The Centre for Ageing Better has a unique opportunity for a collaborative and innovative individual to join the team as Lincolnshire Partnership Manager. If you are passionate about improving later life in rural and coastal areas and have the skills to lead on and develop effective partnerships and collaborations, we’d like to hear from you.

At the Centre for Ageing Better we want everyone to enjoy later life. We create change in policy and practice informed by evidence and work with partners across England to improve employment, housing, health and communities. We are a charitable foundation, funded by The National Lottery Community Fund, and part of the Government’s What Works Network.

As Lincolnshire Manager you will be in at the start of Ageing Better’s exciting new strategic partnership; helping to shape what works nationally in a rural and coastal area to create better later lives. You will act as key liaison between Ageing Better and our Lincolnshire partners including Lincolnshire County Council and East Lindsey District Council, providing project management across partnership activities, building new relationships and engaging stakeholders. Hosted and co-managed by Lincolnshire County Council, you will ensure our work is informed by evidence and also shaped by the lived experience of people in later life.

The successful candidate will have experience of developing effective partnerships across a range of organisations and be experienced in promoting change at the local level.  You will be someone who can think strategically and identify new opportunities for collaboration and impact. An understanding of the local government and public/voluntary sector context and policy environment is essential.

To apply please send a CV and a covering letter responding in detail to the job description and addressing how you meet the criteria for the role.The closing date is Midday, 15th June 2020, with interviews to take place on 1st of July 2020.  

*This post will normally based at Lincolnshire County Offices, with occasional time elsewhere in the county and in Central London as required.

This is an exciting time to join Cycling UK. Cycling has experienced a boom in the last few months due to Covid-19 and this is likely to continue. Our membership and supporter base has been growing significantly with more people keen for cycling support, insurance and advice.

We are looking for a highly motivated individual to lead our Membership and Supporter Care Team. If you have both outstanding external customer service skills and excellent internal operational expertise, we’d love to hear from you.

This team is the key point of contact and communication with over 68,000 members and supporters. It provides the customer service and administration functions of processing memberships and donations, as well as also carrying out outward facing recruitment, retention and income generation campaigns.

The successful applicant will have strong management experience within a membership, fundraising, contact centre or telesales environment; strive for high levels of customer satisfaction; be confident with handling and manipulating data; have empathy with Cycling UK members and possess excellent digital, verbal and written communication skills.

You’ll also have experience of working on operational processes and systems change projects, as this role will play an integral part in an exciting project to transform our membership structure.

To apply for this permanent full-time post, please complete the application form available on our website directly addressing the Job Description and Person Specification and along with your covering letter email as attachments.

We will be reviewing applications as they come through. The final closing date for is 12.00 noon on Monday 15 June.  Interviews will take place on Friday 19 June either at our offices in Guildford or via video call.

*Please note that currently all staff are working from home but the normal job location will be our head office in Guildford.
 

Our client now urgently requires an HR Data Analyst with expertise in Oracle HRIS functionality for a period of at least 3 months.

As interim HR Data Analyst you will provide key insights and identify trends through the analysis, development and delivery of strategic People Data and management information reporting that will enable strategic, evidence-based decision making.

To be considered you must be available to start a new assignment immediately and will require:

• Proven experience as an HR Systems and Data specialist, ideally with multi-sector experience
• Expertise in Oracle HRIS functionality, to include data extraction, reporting capability, data analysis and interpretation and presentation
• Strong stakeholder management skills and the ability to influence a range of people professionals and key stakeholders across the organisation 
• Strong project management skills

HR Administrator

£22,000 per year

37.5 hours per week

Based in Windsor

We are currently looking to recruit a HR Administrator to join our friendly HR team. With our new Hospice opening later this year in Bray, this is an exciting time to join Thames Hospice as we recruit the additional staff needed to support our expansion plans.

This is a busy role that requires you to manage conflicting administrative priorities, so experience of effectively prioritising your workload is essential alongside high attention to detail and good IT skills, to include databases.

A HR background is not essential as full training will be provided, but you must be able to demonstrate a breadth of administrative skills that will add value to our team.

For an informal discussion about this role, please contact Alison Lindsay, HR Manager.

Closing date: 5pm, Sunday 7 June 2020

Interview date: TBC

This appointment is subject to a Standard Disclosure and Barring Service check.

HR Operations Manager

As their HR Operations Manager, you will lead a small team to manage the end-to-end HR and payroll processes, their people data and reporting.

HR Operations Manager Responsibilities:

Although this is a fixed term role, using your knowledge of what good looks like, you will still have the scope and support to shape the way they work to ensure we are as effective as possible, adding the greatest value to the charity.

As an experienced HR Operations Manager, you will be motivated by results and have the drive for continuous improvement. In return, they can offer the environment for you to be your best and realise your potential.

HR Operations Manager Requirements:

You will need to have HR process and system knowledge and have successfully led and developed a HR operations team. On a personal level, you will need to be inquisitive and comfortable challenging the status quo, a confident problem solver and decision maker, and a self-starter capable of hitting the ground running. This is a truly great opportunity to make your mark and be part of creating something amazing!

About the company:

Our clients mission, simply put, is to change the lives of disabled children and their families. They provide access to the vital equipment they rely on, offer information and support through their team of dedicated healthcare professionals, sponsor pioneering medical research into the causes of birth defects and offer families a voice through their campaigns for change.

They are not like any other charity. All of the stock in their stores is new, donated by retailers, allowing them to create a heaven for bargain hunters and savvy fashionista shoppers who want high street products at discount prices.

What they do and how they do it is unique and being part of the family is very special. Their team members are passionate about what they do and the contribution they make in helping the families they work with.

This is a truly great opportunity to make your mark and be part of creating something amazing!

Location: Cannock, WS11 7GF

Job type: Full Time or Part Time (minimum 25 hours), Fixed Term Contract 12-month Maternity Cover

Salary: circa £35,000 (pro rata for part time)

Benefits: they can offer you the flexibility you need to help you strike the right balance between home and work. In addition to a competitive salary, you will also receive 31 days holiday (including Bank Holidays), health cash plan membership, team member store discount, company sick pay and pension scheme membership…. and of course the satisfaction of knowing that what you do is making a difference!

You may have experience of the following: HR Business Partner, HRBP, HR Manager, Human Resources Manager, HR Consultant, Human Resources Consultant, HR Generalist, Human Resources Generalist,
HR Advisor, Human Resources Advisor, HR Officer, Human Resources Officer, Software As A Service, SAAS, HR Operations Manager, etc.

Ref: 93064

Robertson Bell Finance are working with a leading organisation based in Central London to recruit an Interim HR Advisor on a one-month contract.

My client is in the midst of an extremely busy period as they provide support to keyworkers during the ongoing Covid-19 pandemic. Joining a passionate and highly capable team, The HR Advisor will provide a comprehensive service to the business by acting as the key point of contact for all queries related to People and OD, as well as employee relations.

Reporting into the HR Business Partner, key responsibilities of the Interim HR Advisor include:

* Providing a high level of support to Service Managers, offering clear guidance on all HR and OD queries.
* Improving employee relation guidelines and providing proactive advice to affected managers.
* Acting as the key point of contact for all queries related to your service area.

The successful candidate will need to demonstrate:

* Experience working in a similar role, specialising in People and OD.
* Experience working with Employer Relations.
* The ability to work both autonomously as an individual and part of a team.
* Excellent communication skills.

Candidates will need to be immediately available to start on Monday the 1 st of June or earlier.

Please note, this recruitment process is moving extremely quickly so apply now to avoid missing out on this career enhancing opportunity.

,

Closing date: 28th June 2020 at 11:30pm 

Shelter is looking for an enthusiastic individual with administrative experience gained in an office environment to join us as a HR Assistant and help ensure the smooth running of all aspects of our People Directorate. 

A home is a fundamental human need, as essential as education or healthcare. Yet millions of people across Britain struggle on a daily basis with homelessness, bad housing conditions, soaring rents, discrimination and the threat of eviction. So, we are striving for change — with individuals, in communities, across society – and leading the way to a safe home. We need ambitious, best-in-class individuals who are passionate about our cause to join us at this exciting time. This is your chance to play a part in the fundamental change we are striving to achieve. 

About the role
Our People Directorate provides the strategic lead on people management and organisational development and aims to enable the organisation to have the right culture, capacity and capability to achieve its purpose. As a HR Assistant, you'll help look after the day-to-day needs of the HR Operations team by providing first-class administrative support, being the gatekeeper for all HR enquiries via phone and email and supporting the ethos to work towards a shared services model. You will see queries from across the HR spectrum so experience of working as a HR Assistant or Administrator and good knowledge of HR, recruitment and payroll processes is key. 

You will provide administrative and processing support to the team, including inputting payroll and criminal record checks data, keeping employee files up-to-date and collating and distributing reports. You will also manage team diaries, maintain office systems and ensure the HR database is kept in accordance with GDPR principles. 

Carrying out quarterly internal file integrity audits and monthly file reviews for new starters, making travel arrangements, dealing with invoices and helping to organise meetings are all part of the role. In short, it's an interesting role that's ideal for someone looking to develop their experience working in a busy HR team. 

About you
To succeed, you'll need great admin skills, working as a HR Assistant or Administrator and good knowledge of HR, recruitment and payroll processes. What is for certain is that you have a real interest in the HR field and are keen to learn. Excellent communication and customer service skills, particularly on the telephone, meticulous attention to detail and an ability to manage your own workload effectively are all must haves too. What's more, you'll need a proven ability to use Microsoft Office applications, with any understanding of HR systems/databases an advantage. 

Benefits 
We offer a wide range of benefits, including 30 days of annual leave, enhanced family friendly policies, pension and interest free travel loans. Our employees also have access to a tenancy deposit loan, payroll giving, cycle to work scheme and an employee assistance programme.

Shelter helps millions of people every year struggling with bad housing or homelessness through our advice, support and legal services. And we campaign to make sure that, one day, no one will have to turn to us for help. We’re here so no one has to fight bad housing or homelessness on their own. 

To find out more about the role and the benefits of working for Shelter please visit our website. Apply to be part of our team and be the change you want to see in society.

Safeguarding is everyone’s business. Shelter is committed to protecting the health, wellbeing and human rights of those we support, and enabling them to live free from harm, abuse and neglect. All our staff will be expected to observe professional standards of behaviour and conduct their work in line with our Safeguarding Policies.

At Shelter, we welcome and encourage applications from everyone regardless of age, disability, gender, ethnicity, religion and sexual orientation. We also encourage applications from people, who have been homeless or have been at risk of homelessness. We are facing diverse problems, so need diverse people to tackle them. In addition to this, we encourage an approach to involving people with personal insight of housing issues and homelessness in our recruitment processes.

Shelter does not accept unsolicited CVs from external recruitment agencies nor accept the fees associated with them.

HR Shared Services Transformation Manager

To £660 a day (inside IR35)

Birmingham

• Are you an expereinced HR Shared Services Manager with transformation experience?
• Have you worked within a sizable, matrix environment?
• Have you exposure to payroll?

If so, read on.

A government grant funded organsiation are seeking a HR Shared Services Manager with a 12 month assignment.

Purpose
Primarily this role will lead on a functional transformation within the HR Shared Service and Payroll team, including implementation of a HR case management system, process improvements, and ensuring a best in class HRSS model is fully operational and is valued by the wider business.

Duties

The role holder will manage, lead and develop a team of HR Shared Service Advisors, (8 employees) Payroll Advisors (3 employees).

It is a complex leadership role covering different HR disciplines and the purpose of the role is to ensure collectively HR Shared Services team are delivering efficiently and effectively with the customer in mind, and to continually look to enhance the overall service proposition that the team deliver. They will be required to lead change, coach, develop and educate line managers and employees through HRSS life cycle, providing guidance, motivation, and solutions to ensure the delivery of the overarching HR Operational Team objectives.

Payroll

• Oversee all payroll processes, resourcing administration, and on boarding processes, in line with agreed SLAs.
• Ownership of the HR and payroll module of Oracle
• Leading and devising the payroll strategy, including organizational structure, and flexing the delivery model to keep pace with the growth of the company.

Shared Services Management

• Lead and manage the HR Shared Services team based in Birmingham to ensure consistent application of HR processes, and delivery of HR services within agreed service level agreements (SLAs) and in a customer centric way.

• Develop a team HR and payroll professionals that are detail conscious, ensuring that HR processes are delivered right first time, every time.
• Coach, mentor, train and support the HR Shared Services team in providing 'first-line' advice to line managers and employees in the application of HR policies and procedures.

Operational management

• With support of HRSLT lead any change projects within the department
• Support and develop the roll out of transformation project work such as employee self-service as the organisation moves to the new Oracle ERP system, ensuring managers deliver against their job role and performance objectives through their teams.
• Lead diverse audits internal and externally with NAO GIAA HMRC and audit regulators
• Working alongside the Head of HR Operations, wider HR directorate and the SLT to execute the Central Services strategy and plan which incorporates Employee Relations, Engagement & Wellbeing, Recruitment, Reward and Payroll.
• It is expected that you will actively promote and embed Equality, Diversity and Inclusion (EDI) in all your work and support and comply with all organisational initiatives, policies and procedures on EDI.

Essential criteria

• Leading transformational change projects within HR ideally HRSS/ Payroll within a Shared Services environment
• Knowledge of OD and HR transformation
• Knowledge of HR best practice, employment legislation, policy application and compliance with data protection regulations, combined with experience of practical application in the workplace.
• Knowledge of HR systems and their importance in delivering accurate, reliable data to the business
• Knowledge of payroll managing a gross risk of 100 million for payroll, taking responsibility for all implementation and adherence to the payroll strategy. This will include Governance & Reporting Standards, Risk & Control Framework and Key Performance and Risk Indicators.
• Functional Payroll knowledge
• Knowledge of tax policy, tax legislation and employment regulations as they relate to reporting to HMRC
• Knowledge of Leading HRSS in a SME function
• Knowledge of accounting principles, ability to understand impact of payroll activity on financial statements and effectively partner with Finance.

Would you like £500 in high street vouchers?

Well, if you know any tax, legal, finance, HR or marketing candidates looking to move jobs please refer them to us and if we successfully find them a new job in the next 12 months we will send you £500 in high street vouchers of your choice.

As well as this we are looking to grow the Pro-Recruitment Group family and would be interested in any amazing Recruitment Consultants you think might like to work for us. £500 on offer for any referrals we successfully hire.

The consists of five distinct brands: , , , and .

The People team’s goal is to recruit, develop and retain outstanding people who deliver our important work in improving the lives of vulnerable children and families. The role of the People Coordinator is essential to ensure we have solid foundations in place to achieve this goal. This is a great opportunity for someone who is organised, dynamic and keen to start a career in HR.

You will lead and manage all administration support to ensure the People team are as efficient and effective as possible. You will manage all employee administration; from ensuring all employees have a great induction to collating themes from our exit interviews. You also will be responsible for managing vital processes such as payroll, tracking new starters and leavers.

You will work alongside the People Partners and Head of People to support with key priorities such as recruitment coordination and the organisation of development opportunities, whilst making improvements to our current systems and processes.

The Roman Catholic Diocese of Portsmouth

Head of People Management (Human Resources)

Are you looking for an interesting and challenging opportunity working in the charity sector?

The Roman Catholic Diocese of Portsmouth is seeking to recruit a highly motivated experienced HR professional to be part of the Support and Administration Services Team. 

Creating a culture of engagement, collaboration and team work is an essential part of the job role with around 250 staff on the payroll, 30 staff in the main office and the remainder based in parishes spread across the Diocese in 91 offices. Our Diocese incudes the Channel Islands and the isle of Wight as well as Hampshire, Dorset, Berkshire (except Slough) and South Oxfordshire.

The successful candidate will have a relevant degree/CIPD qualification and substantial HR operational experience at least 5 years in a senior role within a complex organisation.

Excellent written and verbal communication skills are a must have, as well as up to date knowledge of employment law and good employment practice,

The postholder will be supported by an experienced HR administrator and will work closely with other members of the administrative team.

As we are a small management team covering a large area and serving parishes with their distinct communities we need an HR colleague who is flexible and has well-developed interpersonal skills as well as a great sense of humour an sympathetic to the values and ethos of the Catholic church.

Hours of work are 35 hours per week and salary £35,000 - £40,000 per annum depending on experience.

Closing Date: Wednesday 10th June 2020 (1300 hours)

Job Description – Head of People Management (Human Resources)

 

Department/parish:Support and Administration Services

Based at: St Edmund House, Portsmouth, with regular travel to parishes

Days of work:  Full time (35 hours p/w) Monday to Friday 9.00 to 17.00

Line Manager:Chief Operating Officer

Salary:£35,000 to £40,000 per annum

(Depending on relevant skills, experience, knowledge, and qualifications)

About us

The Diocese of Portsmouth comprises 91 parishes across Hampshire, Dorset, Berkshire (except Slough), South Oxfordshire, the Isle of Wight and the Channel Islands. Formed 19th May 1882 by the division of the Diocese of Southwark, the Diocese of Portsmouth has a presence in every community and can offer ministry and mission to all who come to us, working towards the Bishop’s vision of Bringing people closer to Jesus Christ through his church.

The Central Team is small, and all staff are expected to work flexibly as part of a team.

The support for parishes and parish priests is the principal focus of the work of the central department. 

All staff are expected to be sympathetic to the values and ethos of the Catholic church.

Purpose of role:

 

To deliver a professional and efficient Human Resources function for the Diocese of Portsmouth, managing all aspects of the day to day operation of the Human Resources Department through establishing, maintaining and improving excellent people management practices and skills.

To ensure the Charity is compliant with all relevant regulation and legislation and that the Board of Trustees who are accountable for decisions are fully briefed on HR policy and operational matters.

This post is a member of the senior leadership team and is expected to play a full part in the ongoing development of the organisation.

Key Result Areas

 

Workforce Strategy

To work with line managers/parish priests to identify changes to the workforce that will achieve future service needs and for example through changes in ways of working, team structures, reviews and where necessary may include redundancy.

To contribute to the formulation and implementation of the HR Strategy to ensure interdependency between the Diocese of Portsmouth strategic objectives and the local service requirements in Parishes.

Work with line managers/parish priests to ensure that the workforce is used effectively and developed appropriately to meet current and future service needs in support of the Diocese of Portsmouth vision and mission.

To design and implement local interventions to receive and respond to staff feedback, improve internal staff communications and design and implement improvements to staff experience and wellbeing based on the feedback received through, exit questionnaires and other relevant measures.

Work with line managers/parish priests and staff to develop an action plan to improve staff engagement across the Diocese of Portsmouth.

Provide expert change management advice ensuring effective consultation processes are followed in line with the relevant Change Management Policy, employment law and best practice.

Workforce Information

To be familiar with the computerised HR information system and input, retrieve and report information as required.

To oversee the procurement and subsequent management of data input to the Human Resources Information System plus management of system upgrades, service and support requirements as necessary.

To ensure the production of management reports including reports for formal committees of the trust. These may include absence and sickness reporting, provision of information for benefits and insurance renewals or any related management requirement.

To produce the monthly workforce metrics and HR KPI’s, interpret and analyse performance, identifying areas of concern, liaising with line managers/parish priests to implement action plans to improve performance and achieve targets.

Attend senior leader or department/parish meetings and ensure HR Performance is reviewed, working with line managers/parish priests across the full range of HR requirements (e.g. appraisal uptake, mandatory training attendance and attendance at work) to improve target areas identified. 

Professional HR Service -Policy Development

Facilitate coaching and development support for line managers/parish priests to improve their skills in managing staff.

Ensure that on-going review and development of employment policies is undertaken, including researching changes in legislation & case law, national and local HR initiatives and service improvements; consulting with line manager/parish priests and staff in the process as appropriate and ensuring dissemination of the policy within the organisation.

Employee Relations

To act as a specialist resource to line managers/parish priests providing advice on highly complex employee relations issues (e.g. disciplinary, grievance, sickness absence, performance management, appeals and harassment/bullying issues).

To coach and support line managers/parish priests on adopting good HR practice by offering effective HR advice through the interpretation of current employment & case law, best practice and Employment policies.

To work with the Chief Operating Officer to instruct the solicitors on matters requiring legal counsel including the management of Employment Tribunal cases and take the lead on preparing for hearings including supporting line managers/parish priests attending the hearings.

To foster and maintain effective relationships with line managers/parish priests through the use of highly developed and effective communication skills.

Employee Resourcing

To manage the Recruitment process to ensure the provision of a responsive, high quality recruitment service to the organisation.

To ensure the Department produces all contractual and related documentation for newly recruited staff, plus follow up documentation through to confirmation of employment and where appropriate termination of employment

To work with line managers/parish priests and the HR Administrator to identify areas of recruitment and retention difficulties (hotspots) and develop and implement targeted strategies for recruitment.

Employee Pay and Benefits

 

To provide information and support to all staff on employment, benefits, and welfare matters, including advice on compensation and benefit. This includes both directly employed staff and those of contracts protected by TUPE.

To actively participate with the monthly payroll preparation, data inputting and checking to final approval.

Liaise with Finance department payroll and Benefits Providers to ensure accurate application of pensions and benefits.

To process the outcomes of the annual salary reviews and disseminate information to staff.

Employee Learning and Development

To manage a programme of learning and development for staff as agreed with the Senior team and in consultation with parish staff.

This includes ensuring that all new starters attend an induction and that all requests for funding are processed in accordance with the agreed policy.

To develop and deliver, in conjunction with specialist support where applicable, training interventions to improve people management skills amongst line managers/parish priests and compliance with employment policies including facilitation of training days.

To devise and deliver targeted management briefing sessions and workshops on issues such as sickness absence management, harassment, equality and diversity, change management etc. as agreed with the Chief Operating officer.

To be responsible for all aspects of the development and training of HR Team.

Management of the HR Team

To performance manage the casework across the Diocese so that all cases are dealt with in line with the relevant employment policies and improve the quality and standard of investigations, disciplinary, grievance, harassment and bullying processes and management processes to produce an employee relations culture that is fair and felt fair by employees.

To be responsible for ensuring professional standards of HR practice are maintained and developed.

Budget

 

Manage the team budgeting process, liaising with other departments and producing a budget to agreed standards ready for Chief Operating officer and Trustee approval.

Responsible as budget holder for overall HR department budget, actual against budget reporting and participates in budget preparation process.

Terms of Employment

The Terms of Employment are attached at Appendix 1

The Person Specification is attached at Appendix 2

Appendix 1 - Diocese of Portsmouth Terms of Employment 

Information Management

· To accurately update and input data to relevant data systems.

· Ensuring all urgent and/or confidential communications are received and distributed from/to relevant parties in a timely manner and in accordance with Information Governance requirements.

· Inputting, monitoring and checking data, required for finite and ongoing projects within the teams.

· Working with all team members in the collection of information for reporting on relevant projects and cases.

· Running and collating reports including which may include statistical and performance management reports to senior management as required.

· Developing and maintaining effective electronic and paper filing systems, to ensure that information is kept securely and is accessible to other members of the team and in accordance with Information Governance requirements.

 Complaints

· Ensure that any concerns or complaints about the team are recorded, and where immediate resolution is not possible are passed to the relevant party to respond/manage.

 Audit and review

· To participate in regular reviews as required.

 Staff Management

· To adhere to all staff management policies applicable to the Diocese of Portsmouth.

· To provide a supportive environment for staff and colleagues with appropriate levels of performance management in order to ensure objectives are achieved.

· Provide support and mentoring to members of the team encouraging continuous improvement.

· To be responsible for receiving annual appraisal and providing an annual appraisal for any staff you directly manage.

Organisational Vision, Mission, Aims, Culture and Behaviours

· You will be expected to contribute to the development of the culture of the Diocesan team. You will also be required to understand the organisation’s mission, aims and objectives and demonstrate the organisation’s values and behaviours throughout your work.

 Engagement with staff

· The Diocese of Portsmouth is committed to ensuring relevant and appropriate engagement with you to make sure the Diocese of Portsmouth develops in partnership with staff. Opportunities will be provided to hear your views and it is expected that you will engage with this process to make sure that there is active engagement with all our staff.

 Engagement with the public

· The Diocese of Portsmouth wants to make sure it listens to and acts on the view of its local communities and parishes. Where appropriate, you will be expected to follow the principles laid out by the organisation to ensure effective engagement with stakeholders at an early stage in any development project.

 Equality & diversity

· You have a personal responsibility for your own behaviour and for ensuring that you comply with the Equality Act 2010 by eliminating discrimination, advancing equality of opportunity and fostering good relations. This means you must help promote an inclusive environment by treating everyone with dignity and respect; by respecting and responding to the diverse needs of staff, service users and others and; appropriately challenging and/or reporting behaviour that may be considered to be offensive when directed against yourself or others.

 Improving working lives

· The Diocese of Portsmouth is currently working to develop an appropriate health and wellbeing programme. You are expected to participate and support this and other well-being initiatives designed to improve the overall working lives of staff.

 No smoking policy

· You and your visitors are not permitted to smoke on Diocese of Portsmouth premises. You should only smoke during recognised breaks throughout the day, and not at the front of the building. The Diocese of Portsmouth does not allow the smoking of electronic cigarettes in the offices. People will be supported to give up smoking if required.

Alcohol and substance misuse policy

· Diocese of Portsmouth expects all its employees to conduct themselves in a way that ensures that standards of service, image and the reputation of the Diocese are maintained. If you are under the influence of alcohol or drugs/other substances and are unfit to work, you may be subject to disciplinary action in accordance with the Diocese of Portsmouth’s Disciplinary Policy. The Diocese of Portsmouth will assist and support you and your manger if you have an alcohol, drug or substance related problem.

Health, safety & security

· You have a responsibility to follow the Diocese of Portsmouth’s health and safety policy and arrangements which ensure, as far as is reasonably practicable, the health, safety and welfare of staff. This applies to those members of staff that are directly employed by the Diocese of Portsmouth and for whom the Diocese of Portsmouth has legal responsibility.

Safeguarding children and vulnerable adults

· You have a responsibility to safeguard vulnerable adults and children and must be aware of, and comply with, the Diocese of Portsmouth policies for safeguarding adults and children. You should familiarise yourself with these policies and ensure that you access appropriate safeguarding training commensurate to your role.

Rehabilitation of Offenders Act 1974

· This post is subject to an exception order under the provisions of the Rehabilitation of Offenders Act 1974.  This stipulates that all previous convictions, including those that are ‘spent’ must be declared.  Previous convictions will not necessarily preclude an individual from employment within the Diocese of Portsmouth but you must declare this in writing at the appropriate stage during the recruitment process.

 Confidentiality

· The Diocese of Portsmouth requires that you maintain an appropriate standard of confidentiality in the course of your duties. Any disclosures of confidential information (including personal information kept on computer or other media) made unlawfully outside the proper course of duty may be treated as a serious disciplinary offence.

· Additionally, the Diocese of Portsmouth recognises that confidentiality is an obligation not just for all staff but also for third party contractors supplying services to the Diocese of Portsmouth.

 Data Protection Act 1998

· Under the provision of the Data Protection Act, the Diocese of Portsmouth determines that it is your responsibility to ensure that all data, whether computerised or manual, is kept secure at all times.  This includes data relating to clergy, specific casework and colleagues.  Data must not be disclosed to any unauthorised person and must be regarded as strictly confidential at all times

Information Security

· Whether you are permanent, temporary or contracted you are responsible for ensuring that you are aware of the legal and policy requirements of the Diocese of Portsmouth and for ensuring that you comply with these on a day to day basis.  You must abide by the information security policy and associated policies and procedures.

You should report any suspected breaches of this policy to your line manager.

 Sustainability

· The Diocese of Portsmouth is working towards reducing its impact on its environment. You will be expected to support this commitment, make your own contribution to sustainability and ensure that any processes or policies developed to support this approach are delivered.

Mandatory training

· You are required to complete all training specified by the Diocese of Portsmouth. Some of this mandatory training is a legal requirement for the Diocese of Portsmouth, and some is considered essential for the employees. All new staff need to complete their mandatory training in first six months, during their probationary period. Thereafter required training needs to be completed within the first three months of each financial year.

  Review of role

· This job description may change and develop over time, to reflect changing requirements of the Diocese of Portsmouth you will need a high degree of flexibility and resilience. You will have the opportunity to review your job description at your annual appraisal meeting, which aims to reflect on your performance and development over the previous year.

· You will agree, with your line manager, your personal development plan for the year in order to further develop your skills and knowledge required to carry out the responsibilities associated with this role.

 GDPR

· Under the terms of the General Data Protection Regulation (GDPR), the information you provide us with will be held in confidence and used for the purpose of Diocesan recruitment and no other purpose.

Appendix 2 - Person Specification

Head of People Management (Human Resources)

 

Supporting Evidence

In the supporting evidence of your application form, you must demonstrate your experiences by giving specific examples for the criteria within the person specification.

A –   Application Form

I –   Interview

T –   Test

C - Certificate

Criteria

Essential/Desirable/Assessment

Knowledge, Training and Experience

Qualification at degree level as a minimum standard professional qualification in their discipline e.g. CIPD (HR) - Essential A/C

 Masters level in relevant discipline - Desirable A/C

Recent, significant HR management experience, operational and policy development whether in the private, public or voluntary sectors - Essential A/I

Strong recent business acumen and a sound knowledge of good corporate governance, strategic planning, risk and performance management - Essential A/I

Extensive experience of holding senior individuals and teams to account - Essential A/I

Accustomed to being held to a high level of accountability - Essential A/I

Commercially and politically astute in particular area of expertise - Essential A/I

Track record of leading and supporting organisational change - Essential A/I

Experience of building effective and lasting working relationships with a range of internal and external stakeholders - Essential A/I

Good keyboard skills and good use of IT systems and software programmes such as O365 - Essential A/I

Effective team working Minute taking and effective meeting practice - Essential A/I

Communication Skills

Clear communicator with excellent writing, data entry and presentation skills - Essential A/I

Capable of constructing and delivering clear information / instructions - Essential A/I

Equality and Diversity

Understanding of and commitment to equality of opportunity and good working relationships - 

Essential A/I

 

Autonomy

Ability to work under pressure in a busy work environment and able to multi-task - Essential A/I

Able to work on own initiative, organising and prioritising own and others’ workloads to changing and often tight deadlines - Essential A/I

Display excellent organisational ability, integrity and judgment - Essential A/I

To be flexible and to exhibit initiative in resolving problems - Essential A/I

Other

Knowledge of and sympathy with the teachings of the Roman Catholic Church - Essential A/I

Help us create a thriving network of rural community businesses across the UK.

Role: Data Officer
Starting salary: c.£26,000 per annum FTE (c.£15,600 per annum pro rata)
Contract: Permanent
Hours: Part time, 0.6 FTE (21 hpw)
Location: Woodstock, Oxfordshire (flexible working would be considered for the right candidate)

Plunkett is a national organisation and has been the leading expert in rural community business for over 100 years. Community businesses are enterprises that are owned and run democratically by members of the community and others, on behalf of the community. Plunkett Foundation currently works with over 600 community businesses and this number is continually growing. They come in many forms - including shops, pubs, woodlands and anything which lends itself to community ownership. In addition to developing and safeguarding valuable assets and services, community businesses address a range of issues including isolation, loneliness, wellbeing, work and training.

We are pleased to announce the vacancy of Data Officer. This new part time post will be responsible for administering Plunkett Foundation’s data collection management systems and will play a key role in helping to establish the new Plunkett Information Hub being launched in 2020. With previous experience of using CRM systems (such as Salesforce) and a range of data collection methods, the post holder will manage accurate data to support Plunkett’s policy and research outputs.

This varied role will support all Plunkett activities, with opportunities to work across the organisation, to support the whole team with recording and collecting good quality data and information. You will have an opportunity to learn a great deal from the community businesses we work with and help Plunkett to ensure that no community-level insights are missed by administering surveys, feedback forms and monitoring our data processes.

Reporting to the Information Hub Manager, the applicant should be able to articulate how good data processes can support strong and informative reports and research. Taking in to account the current Covid-19 pandemic, Plunkett’s Data Officer will play an important role in providing access to relevant sector data and evidence to support an impact report for Community Businesses which will be produced by Plunkett later this year. Plunkett is committed to collecting and maintaining good, robust data and this new role will be key to achieving this. The Information Hub operations will be supported by a Compliance Manager and the Senior Management Team to make sure that data held complies with GDPR and other relevant legislation. Development training will be offered to the right candidate.

If you are interested in joining Plunkett Foundation, at a time when more and more local services and businesses are coming into community ownership then we look forward to hearing from you.

TO APPLY AND FOR MORE INFORMATION
Please click 'Apply' to be redirected to our HR Partner's website to submit your application.

Plunkett Foundation are committed to equal opportunities and value diversity in our workforce.

Closing date for applications:  9am on Monday 29 June 2020
Interview date: During week commencing 13 July 2020 (likely via video link)

No agencies please.

Registered Charity: 313743

 

Recruiting a Contract Manager to join our Learning Disabilities service in Newham!

£33,627 per annum, 40 hours per week plus 25 days Annual Leave, Pension schemes, Staff discounts, healthcare and more.

Luton Road is a supported living service for adults with learning difficulties in Plaistow, East London. Up to eleven people with a variety of support needs are accommodated in the two buildings, and the service operates a 24-hour rota so that support is available whenever it is needed. The staff team is skilled at working with people who have communication difficulties, as well as those who need support with personal care. The service aims to support customers in being as independent as possible, build skills and maintain skills, this is done by ensuring that customers are listened to along with their circle of support ensuring a multi-disciplinary approach is used to reach outcomes that are meaningful to the customers.

Contract Managers are responsible for the effective management of all contracts within their designated patch, including line managing the relevant front line staff. Leadership and competence development in direct reports is a key responsibility of the role. Post-holders may also carry client group specialism responsibilities, linking in with other Managers and Head of Operations to ensure focussed integration of specialisms across the whole organisation. Contract Managers are responsible for delivering a service for customers that is person centred and having a multi disciplinary approach to ensure support is delivered as effectively as possible. Contract Managers are to strive for excellence so that customers reap the rewards of a service that works efficiently and best meets their needs.

Key Responsibilities:

- Positive role model for stakeholders, striving for a service that has a person centred approach and also uses positive behaviour support
- Drives the team to support customers in reaching their potential through skills teaching, education, finding work placements
- Drive business planning activities within your contract, ensuring relevant and challenging objective setting and ongoing performance tracking, developing turn around action plans as may be necessary
- Using sound financial and accounting principles, manage contract budgets to deliver on corporate and local contract financial targets
- Lead and motivate your team to ensure the championing of and maintenance of a positive local culture within your service
- Work to continuously improve staff competence, ensure ownership of all staff issues and speedy and effective conflict resolution
- Responsible for reporting all staff changes to HR and Payroll departments, as appropriate e.g. starters, leavers, additional hours etc.
- Responsible for maintaining quarterly staff succession plans
- Deliver effective, professional and commercially focused briefings and supervision meetings with staff and ensure that information, reporting & communications flow up/down is effective
- Responsible for managing and allocating customers to support staff (casework management)
- Develop key business relationships with all relevant customers/external parties to ensure service delivery excellence and maximise new business opportunities in own patch
- Plan, organise and prioritise operations within your contract to ensure maximum efficiencies/utilisation of all resources
- Working with your team lead creative and ambitious customer involvement plans across the patch and ensure successful implementation
- Where appropriate to role, carry client group specialism activities, linking in with other Managers and Heads of Operations to ensure focussed integration of specialisms across the whole organisation
- Lead quality visits, using Look Ahead's local indicators to monitor quality/performance, set targets and lead action plans to ensure highly rated services that reflect requirements of local funders and local and national standards
- Responsible for producing and submitting Monthly Management Reports to the Performance team, ensuring that all data gathered on local KPI's are accurate and up to date
- Drive continuous improvement initiatives across contract portfolio ensuring Look Ahead continues to set and achieves sector best practice standards and is held as a benchmark to competitors
- Develop and maintain excellent internal management relationships with all other Look Ahead departments and functions, ensuring sharing of best practice and supporting initiatives to improve organisational performance
- Within your service, ensure competent use of all relevant business IT systems and all company policies and frameworks
- Responsible for managing petty cash for the service in accordance with Look Ahead procedures

For more information or to apply please visit our website.

About us
Crisis is the national charity for homeless people. We know that homelessness is not inevitable. We know that together we can end it.

This is an exciting time to join our team. During the Coronavirus pandemic our bold, collective action has helped thousands of people off the streets in the space of just a few weeks and prevented thousands more people from becoming homeless. The easing of restrictions is a time to build on this and shape a better future for all of us.  To make sure everyone housed temporarily during the outbreak is helped directly into a secure home of their own. To make this the beginning of the end of homelessness.  

About the role
As Fundraiser Manager, you will lead on the development and delivery of our established fundraising strategy and plans in Wales and the South West. You will work closely with colleagues in Swansea and throughout Great Britain to ensure that our ambitious plans are achieved, and that our supporters and funding from a range of streams are integral to our success.

About you
To be successful in this role you will be an experienced fundraiser and networker, with a proven ability to develop and implement a fundraising strategy and plan involving a range of income streams. You will share our passion and commitment to ending homelessness and will put Crisis supporters and members at the heart of our work.

Benefits
As a member of the team you will have access to a wide range of employee benefits including:

• Interest free loans to purchase a train season ticket or a bike or for a deposit to secure a tenancy
• Mandatory pension scheme, with an employer contribution of 8.5%
• 25 days’ annual leave which increases with service to 28 days

Alongside our excellent staff benefits, we will support your on-going development to build your skills, experience and career.

How to apply
If this sound likes the opportunity for you, please visit our website to apply online. For the Supporting Statement section, candidates are required to address points 2, 3, 4 and 11 only. The job description is available on our website by clicking on the red 'Vacancy Details' button.
If you need to request an application in an alternative format, please contact the HR Team, contact details can be found on our website. 

Closing date: Sunday 21 June 2020 (23:59)

Interviews will take place week commencing 29 June 2020.

We value diversity, promote equality and encourage applications from people of all backgrounds. We particularly welcome applications from people with lived experience of homelessness.

For more information about our work and to see our work in action, please visit our website.

Registered Charity Numbers: E&W1082947, SC040094

Overview

If you are looking for an exciting role focused on programme design, delivery and reporting in a fast moving, ambitious organisation, we encourage you to apply for our new vacancy as Monitoring, Evaluation, Accountability and Learning (MEAL) Manager for Street Child Nigeria. At Street Child, we believe that every child deserves the chance to go to school and learn. We have programmes in fourteen countries across sub-Saharan Africa and South Asia, priding ourselves on being willing to go to the world’s toughest places. We have been working in Nigeria since 2017, implementing major humanitarian programmes in the North East in response to the protection and education needs of children affected by the crisis.

We are seeking an experienced MEAL Manager with a substantial background in programme management and/or MEAL experience to lead on the development and implementation of an organisational MEAL system. In addition, the successful candidate will have strong experience in capacity strengthening, data analysis and excellent interpersonal skills to effectively lead on internal and external reporting. If this sounds like you, we encourage you to apply following the steps outlined below.

Key Responsibilities

Programme Design and Management (60%)

• Lead on the development and oversee the roll-out of an organisational MEAL system, ensuring accountability to donors and beneficiaries
• Ensure that MEAL is an integral part of the programme design and implementation leading to enhanced quality, accountability.
• Identifies and introduces new elements (systems, tools, processes) required under the MEAL system and project manages development
• Plan and conduct regular field monitoring and ensuring that reports with clear action plans are included and followed up and decisions are informed.
• Support the capacity development of staff and partners on M&E
• Lead on planning for and roll-out of new research and consultation, identifying stakeholders and the modality for presentation and information sharing

Internal and external reporting (40%)

• Responsible to ensure that the organisation delivers on all internal M&E requirements in a timely manner and with high quality information, including reporting on Street Child global indicators and monthly/quarterly report.
• Provide HQ with regular information and case studies to contribute to the communication, fundraising and advocacy strategies
• Ensures external accountability to donors through the implementation of timely and quality MEAL activities leading to timely and accurate reporting (including clusters’ reporting)
• Ensure that high quality analysis reports to illustrate SC’s impact and assessment findings are produced, including evidence of good practice, and that they are communicated at appropriate events.

Person Specification

Education and Qualifications

Essential

• Educated to Bachelor degree level or higher

Desirable

• Master’s degree in International Development, Human Rights or Statistic

Experience and Knowledge

Essential

• Substantial  work experience in programme management and/or MEAL experience in both emergency and development contexts, preferably with solid experience in more than one of Street Child priority sectors: education, protection, livelihood
• Strong experience in designing, implementing and managing MEAL systems
• Strong experience in data analysis
• Staff management experience, including  of coaching and mentoring
• Experience and abilities in capacity strengthening - developing curricula and facilitating trainings for staff and partners.

Desirable

• Previous experience in North east Nigeria
• Experience in designing, planning and completing researches.

Skills and Abilities

Essential

• Excellent spoken and written English skills. Ability to effectively represent the Agency in a variety of public and private forums.
• Excellent interpersonal, listening and communication skills;
• Ability to positively influence others;
• An energetic team player who can effectively collaborate; 
• Demonstrated ability to work under pressure and tight deadlines.

Desirable

• Ability to speak Hausa

Other

• Position open for national (preferred) and international applicants

Able to travel regularly, sometimes in insecure environments

Benefits

Attractive benefits are included – details available on request. Please note that this role is unaccompanied and not suitable for candidates looking for a family posting.

How to Apply

A completed Application Form should be submitted along with your CV by midnight on Friday 19th June 2020. Please click 'Apply' to access the contact information to submit your application. 

We will review applications as they are received and reserve the right to bring forward the closing date. As this role is based in country, appropriate pre-employment checks will be required as part of our recruitment process in line with our Safeguarding Policy.