Job Description
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Reports to the Chief Executive of FSL and Faculty of Advocates
Job Purpose
To manage and provide leadership to the HR function. To apply the principles of strategic HR management, to contribute to the Faculty and FSL corporate governance and to ensure that HR objectives are linked to the Faculty and FSL business plans. To provide HR advice to the CEO, Office Bearers, Managers and staff, consistent with fair and equitable employment practices and high quality employment relations.
Main Responsibilities
General Management
- To develop an HR plan, which supports Faculty and FSL business objectives and Corporate Governance, and provides a working framework for up to 3 years together with any designated partnerships.
- To originate, monitor and maintain the HR department budget and report on costs.
- To recruit, develop and manage the performance of the staff within the department To ensure that HR staff deliver professional, and responsible HR support and services to assist all Managers and those in a supervisory capacity, in fulfilling their responsibilities.
- To brief employment and pensions lawyers; consultants and medical specialists in terms of HR matters and related initiatives.
- To provide the Joint Employers with an annual report on the HR function; its initiatives and objectives.
- To resolve employee relations problems and promote a harmonious working environment throughout the Faculty and FSL.
Equality and Diversity
- To ensure the Faculty meets equality and diversity standards and work to enhance diversity and inclusion across all strands of the employee experience.
- To provide analysis and expert advice on how diverse mainstream people practices are
- Create diversity networks and create positive action interventions to support underrepresented groups
- Coach and upskill managers on the value of diversity
- Celebrate diversity through organised events and awareness sessions.
Staff Policy Development
- To originate policy development to meet the changing organisational needs of the Faculty and FSL in light of the external environment.
- To delegate policy research and drafting as and when required
- To ensure that management meetings address statutory requirements, topical and relevant issues.
- To generate reports for the Joint Employers’ and ensure that managers’ views are factored into staff policy development work.
- To analyse and monitor current developments in employment law and people management issues and to advise on the HR and employment implications for the Faculty and FSL as a whole
- To ensure any relevant amendments to organisational policy and procedure are carried out and managers are aware of necessary changes. May also carry out appropriate workshops.
- To liaise with Managers and provide appropriate advice and assistance in applying organisational policy, procedures and “best practice” across the Faculty and FSL.
Remuneration and Job Evaluation
- To ensure that the Faculty and FSL as employers adopt a fair and equitable approach to pay that is underpinned by a robust job evaluation system which is consistently applied across the Faculty and FSL.
- To provide the lead on organisation wide HR initiatives such as job evaluation and performance management in line with Faculty and FSL policy.
- To ensure that Faculty and FSL data is benchmarked on a regular basis against the external market and in terms of the existing pay policy
- To ensure that the Faculty and FSL participate in appropriate surveys of pay and benefits
- To review the provision of benefits as and when required.
Recruitment and Succession Planning
- To ensure that recruitment strategies provide efficient and cost-effective solutions to resourcing and succession planning
- To develop and implement assessment centres for the purposes of recruitment; succession planning and staff development
- To manage all recruitment programmes in terms of Faculty and FSL policy and ‘Best Practice’ standards.
Training and Development
- To work with office bearers and managers to develop training plans that ensure HR initiatives take account of future staffing demands and capability for the Faculty and FSL.
- To assist managers to develop a career framework for their department together with a competency skills framework for all employees
- To develop and ensure that individual training plans are developed for each employee, including Continuing Professional Development, where appropriate.
- To analyse staff training and development to ensure that it supports the service aims of the Faculty and FSL
- To design and deliver in-house training programmes which support Faculty and FSL objectives
Health and Safety
- To manage and oversee the Health and Safety provision for the Faculty being first point of contact for the Health and Safety contractor.
- To promote health and safety across all departments, ensuring policies and actions are appropriately communicated and understood by all parties.
- To direct and oversee the Health and Safety training plan ensuring it is kept up to date; relevant and specific to the needs of Faculty.
- To ensure the representative committee addresses the organisational needs of the Faculty and FSL and that issues are piloted through the management forum.
Administration
- To manage the administration function and ensure appropriate records are maintained of employees, ex-employees and applicants, which comply with data protection principles.
- To provide management information to office bearers, and Faculty and FSL decision making structures, on an ongoing basis.
- To manage, in good time, the cycle of administration in relation to employee benefits, including the Faculty of Advocates Retirement and Death Benefits Plan; Stakeholder Pensions; Employee Heath and Support; Group Life Insurance and Income Protection.
- To undertake any other project as reasonably assigned by the Chief Executive.
- To participate actively in the Management Group and to contribute to organisation wide initiatives and projects. To share knowledge about the Human Resources function and to participate in management development programmes which support the Faculty and Faculty Services Limited objectives, as and when required.
Performance Requirements and Conditions
Education/Experience:
The post holder should be educated to degree level together with a post graduate qualification in HR and professional membership, preferably Fellowship of the Chartered Institute of Personnel and Development (CIPD). A Master’s level qualification would be a distinct advantage. As indicative guidance at least 10 years’ experience in generalist Human Resources Management is desirable, with at least 5 years at a senior management level, but the post holder may have less years’ experience, provided they possess the necessary skills and experience to perform the role.
Learning Period:
A period of six – twelve months is required to fully understand the aims, objectives and politics of the organisation and to gain a thorough knowledge of the organisation's current HR policy and customary practice.
Skills:
Clear and strategic thinker with goodinter-personal skills and communication skills. Ability to influence individuals and situations. Organisational skills; time management; diplomacy; patience; ability to work on own initiative to complete tasks and flexibility. Well-developed report writing skills and the ability to work in multi disciplinary teams.
Personal cluster:
Acting with Integrity; Self Confidence and Positive Attitude
Shaping and delivering cluster:
Influence; Achieving Results and Commitment
Working with and through others cluster:
Understanding the organisation; Leadership and Focus on client service
Software Used:
The post holder is required to work with the following software packages: Microsoft Outlook; Word; Excel; PowerPoint; Cascade HR system. Therefore familiarity with these packages is desirable, as is a high level of computer literacy.
Supervision Received:
The post holder is self-directedandall aspects of the work are left to the post holder's own initiative, within agreed objectives set by the, CEO and the strategic direction of the office bearers.
Supervisory Responsibility:
The post holder manages the HR Team , currently two HR Assistants. The post holder is responsible for planning and delegating ongoing work and projects to the HR team and reviewing priorities as required.
Accountability:
The post holder is wholly responsible in ensuring that there is no breach of the relevant employment legislation and that all advice given, whether part of policy, procedure or good practice, is sound.
Decisions Made:
Many decisions of varying complexity must be made - some based on established practice, but often where no precedent exists. In addition, advice given by the post holder is influential in the decisions made by the office bearers, CEO and Managers.
Work Complexity:
The post holder must be able to prioritise, carefully balance the various conflicting demands made by the CEO; managers; office bearers and two different, but related organisations. Tasks can vary from the development of strategy papers and policy work to administration of transactional HR matters and resolution of employee relations matters.
Contacts:
Internal – The Joint Employers; managers; supervisors and colleagues in all departments within the Faculty of Advocates and Faculty Services Limited, in order to give advice and promote HR ‘Best Practice’.
External – Faculty and FSL’s professional advisors including employment lawyers, actuaries, healthcare specialists,; management consultants; local colleges and other training providers; University of Edinburgh; CIPD; and recruitment agencies. Contact varies in purpose, from problem solving Faculty and FSL issues such as complicated grievances; developing in-house programmes ; and instructing work to be done.
Creativity:
Within the basic guidelines defined by the Chief Executive, the post holder may determine his or her own method of achieving the responsibilities of the position. Creative thinking is essential in ensuring the most suitable solution for the situations which arise.
Other Factors:
The post holder would be unable to achieve the purpose of the position without gaining the full co-operation and support of the office bearers, CEO and Managers.
Dimensions:
The post holder is responsible for managing the provision of an HR service within a medium size, complex membership organisation and its commercial business. The Faculty and FSL provide a range of services spread across 10 departments - there are approximately 130 staff employed by the Faculty and FSL.
The post holder has responsibility for the HR budgets, including recruitment; training and development; employment; and insurance together with monitoring and controlling all spend against capital and operating budgets. Budget varies between £350 - £500,000.