Commission for Older People For Northern Ireland (COPNI)

Human Resources Manager

Location UK / Belfast

Job Type Permanent full-time

Salary See description

Updated 4 days ago

Reference 1440572

 Job Description

Excellent opportunity for Human Resources Manager based in Belfast.


Post:  Human Resources Manager

Reports to:  The Chief Executive

Job Purpose

This is a key role, providing Human Resources (HR) activities, services and support to the Commissioner for Older People for Northern Ireland.

The Human Resources Manager will report to the Chief Executive and will be expected to contribute at both a strategic and operational level in order to identify HR priorities and recommend appropriate people management solutions which support COPNI’s aims.

The post holder will provide a comprehensive HR service which ensures that managers and employees are equipped with best practice to carry out the duties of their posts.

The post holder will be expected to provide guidance and support to all staff on the full range of Human Resources activities including policies and procedures, terms and conditions of employment, absence management, restructuring of services, recruitment, retention, performance management, employee relations, employee reward, learning and development and internal communications. 

This is a stand-alone position.

Key Responsibilities

  1. Responsibility for leading and managing the Human Resources function.
  2. Assisting with the formulation of the Human Resources Strategy and assisting and supporting the Chief Executive in implementing the Human Resources Strategy as part of the Corporate Plan.
  3. Assist with the development of the Human Resources processes including monitoring and reporting to the Chief Executive on the achievement against performance targets.
  4. Report regularly to the Chief Executive offering advice and recommendations on human resources and related matters. 
  5. Support the strategic and operational Human Resource activities across the office of the Commissioner for Older People for Northern Ireland applying HR and business knowledge, evidencing appropriate decision-making skills.
  6. Ensure that the Human Resources function fulfils its commitments to the Best Practice framework as set out by the Northern Ireland Civil Service.
  7. Populate and issue contracts of employment, ensuring COPNI meet employment legislative timeframes.
  8. Manage the development and roll out of job evaluation programmes.
  9. Manage complex employee relations processes and procedures throughout COPNI, including recruitment and selection, induction, performance management, absence management, exit interviews, disciplinary and grievance procedures.
  10. Ensure the appropriate procedures, controls and structures are in place for the effective and efficient management of employees.
  11. Managing and maintaining personnel files and other employee information in line with GDPR and data protection guidelines.
  12. Ensure that all Human Resources matters are managed and brought to conclusions in an efficient and proper manner to minimise the potential for grievances, low staff morale and industrial disputes.
  13. Liaise with relevant statutory agencies and external organisations.
  14. Work with internal/external auditors to enable assessment of COPNI compliance with policies and procedures.
  15. Prepare business cases for presentation to the Senior Management Team for advice and consideration, making recommendations to aid decision-making.
  16. Liaise with Legal Counsel on HR issues that require legal interpretations.
  17. Conduct research in relation to HR practice and benchmark the service for the purposes of improvement.
  18. Assist the Chief Executive in building a skilled workforce within COPNI to respond to business need.
  19. Manage and co-ordinate the full cycle of recruitment and selection processes for the office of the Commissioner for Older People for Northern Ireland using relevant sourcing strategies, including writing job descriptions, developing advertisements, preparing recruitment information etc.
  20. Review all job descriptions making recommendations/amendments where appropriate.
  21. Ensure all HR processes and procedures are robust, fit for purpose and comply with legislation, constantly reviewing the relevance, accuracy and application of all these processes and procedures.
  22. Ensure the accuracy and application of all HR policies and practices, creating and implementing processes to ensure 100% accuracy of all HR data and management information.
  23. Develop internal human resources policies and procedures, continuously reviewing and improving the HR policy framework in line with the Policy Register.
  24. Prepare and update the staff E-Handbook in line with legislative changes to policies and procedures. 
  25. Manage COPNI’s compliance with equality and disability legislation, ensuring all equality documents are in order and up-to-date, eg, Disability Action Plan, Equality Scheme, Audit of Inequalities, Annual Progress Report.
  26. Carry out equality monitoring and reporting within specified timeframes as advised by the Equality Commission guidelines.
  27. Prepare reports for submission to various Departmental/Statutory bodies, eg, FET Returns, Quarterly Business Survey, Annual Monitoring Return.
  28. Formulate and deliver a comprehensive induction package for new employees to COPNI.
  29. Carry out employee on-boarding procedures to ensure Payroll is advised of new employee information and HR information system is updated.
  30. Provide new employees with all relevant information in relation to pension choices and to process pension information for payroll.
  31. Manage the procurement of temporary workers through the application of the Temporary Workers Framework.
  32. Monitor and record all absences from work (regardless of reason) on the HR information system (PAMS).
  33. Manage and update the PAMS system to ensure all information is accurate and recorded on time in relation to all HR activity.
  34. Monitor and record daily attendance and investigate and understand causes for staff absences.
  35. Complete exit management procedures to ensure seamless and positive transition for departing staff.
  36. Ensure the processing of the monthly HR payroll documentation is completed on time and all information provided is accurate.
  37. Liaise with the chosen pension provider and offer information and advice for employees.
  38. Facilitate negotiation with relevant Trade Unions, employees, management and relevant stakeholders on operational and employee relation matters providing guidance and solutions in line with COPNI’s strategy.
  39. Prepare on an annual basis COPNI’s Training Plan, with quarterly updates and revisions, for presentation to the Chief Executive.
  40. Conduct an organisational training needs analysis, highlighting outcomes and identifying staff training needs.
  41. Lead the Performance Management Process including creating a plan to manage annual reviews.
  42. Co-ordinate and ensure timely completion of the annual performance evaluation process, with in-year reviews.
  43. Assist COPNI line managers in the supervision and management of staff performance, including identifying and supporting training and development needs for assigned staff.
  44. Co-ordinate and ensure timely completion of personal development plans.
  45. Oversee and manage the training and development budget.
  46. Administration and co-ordination of internal and external training programmes.
  47. Develop and deliver training to all staff on HR related topics.
  48. Demonstrate a high level of personal integrity and maintain professional standards throughout the organisation.
  49. Help foster and promote a good and harmonious working environment and an equality culture where diversity is recognised and respected and everyone is treated with dignity in the workplace.
  50. Keep abreast of current developments, emerging employment legislation and best practice within HR.
  51. To uphold the values of COPNI in terms of its commitment to promoting awareness of the interests of older people and listening to and involving older people in key aspects of the Commissioner’s work.
  52. To participate in COPNI’s performance management process, via completion of an annual Personal Development Plan and Personal Performance Agreement.
  53. Members of staff are expected at all times to provide the appropriate service and to treat those with whom they come into contact in a courteous and respectful manner.
  54. All duties are carried out in compliance with COPNI’s Health and Safety Policy and statutory requirements.
  55. COPNI is an Equal Opportunity Employer. All staff are required to adhere to COPNI’s Equal Opportunities Policy throughout the course of employment.
  56. To ensure the confidence of the public in COPNI, staff must ensure they maintain the highest standards of personal accountability.
  57. All staff are expected to conduct themselves in accordance with Section 75 of the Northern Ireland Act 1998 to promote equality of opportunity between –
  • Persons of different religious belief, political opinion, racial group, age, marital status and sexual orientation
  • Men and women generally
  • Persons with a disability and persons without
  • Persons with dependants and persons without

The above is given as a broad range of duties and is not intended to be a complete description of all tasks. It is important to note that the responsibilities may change to meet the evolving needs of COPNI.

PERSON SPECIFICATION

  • ESSENTIAL QUALIFICATIONS –
  • A third level qualification  (minimum of 2.1 honours degree) in Human Resources or a  Post Graduate Certificate (PGC) in a relevant discipline. 

and

  • Full membership or working towards full membership of a recognised Professional Human Resources Body e.g. CIPD.

ESSENTIAL EXPERIENCE

At least two years’ experience of effectively managing human resources issues in each of the following areas:

  • Taking a leading role in providing advice and support to senior management on recruitment and selection issues. 
  • Can demonstrate experience in managing all aspects of the Recruitment, Selection and Appointment Process.
  • Developing and implementing HR Policies and Procedures. 
  • Providing advice and support to senior management on personal development planning and individual performance management. 
  • Previous experience in the development and roll out of job evaluation programmes.
  • Developing business plans, strategies and business cases.
  • Experience managing training and development programme suitable to organisational needs.

SHORTLISTING CRITERIA

DESIRABLE EXPERIENCE

  • Experience of handling disciplinary and grievance processes in a unionised environment.
  • Knowledge and an understanding of issues affecting older people.

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Closing date: Friday 27th September 2019