View Vacancy -- Deputy Head of HR - MLC 2480
Open Date: 11/09/2024, 11:00
Close Date: 06/10/2024, 23:55
Research Institute: MRC Mary Lyon Centre
Location: Harwell Campus, Oxfordshire
Salary: £43,116 - £49,891 per annum, dependent on skills and experience
Contract Type: Permanent
Job Type: Administration & Management
Full Time / Part Time: Full Time
Overall Purpose: To oversee and deliver a professional and proactive HR service to the management team and staff at the Mary Lyon Centre (MLC) at Harwell, and the associated units, the Centre for Macaques (CFM), Research Complex at Harwell (RCaH) and Nucleic Acid Therapy Accelerator (NATA). This will include involvement in organisational matters, people-related issues and casework. It is a hands-on role, providing extensive HR advice and problem solving across the full range of HR-related activities and will involve interactions with staff at all levels.
To support the Head of Human Resources in the application of HR policies and procedures to directors, managers and employees.
Main Duties/Key Responsibilities:
* To provide a professional HR service to the units of the MLC at Harwell, CFM, RCaH and NATA, developing a thorough understanding of local HR needs.
* To actively work at developing strong and positive working relationships with managers and staff and provide a clear role model for the organisation.
* To provide pro-active specialist advice and support, drawing on a sound knowledge of employment law and MRC-UKRI HR policies, demonstrating a flexible, risk-based approach.
* To oversee and manage all daily HR operations, optimising HR processes to enhance service delivery.
* To advise on and ensure compliance with HR best practices and policies.
* To manage employee-relations casework, including investigations, disciplinary actions and grievances.
* To coach managers to maximise team performance.
* To oversee recruitment, onboarding and induction processes.
* To oversee the probation review process.
* To manage the Occupational Health service provision.
* To manage the annual Performance Development Review (PDR) process.
* To work with managers on employee relations and capability issues, and to find appropriate solutions in accordance with best practice, UKRI-MRC policies and the legal framework.
* To undertake investigations into apparent breaches of MRC-UKRI policies or in the event of grievance or claims of bullying and harassment as required.
* To provide coaching and support to managers to enable them to handle problems and resolve matters relating to their management of people.
* To participate in selection interview panels.
* To be the HR lead on redundancy exercises, conducting consultation meetings with staff, supporting redeployment, and conducting compensation calculations and obtaining necessary approvals.
* To make use of management information for insightful reporting and to identify areas needing attention; for example, patterns of sickness absence or high staff turnover.
* To provide robust MI reports and KPIs to Head of Human Resources to enable a business partnering approach.
* To provide advice in specialist areas such as immigration, job evaluation etc.
* To work alongside other HR colleagues across UKRI in the support of new HR policy development and other HR initiatives, representing the interests of the MRC Units at Harwell.
* To deliver on various HR-related actions identified in Staff Surveys.
* To undertake specific projects, as required, within MRC Units at Harwell and the wider UKRI.
* To deputise for the Head of HR as necessary.
Working Relationships:
* The post-holder will report to the Head of HR.
* The post-holder will have direct line responsibility for two HR Officers (Band 5).
Additional Information:
* To deliver a ‘can do’ approach to HR.
* To maintain a level of expertise and competence required for the role, and specifically to remain up to date in employment law, and HR policies and procedures.
* To develop good working relationships with the directors, COO, group leaders and others, such that they can and do have confidence in your advice.
* To commit to continuing professional development.
Person Specification:
Education/Qualifications/Training Required:
Essential:
* CIPD qualified.
* Degree level or demonstrable equivalent workplace experience.
Previous Work Experience Required:
Essential:
* Demonstrable HR workplace experience (3 years plus) operating at HR Manager/HRBP level or above.
* Proven track record as an HR generalist, with extensive experience in providing advice on a whole range of HR issues and delivery of projects.
* Experience in advising on resolving employee-relations issues in a prompt manner to avoid the progression to formal procedures.
* Experience in managing an HR department/service.
* Performance management and coaching skills.
* Proven case management skills and ability to work in a policy-rich organisation.
* Change management experience.
Desirable:
* Previous experience of working in science/academia.
Knowledge and Experience:
Essential:
* Up-to-date knowledge of employment law, and the potential impact for UKRI/MRC.
* Good numeracy skills, and intermediate or higher-level MS Excel user.
* Good problem-solving skills, analytical, risk based, able to balance competing demands.
* Excellent communicator, both verbal and written. Experience in managing working relationships and communicating at all levels, from director level to support staff.
* Presentation skills, to be able to deliver workshops.
* Line manager experience.
* Excellent track record in building and maintaining effective working relationships with managers at all levels.
Personal skills/Behaviours/Qualities:
Essential:
* Very good interpersonal skills; able to handle difficult discussions, but also to remain approachable.
* A hands-on attitude, able and willing to deal with staff at all levels, and to address a wide range of individual problems.
* Practical approach, with the drive to deliver timely solutions.
* Ability to deal with difficult situations.
* Ability to deal with many situations and problems simultaneously, possessing good time-management and organising skills.
* Ability to build effective working relationships with both internal and external customers.
Further Information:
Equality & Diversity: The MRC values the diverse skills and experience of its employees and is committed to achieving equality of treatment for all.
Corporate/Local Responsibilities & Requirements: The post-holder must at all times carry out their responsibilities with due regard to the MRC’s Code of Conduct, Equality and Diversity policy, Health and Safety policy, and Data Protection and Security policy.
The above lists are not exhaustive, and the post-holder is required to undertake such duties as may reasonably be requested within the scope of the post.
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