- RGU Garthdee, AB10 7GJ
- £42,149 - £50,296 per year
- Contract Type:
- Position Type:
- Full Time
- 37 hours per week
- Work From Home:
This position has expired.
CIPD qualified and of graduate calibre, you will be providing an HR consultancy service to the corporate organisation and to one of our client groups. Building on the relationships that currently exist you will work with managers and staff alike; gaining their trust; and forming effective partnerships where you can add real value to the University.
You will have line management responsibility for three HR Advisers and an HR Assistant and you will be responsible for their development and annual appraisal. With significant generalist HR experience, preferably in an internal consultancy role, you will be a team player and contribute to the sharing of knowledge and experience within the HR Advisory team. You will be an effective communicator, able to work at all levels of the organisation, quickly establishing credibility and effective working relationships. You will also be comfortable in taking initiative and making decisions.
The university offers a Hybrid Working Scheme which could allow up to a maximum of 50% of your working time to be off campus.
Salary on first appointment is normally to the bottom of the scale, although in exceptional circumstances an appointment further up the scale may be considered.
To apply, please submit your CV and covering letter through myjobscotland detailing your suitability for the role as set out in the person specification.
RESPONSIBLE TO: HR Manager
RESPONSIBLE FOR: 3 HR Advisers and a HR Assistant
PURPOSE OF POST: To take day to day operational responsibility for all aspects of the professional HR service provided within the assigned client group; ensuring that service levels are maintained and agreed departmental and strategic objectives are achieved.
Attend regular meetings of designated School/Department areas to develop and maintain a sound understanding of operational and strategic business issues as they affect the client group and employees. Provide advice on new HR developments, and work with your clients to put in place forward plans and HR strategies to mitigate for any change.
Responsible for embedding the EPR (appraisal) process across client group and providing training, support and guidance to managers on all formal and informal aspects of performance management.
Provide guidance to, and coach, managers to ensure they are equipped to effectively communicate and practice University HR policies and procedures within their School/Service area.
Work with management team to resolve local issues and make recommendations for action.
Ensure effective commissioning of appropriate resourcing solutions in line with RGU policies, relevant legislation and best practice. Participate in appropriate recruitment and selection activity.
Review and develop resourcing action plans with the management team to address key issues concerning new starters, retirements, recruitment difficulties, equal opportunities, redundancy, promotions, succession planning and career development.
Engage in broad-based team development discussions with clients to establish effective solutions. Facilitate development events and meetings, with additional support when needed, or liaise with clients to discuss and obtain the required expertise.
Ensure effective performance management solutions are in place in all Client Groups. This includes providing advice on the Employee Performance Review process, development and career progression, difficult conversations, handling poor performance and dealing with capability issues.
Manage and where necessary provide support for disciplinary, grievance and dismissal processes, advising managers on the process and the presentation of cases including Employment Tribunals. Liaise with University insurers and lawyers where necessary.
Provide guidance on all aspects of statutory employment legislation and advise on how it impacts on the client’s area of responsibility and specific cases.
Act as first point of contact in bullying and harassment cases and provide advice and coaching - where appropriate -to both Managers and Staff.
Lead and contribute to specific projects including: department restructures, redundancy programmes and development of HR policies and procedures.
Develop the assigned client support team in the business partner/internal consultant model.
Provide professional advice, coaching and guidance to the assigned HR team and pro-actively manage performance and continuous professional development.
Conduct regular performance reviews with all direct reports and ensure that development plans are in place to allow succession plans to be met.
Qualifications and Professional Memberships
PG Dip in Human Resource Management CIPD
Significant knowledge of HR Policy & best practice including the handling of complex disciplinary, performance, redundancy and absence management cases.
Significant generalist experience in a Business Partner or Senior HR Adviser role.
Experience of taking the lead HR role in restructures, redundancies and change management processes.
Demonstrable experience in advising & influencing managers at a senior level.
Line management within an HR function
Behaviour 1: Communication
Ability to receive, understand and convey information requiring careful explanation and information of a complex or conceptual nature, in a clear and accurate manner.
Behaviour 2: Team Development
Experience of: providing advice or guidance to new starts; delivering training or instruction to others on specific tasks or activities; identifying the training and development needs of the team and carrying out performance appraisals.
Behaviour 3: Decision Making Processes and Outcomes
Experiences of: using own judgement to make decisions; making collaborative decisions with others to reach conclusions; providing advice or information that will influence the decisions of others.
Behaviour 4: Liaison and Networking
Experiences of: circulating information in an accurate and timely manner; working across team boundaries to build and strengthen working relationships; leading and developing internal networks to pursue a shared interest; leading and building external networks to enhance the work of the organisation.
Behaviour 5: Service Delivery
Experience of exploring and adapting a service to meet customers expectations and also identifying ways of improving standards.