Liases with: The Senior Leadership and Senior Management Teams, Regioanl Operations Directors and Home Managers.
Overall Scope: Responsibility for delivery to business objectivies throughout the employee life-cycle, including Recruitment and Retention Learning and Development, and Employee Relations.
Main Duties and Responsibilities
Develop a robust, customer-focussed HR strategy which enables vision, synergy and collaboration across all HR service strands; ensure the strategy includes, inducts and engages all staff into the future vision of the business.
Inform the direction of cultural and organisational development, including a focus on organisational values and employee engagement. Invest in a culture of promoting accountability and coaching Managers to inform the same.
Direct the definition, production and scrutiny of key metrics data governing employee relations and retention, recruitment, payroll and training as a tool in driving HR's overall strategy within an employee life-cycle culture.
Develop HR's structure to align with the agreed strategy, ensuring a data enabled, people-partnering HR service delivery model that supports wider change and two-way communication. Identify and engage the necessary resources to effectively support the HR strategy.
Define and direct the implementation of robust policies that reflect business objectives as well as the regulatory framework.
Implement a clear employee-value proposition, to include salary and benefit packages, incentive schemes, staff retention and staff development strategies.
Ensure a robust, effective and efficient training programme is in place to reflect mandatory, sector, organisational and specialist requirements; supported by mechanisms to maintain currency, assess competency and provide metrics.
Direct the implementation of technology to aid the collation and interpretation of statistics, and the engagement of staff in self-service activities - e.g. the booking of training, requesting annual leave.
Define and implement targeted recruitment campaigns that align with the cultural, developmental and financial needs of the business and its multiple services.
Forecast core needs within the business, including growth, diversity and external expectations; proactively inform policy, recruitment and training activities.
Ensure full compliance with all relevant legal requirements; advise on necessary actions; effectively manage the relationship between the business and its employment agencies (including those who provide the business' Bank staff) ensuring robust, structured and timely audits.
Direct the preparation and maintenance of all personnel records, files and reports.
Ensure effective management of the Employee Relations function, with consideration to HR, Operational, Business and Financial Risks.
Implement a robust systematic process of succession planning; to identify, assess and develop the business' employees to ensure they are ready to take on key roles within the organisation.
Direct the creation of an exceptional talent pool of staff (both permanent and Bank) to meet current and forecasted business needs.
Design and implement a Leadership and Management programme to develop existing tiers of management and support the succession planning process.
Identify needs and implement a culture of personal development plans across all areas of the business to promote continuous learning and the accountability for such at both an individual and organisational level.
Professional Responsibilities
Abide by the legal requirements and statutory rules regarding recruitment and employment practice including those relative to the recruitment of non-UK Nationals, and the UK's minimum wage regulations.
Ensure a high level of confidentiality at all times, treating all personal and sensitive personal data in accordance with the Data Protection Act 1998.
Take responsibility for personal development and education including in-service training.
Maintain standards of conduct and dress to sustain the confidence of the people we support and visitors, in accordance with policy and the Sussex Health Care Mission Statement.
General
Assist and participate in all appropriate Quality Assurance Programmes.
Attend 2 mandatory training sessions per annum for Fire and Manual Handling.
Attend an annual appraisal.This job description should not be regarded as restrictive or definitive, but as a guide to the demands of the post.
Person Specification
Educated to degree commensurate with the role. CMIPD membership.
A proven track record in directing a Human Resources Department in the social care sector.
A driver (with a valid UK licence).
Sound knowledge and experience of implementing strategies and policies based around the 'employee life-cycle.'
Ability to work, and communicate effectively, with executives and board-level stakeholders.
Proven history of turning around poorly structured HR organisations.
Inspirational leadership skills.
Strong organisational skills, ability to work under pressure, meeting ever-changing deadlines and priorities.
Ability to maintain confidential information and exercise discretion at all times.
Strong problem solving, staff management and research skills.
