HR Advisor – Estates Programme

Location
Birmingham, West Midlands
Salary
Band D (£27,795- £38,925 per annum)
Posted
10 Jul 2018
Closes
23 Jul 2018
Job Ref
180000E2
Contract Type
Permanent
Working Pattern
Standard
Hours
Full-Time

Grade: Band D Salary: £27,795 to £38,925

Closing Date:  23rd July 2018  

About the Role:  

West Midlands Police is the second-largest force in England; we cover an area with nearly 2.9 million inhabitants, with 10,000+ employees, including almost 7000 Police Officers.    Following the New Ways of Working Modernisation Programme, WMP are embarking upon an Estates Programme within the WMP2020 change programme, focused on delivering a modern and flexible force-wide estate, supporting the delivery of the operational policing model defined by WMP2020.   This is an exciting opportunity for an experienced HR Advisor to join the HR Advice Team within People and Organisational Development (POD). Aligned to the Estates Programme, you will provide HR advice and direction in relation to implementation planning, statutory consultation, the posting of officers and staff, shift changes and flexible working.   You will be expected to:

  • Provide a HR advice and support response to line mangers on all employee related matters.
  • Work with the Project Managers and Business Partners to support solutions for the business and specific challenges.
  • Support the delivery of a wide reaching people function, working with colleagues across the People and OD directorate.
  • Engage with Line Managers to encourage a proactive approach to people management and practices that builds a culture in line with the Forces vision and values.
  • To provide managers with the understanding and tools to effectively manage and develop best practice in the management of staff and their wellbeing.
  • Ensure HR matters are handled fairly and consistently in line with legal requirements and the Forces vision and values.

Applicants should be CIPD qualified and it is essential that you have proven experience of delivering operational HR support and change management in a busy multi-site environment.   To be a success in this role you will need a positive attitude, be able to build effective business partnerships within the operational business and be prepared to work as part of team in support of your colleagues.  

Specific Role Purpose: 

  • Work with Project Managers to identify, measure and plan all HR change activities/ interventions
  • Identify, highlight, mitigate, manage and escalate where necessary, HR risks as appropriate 
  • Supporting where necessary and coaching the change SME/SRO/Line Managers through the HR change activities/requirements
  • Drive a strong culture of engagement and positive employee relations across police staff and police officer groups by working closely with a number of key stakeholders including various internal departments, Trade Unions/Federation/Staff Associations and senior leaders across the Force
  • Support management by providing solutions to the different employee relations challenges

Key Responsibilities:  

Change Management:

  • To provide support to the implementation of force change initiatives as directed by the Project Managers
  • Supporting and ensuring the timely completion of formal consultation activity
  • Influence and challenge thinking when developing options for proposals and related HR activities across a range of areas with the SRO/Project Manager 
  • Ensuring project leads are aware of and address any adverse impact through EQIA processes 
  • Deliver key HR initiatives in relation to the change project successfully, within budget and within timescales

Attendance Management:

  • To support and upskill Line Managers on all aspects of Attendance Management
  • To monitor and report on line manager compliance of the Force Attendance Management Strategy/Policy.
  • Develop attendance plans in conjunction with Occupational Health
  • To work with colleagues across the Health, Safety and Well-Being function to provide a multidisciplinary approach to attendance management.
  • To report on trends, areas for organisational concern, best practice and learning.

Performance Management:

  • To support and upskill Line Managers on all aspects of Performance Management.
  • To monitor and report on line manager compliance of the Force Performance Management strategy / Policy.
  • To work with colleagues across the People and Organisation Development function and Professional Standards to support and improve performance management and behaviours.
  • To report on trends, areas for organisational concern, best practice and learning.

Discipline and Case Management

  • To support PSD with advice on discipline cases
  • To report on trends, areas for organisational concern, best practice and learning.

Grievance/Resolution Management:

  • To support and upskill Line Managers on all aspects of Grievance/Resolution Management.
  • To monitor and report on line manager compliance of the Force Grievance / Resolution strategy / Policy.
  • To report on trends, areas for organisational concern, best practice and learning.

Employment Tribunal Management:

  • To provide support to the Service Lead in responding to Employment Tribunal cases.

Other Key Responsibilities:

  • To case manage applications for Ill Health Retirements, Injury Awards and Deferred Pensions. To implement and interpret regulations and pensions policy in relation to these cases.
  • To make recommendations to the Service Lead on cases for Police Staff exits.
  • Provide advice and support pf flexible working applications, to provide advice to appeal panels when required.
  • Challenge and actively contribute to policy and process in relation to service, develop and review policy and process where appropriate.
  • Manage staff relationships, promptly respond to queries and manage expectations.
  • To provide support to force projects as directed by the Service Lead/Business Partners. 
  • Actively participate in multidisciplinary case management reviews.
  • Monitor and maintain equipment as appropriate.
  • To undertake any other duties commensurate with the role and pay band.

  The post holder is responsible for his/her own self development on a continuous basis and for developing and maintaining a substantial up to date knowledge of their specialist area and as such will be expected to undertake suitable development and training. To enhance own performance, working constructively with the line manager to identify personal strengths and agreeing action in relation to development needs.  

Knowledge & Experience:  

Essential:

  • Professionally qualified with a proven track record of knowledge - CIPD Qualified (Part or Full) studying. Graduate or Equivalent
  • Detailed understanding or Employment Law and Police, Pension and Injury Regulations and application of relevant legislation.
  • Experience of case management.
  • Excellent administrative skills including planning and prioritisation.
  • Extensive generalist HR experience working within a HR environment.

Skills:  

Essential:

  • Creative thinker with the ability to see the bigger picture. Able to understand the strategic aims and objectives of the organisation
  • Ability to mentor and coach line managers
  • Excellent influencing and negotiation skills to deliver results at all levels
  • Achieves outcomes for customers, is customer and results focused
  • Strives for continuous improvement
  • Is innovative and delivers change
  • Ability to communicate at all levels both verbal and written with excellent interpersonal skills
  • Team orientated with the ability to work independently and as part of a wider team, flexible and practically minded in supporting all colleagues across the function.
  • Confidence to work across all areas of the organisation

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