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.
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