PurposeReporting to the Chief Executive, provide guidance and support to the Senior Management Team on all HR matters and lead the day to day activities of the Human Resources Team.Key Responsibilities• Responsible for support and advise to Senior Management Team and to oversee support to line managers on all complex, HR related issues including absence management, disciplinary, capability etc • Responsible for the overview of HR Strategy, Pay and Grading, succession planning, training and development• Responsible for ensuring that the Commission has suitable and appropriate HR policies.• Responsible for the management of the HR team.• Information Asset Owner for HR• To develop and manage HR and Training budgets, c.£150k

• HR advice and guidance to managers and staff on HR matters and supporting managers in dealing with performance, attendance and employee relations issues. • Providing HR advice and guidance on employee casework matters. • Overseeing disciplinary and grievance and capability procedures ensuring that all HR documentation / records are in order. • Collating, analysing and reporting HR information to inform and support HR activity. Ensuring that internal and external reporting requirements are met. • Providing up-to-date knowledge of the legal framework within which HR operates and maintaining a clear understanding of equal opportunities issues. • Supporting the development of HR policies in line with current legislation and keeping abreast of modern HR procedures and best practice. • Supporting the development and delivery of initiatives across the HR spectrum, from workforce planning and job evaluation, restructuring, resourcing and reward, employee relations, employee engagement and performance management. • Liaising with third party providers in the provision of services to meet business needs. • Developing and maintaining good relations (informal and formal) with the recognised trade union to assist in constructively resolving HR issues. • Supporting the HR Support Officer with payroll processes to ensure that staff are paid correctly and on time and that the necessary payments, reports and returns are made • Assisting with the delivery of business and corporate plans• Initiating continuous improvement in your own areas of responsibility. • Taking a proactive approach to risk management, ensuring any risks and issues identified are addressed and reported and, where appropriate, escalated. • Managing individuals or teams through line management and/or matrix management arrangements as required, ensuring under performance is managed and adequate resourcing is planned to meet objectives. • Managing delegated resources, to ensure value for money.

NHS Trust employing 8,500 staff at 3 hospitals: New Cross Hospital, West Park Hospital and Cannock Chase Hospital as well as more than 20 community sites and the West Midlands Local Clinical Research Network. Deputy Human Resources Manager (Fixed Term) • Advice. To provide advice to managers in a wide range of employment relations issues including managing conduct, performance, and sickness, the recruitment and selection of staff, equality and diversity, maternity regulations, harassment and bullying, grievance and dispute issues effectively. To act as mediator in cases of dispute. To provide clear, consistent and practical advice that is in line with up-to date and relevant employment law and trust policies and procedures. Covering all staff groups including the medical workforce. • Support. To provide support to management on case investigations, advising panels at hearings, assisting the HR Manager with Employment Tribunal cases and work on policy development and implementation. • Development. To aid the development of increased competence of line managers on day to day HR issues as they arise, to enable them to act confidently and consistently in line with policies and best practice without initial HR guidance. To assist line managers in achieving corporate goals by the most practical and efficient means.

HR Management Advice to Partnered Directorate for an organisation of 220 staff. • Provision of business and solution focussed HR advice and guidance to managers on the full range of HR issues • Identify and promote opportunities to enhance management understanding and implementation of HR policies that include solutions that take account of both business and employee needs in a changing environment.• Manage and oversee the application of discipline, grievance, performance management and recruitment procedures, advising where necessary in line with best practice and civil service codes.• Actively engage with managers within directorates to develop a good understanding of their current and future work priorities and issues in order to identify and provide appropriate advice on matters that are likely to have human resources implications. Engaging, enabling and challenging managers to manage their people effectively.• Monitor and analyse workforce information within Directorates and provide regular reports for senior managers, highlight issues and make recommendations as necessary.• Develop and maintain good relations with the recognised trade unions in accordance with the Recognition Agreement.• Production of Management Information for Board level reporting • HR policy review in consultation with key stakeholders.

HR Advisor for a registered charity with 180 staff covering 5 residential care homes, supported housing, support to people living in their own homes and activities and services in local communities in the Birmingham area. • Advice and support to managers in carrying out investigations, disciplinary and grievance hearings and formal sickness reviews.• Working closely with managers to ensure thorough understanding and implementation of HR policies.• Responsible for continuous improvement of HR systems and HR practices • Maintenance of computerised HR system and provision of HR management information• Recruitment lead ensuring Recruitment Code of Practice was followed.• Advice on TUPE transfers• Assisting HR Director with annual report, health and safety, training, exception reporting for payroll and staff forum work.• Delivering training around specific HR areas.• Promoting equality and diversity as part of the culture of the organisation.

HR advice to Children, Young People and Families Directorate c. 4,000 staff and HR advice to 250 Schools in Warwickshire.• Advice and guidance in response to requests from managers or staff on the interpretation of statutory employment law• Provision of information, advice and guidance in response to requests from managers or staff on interpretation of County Council procedures in relation to disciplinary matters, grievances, ill-health • Advice on redundancy and TUPE transfers• Accompany and / or advise managers at investigatory interviews and disciplinary or grievance hearings up to and including dismissal• Address representations made by trade union or other representatives on behalf of individual employees• Drafting of HR policies, presentation and production of reports on HR issues• Provision of information, advice and guidance in response to requests from managers or staff on interpretation of the regulations and processes governing the Local Government Pensions Scheme or other pension schemes

HR Advisor for 240 HQ and 70 Regional staff in a wide ranging generalist role covering recruitment, ER, payroll and Management Information.• Advice to managers on policy and best practice; Discipline and sick absence casework; Management of grievance investigations; Sick absence investigations.• Management of HR recruitment practices and team of 3 to ensure compliance with Office of Civil Service Commissioners recruitment code and current best practice. • Sick absence monitoring, reporting and casework management.• Management of HR Management information systems including Logica ePayfact payroll , Business Objects reporting tools and PWA Empower.• Management of the performance pay system.• Policy development. Management of pensions for organisation.

Management of payroll function and 2 staff. Reported to Pay and Training Manager. Project managed new pensions scheme implementation and data cleansing; developed techniques for provision of statistical management information and returns to Cabinet Office; Developed computerised methods for carrying out appraisal round and performance related pay.

Budget circa £250k. Achieved Investors in People standard; undertook review of induction system and introduced new systems; developed spreadsheet records for monitoring of training and reporting to Management.