Interim Head of Human Resources

3 weeks ago

South West, United Kingdom Morgan Hunt Full time

**JOB DESCRIPTION**

**JOB TITLE**: Head of HR

**GRADE**: M5, Point 44

**D**EPARTMENT**: Human Resources

**RESPONSIBLE TO**: Deputy Principal Finance & Resources

**PENSION**: LGPS

**MAIN PURPOSE OF POST**

To lead and manage the Human Resources Department, ensuring:

- a first-class service is delivered that meets the needs of the college
- policies and procedures are appropriate and consistent with the college’s ethos
- systems and processes are effective, efficient and secure
- managers are supported and their skills developed
- strong relationships exist with stakeholders, governors and management
- safeguarding practices are 100% compliant and robust
- staff satisfaction and retention strategies are developed and implemented
- new staff receive an outstanding induction experience
- recruitment activity ensure key positions are filled promptly and appropriately

The role will contribute to the achievement of the college’s Strategic Plan:
**Mission: BCoT** - Building Careers of Tomorrow

Our six transformational objectives are:

- Digital skills embedded at the heart of our courses
- Personal and Professional Development - character, emotional intelligence, resilience and employability skills
- Putting employers and business in the driving seat to set the skills agenda
- Delivery of high-quality T levels with outstanding business engagement and inspirational teaching
- A significant expansion of higher-level provision in Basingstoke
- Leading a low carbon future with the development of the FSC and EV provision

**Our growth areas are**:

- Basingstoke school leavers & 16-18 aged students
- Apprenticeships
- Level 3 Adult Skills Fund
- Learners studying at higher level (level 4 and above)

**MAIN DUTIES AND RESPONSIBILITIES**

1.0 HUMAN RESOURCES FUNCTIONS

To lead and manage the Human Resources Department staff, including recruitment, selection and development of this team and to have overall responsibility for the budgets associated with this Department.

1.1 Strategic and High Level Operational Human Resources Activities

To provide leadership and direction which ensures the college is at the forefront of good HR practice and recognised as an employer of choice, including:

- provision of advice to the Board of Corporation and its Committees, the Senior Management Team and the Staffing Review Group on all HR matters and legislation requirements;
- provision of advice, coaching support and judgment to managers regarding staff disciplinary/capability processes and grievance issues, ensuring managers are competent to fulfil their role in these aspects;
- development of the college’s Human Resources policies, overseeing the development and updating of these, together with the associated procedures and practices;
- production and delivery of an annual Business Plan and quality improvement plan;
- delivery of HR staff development workshops for managers and staff;
- managing ad hoc staffing projects such as reorganisations responding to strategic decisions.

1.2 Human Resources Processes

To be responsible for and manage the development and effective implementation of the full array of HR activities and administrative processes, including:

- the software management information system (Software for People which is due to be replaced during 2023) and all computerised staffing information;
- the accurate and timely production of Human Resources-related management information/statistical returns;
- review/update as necessary contractual arrangements;
- the college Performance & Development Review (appraisal) process;
- long-term and persistent short-term sickness;
- the administration of all parental leave benefits providing advice and guidance as appropriate;
- staff benefits;
- an exit interview system;

1.3 Recruitment, Selection and Appointment Processes

To be responsible for and manage the development and effective implementation of recruitment, selection and appointment processes, including:

- ensuring line managers are supported and are competent to interview and select;
- an effective induction process/system; the college’s probationary procedure;
- the processes for checking all staff qualifications and processing Data and Barring Service (DBS) disclosures
- act as lead DBS counter-signatory;
- employment either by the college or its subsidiary, BCoT Professional Services Limited
- entry into the two pension schemes for new members of staff, liaison with pensions bodies and referral as appropriate for advice and guidance;
- operation of the college staff ID card process.

2.0 EQUALITY & DIVERSITY

2.1 Support EMT in meeting the college’s responsibilities under the Public Sector Equality Duty:

- ensure all HR policies and procedures are compliant under the Equality Act 2010
- contribute to greater staff awareness of the need to advance Equality and Diversity for all, especially within staff development programmes, including induction.

3.0 STAFF SATISFACTION SURVEY

3.1 Assist with the m

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