Job responsibilities
Responsibilities:
Strategy
1.
Develop and implement innovative, ambitious and
comprehensive People Strategic Plans, informed by meaningful consultation
with senior managers and employee feedback.
2.
Ensure that all people initiatives and plans support
the most effective delivery of corporate business objectives.
3.
Provide frameworks and expertise which ensure ABL recruits
and retains an effective and skilled workforce, including recruitment, onboarding,
reward, talent management, personal development, succession planning, and
performance management best practice.
4.
Work collaboratively with other senior managers to develop
and deliver broader corporate strategy and projects, in accordance with
business plan objectives.
5.
Remain aware of developments in employment law and
people management best practice and ensure these are reflected in People
Strategic Plans.
Governance and Risk
1. Develop the People
and Culture KPI framework and ensure effective analysis and reporting to
Board on people and culture indicators, and legal compliance frameworks to
support business decision making and strategy.
2. Develop and oversee
the People and Culture elements of the organisations risk framework and
ensure appropriate action is taken to mitigate and report on new and emerging
risks.
3. Ensure that an
appropriate suite of HR policies and procedures is maintained and aligned
with organisational culture to effectively manage risk.
4. Support the senior
team in ensuring that managers are aware of and understand the potential
risks and consequences of their actions if people related issues are not
managed efficiently and effectively.
5. Attend Board meetings
when required to address and advise on strategic people and culture matters.
6. Analyse, interpret
and advise on complex employment matters, deciding the appropriate course of
action to minimise risk to the business.
Organisational Development
1. Take the lead on the
people elements of business transformation and change programmes and ensure
that people plans are integral to strategic change.
2. Take a proactive role
form the outset in business development and bidding initiatives so that
people implications are identified and planned for.
3. Ensure performance
improvement is part of the way of working at ABL. Work collaboratively with
other senior managers to enable all teams to perform and deliver consistently
high standards of service and embrace improvement opportunities.
4.
Take the lead on delivering specific organisational
development projects, leading and championing ABLs aim to secure a
reputation as an Employer of Choice.
5. Develop ABLs
reputation as a learning organisation, through innovative skills and
knowledge programmes linked to career and succession planning.
Culture and Values
1. Identify and
implement innovative ways of embedding the core values, ensuring the values
are a thread throughout everything the HR team does.
2. Take forward employee
engagement initiatives, so that the voice of all employees is heard and
informs forward People and Culture strategic plans.
3. Ensure that regular
and varied employee surveys are conducted and that the results are used to
drive improvement in people outcomes, linked to improved employee retention.
4. Work collaboratively
with the Communications team to develop an employer brand for ABL, which
supports the core values, and ensure this is reinforced throughout all
internal communications activity.
Leadership
1. Act as a role model
for all members of the People team, instilling high standards and a sense of
pride in the achievements of ABL.
2. Effectively line
manage team members, including agreeing objectives, holding 1:1s and PDRs and
agreeing personal development plans.
3. Ensure that an
organisation structure is in place which effectively supports the achievement
of current and future business plan objectives through the right mix of job
roles, skills and abilities.
HR Service Delivery
1. Lead on the development and delivery of a
Business Partnering ethos which ensures that team members work in partnership
with managers to provide support and guidance which is targeted to address
specific operational requirements.
2. With a focus on ensuring the business has the
right people resources in the right place at the right time, ensure effective
and proactive recruitment, retention and resource planning initiatives are in
place to meet its business objectives.
3. Identify and implement initiatives to drive People
excellence, including achieving external accreditation such as Investors in
People.
4. Ensure that all People team members work in
support of the core values and do their utmost to provide a flexible and
responsive service.
5. Ensure appropriate and effective systems and
processes are in place to support effective service delivery, including development
of digital systems.
Equality, Diversity and Inclusion
1. Work with senior managers to develop and
deliver an EDI strategic plan which embeds inclusion throughout all people
management and service delivery activities.
2. Ensure that a culture of safeguarding is
embedded throughout the business.
3. Ensure that support and encouragement is in
place for all employees including those with protected characteristics by
empowering them in their personal development and progression.
4. Sponsor and take the lead on employee health
and well-being initiatives.
Learning and Development
1. Put innovative plans
in place to help ABL grow as a learning organisation, by ensuring that
learning and development needs are assessed in accordance with changing
business needs and that effective learning programmes are implemented to meet
those needs.
2. Ensure that risk is
effectively managed through provision of appropriate compulsory training,
including safeguarding and health and safety at work.
3. Oversee
implementation of appraisal and personal development support processes across
the organisation to help all team members reach their full potential so they
can make their best possible contribution.
4. Ensure that person
centred onboarding and induction processes are consistently and effectively
implemented to support employee retention.
General Requirements:
Contribute positively and work in accordance
with ABLs culture, values, aims and objectives
Work diligently to meet the requirements of
this job description
Always seek to continuously improve so that
the highest quality standards are achieved
Participate positively in internal/external
events, meetings and training as required
Positively participate in one to ones and
appraisals
Ensure that
relevant policies, procedures and working practices are adhered to at all
times
Adhere to ABLs safeguarding policies / procedures in addition to
local and national safeguarding policies and promptly act on any concerns
Support equality, diversity and inclusion and respect human rights, by
appropriately challenging discrimination and promoting equality
Comply with Data Protection, GDPR and
confidentiality requirements
Proactively manage health and safety risks,
care for own personal safety and that of others
Act as a positive ambassador for ABL
Positively contribute to ABLs team working
environment, taking ownership of issues and supporting colleagues where
appropriate
Be flexible
and willing to undertake any other duties that may be reasonably be required
