JOB DESCRIPTION
JOB TITLE: Human Resources
Officer
POST NUMBER:
REPORTS TO (Job Title): HR Director
DEPARTMENT: Hope Central
Team
GRADE: 8
JE REF:
PANEL DATE:
1.
MAIN PURPOSE OF JOB
To provide professional, high quality and responsive operational
HR support to academies within the Trust.
2.
CORE RESPONSIBILITIES, TASKS & DUTIES:
i
To advise and support managers, Principals/Headteachers, and
Governors in response to all operational HR queries.
ii
Ensure that advice is professional, appropriate and proportionate to
each situation. Use professional knowledge and experience to
ensure that risk is assessed and where the risk is high to the Trust
appropriate support is in place. For more general queries
signposted to appropriate resources.
iii
Ensure that Hearing Managers and Appeal Managers are fully
briefed on the process and best practice, to ensure consistent
application of policy and give advice in line with statue law where
standard policy does not cover the issue
Guide, advise and support investigating managers to conduct a full,
fair and thorough investigation in line with appropriate procedure.
The level of input and support will depend on the complexity of the
case, the experience of the manager.
iv
v
Provide advice in relation to safeguarding and child protection
concerns that relates to staff within the Trust, including attending
relevant meetings. Work closely with other key external agencies
such as the police, Local Authority etc.
vi
Take a proactive lead in supporting Principals in the management
of attendance of all staff. Utilise data to identify triggers for staff
absence and support managers in the management of this
vii
Provide training, coaching and support to Principal, governors and
managers within the Trust to support the consistent application of
policy and best practice in the management of all HR related
issues.
viii
Working with the HR Director to develop management information
systems to support the Trust and its academies. Providing useful,
meaningful and relevant date to support the operational HR
elements of the service.
Provide a professional, approachable, and knowledgeable service
to all schools within the trust
ix
x
Support the HR Director in the on-going development of the central
HR Trust team, taking on specific project work to establish and
deliver a responsive, professional HR service
xi
Inform the HR Director of any concerns in relation to HR issues
and potential business risk
xii
3.
Feed into the development and revision of HR policies for the
Trust. Support the introduction of new or revised policies and
processes, including delivery of workshops and other tools, to
ensure managers are equipped with the relevant knowledge,
information and skills
xiii Support the project management of new schools looking to join
Hope Learning Trust York
xiv Work closely with the HR Director to gather and assess due
diligence information on schools who wish to join Hope Learning
Trust York
xv To attend local governing body meetings where necessary to
provide HR input, guidance and advice
SUPERVISION / MANAGEMENT OF PEOPLE
Number of staff reporting to jobholder and nature of supervision
eg full line management responsibility or day to day supervision of work
Direct:
0
Indirect:
4.
CREATIVITY & INNOVATION
Creativity and innovation is required in the analysis/problem solving
entailed in providing advice and guidance to managers and the
Principals/Headteacher. The problems/issues will not be straightforward
requiring the analysis of the context, interpretation of information,
consideration of the HR implications of the options and advice on the
most appropriate course of action to each individual case.
A proactive approach to HR service delivery is an important aspect of
the role and a range of training, mentoring, coaching solutions will need
to be developed to assist managers manage their HR issues.
This is a newly developed multi academy trust so creativity is required to
look at developing new and appropriate systems and process to ensure
a high quality HR service. Identify opportunities for streamlining
processes and practice across the Trust to make cost savings and
efficiencies for Trust schools.
5.
CONTACTS & RELATIONSHIPS
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Internal: Work on a daily basis with the HR Director to
ensure that a high quality HR provision is provided to Trust
Schools.
Work daily with other member of the Central Hope Team
including CEO, Director of Finance and others to ensure a
joined up team approach
Regular contact with Principal, managers and employees
to provide advice on all aspects of operational HR work –
Need to ensure that successful, positive working
relationships are established and the confidence from
these stakeholder in the advice given
Advice and support to local governors but also Board
Directors on any operational HR matters, including
supporting at hearings under HR policies and procedures
and attending governor meetings when necessary
Multi site organisation – support and guidance to those
staff with HR element to their role within individual schools
External
Regular contact with external service providers such as
payroll, Occupational Health to ensure a high quality
service to all schools
Work with external consultants that may be brought into
the Trust to support specific projects
Work with other relevant authorities, departments,
solicitors regarding conversions of schools into the Trust
6.
DECISIONS – discretion & consequences
Discretion
The jobholder needs to decide upon the most appropriate HR advice for
any given situation. This decision will be based on the HR knowledge
and experience, employment law and also knowledge of the
organisation context within the Trust.
Respond timely, positively and confidentially to queries from managers,
Principals/Headteacher assures that the advice is correct for the given
situation and appropriate across the Trust.
The postholder will have the expert knowledge of employee relations
issues in order to respond and answer complex, contentious and
sensitive day to day employee relations issues referred to them,
balancing questions of costs, efficiency and risk, without reference to
higher management. As policy and procedure provide only general
guidelines for resolving and dealing with ER issues, the more complex
issues will sit with the HR Officer.
Consequences
A speedy and accurate response to customer queries is essential for the
efficiency and effectiveness of the service,
7.
Inappropriate advice could lead to detrimental employee relations,
employment tribunal claims and consequential financial and reputational
risk to the Trust.
RESOURCES – financial & equipment
(Not budget, and not including desktop equipment.)
Description
Normal Office Equipment
Value
8.
WORK ENVIRONMENT – work demands, physical demands,
working conditions & work context
Work demands
 The postholder’s work is subject to constant interruptions and
he/she had to deal with conflicting demands, challenging
deadlines and requirements.
 The postholder needs to respond quickly to urgent requests for
advice, analysing the detail of the issues and making rational
recommendations.
Physical demands
 Normal office environment – may be required to travel to different
schools within the Trust
Working conditions
 Office conditions
 Occasional home visits
 Regular work in different schools within the Trust
Work context
 Normal office environment
 Will have to deal with inter-personal conflict
 Occasional hostile reaction and unpleasantness, dealing with
employees in difficult situations, e.g. disciplinary hearings
9.
KNOWLEDGE & SKILLS
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10.
Associate membership of the Chartered Institute of Personnel and
Development or demonstrable experience as an operational H.R.
adviser within a unionised environment
Experience of working in education would be desirable
The jobholder needs to have a good working knowledge and
understanding of employment legislation and demonstrable practical
experience of applying this
Knowledge and understanding of HR policies and practices
Must be able to analyse information and make sound, rational
decisions
Using expert knowledge and personal credibility, be able to influence
and persuade others in order to bring problems to a satisfactory
conclusion across all directorates and schools
Excellent oral and written communication
Ability and experience to coach managers
Ability to develop, facilitate and deliver training as required
Ability to plan, monitor, and prioritise own work quickly identifying
high risk cases and supporting as required
Able to work to and meet deadlines and performance targets without
direct supervision.
Excellent interpersonal skills
Ability to communicate with customers with courtesy and efficiency
Proven time management skill
Can positively lead and implement change in line with agreed plans
to ensure the continuous development and improvement of the
service, meeting the Trusts and schools objectives
Tact, diplomacy and initiative
Commitment to customer orientated service delivery at a high level
Be flexible and work as part of a team
A positive, professional who can adapt to change
Position of Job in Organisation Structure
Job reports to: HR Director
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