1922 - Director of People

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Posted: 30/05/2019 09:30
Start Date: Not Available
Salary: £46,440 - £51,600
Location: Midland Railway Building
Level: Senior management
Deadline: 27/06/2019 12:00
Hours: 37.00
Benefits: Company Pension Scheme, Flexi-time working, Employee Assistance Programme & Travel Loan
Job Type: Established [A]

An exciting opportunity has arisen with National Museums Liverpool (NML) to be Director of People. 

Strong candidates will demonstrate an ability to successfully drive change, positively impact culture and further develop and embed a People Strategy that will support the achievement of NMLs strategic objectives up to 2030. 

A primary focus in 2019/20 will be the continuation of a HR transformation project, which has seen the recent implementation of a HR Business Partnering model and the start of a review of processes and systems.  Alongside this will be the implementation and completion of a pay and grading review, to review all existing terms and conditions of employment.

To deliver these work programmes and fulfil NMLs ambitions, you must have strong influencing and negotiating skills, be solution focused, have the ability to demonstrate you have successfully managed and delivered multiple HR projects, have knowledge and experience of pay and grading negotiations, as well as being able to demonstrate you are a credible and respected HR leader with a clear vision of what a highly effective, agile and customer focused HR service looks like.

National Museums Liverpool may withdraw a vacancy prior to the closing date subject to the number of applications received.

Purpose of the role

  • Responsible for leading and managing HR for NML, including financial control for all related budgets.
  • Develop and maintain a robust People Strategy and associated work programmes to build a capable, engaged and effective workforce to deliver NMLs strategic plan. 
  • Lead, motivate and develop the HR team to ensure an effective, efficient and agile HR Business Partnering provision.
  • Ensure HR employment policies and procedures are fit for purpose, and are implemented across NML fairly and consistently.
  • Contribute to the strategic development of the organisation leading on or collaborating on projects that positively impact the culture of NML internally and the reputation of NML externally. 

Main duties

  • Proactively lead the HR Team, providing expert advice and a valued added HR Business Partnering service to all stakeholders to deliver improved business performance and to increase efficiency and productivity.
  • Develop, embed and regularly review the People Strategy to ensure it remains aligned to delivering strategic objectives.
  • Develop, embed and regularly review the HR team plan, ensuring the HR team continue to contribute to fulfilling the strategic aims of the organisation. 
  • Implement and complete a pay and grading review, reviewing all terms and conditions for NML and implementing a new agreed pay structure. 
  • Ensure pay and conditions remain aligned to the organisation, working closely with the Director of Finance.
  • Work effectively with the Leadership Team and Senior Management Team to ensure the strategic aims and objectives of NML are achieved.
  • Lead on HR organisational wide projects and provide expert advise in complex/ high risk people related cases.
  • Ensure the production and analysis of people data and performance management information for NML and the HR team to inform strategy, operations and for reporting purposes. 
  • Lead on engagement of NMLs recognised Trade Unions (PCS and Prospect), fostering positive and strong relationships to support information sharing, consultation and negotiation.    
  • Analyse and implement organisational development relating to change, culture and behaviours, leadership and talent management, and learning and development. 
  • Ensure policies, processes and systems remain fit for purpose and are being maximised to deliver what is required.  Monitor external environment and encourage best practice models to be adopted across HR and the organisation.
  • Ensure that managers understand and comply with relevant policies and employment legislation and good practice to minimise the risk of claims against NML.
  • Ensure HR are involved in significant decision making across the organisation, commenting on people, culture and outlining opportunities, implications and risks.
  • Develop and embed evidence-based practice within the HR team.
  • Ensure advice and guidance on complex HR issues takes into account employee relations and legislation framework.
  • Oversee organisational design and change programmes across the organisation.
  • Responsible for legislative obligations and compliance within designated area of responsibility, including Gender Equality Pay Gap reporting, and Equality Act, ensuring all internal and external reporting is completed to deadlines.   
  • Participate in external networking opportunities to enhance sector knowledge and to share best practice with / from other institutions. 

General duties

  • Adhere to the standards expected of all public services as defined by the HM Treasury publication “Managing Public Money”. Those standards are honesty, impartiality, accountability, openness, accuracy, reliability, transparency, objectivity, integrity and fairness. These standards should be carried out in the spirit of, as well as the letter of, the law; in the public interest; to high ethical standards and achieving value for money.
  • Contribute to the management, discussion and communication of risk as appropriate to your role.  Ensure you follow, adhere to and implement (where appropriate) effective controls for policies, processes and systems within your department, directorate and for the organisation. 
  • Assist with the supervision of volunteers and work placement students, undertaking periodic appraisal and facilitating their training in association with IS staff and NML’s HR team.
  • Develop NML’s commitment to Equality and Diversity and promote non-discriminatory practices in all aspects of work undertaken.
  • Manage National Museum Liverpool’s Health and Safety Policies and Procedures, National Museums Liverpool’s access and Safeguarding policy as well as other appropriate practices and guidelines.
  • Take responsibility for personally participating in the Performance Development & Review process (PDR).
  • Undertake additional duties, as required, from time to time.
  • Undertake training and development courses and programmes, as required.
  • Show the highest integrity and confidentiality in the pursuance of these duties.

The details contained in this job description reflect the content of this job at the date of being prepared.  It is however possible that over time the nature of the job will change.  Consequently NML may revise this job description from time to time and will consult with the post holder at the appropriate time.

 

Essential

Desirable

Qualifications

MCIPD, or equivalent educational achievement (Level 7)

 

E

 

Experience

Extensive relevant HR experience gained in a complex organisation with multiple stakeholders

Extensive experience of leading a HR Team, and developing and implementing a HR vision to achieve strategic aims.

Proven and successful experience in influencing senior management into the adoption of people management strategies.

Experience of developing and applying HR information that is able to effectively inform organisational decision making.

Experience working with and influencing people from all levels of an organisation, as well as internal/external stakeholders.

Experience of applying a Business Partnering approach to create people solutions, and positively influencing organisational design and culture.

Experience of overseeing Pay arrangements, undertaking a pay and grading review and negotiating revised Terms and Conditions.

Experience of working within a museum, arts or cultural environment.

 

 E

 

E

 

E

 

E

E

 

E

 

 

 

 

 

 

 

 

 

 

 

 

D

 

Knowledge, skills and abilities

Detailed understanding of the HR function, with knowledge of multiple human resource disciplines which may include: employee engagement and wellbeing, union relations, diversity, performance management, application of employment law, learning and development, and reward.

Knowledge of current thinking in Human Resources issues and trends and evidence of Continuing Professional Development

Up to date knowledge of trends and changes in policy affecting the museum sector

Able to communicate challenges and influence a variety of stakeholders effectively. Ability to present sound and well-reasoned arguments to convince others. Able to draw from a range of strategies to persuade people in a way that results in agreement or behaviour change

Able to understand and appreciate different and opposing perspectives on an issue, to adapt an approach as the requirements of a situation change, and to change or easily accept changes within the organisation or job requirements

Able to simplify complex problems, processes or projects into component parts, explore and evaluate them systematically.

Able to transform proposals/ideas into practical reality

Role model NML values and behaviours.

 

E

 

 

E

 

 

 E

 

 

E

 

E

 

E

E

 

 

 

 

 

 

 

 D

 

 

 

 

 

 



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