Portsmouth, Portsmouth
£35,000 - £40,000 per year
Permanent, Full-time
Job description

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

    

 

 

Posted on: 26 May 2020
Closed date: 10 June 2020
Tags: Christian, Human Resources

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