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Role Specification

Job Description

Job title: HR Manager

Main purpose of job:

1. Developing and sustaining excellent operational standards across the Trust and supporting the Executive Leadership Team and Trustees in promoting a highly professional and engaging working culture.

2. Working with the Trust Executive Team, Headteachers, Senior Leadership Team and School Business Managers in each Academy, as well as with the HR Administrator, provide advice and guidance on operational HR matters, ensuring legal compliance and consistency.

3. To work in accordance with the Trust’s vision and values, supporting the raising of standards of student achievement through the provision of effective and efficient Human Resources and by supporting proactive people management and engagement throughout the Trust.

4. Mentor, manage and develop the HR Administrator. 5. Work with the School Business Managers to support in the management and

development of their respective academy HR functions.

Department: Human Resources

Location/Branch: Based at the Evolve Trust offices at The Bramble Academy but the nature of the role will require regular travel to attend meetings with stakeholders and work at the Trust’s Academies across Nottinghamshire.

Position reports to: Operations and Marketing Lead

Position is responsible for: HR Administrator

Length of contract: Permanent

Salary: £31,371 - £35,934

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Main duties

1. Support developing and maintaining all of the necessary HR processes, ensuring they are fit for purpose based on the MAT being a single employer whilst fostering independence, confidentiality and responsibility for staffing issues at Trust and individual academy level. This will include:

Carrying out statutory HR reporting, including workforce census, gender pay gap and facility union time, ensuring data is accurate and provided to time.

Auditing the Single Central Record (SCR) in each academy ensuring full compliance.

Developing and maintaining an up to date library of document templates for use by all academies.

2. Manage and develop the HR Administrator and provide HR guidance and support to Business Managers to ensure a consistent and timely approach across the Trust.

3. To review existing, and plan and implement new HR initiatives and project work such as on-boarding processes, talent development and performance management processes and preparing, carrying out, analysing and reporting on employee surveys.

4. Provide advice, information and guidance on all aspects of HR management and employment, such as terms and conditions of employment and family related leave, for both teaching and associate staff, enabling Line Managers to ensure optimal engagement and deployment of staff.

5. Provide an effective and efficient recruitment and selection service, working in conjunction with Line Managers. This will include developing candidate packs and adverts, selecting appropriate advertising media, communicating with candidates, setting up and co-ordinating selection processes, obtaining references, managing all vetting checks for all staff, ensuring all safeguarding checks are in place prior to appointment and maintain up-to-date electronic and paper records, ensuring accuracy and security of information in accordance with statutory and audit requirements.

6. Develop job offer documentation including job offer letters, drafting terms and conditions of employment (contracts). Manage the staff induction and probationary period requirements, ensuring that appropriate records are maintained, and documentation issued to staff in accordance with required timescales.

7. Over-seeing employee relations issues (e.g. absence management, grievance and disciplinary, capability), providing guidance and casework support to managers to support them in carrying out thorough investigations, assisting with employee meetings where necessary. Enabling correct and consistent application with policies and procedures in the required time frames. Ensuring that appropriate records are kept, and correct documentation is provided in line with Trust policies. Conducting exit interviews.

8. To carry out welfare visits and to support line in managing absence including progressing Occupational Health referrals and supporting them in conducting welfare visits.

9. Develop and deliver training programmes for people managers to ensure competency and confidence in the application of policies and procedures such as absence management, disciplinary, grievances, capability.

10. Regularly review, update, develop and implement HR systems, documentation, policies and procedures (in collaboration with stakeholders as appropriate) to ensure these are

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legally compliant, effective and appropriate, meet the needs of academies across the MAT and aid effective people management, engagement and development within the Trust.

11. Maintaining and updating manual and computerised HR and Payroll information systems, assisting in the continued development of the integrated HR System (Civica), ensuring that the information is accurate and compliant.

12. Manage/ oversee the effective and accurate administration of payroll; alerting line managers of any inconsistencies in pay and grading that may require attention to prevent equal pay issues arising.

13. Prepare half yearly reports for discussion at the Trust Pay Committee and prepare pay statement letters.

14. Ensuring relevant information is provided to staff on pension scheme membership and completion of Local Government Pension Scheme and Teachers Pension Scheme forms for submission.

15. Analyse absence trends and provide termly reports for the MAT Board and CEO. 16. Ensure confidentiality and compliance of records and information in accordance with the

General Data Protection Regulations and data protection policies. 17. Maintain continuous personal and professional development, keeping up to date with

legal changes and best practice.

Additional points All staff are required to maintain confidentiality in relation to students, staff and parent information. All staff are expected to comply with academy and trust policies. Whilst every effort has been made to explain the main duties and responsibilities of the post, each individual task undertaken may not be identified. Employees will be expected to comply with any reasonable request from a manager to undertake work of a similar level that is not specified in this job description. The Trust will endeavour to make any necessary reasonable adjustments to the job and the working environment to enable access to employment opportunities for disabled job applicants or continued employment for any employee who develops a disabling condition. The job description may be subject to amendment or modification, should circumstances change, any changes will be discussed with the post holder in the first instance. Should a disagreement arise, the post holder will be afforded the opportunity of a meeting to resolve the matter with their line manager. They may be accompanied at this meeting by a representative of their Trade Union if they so wish. The job description does not form part of the contract of employment.

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Person Specification

Factor

Essential

Desirable

Qualifications

CIPD professional qualification at Level 7 GCSE Maths and English at level 5/ C or above or equivalent. Driving licence valid in the UK.

Business related degree or equivalent.

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Relevant experience

Experienced and credible HR professional with a track record of managing and delivering a generalist HR service, in the education sector. Previous experience of applying employment law and data management legislation to a wide variety of employment contexts and situations. Previous experience of dealing with conflicting priorities and the ability to evidence their competency with this. Previous experience of using HR and/ or payroll databases. Previous experience of over-seeing the administration of payroll Previous experience of managing employee relations matters including disciplinary, grievance, performance management, capability related to ill health, absence management. Previous experience of co-ordinating and chairing meetings with line managers, employees and union representatives. Previous experience of working in a unionised environment.

Previous experience of working in small HR team or stand-alone HR role. Previous experience of working for an organisation with multiple sites, where HR has several key stakeholders with conflicting priorities. Familiarity with Civica and Capita Sims Previous experience of leading employee relations cases and working with managers to resolve them appropriately. Able to demonstrate how they have developed, grown and maintained productive professional relationships, including with union representatives.

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Previous experience of working with senior leadership teams. Able to demonstrate competence and comfortableness with working with multiple stakeholders with differing views and/ or priorities. Previous experience of supervising, working with, indirectly managing (e.g. via project management or implementing a processes), influencing or coaching others. Previous experience of delegating effectively and appropriately. Previous experience of team-work (either professionally or personally e.g. taking part regularly in a team sport). Previous experience of developing and implementing legally compliant policies, procedures, systems and documents and engaging stakeholders in the effective use of these. An individual who is looking to develop their career and management experience in HR. Familiarity with coaching others.

Previous experience of reporting to senior leadership teams. Previous experience of working in an Organisation with Trustees. Previous direct line management experience, of one or more individuals. Practised at adapting management style according to individual need and/ or the context. Previous experience of managing a small team. Previous experience of coaching and/ or training others, particularly in employment related policies, procedures and/or practices. Some recent experience of designing, co-

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Previous involvement with up-skilling managers in employment related policies, procedures and/or practices Previous involvement with developing and/ or co-ordinating employee surveys, analysing the results and reporting on these. Previous experience of working in accordance with budgets (that may have been developed for them). Some involvement (e.g. previous experience of supporting their direct line manager) with organisational design and aligning this with career aspirations, potential and/or succession plans. Involvement of working in or supporting the development of an equal opportunities’ organisation.

ordinating and delivering training initiatives. Previous experience of taking the lead on developing, co-ordinating, analysing the results and reporting on employee surveys, as well as using the results appropriately. Has previously had a degree of input into developing and/ or monitoring and/ or reporting on HR budgets. Previous responsibility for succession planning and/ or talent management. Previous experience of developing and implementing equal opportunities or diversity policies and procedures, ideally in an educational organisation.

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Knowledge

An up to date knowledge of employment law and data protection legislation and evidence of using this in a wide variety of HR situations. Wisdom to know when to seek additional/ external advice or support regarding employment law matters and/ or employee cases. Knowledge of how to manage people and get the best out of them. Appreciation of developing others. Some financial and budgetary insight, understanding and appreciation. Knowledge about organisational design and the need to individual career aspirations, potential and succession plans. Knowledge about equal opportunities and diversity, organisational responsibilities with this and basic understanding of how to develop equal opportunities and diverse working environments.

In depth HR and employment law knowledge, ideally gained from working within an education setting or a setting delivering a service to vulnerable people (e.g. care or respite home, nursery) Knowledge of how to identify, design, develop and deliver the most appropriate learning or development intervention. Knowledge of how to use technology to best effect with employee surveys.

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Aptitude, skills and abilities

Effective delegation skills. Highly effective communication skills, verbally and in writing. Excellent organisational and time management skills. Enjoys variety and working at a pace, but also gives attention to detail with repetitive work (e.g. data entry). Able to affectively prioritise and adapt to changing situations flexibly, efficiently and appropriately. Clearly able to prioritise the needs of the organisation (in line with it’s culture) in balance with the needs of individuals, while maintaining positive professional relationships with stakeholders. Able to relate their actions and plans to the bigger picture and able to help others see their role in this. Competent and confident people management and relationship development skills. An individual who is looking to further develop their

Has a strategic mind, an ability and desire to develop strategically, while maintaining ownership for overseeing operational activities effectively. Very adapt people management and relationship development skills.

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management competencies and performance. Demonstratable ability to challenge and influence others effectively and appropriately. Creative problem solver. Effective and efficient delegation skills. Effective coaching, mentoring and training skills. Able to give others a sense of purpose, engage with goals and develop belief that these are achievable. Analytical minded Quick thinker Can manage effectively, appropriately and respectfully ‘up, down and across’ an organisation. Able to develop ownership of issues and tasks by others, appropriately. Proficient with Microsoft Office (excel, word, PowerPoint, outlook)

Ability to become a visionary thinker. Able to engage others easily.

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Personal attributes

An authentic belief in inclusivity and diversity A high degree of integrity Professional and trustworthy. Able to earn respect and trust of others. Confident and assertive. Personable, affable and approachable. Able to engage others effectively. Inspiring and engaging. Dynamic, proactive and self-motivated. Able to maintain perspective. Assertive Respectful Leads by example Sensitive to the needs of others and of situations and supportive and helpful, but to the mutual benefit of the Trust as well as the individual. Authentic. Dynamic and adaptable Good sense of humour.

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Disposition

Calm, collected, composed. Instils calmness and confidence in others Self-aware. Emotionally intelligent Has a ‘can do’ attitude in the face of adversity, the patience and tenacity to follow through and the resilience to support and lead change. Enjoys challenges, variety, team working and working at pace.

Additional points For the right candidate, this role has the opportunity for development by utilising the Trust’s Apprenticeship levy. Safeguarding:

This post is subject to an enhanced Disclosure and Barring Service check.

The post holder must be committed to safeguarding the welfare of children and to providing equality of opportunity.

Health and Safety

The post holder must be aware of the responsibility for personal health, safety and welfare and that of others who may be affected by their actions or inactions.

The post holder must co-operate with the Trust on all issues to do with Health, Safety and Welfare.

Continuing Professional membership and development

The post holder must be and remain an accredited member of the CIPD throughout their employment with the Trust and must commit to upholding and maintaining the standards and behaviours (‘obligations’) set out in the CIPD’s Code of Professional Conduct.

The post holder will also be required to undertake any professional development necessary.

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Working Conditions

Environmental Conditions – The office is a busy facility and can be, at times, busy and noisy and the Human Resources Manager will need excellent organisational, prioritising, time and pressure management skills to complete the required tasks. The Human Resources Manager may have to serve a number of people at one time and will be interrupted frequently to meet the needs and requests of staff as well as the Trust.

Mental Demands – The Human Resources Manager will have to manage a number of conflicting priorities, requests and tasks at one time and must be prepared to manage emergencies and demanding, pressured situations at any time.

Emotional Demands - The Human Resources Manager will be faced with potentially emotionally challenging situations such as employee relations issues, staff welfare matters, absence and capability procedures that may lead to dismissing employees who may be experiencing difficult personal circumstances. It is crucial that the post holder can keep their personal view points and feelings to themselves, remain calm, fair and objective in all situations and ensure policies and procedures are adhered to, whilst ensuring that staff are treated sensitively, and appropriately, and with respect and dignity at all times.

Name: ___________________________________________________________________

Signed: __________________________________________ Date: ___________________ Last updated: [insert date] Date of next review: [insert date]