JOB SUMMARY

Post Title HR ConsultantJob Family Organisational

SupportPay Range

8 Line Manager to others

No Role profile ref

Service Area Resources – Human Resources & Organisational DevelopmentLine Manager Head of Employee RelationsBase Location Aylesbury

Job Purpose To provide professional and expert HR Advice across all areas of the HR Service Offer assuring

that advice is consistent with relevant legislations and corporate policies, with a focus on excellent customer service

To work in partnership with customers to manage and deliver transformational projects using specialist knowledge and provide high level technical and professional expertise

To promote the services of the ER Advisory and HR Service Desk team to internal colleagues and external customers

Job Context (key outputs of team / role to provide some specific examples of role profile accountabilities) Provide professional expert and business focused advice to customers, highlighting key risk areas

to enable them to make balanced decisions in complex employment matters Manage complex employee relations casework, ensuring quality, consistency, appropriateness

and timeliness of consultancy advice and support with a demonstration of strategic awareness Responsible for leading and managing the effective delivery of a wide variety of transformational

projects working with both internal and external customers and associated partners To support the delivery of projects ensuring that HR processes are followed and specialist HR

advice is provided throughout the project delivery During the project lifecycle to have a key decision making role in project board meetings and

within discussions often challenging senior stakeholders and offering pragmatic, legally compliant alternatives in respect of sensitive and complex issues.

Negotiate with unions on complex matters relating to complex employee relations and/or proposals relating to transformational projects of which they support the project manager

Develop and deliver training and specific tailored employee relations support, ensuring such activities are appropriately costed and invoiced

Work on commercial development projects as and when required to drive forward the services ability to generate income.

Identify issues and trends where HR interventions may be needed proactively raising recommended solutions with HR Business Partner colleagues

Keep an up to date knowledge of all relevant UK Employee legislation and other relevant corporate policies to ensure that all advice provided is within statutory requirements and the principles of best practice

Accurately record, update and maintain comprehensive appropriate records relating to casework and work undertaken in a timely manner and in line with the on-going requirements of the business

Maintain the principles of ‘Customer First’ and focus on exceeding customer expectations to maintain high satisfaction levels

Support HR Advisor colleagues within the team with training and development needs and with enhancing knowledge and skills to improve ‘First Line’ resolutions and deliver an excellent customer experience

Identify opportunities for improving HR policies, processes and toolkits, identify solutions and proactively raise with relevant HR Service and SSC Workforce operations colleagues

Knowledge, Skills and ExperienceRole Profile requirements. Job specific examples.

(if left blank refer to left hand column)Essential Desirable

Substantial relevant practical experience Up to date knowledge of employment law √

JOB SUMMARYof providing advice and guidance on employee relations issues covering the full employee lifecycle

Demonstrable experience of working in a comparable HR Advisory role

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Substantial experience of carrying out the HR lead role in complex change management programmes

Significant demonstrable experience of delivering complex change management programmes including re-organisations, TUPE transfers etc.

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Experience of managing projects with an excellent understanding of project management methodologies, diagnostic tools and systems

Demonstrable track record of delivering projects corporate wide and in other specialist HR areas

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Proven effective influencing, negotiation and communications skills, both verbal and written

Demonstrates evidence of ability to communicate and influence management to understand the level of risk in their decisions.Experience of negotiating with unions and other professional associations.

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Proven ability to apply initiative and strategic awareness to problem solving and decision making.

Demonstrates an ability to use initiative, and making judgement calls to resolve problems.

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Ability to proactively work with senior leadership, directors, members and managers identifying training and support needs and designing tailored solutions

Demonstrates evidence of identifying a customer’s skills gaps / training needs and aligning specific support to meet these

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Experience of using computerised managing systems for logging, tracking and resolving casework and associated systems.

Evidence of using SAP, Supportworks, Clarizen

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Proven initiative and judgement to indentify and resolve problems

Demonstrates an ability to use initiative, and strategic awareness in making judgement calls to resolve problems

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Manage relationships with clients and suppliers – monitor inbound and outbound service levels: resolve operational issues with partners.

Significant evidence of managing relationships with senior managers and officers.

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Promote and deliver continuous improvements in all aspects of the service. Identify additional service requirements or opportunities for innovation to establish new ways of working and recommend innovative solutions.

Experience in supporting change management programs and ability to challenge the design and rationale of the change management program

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Ability to design and deliver bespoke training sessions to colleagues and stakeholders

Presentation skills, IT skills including PowerPoint

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QualificationsRole Profile requirements. Job specific examples.

(if left blank refer to left hand column)Essential Desirable

Degree or equivalent NVQ Level 4 qualification or proven relevant experience

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Chartered Membership of CIPD √Evidence of Continuing Professional Development

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Other RequirementsDecision Making Accountability

JOB SUMMARYBudgets:Is the role directly responsible for managing a budget? (please specify size and type of budget)

No

Is the role responsible for monitoring a budget (monitoring of a delegated budget under management direction)? (please specify size and type of budget)

No

Planning and Decisions:What sort of deadlines does this person work to? Specify short, medium, long term

Short to medium term Planning is based upon the post holder’s role and will fall in line with employee relation casework and

change project timeframes. These can be anything from day to day up to 12-18 month timeframes

Is this post responsible for forward planning? Specify to what extent e.g. 6 months or 3-5 year planning The post holder is responsible for forward planning when it comes to change projects, which will require a

detailed project plan There will be a level of forward planning relating to complex casework

Approximately how many posts are under the role’s reporting line? (including those that are managed directly and indirectly)

None

Which key stakeholders does the post holder have to work with to be successful in their role? Executive Directors Directors Senior Managers Team Leaders School Governors Head teachers Union Representatives Employee Representatives Business Partners HR and OD colleagues Reward and Transactional Colleagues

What are the top 3 key decisions the post holder would be responsible for? Management of own workload, using initiative to solve problems within a broad area of discretion Providing complex HR advice on employee relation and project management matters Developing project plans for sign off by appropriate governing body

What decisions are referred to the line manager? Decisions that fall outside of established process or for which there is no precedent (but at this level the

post-holder is expected to come with a proposed solution) Decisions with budget implications Decisions with financial, reputational or service delivery risks

Contacts:With whom does this post have regular work contact?

Executive Directors Directors Senior Managers Team Leaders School Governors Head teachers Union Representatives Employee Representatives Business Partners HR and OD colleagues Reward and Transactional Colleagues

For what reason? # delete as applicable and supply more informationReceiving or giving information? YGiving professional advice? YNegotiation? Y/N If Yes please give an example:

Negotiation with trade unions on complex employee relation matters and change programmes

JOB SUMMARY Negotiation with leaders/managers relating to complex employee relation matters and change

programmes

Where this is an existing post, please identify the changes to the post since it was last evaluated:

This job summary is a revised version incorporating both the HR Consultant (Employee Relations) and the HR Change Project Consultant.

The job involves travel for business purposes: Often

Organisation Structure (optional)