Human Resources Strategic Lead

Main Activities:

The main duties and responsibilities associated with the role include the following:

Service Delivery

• Leading and continuously developing a high performing and professional Human Resources function that adds value to the effective operation of the organisation and its service users.
• Overseeing the effective and efficient use of resources to ensure that HR functions and services are high quality and value for money.
• Completing structural reviews and implementing the Human Resources operating model and associated resource allocation to ensure a dynamic response to emerging operational requirements.
• Providing business focussed and innovative Human Resources solutions that effectively prepare the organisation for anticipated changes in policing demand at a local and national level.
• Influencing and shaping the future direction and capability of the organisation through developing, integrating and reporting against progressive people and culture strategies, procedures and supporting systems.
• Chairing organisational committees and participating as an integral member of key governance boards, in actively responding to emerging strategic issues and ensuring workforce governance and accountability.
• Overseeing the high level performance of key Human Resources functions including attraction and talent acquisition; recruitment and retention; employee engagement; equality, diversity and inclusion; reward and recognition; organisational culture; attendance and wellbeing; performance management, employee and industrial relations, strategic workforce planning and Human Resources partnering.
• Championing the organisational commitment to increase the equality representation of the organisation at all levels and within specialist departments in order to be reflective of the community and thus increase confidence in policing.
• Overseeing longer-term scenario planning and driving the implementation of effective resourcing solutions in order to implement an effective Workforce Planning Model that meets current and future organisational demands.
• Delivering on key organisational design programmes and supporting organisational change.
• Implementing initiatives to promote and raise the profile of the Police Service of Northern Ireland as an employer of choice, particularly within under-represented communities.
• Advocating the importance of Human Resources planning and equality screening and ensuring due recognition in corporate decision-making.
• Advising on the handling of serious employee relations matters and sensitive cases; deploying high level professional skills to achieve successful outcomes.
• Acting as the appeal authority in any formal disciplinary sanctions applied to a member of police staff.
• Ensuring effective governance within the Human Resources function and taking accountability for fulfilling all statutory functions.
• Responding to and implementing recommendations arising from audits and inspections of the Human Resources Department carried out by oversight bodies.
• Developing and maintaining highly effective negotiation, consultation and partnership working with Trade Unions and Staff Associations in pursuit of positive shared outcomes.

Stakeholder Engagement

• Liaising closely with the Service Executive Team as a subject matter expert in providing advice, insight, and recommendations regarding the Human Resource strategy.
• Developing and maintaining collaborative working relationships with senior managers to understand their Human Resources requirements and future challenges.
• Engaging actively with representative bodies, trade unions and staff networks and externally with key partners regarding Human Resources matters.
• Reporting to external oversight bodies, such as Northern Ireland Policing Board and Her Majesty’s Inspectorate of Constabulary and Fire and Rescue Services, on Human Resources performance indicators and associated strategic issues.
• Benchmarking with senior external stakeholders and professional bodies to keep abreast of national developments, share best practice and network with those responsible for Human Resources within other organisations.

Budget and Resources

• The Director of Human Resources has responsibility for the management of the overall human resources budget ensuring that all financial targets are met. The role holder has authority to influence spend and must comply with government accounting rules, including the preparation of business cases and driving value for money.
• The Director of Human Resources has full autonomy for ensuring that all resources (human and financial) are appropriately directed to meet operational demand and to achieve departmental objectives and targets.

This Job Description reflects the main duties and responsibilities associated with this position. It is not intended to be exclusive or exhaustive.

Essential

Qualifications,Skills and Experience:

• Degree (or equivalent qualification) in a relevant area or Chartered Membership (or above) of the Chartered Institute of Personnel and Development, and Minimum of three years’ experience in a role with significant people management responsibilities in a complex and challenging, large* organisation.
  ^{(‘Large’ is defined as an organisation with more than 300 employees)}

OR

• Minimum of five years’ experience in a role with significant people management responsibilities in a complex and challenging, large* organisation.

^{(‘Large’ is defined as an organisation with more than 300 employees)}

Evidence of strategy development skills demonstrated through the formulation and delivery of an effective Human Resources strategy.

Experience of leading strategic work programmes that have delivered successful outcomes in terms of organisational efficiencies and/ or improved business performance.

Evidence of professional credibility in responding to and addressing complex and challenging issues that had the potential to impact the performance or reputation of your organisation.

Highly effective communicator with the ability to use influencing skills to successfully negotiate and collaborate with a wide range of internal and external stakeholders.

Proven track record of leading and motivating a diverse team of people professionals to achieve high standards of performance and organisational delivery.

Other:

• IT literate specifically in the use of the Microsoft Office suite (including MS Word, MS PowerPoint, MS Excel and MS Outlook).
• The successful candidate must have access to a form of transport which will enable them to fulfil the responsibilities of the job in full.

Desirable

Experience:

Previous experience of transforming a Human Resources function or relevant organisational service area to improve service delivery.

Short listing will be carried out based on essential criteria. Please note in some instances, for example, where there is a high volume of applicants, desirable criteria may be assessed.

Selection Methodology

The Police Service of Northern Ireland uses the Competency and Values Framework (CVF) which sets out nationally recognised behaviours and values to support all policing professionals. You will be assessed against the values and at the competencies level as indicated below. This will include both past and future focused questions. Further guidance and information about the Competency and Values Framework (CVF) is available here on our website.

Applicants meeting the eligibility criteria and essential qualifications will be required to demonstrate their experience against the following values and competencies:

Presentation and Interview

Values

• Impartiality
• Integrity
• Transparency
• Public service

Competencies – Level 3

• We are emotionally aware
• We analyse critically
• We are collaborative
• We are innovative and open-minded