Head of Human Resources


Job title: Head of Human Resources

Job purpose: To provide a professional and comprehensive HR support to the Association enabling it to attract, retain, and reward the right people for the current and future needs of the organisation. To execute the people strategy to support a high-performance culture that consistently delivers growth and the provision of excellent membership services. 

Reports to: Chief Executive

Directorate: The Human Resources function is responsible for all the areas that deal with needs and activities of the organisations people to include Recruitment, Reward, Development and Training, Performance Management and Appraisal, HR Policy, Employee relations and Organisation Design.  


1.1 Recruitment and resource planning

  • Ensure an effective recruitment, selection and resource planning procedure is in place to support managers and the organisation to attract, recruit and retain the “right” people to meet the organisation needs
  • Provide tools and guidance for line managers in to plan HR needs
  • Work with the CE0 and Senior managers on HR elements of the Business plan.

1.2 Performance and development

  • Develop and promote a performance culture ensuring appropriate appraisal and performance management processes are in place with the necessary training and coaching
  • Encourage and support line management in identifying individual/team development opportunities, building development and training forecasts and budgets as part of the financial planning cycle
  • Facilitate and support the management of performance improvement plans and the potential implications and outcome. 

1.3 Reward and retention

  • Ensure that the reward profile is in line with AOP strategy and remains competitive
  • Build appropriate salary and benefit benchmarking processes to provide accurate analysis to assist in salary and pay decisions
  • Provide tools and guidance to support line management in the pay review process and ensure pay decisions are fair and consistent

1.4 HR Policies and procedures

  • Provide employment advice and strategic guidance by implementing policies and procedures that ensure legal compliance and promote an ethically transparent culture that ensures consistency and fairness of approach.

1.5 Employee relations

  • Promote and enable line management to develop a positive employee relations culture.  Initiate positive organisation-wide employee relations work
  • Lead on and manage the change agenda and all related employee relations issues
  • Improve the effectiveness of internal communication by creating communication strategies to support key business messages
  • Maintain consistent compliance with organisation values and with consultative and statutory requirements in the resolution of complex ER issues
  • Maintain all employee information (including employee database).  Analyse data and advise and support managers to make effective HR decision.

1.6 Strategy and the People Agenda

  • Act as a strategic partner by contributing to the strategic planning process with specific focus on the “People” agenda
  • Identify and articulate the people implications of the business goals and strategy.  Provide thought leadership and develop integrated change plans to delivery change initiatives.  Work with the CE to deliver this agenda
  • Provide HR statistics and reports
  • Lead, manage and develop the HR administrator to ensure capabilities are aligned to meet and exceed the strategic objectives of the business, fulfilling HR responsibilities
  • Plan and develop the annual HR budget. Manage effectively ensuring the expenditure remains within the approved budget.  

2. General responsibilities

  • Be proactive in keeping up to date with developments affecting your work at hand and maintain and improve personal competence through continuous professional development
  • Operate within organisational policies, codes of conduct and practice and working collaboratively with staff across the association
  • Contribute to team meetings and organisational priorities, strategic goals and Performance targets
  • Be flexible and carry out other associated duties as may arise, develop or be assigned within the broad remit of the post.

3. Person Specification

3.1 Experience

  • Extensive experience as a generalist HR professional at a manager level
  • Ability to work with all levels of the business and manage key stakeholder relationships
  • Creating an HR strategy and delivering to it
  • Giving advice to managers on employment policies and procedures
  • Experience in project management and managing change programmes. 

3.2 Skills and abilities

  • Persuasion, negotiation, diplomacy and presentation skills including a clear and friendly telephone manner
  • Writing skills; including evidence of producing reports, policies and internal briefing papers, and ability to write succinct reports on complex areas
  • Ability to troubleshoot difficult situations, and deal with such situations calmly, efficiently and effectively
  • Understanding of the need to maintain confidentiality is all areas of work
  • Ability to produce succinct, clear and conscious documents
  • IT skills at a level that supports report writing, email, internet and database
  • Self-motivated with an ability to work alone and co-operatively and flexibly as part of a team
  • Ability to stay focused and efficient when faced with changing priorities.

3.3 Knowledge

  • Knowledge of employment law and an understanding of contemporary HR theory and practice and its relevance to organisation

3.4 Education/ training

  • CIPD qualified to Chartered Member level
  • Relevant professional qualification in HR e.g. CIPD Member or 3 years additional relevant HR experience.

3.5 Personal attributes and other requirements

  • Confident and adaptable
  • Ability to provide practical HR support to line management in the application of HR policies and procedures
  • Approachable with an engaging and consultative style.

If you are interested in apply for this position, please send a covering letter and CV to janicephillips@aop.org.uk  by the closing date of 10 April 2018.