Senior HR Advisor (Schools – HAR-013668)

Job Details

£24.81 (PAYE) per hour

Role Purpose

The Senior HR Advisor (Schools) is responsible for providing an effective, quality, consistent and responsive HR service in order to meet customer needs and deliver the overall objectives of the Council, covering all areas of HR remit, including high-risk and complex HR issues.

The postholder will demonstrate behaviours and competencies to transform the HR service, ensuring it delivers highly effective outcome-focused and proactive support to customers.

The Senior HR Advisor will operate within a fast-paced and dynamic environment, supporting the Council’s people initiatives and programme. They will act independently and proactively to ensure knowledge is kept up to date with the latest policy changes and best practices.

Job Context (Key outputs of team/role)

  • Casework including complex casework, organisational change, and other HR&OD initiatives within the Human Resources remit are successfully concluded within deadlines, KPIs and in line with existing Employee Relations SLA.
  • Sickness absence across the Council is reduced and action plans successfully delivered.
  • Service objectives for the area of responsibility are developed and delivered as agreed with the line manager.
  • Expert employee relations advice and support is provided to customers from start to finish, ensuring the consistent quality of the HR service is maintained and effectively delivered.

Actively explore and champion opportunities for service improvement, developing and delivering effective improvements.

Main Duties / Accountabilities

  1. Actively engage with stakeholders ensuring organisational commitment to the delivery of HR service through the use of effective influencing skills.
  2. Excellent working relationships with managers, stakeholders including Trade Union officials are established, fostered and maintained.
  3. Specialist advice and guidance is provided to managers who are leading the resolution of employee relations issues including innovative solutions in advising managers in handling employee non-compliance and in consultation exercises.
  4. Complex, high profile people-related matters are managed to a satisfactory conclusion.
  5. Support Management Teams and managers in accordance with the Directorates’ strategic and operational requirements, and in line with the agreed protocol for service delivery. These will include: Attending Directorate Management Team meetings, attend and facilitate Departmental Joint Committee (DJC) meetings, comprehensive support on people management case from investigations, hearings, appeals to the drafting of notes and letters. Attending hearings and appeals.
  6. Contribute to the design and delivery of training and development programme to enhance managers skills and capabilities, aligned with the organisation’s strategic objectives.
  7. Ensure accurate and up-to-date HR records and documentation, maintaining confidentiality and data protection compliance.
  8. Collaborate with other HR team members to share knowledge, expertise, and best practices, promoting a collaborative and supportive HR function.
  9. Support the development and implementation of diversity and inclusion initiatives, promoting a diverse and inclusive work environment.
  10. Support change management from organisational design through to the consultation process and implementation of the final change including support for all associated documentation.
  11. Provide meaningful monthly, quarterly and annual KPI’s / metrics (dashboard) data and reports for the DMTs typically relating to case management records, sickness absence levels (short / long term), head count, turnover etc, identifying trends and patterns with proposed improvement action plans to work towards the relevant performance indicators.
  12. Contribute to the maintenance and overview of the implementation and application of the employment policies, procedures, practices across the Council, to ensure both policy and practices are being adhered to in conjunction with all HR KPI’s and reporting mechanisms. Ensure all current casework KPIs are met or exceeded.
  13. Participation and management of the Job Evaluation processes and cover HR mailbox.
  14. Assist in the supervision of junior staff members
Selection Criteria
Knowledge, Skills and Experience
Role requirements Essential Desirable
Demonstrable record of achievement in employee relations, specifically complex casework, TUPE, and strategic and operational human resources projects a  
Experience of successfully managing employee relations issues in a timely and consistent way in a large organisation. a  
Experience of report writing and communicating complex issues to a broad range of audiences. a  
Experience in dealing with a range of complex and contentious matters requiring a consistently high degree of support, persuasion and advocacy and an awareness of major policy objectives, employment legislation and regulations. a  
An exceptional communicator able to operate and empathise with stakeholders and senior managers, influencing and gaining commitment to objectives and deadlines. a  
Excellent planning and organisational skills coupled with a strong focus on the delivery of the objective. a  
Creative and innovative in finding solutions to complex problems. a  
Ability to lead on multiple and wide-ranging programmes and manage competing demands. a  
Knowledge, awareness and understanding of the public sector, including understanding the key drivers for change a  
Able to demonstrate financial acumen and commercial awareness a  
Clear understanding in the current thinking about people leadership, people management and organisational change a  
To have the flexibility to work hours as required for the needs of the role. a  
The above profile is intended to describe the general nature and level of work performed by employees in this role. It is not intended to be a detailed list of all duties and responsibilities which may be required. The potholder is required to undertake other reasonable duties consistent with the grade and level of the post.
Qualifications
Role Requirements. Job specific examples

(if left blank, refer to left-hand column)

 Essential Desirable
Degree and/or CIPD or equivalent professional body qualified or relevant work experience   a  
Evidence of CPD   a  
 
Other Requirements

The job involves travel for business purposes
Management Competencies These competencies are relevant to all roles with responsibility for managing staff.

·         Resident Focus

·         Works in partnership

·         Political understanding

·         Managing Performance and Delivering Results

 ·         Communicating with Impact

·         Financial Grip and Business Focus

·         Data-Driven Decision Making

·         Nurturing Talent and Building Careers

·         Corporate Awareness