Job Description

Human Resources/Organisational Development Director

Reporting Line: Chief Executive

Accountable to: Cabinet and the Management Board

Job Purpose

To support the Chief Executive and Management Board in the achievement of the Council’s priorities and in the implementation of the council-wide Transformation Programme.

To advise on all related HR/OD issues and ensure that all people management and organisation change interventions are designed to support the delivery of the Council’s priorities. Specifically, as the Council’s principal adviser on people management, organisational development and change management issues to work with Directors and service specialists to create the strategies and policies to support workforce planning, recruitment and talent management, performance management and development, employee engagement, etc.

Provide leadership, vision and strategic direction to HR and OD services ensuring that they are business orientated, fit-for-purpose and focused on performance improvement for the council.

Make a significant contribution to the development and implementation of the strategic agenda and corporate aims of the council.

Main Activities

  1. Support the implementation of the Council’s priorities and its Transformation Programme (and other change management activities), ensuring that all aspects of any change programme are fully integrated and the necessary culture change is achieved.
  2. Create the HR/OD framework which ensures that key organisational and services goals are achieved and that managers and staff are appropriately skilled to support system and infrastructure change
  3. Work with the Chief Executive, Management Board and Councillors to deliver the necessary organisational change to deliver improved customer services and organisational efficiency through effective OD interventions.
  4. Provide strategic organisational development and people management advice to the Chief Executive, Management Board and councillors to help ensure the achievement of organisational goals and service improvement to the community.
  5. In line with the council’s organisational vision lead the development and introduction of an OD strategy which:
    • Identifies and supports the development of the behaviours, attitudes, culture, leadership styles and organisational capability necessary to achieve optimum performance.
    • Delivers a programme of organisational and cultural change built around customer service excellence.
    • Monitors and continually evaluates impact and achievement against clear targets
    • Promotes the Council as a learning organisation by maintaining the Council’s status as an Investor in People and by other appropriate means.
  6. Personally champion the council’s values and act as an organisational role model providing support and challenge to leadership teams and adopting best practice within the HR service
  7. Develop HR and OD strategies and policy frameworks to help the council deliver value for money and outstanding customer services, creating improved performance through good organisational systems and the provision of timely information and the contribution of an effective, efficient and motivated workforce.
  8. Ensure that equalities and diversity policies and best practice form an integral part of the overall approach
  9. Lead, manage and motivate the work of the HR and OD team in accordance with the Council’s Management Standards, creating business and performance plans to deliver cost-effective, quality HR services which support the delivery of directorate and corporate goals.
  10. Create effective feedback, performance review and knowledge management systems which ensure that the council’s people management services perform well against benchmark data and current best practice.
  11. Personally engage with other HR professionals (public and private sector) to enhance own and others knowledge and experience.
  12. Ensure that all HR and OD staff have up to date professional knowledge and expertise, including a good understanding of best practice and are performing effectively through the creation of development and performance plans.
  13. Provide a strategic lead in establishing a constructive employee relations climate which is business and outcome focused, and in completing the implementation of Single Status.
  14. Work collaboratively with council partners and other local employers to create joint people management and organisation development strategies and services as appropriate
  15. Manage the budget of the HR and OD service which exceeds £3 million

Political Restriction

This post is Politically Restricted in accordance with Section 2 (1)(d) or the Local Government Act 1989.

Date Prepared : 28 June 2010