Director of Human Resources Candidate Information Pack
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It is with great pleasure that I welcome you to consider joining the University of Northampton as the Director of Human Resources. As a key member of our senior leadership team, you will play a pivotal role in shaping the future of our university and the lives of those who study and work within its vibrant community. At the University of Northampton, we take immense pride in our commitment to providing exceptional community of students and staff. As the Chief Operating Officer, I am constantly inspired by the dedication and passion exhibited by our employees, who play a pivotal role in shaping the future of our institution. As we develop our new strategy, the role of Director of Human Resources holds a vital position in ensuring that our colleagues are nurtured, empowered, and supported. Your expertise, leadership, and strategic vision will be instrumental in fostering education and a nurturing environment for our diverse a thriving work culture that values diversity, promotes professional growth and fosters innovation. The University of Northampton is not only a centre for intellectual growth but also a place where creativity and forward-thinking ideas are cultivated. Our commitment to sustainability, social responsibility and impact, and Welcome.
community engagement is deeply ingrained in our values, and we seek a Director of Human Resources who shares these ideals and will contribute to their realisation. As you embark on this exciting opportunity, you will find a dynamic and collaborative work environment that encourages teamwork and recognises the significance of individual contribution. This role offers the chance to shape the University’s future through strategic HR initiatives that enable our talented workforce to thrive and succeed. We are excited to welcome an exceptional individual who possesses the acumen, experience, and passion necessary to lead our HR team and contribute to the University’s overall success. Your dedication to fostering a culture of inclusivity and excellence will undoubtedly make a significant impact on the lives of our students, staff, and the wider community. I encourage you to explore this candidate pack and envision yourself as a crucial component of the University of Northampton’s continued growth and success. Warm regards, Becky Bradshaw, Chief Operating Officer, University of Northampton
Executive summary About us Human resources The role Working at the University of Northampton How to apply
“Only when you
experience a place do you learn how to make it your own.”
About us.
The University of Northampton is one of the youngest universities in the UK, gaining full university status and research degree awaring powers in 2005. Whilst we may be a ‘new’ University, we have made our impact in the Higher Education sector. We are committed to doing things differently; for example, we were the first University in the UK to be named as a Changemaker Campus in 2012 and are dedicated to creating social impact in all that we do. Our overt focus on positive change was spearheaded by our relocation to Northampton town centre with the opening of our Waterside Campus for the 2018/2019 academic year. The impetus of this bold move was to create a
learning experience based on how our students want to learn, rather than how it is expected, whilst also securing the sustainable future of our University. Since 2018, we have embraced our purpose- built state-of-the-art campus, being witness to many day-to-day interactions/experiences of our University community within our new physical estate. Listening and learning from those experiences, has allowed us to identify further opportunities to evolve. Against a backdrop of sustained growth in student numbers, with 2022 marking our current record year, this is an exciting era for the University of Northampton. Our recent achievements can be viewed at northampton.ac.uk/about-us/our-achievements/
Becky Bradshaw, Chief Operating Officer
The Human Resources Team.
Chair of the Board
Vice Chancellor & CEO
Chief Operating Officer
Director of Estates & Campus Services
Associate Director of Governance Compliance & Risk
Director of Marketing & Student Recruitment
Director of Human Resources
Academic Registrar
Chief Information Officer (IT Services)
Director of Global Engagement
Service Administrator
HR Business Partner x4
Head of Staff Development
Payroll & Pensions Manager
Staff Development Assistant Staff Development Trainers x2
2x Senior Payroll Officer
HR Advisors x4
HR Assistants x7
Payroll Administrator x2
Unitemps Payroll Administrator
The role.
to develop people plans to enable their strategic objectives and deliver on their business plan through direction of the HR Business Partners. This involves supporting the HR Business Partner teams to develop a comprehensive overview of the people issues and future capability needs across the organisation, deciding how to deliver these and building sufficient capability and capacity within the HR team to meet these requirements (including tendering for external suppliers as required). • Collaboratively leading the development of an effective employment policy framework that is fit for purpose, responds to changes in employment legislation, as necessary, is communicated effectively and supports the University’s culture and objectives. • Benchmarking practices against appropriate externally recognised standards regularly, and making interventions, as necessary, to ensure that colleagues at UON are managed effectively, fairly, and consistently in line with the University’s values, standards, and statutory responsibilities. • Ensuring the design of attractive total reward packages that complement the expectations and career motivations of current and future colleagues, developing policies and practices which enable the University to attract and retain colleagues needed to support its development. • Working with colleagues and stakeholders to define an exciting new value proposition for staff and on the implementation of reward, recognition and development practices. • Providing inspirational leadership, initiating interventions to bring about positive cultural change – particularly to embed the University’s values at all levels and in all areas. • Leading and developing the HR team, embedding a sense of common purpose and promoting a diverse and inclusive working environment that in turn improves the overall employee experience. • Providing the HR leadership team with a source of expert advice and support, including encouragement to identify and try innovative approaches to deliver improved services and outcomes, informed by professional trends and benchmarking. • Ensuring that the Staff Development Team
builds and develops the ability of individuals and teams to improve people management across the University (including through the PDR process), and deliver the University’s aims and objectives, all the while fostering a culture where a high emphasis is placed on continuous improvement through learning and development, and where colleagues are encouraged to embrace and adapt to change. • Actively contributing to the University Leadership Team and Professional Services Group, chairing or participating in a number of senior committees and presenting regularly at Board level committees on the Professional Service performance and strategic direction. • Meeting regularly with representatives of the recognised trade unions, UCU and UNISON, fulfilling the information, consultation and negotiation requirements of the collective bargaining unit, and promoting positive industrial relations. • Maintaining a thorough awareness of developments within Higher Education and in the specialist areas of people/HR management and development. • Overseeing internal HR reporting, including FOIs, Gender Pay Gap, Equal Pay Audit, Office for Students, UK Visas & Immigration, annual Staff Return to Higher Education Statistics Agency (HESA) and all associated internal and external audits. • Representing the University on employment- related matters such as employment tribunals, the Office for Students, Home Office (UKVI), Universities and Colleges Employers Association (UCEA) and Universities UK (UUK), ensuring all HR policies, procedures, collective agreements, and conditions of service are current, pertinent to the University’s needs, and fully implemented. • Establishing and leading internal networks and working groups across UON to address specific people issues, and lead external networks, for example, regional knowledge exchange networks. • Maintaining and developing a programme of health and wellbeing initiatives to ensure that all colleagues feel safe at work, feel included and have a sense of belonging within the UON community.
Principal duties & responsibilities • Identifying new strategic opportunities and risks that create a need for innovation in operating models, organisational design, use of technology, workforce size, shape and capability. • Evaluating and proposing where new technologies, automation, artificial intelligence (AI) and emergent technology can help the organisation reshape the nature of work, including the design of job roles, work processes and practices. • Developing a HR/People Strategy to enable the institutional strategy, communicating and consulting with stakeholders and balancing improvements in existing services, supporting departments/ directorates and developing future capability. • Working with the Head of Equality & Access to develop underpinning equality, diversity and inclusion, and health and wellbeing plans to deliver the HR/People Strategy and enable the success of the institutional strategy. • Conducting effective business planning and performance monitoring, including reporting regularly against agreed KPIs, developing short, medium- and longer- term plans and monitoring progress against objectives, adjusting plans in response to internal and external factors as required. • Providing expert, high quality professional advice, support and information to all levels of the University on the planning, implementation and achievement of its people management and development objectives, acting as deputy for the Chief Operating Officer at key meetings or for agreed tasks, where appropriate. • Providing effective HR, learning and organisational development support to academic departments and professional services directorates, supporting them
Responsible to
Chief Operating Officer
Overall purpose Reporting in to the Chief Operating Officer and as a member of the University Leadership Team, the Director of HR will provide inspirational leadership to deliver sustainable, long-term transformation, developing and leading a strategic people and organisational development agenda, complimented by innovative approaches to service delivery and design. Operating with credibility, experience and confidence you will take the lead in defining the future of work at the University of Northampton and guide us through a period of profound change and development. You will work collaboratively with the University Leadership team to extend our capacity and capabilities, optimise opportunities for effectiveness and efficiency, drive a unified culture of customer service, and develop a truly inclusive environment that enhances the experience of our students and staff, facilitating the growth of a strong, supportive university community. The role of Director of HR is key to the University’s future performance, growth, differentiation and purpose.
Core people management duties and responsibilities • Regularly review the Human Resources directorate staffing to ensure maximum effectiveness and efficiency is delivered whilst providing high quality leadership and management for all staff in the department. • Lead, develop and empower the Human Resources leadership team, ensuring the delivery of effective and efficient services and fostering an inclusive and high performing culture that promotes wellbeing. • Provide strong strategic and inspirational leadership, management and coordination of service provision, ensuring the management standards and activities expected by the University are delivered to direct line reports and the broader directorate. Generic duties and responsibilities • The post holder will be expected to undertake other responsibilities and tasks as reasonably requested by the Chief Operating Officer • The post holder will be responsible and accountable for ensuring all employment legislative requirements are adhered to including equality and diversity and health and safety issues • The job description may be altered at any time in the future in line with the level of the post to meet changing institutional requirements, but only in full consultation with the post holder
Person specification.
• Experience of building successful relationships with a wide range of internal and external stakeholders and working in partnership collaboratively, internally and externally, to achieve results • Evidence of leadership in a culturally diverse organisation with evidence of significant achievement in promoting inclusivity, diversity and advancing equal opportunities Personal qualities • Highly visible, capable, positive and confident leadership style with ability to exemplify the University’s values and demonstrate integrity in relationships, decision making and actions • Proven ability to work collaboratively with people at all levels, establishing and maintaining relationships with key internal and external stakeholders, and adopting a listening and consultative style to identify shared issues and solutions • Effective team leader, able to role model positive line management behaviours, set relevant objectives, support development and encourage innovation, and promote a diverse and inclusive culture • Strong strategic thinker – outward looking, able to scan for opportunities and challenges, synthesise multiple sources of information and data and then create strong people strategies • A commitment to the mission and values of the University, including a strong commitment to Equality, Diversity & Inclusion • Ability to drive and adapt to organisational change and technological advances in the workplace • Ability to navigate a complex policy and institutional environment with a mix of flexibility, strategic planning and clarity • Exceptional judgement and emotional intelligence, and the intellectual capacity to operate credibly in a forward thinking university environment
Qualifications • Relevant professional qualification or training (e.g. PG Dip HRM, MA Strategic HRM or Organisation Development) and evidence of ongoing professional development • CIPD membership or fellowship, or equivalent professional membership (e.g., CMI) Skills, knowledge and experience • A track record of developing an organisational People/HR Strategy and associated policies and practices which build organisational capability, create and sustain a high-performance culture and demonstrate a clear awareness of key financial drivers • A track record of achievement leading at a senior level, which ideally will have included experience of leading within a public sector, unionised environment on complex management and employee relations issues • Experience of leading a significant programme of organisational transformation which has involved the use of new technology, systems and processes, and which has led to the redefining of work processes/practices and new organisation design • Experience of successfully developing people and culture strategies and of formulating operational plans to achieve corporate goals • A proven track record of being part of a senior leadership team in an organisation of complexity and scale, and successfully leading significant change, people and cultural transformation programmes, whilst leading a large and diverse department. • Demonstrable experience of driving improvements in costs, efficiency and productivity whilst delivering a first class, customer centric, service
Community, bringing together teams from across the University to support, improve and promote the wellbeing and physical and mental health of those living, studying and working here. • We have trained over 130 Mental Health First Aiders to ensure we have a network of staff who have the knowledge and confidence to recognise the signs and symptoms of common mental health issues and can signpost you towards the right support • We have a number of staff networks to support you including New Parents, LGBT+, GEM (Global Ethnic Majority) and Women • Our Employee Assistance Programme which is provided by our Occupational Health partner includes advice and counselling services to offer support through times of difficulty. Work - life balance/smarter working We want you to be able to carry out your work in a way that best supports UON and our students, but also you as an individual. We understand what that looks like will vary between different areas of the University as well as from one person to another. With Smarter Working you can work with increased flexibility, if you would like to, to facilitate greater freedom, autonomy and to better support each of us as individuals. Should you have family/caring responsibilities, we also have a whole package of family-friendly policies that provide for flexible working, maternity, paternity, shared parental and adoption leave, and leave for family emergencies. Environment We have reaffirmed our commitment to combating climate change and have pledged to become net zero carbon by 2030. We have also retained our green accreditation in Investors in the Environment.
Pension scheme The Local Government Pension Scheme (LGPS) is the main scheme for professional services staff and is worked out every scheme year and added to your pension account. The pension added to your account is equal to a 49th of your pay in that year. At the end of every scheme year the value of the pension in your account is adjusted to take into account the cost of living (as currently measured by the Consumer Prices Index (CPI). After you retire your pension will also keep pace with cost of living increases. It also includes immediate life cover and a pension for your husband, wife, civil partner or nominated cohabiting partner and eligible children in the event of your death and, if you ever become seriously ill, and you've paid in for at least 2 years, you could receive immediate ill-health benefits. Health insurance Health insurance is provided for single, individual coverage. There is also the option to purchase cover for a partner and/ or family at your own cost. Career development Since education is part of our core business, we care deeply about career and personal development. You’ll benefit from: • a structured induction programme for new starters, to make you feel welcome and part of our team • an annual performance and development review, to help identify your career aspirations and structure your individual development plan • access to an extensive programme of courses, designed by our in-house Staff Development team, for all career stages • access to LinkedIn Learning – a library of high quality training videos that cover a wide range of subjects. Employee wellbeing At the University of Northampton, we believe in the importance of health and wellbeing and we aim to ensure it underpins the staff and student experience at all stages. With this in mind we have introduced the Waterside Wellbeing
Working at the University of Northampton. Our mission is to transform lives and inspire change. We aim to ensure you have a positive experience of working with us by providing a supportive and caring environment. We also have a unique commitment to social impact which means we support our staff and students to
Generous benefits package
Our job opportunities all include an excellent benefits package that includes many features that are hard to find in the private sector: • Generous annual leave allowance, including Christmas/New Year closure - 35 days plus bank holidays and University closed days • Pension scheme membership to provide benefits for you and your family • Generous sick pay • Employee Assistance Programme with advice line and counselling • Learning and development opportunities; • Cycle to Work Scheme • Long service awards • Staff discounts on a range of products and local services including the ability to purchase a TOTUM student discount card which gives you access to over 350 student discounts.
For a confidential discussion to learn more about the role and opportunity, please contact the University of Northampton’s appointed recruitment partner Sian Gardiner of MRG University People: sian.gardiner@universitypeople.co.uk Applications should consist of a CV and covering letter and should be sent to northampton@universitypeople.co.uk Closing date for applications is Sunday 3rd September 2023. Final Interviews will take place at our Waterside Campus on Monday 2nd October 2023. The University of Northampton is committed to providing a vibrant, ethical and sustainable work, study and living environment that values equality, diversity and inclusion. This commitment, along with our legal and moral obligations, provides an inclusive environment for staff, students and the public who may be affected by our activities. Together @ UON confirms our commitment to equality and inclusion, underpinned by our belief in taking action. We are dedicated to creating an environment that celebrates equality and harnesses the power of diversity. Together @ UON demonstrates our pledge to our staff, students and partners to nurture and develop an environment where equality and inclusion can thrive whilst we Transform Lives and Inspire Change How to apply.
northampton.ac.uk
Working in partnership with
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