Job Purpose

To support the Senior BP HR and the HR BP in the development and delivery of a high performing HR service and creating a great place to work for everyone.

Provide HR and administration support to the Senior BP HR and BP’s, including the delivery of a professional and responsive HR advisory service that delivers HR best practice and customer focused HR solutions in relation to day-to-day employee relations issues in the relevant business area.

Assist the Senior BP – HR and BP in the implementation of the Group’s Organisational Development Strategy in line with the Strategic Vision and Priorities.

·To contribute to the delivery of the HR elements of the Organisational Development Strategy.

·Monitor the external and internal environment to identify opportunities for continuous improvement.

·To understand the business strategic and operational plans andprovide professional/expert and insightful advice which is pragmatic and valued, which empowers line managers to handle people issues.

·To support managers when dealing with HR matters with the express purpose of coaching and developing managers’ competences in this area. Ensuring excellence in delivery of our core HR services across the Group.

·Attend, represent and take part in meetings in a formal note taking capacity, transcribing minutes for use in future processes, i.e. hearings

·Working with the BP’s to provide advice on all HR related issues, to include; disciplinary and grievance, capability/ accountability/performance, absence management, health and well-being, reward and recognition, TUPE, Consultation/redundancy/restructure, Changes to terms and conditions, Engagement

·To support other parts of the OD Division on other aspects of HR as appropriate.

·At all times to embed a culture of innovation and excellence in service delivery.

Demonstrate leadership behaviours that are consistent with the Group’s values.

·Understand the Group’s vision and the Organisational Development Strategy, ambition and operational priorities to ensure they inform your support to your customers and the HR team.

·Proactively promote, monitor and maintain positive staff relations and engagement within the OD team.

Promote the Group’s commitment to Diversity and Inclusion

·Ensure the organisation effectively fulfils its obligations and commitment to diversity and equality of opportunity in respect of both employment and service delivery.

·Support the Senior BP – HR and BP to carry out Equality Impact Assessments on all HR policies and procedures.

·Promote the Employer Brand at all opportunities

·Understand the communities in which we delivers services and influence the progression of the Diversity Agenda

Ensure Excellence in Service Delivery

·Support the Senior BP – HR and BP in maintaining standards that will ensure the delivery of a high performing, innovative HR Business Partnering service.

·Support the Senior BP – HR to ensure the accuracy of key people metrics and performance indicators always striving for continuous improvement.

·Keep abreast of employment law developments and best practice, and contribute to the development of HR policies and procedures and guidance.

·Actively seek feedback on the effectiveness of the HR service delivery to demonstrate value for money.

Ensure good governance for all areas of responsibility and encourage this across the organisation.

·Ensure compliance with all legal and regulatory standards associated with the role.

·Ensure the Senior BP -HR is fully aware of matters which could adversely impact on the reputation or performance of the Organisational Development Team or the Group.

·Work collaboratively with stakeholders to ensure evidence based decision making when recommending change.

Take a pro-active role in risk management related to both the role and the wider organisation.

·Ensure the application of the Group’s reward strategy and pay framework is monitored, consistent and equitable across the Group.

·Ensure compliance with the Group’s Health & Safety framework.

·Ensure compliance with employment legislation and best practice.

·Ensure that risks are identified, reported appropriately and that management plans are in place for HR areas of responsibility.

Develop and maintain relationships with key stakeholders.

·Proactively work to build and maintain positive relationships with stakeholders to ensure true business partnering and customer service.

·Support theSenior BP – HR and BP to Attend appropriate operational meetings to engage with the business on their issues and work with them to provide appropriate HR solutions.

·Support the Senior BP – HR to develop effective communication and consultation as appropriate

Key accountabilities

• Lead the organisational development and cultural change of WNO to deliver to the WNO Strategic Plan,
• Lead the development and implementation of a HR Strategy which will covers the full range of Human Resources issues, including health & safety, safeguarding, pay and benefits, contractual terms, union relations, management and organisational development
• Develop and implement the necessary policies and practices to deliver the HR Strategy
• Provide managerial and professional leadership to the HR Team enabling them to fulfil their potential and provide a comprehensive and professional service to WNO managers and staff
• Support and advise the General Director and WNO Board on all HR matters and attend the various board subcommittees when necessary
• Ensure that Welsh National Opera fulfils its full responsibilities in line with current employment and health and safety legislation, and good practice
• Ensure that the HR Department is managed within agreed budgets
• Lead on high profile employee relation matters and union relationships
• Manage, coach and develop all direct reports to ensure effective performance management, skill development and teamwork

As this role is purely remote working, you will be highly competent in the use of digital technology and have the ability to conduct meetings and interact via Microsoft teams which is essential.

KEY RESPONSIBILITIES

1.Supporting the TTP management matters in relation to recruitment.

2.Be the main point of contact for new starters to the TTP to ensure that they complete their pre-employment checks in a timely manner and are updated during every stage of the recruitment process to ensure there is no delay to their start date.

3.Take the lead role in recruiting the required calibre and number of employees needed by the TTP Team. Participating in the recruitment and selection process, providing advice on procedure and policy to ensure fair selection of staff.

4.Advising the TTP management and employees on the recruitment process commissioning expert opinion from the HR Business Manager and other HR professionals when necessary.

5.Coordinate induction arrangements for employees of the TTP Team, ensuring timely communication with new starters in relation to process and practices within the team.

6.Liaise with the ICT Section to order IT equipment for new starters to the TTP and to ensure this is actioned in a timely manner.

7.Assist the TTP manager as required in relation to staffing matters by liaising with the relevant HR Officer in the Environment Directorate to ensure that policies and procedures are adhered to.

8.Arrange and attend meetings as required by the TTP Team Manager providing recruitment advice to those meetings and also providing admin support, if required.

9.Researching best practice and developing activities to accord with best practice.

10.Assist in analysing management information. Assist in producing reports for the TTP Manager, identifying good practice and issues that require attention.

11.Maintaining employee records, ensuring compliance with the Data Protection Act and other relevant legislation and best practice standards.

12.Undertaking projects commensurate with the grade and duties of the post as required by the TTP Manager.

13.Assisting with the management of health, safety and welfare arrangements.

14.Participating in the planning and delivery of induction arrangements.

15.Assisting in championing equality of opportunity in employment.

16.Taking responsibility for one’s own continuing professional development.

·This person will have a broad, generalist HR background and will hit the ground running armed with essential care knowledge and expertise whilst confidently operating as a strong No 2 to the Director of OD.  Supporting and shaping a large, critical change piece you will concentrate on organisational ‘values and vision’ together with engagement.

·Ability to understand your designated business area and build strong working relationships in a short space of time.

·Ability to manage the expectations of a diverse client base.  

·Experience of working with the business areas on the development of organisational changes.  

·Resilience.

·Ideally to have experience of working in a regulated industry.

·Team player who is used to working remotely.

·Experience of complex cases with the ability to guide managers through the process.   Quickly ascertaining competence levels before providing guidance to managers offering appropriate levels of support.

·Flexible approach as need to be out and about in the business.

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

·Experience of working in a Unionised environment – we recognise Unison, GMB and Unite.  

Main Activities:

·To implement initiatives, conduct research, gather information and make recommendations to increase employee engagement, improve retention and address areas of under-representation within the workforce.

·Develop targeted positive action recruitment campaigns for staff and transferees in line with the priorities set out in the People Plan

·To organise, co-ordinate and ensure all pre-employment and induction processes are undertaken efficiently and in accordance with Legal requirements and Procedures.

·Co-ordinate all secondments, redeployments and restricted duties data ensuring that all records are up to date and HR business partners have all necessary data.

·To monitor the operation of HR policies and procedures and processes to support policy reviews and ensure fair and consistent application.

·To analyse information relating to workforce composition and prepare succession planning, employment monitoring and other management reports.

·To provide general advice, guidance and support on terms and conditions, management of attendance in accordance with legislation, policies and procedures.

·To undertake job evaluation and provide grading advice across the Force, ensuring consistency, equity and integrity of the scheme.

·To assist and work with HR business partners in delivering their portfolios, undertaking specific research and development of policies and practices.

·To assist in the development of HR systems to improve effectiveness and case load activity

·To deliver a customer-focussed service.

·To promote and adhere to the organisations Strategic Equality Plan to support the development of a diverse workforce.

·To fully participate in the performance appraisal process.

Must be an Associate member of the Chartered Institute of Personnel and Development and have Level 7 Advanced Diploma or equivalent qualification in Human Resources or work to obtain the qualification within an agreed timescale.

Must have experience in the administration of high volume recruitment and selection processes.

Must be IT literate and have a good working practical knowledge of Microsoft Office packages including Word and Excel.