about delivering the right outcome for the customer, at the right time and in the most effective way possible.

This is an exciting opportunity to use your strong customer focused approach to deliver innovative and timely HR solutions whilst role modelling Customer Led Success to the whole business.

Flexibility around travel to multiple locations is essential for this role allowing you the autonomy to manage your own diary whilst providing a competitive car allowance.

What you’ll be responsible for

Providing expert and proactive HR advice and guidance to Executives, the Leadership Team and colleagues at all levels in order to support company initiatives and success. This includes:

1.Ensuring that line managers are conversant with and consistently apply HR related company policies and procedures.

2.Work in accordance with company values, demonstrating professional behaviours, good team work while maintaining confidentiality at all times.

3.Have a flexible approach and be able to offer flexibility around working time in order to support business requirements.

4.Developing strong working relationships with senior managers in order to understand key performance issues and associated people requirements in order to meet both current and future organisational challenges and business needs.

5.In collaboration with HR colleagues develop and implement the HR strategy.

6.Development and application of innovative, timely and cost effective best practice HR solutions to enable the organisation to meet its objectives.

7.Partnering with key stakeholders to ensure that all HR projects and initiatives are appropriately communicated and effectively implemented on a local basis.

8.Supporting the HR function in the successful delivery of innovative, customer focused and cost-effective HR solutions.

9.Full HR case management of complex employee relation issues

10.Providing guidance to managers on pay and reward matters/issues.

11.Seek to continuously improve the service HR provided to the organisation.

12.To provide best practice HR advice and support in order to assist managers in all aspects of the line management of their teams.

13.Coach line managers to ensure that they are fully equipped to proactively manage all colleague related issues within their teams.

14.Coaching/advising managers in the implementation of robust recruitment and selection processes.

15.To lead the HR aspect of organisation change initiatives to ensure significant operational expenditure targets are met.In particular:

a.Work with line managers to ensure that proposed organisation changes are fit for purpose i.e. the objective of the change is clearly defined, identifies the impact on individuals and fair selection processes are agreed.

b.Work closely with the Trade Unions and the internal communications team to ensure positive employee relations are maintained throughout any period or organisational change.

c.To ensure that any new or significantly changed roles are evaluated in line with the Company Job Evaluation process and to coach line managers throughout the process.

16.Representing the HR team at internal and external forums.

Responsibilities:

HR Policies

1.Ownership for all HR policies including research, development, maintenance and change control, conducting external reviews of best practice to ensure the business is keeping up to date with external trends and ways of working to support the strategic objectives of the company

People Services

2.Support the shaping of the content of the People Services section of the intranet using research and external reviews to provide education and support materials that will help to maintain and embed the operating model

3.Develop, maintain and change control the content for the HR section of the intranetworking in close collaboration with other members of the team as appropriate eg Comms & Engagement Consultant

4.Support, coach and educate managers and the HR team to reinforce the operating model thus ensuring a more efficient function

5.Develop mechanisms to monitor the effectiveness of the People Services function including MI on usage of the service, feedback from managers and employees, escalations, suggestions for improvements etc and drive and drive through improvements where appropriate

Payroll, HRIS, Reward and Employee Benefits

6.Conduct verification checks for the monthly payroll ensuring necessary authorisations / mandate approvals are in place for all transactionsand submissions for the bureau (or other solution), Finance Department and HMRC are accurate, supported by appropriate documentation, completed and authorised within set timescales

7.Provide support to the Head of HR on reward benchmarking exercises covering a broad spectrum of pay and benefits elements

8.Support the research and development of new employee benefits and the on-going effective oversight of existing employee benefits schemes

Recruitment

9.Support the People Services Manager to shape the recruitment strategy for the business, providing insight and feedback on appropriate tools and strategies in order for Hodge to remain competitive

10.Support recruitment activity at Bands 2 and 3 assisting hiring managers on the recruitment process, including advice and guidance on the recruitment policy and process, strategies and tools to implement, participating in the recruitment process through interviews or assessment centres

11.Work closely with the L&D Manager, ensuring that hiring decisions reflect the future talent and succession requirements of the business

12.Monitor the recruitment process and hiring decisions (internal and external)to ensure that Hodge maintains and champions a diverse workforce in support of its strategic objectives

13.Ensure managers are coached and trained to undertake recruitment activities and recruitment accreditation processes are effective

14.Work closely with the People Services Manager and the Finance function to ensure that all recruitment activity is within budget and approved (or escalate where outside of these parameters) and support managers to help embed effective resource forecasting across the business

Employee Relations Support

15.Provide employee relations case management advice and guidance to manageracross the whole range of employee relations policies (recruitment, diversity, code of conduct, disciplinary, grievance, re-structuring, performance etc) referring to the employment solicitor as appropriate for employment advice and controlling costs in the process

General And Other Responsibilities

17.Work within policy framework and procedures, maintaining high standards

of professionalism at all times ensuring compliance with job cards and all

processes, making recommendations for improvements across the entire

employee lifecycle

18.Act as a point of referral and resolution for queries that cannot be resolved at

Tier 1, ensuring they are escalated to the People Services Manager or Head of

HR if appropriate

19.Develop and maintain good knowledge of regulatory and legislative requirements

in relation to all aspects of HR and other financial services provider requirements

eg data protection, money laundering etc

20.Ensure risks and controls are managed robustly and evidenced through all

aspects of the role

21.Any other reasonable tasks as requested by line manager or business managers