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
Made with FlippingBook - Online catalogs