Deputy Director of Human Resources
Location: Edinburgh Scotland
Description: University of Edinburgh is currently interviewing Deputy Director of Human Resources right now, this job will be placed in Scotland. Detailed specification about this job opportunity kindly see the descriptions. Working closely with the Director, the Deputy Director will play a leading role in the development and implementation of this strategy and take particular responsibility for! employment policy, OD, Equality and Diversity, Resourcing, Reward and Learning and Development. The Deputy Director will lead the University HR Services (UHRS) team and also be expected to deputise for the Director of Human Resources providing critical advice and guidance to the university’s senior management at the highest levels. A qualified HR Professional educated to degree level with a broad generalist background, you will have significant experience of working at a strategic level in HR in large and complex organisations. In addition to your excellent technical HR skills you will also have the interpersonal, communication, influencing, analytical and intellectual abilities to be able to contribute at the highest levels in one of the world’s most successful universities.
To find out more about this exceptional opportunity contact Alan Walter, Head of Executive Search, Eden Scott Executive on 0131 550 1148 , email alan.walter@edenscott.com or visit www.ede! nscott.com/universityofedinburgh to download more information ! about how to apply. Please note that applications must be submitted to Eden Scott Executive and applicants should not apply directly through our Jobs Website. 1. Job Details Job title: Deputy Director of Human Resources School/Support Department: Human Resources Unit (if applicable): University HR Services Line manager: Director of Human Resources 2.
Job Purpose 1. To lead the University HR Services (UHRS) Team in developing and implementing the University’s People Strategies in alignment with the complex and varied needs of Colleges and Support Groups. 2. To position UHRS as a strategic, business-focused professional service, setting and adhering to the highest professional and service standards.
3. To ensure integration across the full spectrum of People Management policy and practice. 4. As a priority, to act as the strategic lead for the development of strategy and policy in relation to general employment policies, Organisation Development, Equality ! and Diversity, Resourcing, Reward and Learning and Development, ensuring that the last three activities are linked to all the University’s current and new employment policies.
5. To provide effective leadership across these areas to support organisational change and strategic priorities across the business. 3. Main Responsibilities 1.
Lead the UHRS Team, ensuring clear integration across all People Management Policy, Resourcing, Organisation (OD), Leadership & Employee Development activities. 2. Lead on the Organisation Development agenda University-wide in conjunction with Heads of HR and the Learning and Development Community. Develop a co-ordinated University-wide plan and ensure that it is monitored and delivered in accordance with agreed timescales and goals.
To ensure that the plan links with institutional planning processes. To continue to develop and enhance underpinning systems and processes, e.g. to measure performance and development ! activity, to enable the University to measure its own performance again! st business plans at University, College and Support Group level. 3.
Lead on Equality and Diversity strategy and policy for the University. In addition, contribute to change programmes and interventions that embed good practice. 4. Initiate, develop and implement people management strategies and policies to support the University’s strategic goals.
5. Provide high level professional and legal advice to senior management, Heads of HR and other key contacts. Deal with complex case work and provide related business-oriented solutions. 6.
Set professional and service standards in consultation with key clients and stakeholders and monitor performance of the UHRS Team against these. Embed a philosophy of continuous improvement in all aspects of the department’s work and hold team members to account for their performance. 7. Responsible for ensuring the effective management and on-going development of the University’s HR business systems to support! the evolving needs of College and Support Groups.
To exercise regular oversight and review of management information (MI) to meet internal and external reporting requirements and provide strategic data to inform business planning processes. 8. Responsible for effective planning and forecasting for UHRS, including overseeing budget management. 9.
Deputise for the Director of HR, both internally and externally. To represent the University in his/her own right at external meetings to inform and influence wider people management strategy in the sector. 10. Act as the Link Partner for the Heads of HR as a group, and where more senior support is needed, ensuring UHRS is addressing the Colleges’ and Support Groups’ needs.
4. Planning and Organising Project management on small, medium and major scale as needed â€" over timescales of up to three years. Co-ordinate the planning and organising of work across all areas to meet objectives set in the Unive! rsity, College and Support Groups Plans, analysing risks, deploying sta! ff and driving to meet deadlines over typically 1 to 2 years. Contribute to plans up to 5 years ahead.
Responding to line management demands over days and weeks and developing and managing the performance of staff over the short, medium and longer term. Responsible for financial and resource management on an annual basis. 5. Problem Solving Complex problems relating to changes in strategy, policy or practice need to be solved by roleholder, in consultation with key stakeholders across functional and organisational boundaries, taking University of Edinburgh culture, employee relations and employment law into account.
Problems relate to both internal strategic requirements and external changes and can be long-term e.g. proposing solutions to meet conflicting business needs, managing changes in the workforce, proposing rapid responsive solutions e.g. the management of industrial disputes and managing sensitive press and media coverage. Problem-solving also in! cludes advising on complex legal cases.
6. Decision Making Shaping decisions on the UHRS strategic priorities; determining parameters of projects for which s/he is directly or indirectly responsible by establishing clear professional leadership and limits. Line management decisions on performance management of team and individual staff, allocation of people and financial resources and work priorities. In the absence of the Director of Human Resources will make decisions for UHRS, other than the very highest level (where the roleholder may advise).
A very significant degree of autonomy is expected in terms of day-to-day decisions. 7. Key Contacts/Relationships Within the University, liaises with a range of colleagues in different functions, up to and including the Principal, Vice Principals, Heads of Colleges and Support Groups. Delivery is through a team of professional and administrative staff.
The devolved organisational context requires a high ! degree of influencing and, for many projects and functions, matrix mana! gement of senior professional and managerial colleagues. Heads of HR and trade union representatives are key contacts. Effective liaison with Heads of other professional services where we are involved in jointly delivering strategic projects, e.g. Institute of Academic Development, Information Services, Edinburgh Research and Innovation.
E&D leadership requires additional influencing and liaison with senior staff in relation to student policy and services. Externally, liaises with the Universities and Colleges Employers’ Association, trade union officials, the Equality Challenge Unit, specialist advisers/service providers and Directors of HR and their deputies at other universities and in other organisations, as well as with relevant organisations outside of HE. Leadership, line management and performance management of staff managed. 8.
Knowledge, Skills and Experience Needed for the Job • Professionally qualified in HR, degree level capability. • Su! bstantial track record in HR which must include significant experience working at a strategic level in HR in a large, complex [ideally] unionised organisation in addition to significant experience of the full spectrum of people management policy and solution development . • Excellent knowledge of employment law, organisational development and operational HR problem-solving skills in a complex environment. • Experience of interpreting highly complex information to provide solutions that embody good practice.
- Significant experience of linking institutional strategy to organisation development. • Significant experience and success in leading, managing and monitoring staff. • Strong influencing, negotiating, networking and interpersonal skills, since much of success of the role is derived through the personal and professional authority of the roleholder rather than through hierarchy. • Highly successful experience of establishing and maintaining rela! tionships at all levels of a complex organisation.
- Strong unde! rstanding and experience of using business systems. • Excellent data analysis, financial and numerical skills, including the use of associated software (eg Excel, Business Objects). • Strong track record of success in delivering change management projects. • Experience of preparing and presenting highly complex written information and presenting information orally for a variety of purposes and audiences.
- Well-developed knowledge of the Higher Education sector and its political and economic context, with particular understanding of HR in HE and other comparable organisations and sectors in the UK and internationally. 9. Dimensions People Management strategy and policies directly affect all 12,000 staff of the University, and E&D strategy and policies have an impact on the University’s student population. Influences HR and E&D strategy and policy in the HE sector, through prominence of UoE and personal influence eg membership of external sector level groups L! ine management of the UHRS teams of around 20 staff; contributes to planning, forecasting and allocation of the UHRS budget of approx £1.1 million.
Job Context and any other relevant information UHRS provides strategic HR leadership and services in the context of a devolved HR function, which means that the jobholder has to operate and influence within a complex matrix of relationships, where the needs and drivers of the Colleges and Support Groups have primacy and solutions have to be found which meet the needs of up to six varying business areas in any case. Employee relations are crit! ical and the building of partnership working is a long term investment;! it can also be affected by external drivers such as national employment disputes which nevertheless impact locally. There is a large and constantly evolving legal context. Application Procedure Applications must be submitted to Eden Scott Executive and applicants should not apply directly through our Jobs Website.
To find out more about the application procedure and submit an application please visit Eden Scott’s Website , or contact Alan Walter, Head of Executive Search at Eden Scott Executive on 0131 550 1148, email alan.walter@edenscott.com. We anticipate interviews will be held on Monday 2nd December and Thursday 5th December. Applicants will be notified by Eden Scott Executive if they have been shortlisted for interview. The closing date is 5pm on Friday 15th November.
Eligibility to Work In accordance with the Immigration, Asylum and Nationality Act 2006 the University of Edinburgh, as an employer, has a legal responsibility to prevent illegal wor! king and therefore must check that all employees are entitled to work in the United Kingdom (UK). To do so, the University of Edinburgh requires to see original documents evidencing right to work in the UK before commencement of employment and this is normally carried out at interview. Details will be provided in any letter of invitation to interview. For further information on eligibility to work please visit our eligibility to work website In the circumstances where the vacancy does not meet the UKBA advertising, salary and/or qualification level criteria for sponsorship the successful applicant must have the existing right to work in the UK.
Conditions of Employment Pension Scheme This role is grade UE10 and therefore the post holder is automatically included in membership of the Universities Superannuation Scheme (USS), subject to the USS membership criteria, unless they indicate that they choose not to join the Scheme. For further information please visit our ! Pensions website . Salary The role is grade UE10 and full-time (35 hour! s each week). Salary is paid monthly by direct transfer to your Bank or Building Society account, normally on the 28th of the month.
Salaries for part-time staff are calculated on the full-time scales, pro-rata to the Standard Working Week. The University reserves the right to vary the candidate information or make no appointment at all. Neither in part, nor in whole does this information form part of any contract between the University and any individual. Human Resources (HR) HR Professional Services contributes towards the advancement of the University’s position as a globally significant University, through our aspirational, exciting and innovative approaches to attracting, developing and rewarding our people.
Working with colleagues as strategic partners we design and implement HR strategies, policies, processes and organisational development initiatives. By executing successful change strategies, we contribute to building a positive culture and supp! ortive working environment and initiate talent management strategies and development opportunities that best support academic and professional services staff in the execution of their roles. http://www.ed.ac.uk/schools-departments/human-resouces The Corporate Service Group (CSG) The University’s Support Groups The University of Edinburgh’s international success and reputation is enhanced by high quality professional and support services that enable and promote world-class learning, discovery and enterprise throughout our large and diverse organisation. We give our professionals who work in the Support Groups the opportunity to be part of a world leading institution while enjoying a stimulating and supportive environment.
Our Support Groups consist of Student and Academic Services Group (SASG), Information Services (IS) and Corporate Services Group (CSG). Collectively, we employ over 3,000 support staff and contribute to, lead and deliver major strategic project! s as well as ensuring the efficient running, maintenance and administra! tion of the University. The Corporate Service Group (CSG) led by Nigel Paul, Vice Principal and Director Corporate Services, provides the operational and business orientated services for the University in support of its educational, research and knowledge transfer goals. Many areas are recognised as leaders in their fields through the awards they have received over recent years.
The Group provides the physical environment, the day to day processes that are vital to the management of the University, as well as professional leadership in matters of compliance and application of good practice. Professional services are provided through teams of expert staff who operate at University, College, School, and Support Group level, providing a business-oriented, client-facing service to the broad university community. The structure of the services reflects the devolved character and culture of the University in order to ensure that the service achieves an appropriate balance! between sustaining the highest professional standards, whilst tailoring the service to meet the diverse needs of different parts of the University. CSG also runs the visitor and business orientated activities of the University.
Corporate Services employs 2000 staff within ten units comprising: Edinburgh Research and Innovation, Accommodation Services, The Centre for Sport and Exercise, Edinburgh University Press, Estates and Buildings, Procurement and Printing, Finance, Health and Safety, Human Resources Services, Internal Audit and Social Responsibility & Sustainability. This CSG Support Group provides an exciting yet challenging array of diverse world-class career opportunities. http://www.ed.ac.uk/schools-department/corporate-services The University of Edinburgh For more than four centuries, our people and their achievements have rewritten history time and again. They’ve explored space, revolutionised surgery, published era-defining books, paved the way for l! ife-saving medical breakthroughs and introduced to the world many inven! tions, discoveries and ideas from penicillin to Dolly the sheep.
We have believed that anything is possible. We still do. The latest Research Assessment Exercise highlighted our place at the forefront of international research. This adds to our international reputation for the quality of our teaching and our student experience excellence.
As a member of staff you will be part of one of the world's leading universities, with 22 Schools spread over 3 Colleges that offer more than 500 undergraduate and 160 postgraduate courses to over 30,000 students each year. Professional services are critical to this success as well as our world-class teaching, research and student facilities. In fact, we are one of the top employers in Edinburgh, with over 11,700 people spread across a wide range of academic and supporting roles. As a world-changing, world-leading university we are an exciting, positive, creative, challenging and rewarding place to work.
We give ! you support, nurture your talent, develop and reward success and integrate academic, professional and personal career goals, as well as give your career the benefit of a great and distinguished reputation. The University of Edinburgh is a charitable body, registered in Scotland, with registration number SC005336.
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This job starts available on: Sun, 03 Nov 2013 13:54:48 GMT