HR Lead – AR

Carrington Blake Recruitment; Ribble Valley; On-site; GBP 50,000 - 70,000; Full time

Job summary

A leading company in the Ribble Valley is seeking an HR Lead to manage the Departmental HR Team. The role involves overseeing HR processes, supporting management, and leading strategic initiatives. Candidates should have a strong background in HR, excellent communication skills, and the ability to manage complex HR cases. This position offers the opportunity to influence HR strategy and contribute to organizational success.

Qualifications

• Experience of delivering HR strategies in large organizations.
• Knowledge of local government employment terms.

Responsibilities

• Manage Departmental HR Team and lead operational HR processes.
• Support HR leadership team to deliver key priorities.
• Oversee HR service delivery and budgets.

Skills

Communication

Analytical Skills

Leadership

Education

Recognised HR qualification

Relevant degree

Job description

Job Description
Department: Corporate Resources
Job Title HR Lead (Departmental)
Primary Purpose of Job: To manage the Departmental HR Team and lead all operational HR processes/activity. (Portfolios to be assigned)
Reporting To: Head of HR Operations for Corporate Resources HR Lead, Place Hr Lead, Adults & Public Health HR Lead HR Manager Children’s/Schools for Children’s/Schools HR Lead
Direct Staffing Reports: HR Teams

Main Duties
1. Oversight & accountability for all HR work within the respective Departmental HR Service including providing a strategic advisory role to support management and employees in respect of procedures, conditions of service, employment law and government initiatives.

2. Support the wider Senior HR leadership team to deliver its key priorities as outlined in our People Plan, including having an understanding of key corporate initiatives and strategies and taking an active role in supporting these.

3. Case management of complex work, including saving and efficiency/business improvement reviews, supporting complex panels including dismissal, redundancy and escalated grievance appeals with Elected Members/Governors in a lead HR advisory capacity.

4. Leading the HR/OD elements of cross-cutting projects and regional initiatives (e.g. Corporate Programme Board, Social Worker Pledge) actively contributing to project groups.

5. Effective line management and oversight of all casework, taking responsibility for coaching, mentoring and development of respective HR staff.

6. Responsibility for advising on recruitment campaigns and supporting processes where appropriate e.g., Senior/Chief Officer and Head/Deputy Headteacher recruitment.

7. Take responsibility for HR service delivery and/or budgets involving third parties e.g., SLA/Traded Services/PCT/NHS ensuring that a high quality, professional service is delivered which meets customer expectations.

8. Developing and delivering training to Managers around HR strategy and functions, enabling them to effectively manage staffing issues within their services e.g., recruitment/safer recruitment, policy/legislative updates and interpersonal skills training.

9. Attendance at relevant internal and external meetings including HR Management Team meetings (HRMT) and Departmental Leadership Team (DLT)/senior manager meetings, Trade Union meetings, cross departmental and regional/GM meetings.

10. Taking the lead on any departmental Trade Union related queries/concerns, including managing facilities time issues for both funded officials and ad-hoc requests.

11. Undertake regular updates and engagement with relevant TU representatives to maintain good employment relations within the directorate including attending and presenting information at SLJCC/Policy Development Groups/Joint Secretaries/DJCC/JOGS.

12. Working cross departmentally with other services areas/teams leading on matters relating to HR e.g., Legal Services (TUPE, ET cases), Audit, Procurement, Marketing & Events.

13. To lead the provision of advice/guidance in relation to wellbeing, including Occupational Health, health and safety and champion corporate, regional and national wellbeing initiatives.

14. Escalated query resolution from Chief Officers, elected members, Senior Managers, external partners/organisations, Headteachers and Governors, responding to complaints and requests, dealing with escalated issues or policy queries.

15. Leading GM working groups and pilots/new initiatives. Representing Bolton at external local and regional groups, leading local and regional work streams e.g., GM social worker pledge, NWEO schools HR network and local and regional recruitment events.

16. Interpreting/analysing HR Management information and presenting key messages and solutions to stakeholders, implementing bespoke/proactive solutions for service areas.

17. Anticipating workforce issues which could escalate and proactively preparing the service, taking owning across the department.

18. Contributing to policy development; adapting to customer groups, consultation and communication and developing training, communications and support sources bespoke to service areas.

19. Support and deputise for the divisional leadership team including ad hoc resolution of issues and complaints across any area needed.

Person Specification

Skills and Knowledge

1. Knowledge of, and strategic application of, local government terms and conditions of employment. Application / Assessment
2. Ability to communicate effectively, verbally and in writing at all levels of the organisation and with external partners in order to strategically advise, persuade and influence. Application / Interview / Assessment
3. Up to date knowledge of employment law and national/ regional initiatives and the ability to identify the strategic application of these within Bolton Council. Application / Assessment
4. Thorough knowledge, understanding and appreciation of the impact of equality and diversity issues (EDI). Assessment
5. Ability to plan and prioritise own workload and service requirements to respond to constantly changing workload demands. Application form
6. Ability to analyse and interpret data and information using IT to generate strategic solutions including writing reports and delivering briefings to appropriate audiences e.g., DLT/ Joint Secretaries/Service Managers. Interview
7. Lead, manage and develop HR staff to be able to deliver an effective, efficient, professional HR service in line with our People Plan priorities. Interview
8. Ability to effectively present at meetings/conferences and write and deliver relevant training to a variety of audiences. Application / Interview
9. Ability to build and maintain strategic networks and relationships internally and externally across GM. Application / Interview
10. Contribute to service improvements and promotion of corporate initiatives through policy development, project groups and collaborative working across departments. Application / Interview
11. Competencies – Please note the council’s corporate competencies, which are essential for all roles, are below in the Core Competencies section Interview

Experience/Qualifications/Training etc

1. Recognised HR qualification/relevant degree Application / certificates
2. Experience of delivering HR strategies and interventions in a large complex organisation Interview
3. Experience of working with Trade Unions in formal forums. Interview
3. Work Related Circumstances
1. All posts require the job holder to undertake mandatory training for the role and to regularly review their developmental needs in conjunction with their line manager. Development of our employees plays a key role in delivering our services Interview
2. The Council has a framework of Values & Behaviours that guide our behaviour and decision making to help achieve our vision. All employees are expected to be mindful of these when undertaking their work. Interview
3. This post is designated as politically restricted. The holder of a politically restricted post is unable to have any active political role either in or outside the workplace. Politically restricted employees will automatically be disqualified from standing for or holding elected office. This means you are not permitted to stand for office as a local councillor or MP. In addition, you are restricted from canvassing on behalf of a political party or a person who is, or seeks to be, a candidate. You are also restricted from speaking to the public at large or publishing any written or artistic work that could give the impression that you are advocating support for a political party. Interview

If you are interested in this role please do reach out to me via email or telephone!

[e-mail]

020 753 766 07