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View more categories View less categories Sector Public Sector Role Manager Contract Type Permanent Hours Full Time
Key information
Salary: £89,041 per annum (Pay Award Pending)
Grade:
Contract type: Fixed Term, Secondment
Reference: HRPLJF
Contract details: 18 months
Application closing date: Tue, 01/04/2025 - 23:59
HR Project Lead, Job Families
Corporate Resources and Business Improvement
The Corporate Resources and Business Improvement directorate is led by Executive Director, Dianne Tranmer. It's responsible for: People Function, Facilities Management, Digital Experience Unit, Technology Group, Information Governance, Executive Support Team and leadership of all our shared services across the GLA Group.
About the team
The People Function is responsible for the development and oversight of the people strategy, building on the identified people priorities. The team consists of, Capability & Learning, Employee Relations, Equality, Diversity, Inclusion and Culture, HR Business Partnering, Performance and Governance, Reward, Talent and Leadership, and Strategic Resourcing. The team works closely with the colleagues in TfL who deliver routine transactional HR processes.
About the role
This role is the overall HR lead on a large-scale organisational change programme, which is focused on implementing a 'Job Families' framework. This includes the development of professional families and clusters and a comprehensive review of the approach to pay and reward, to ensure equity, fairness and transparency.
Skills, knowledge and experience
To be considered for the role you must meet the following essential criteria:
1. Member of the Chartered Institute of Personnel and Development (CIPD) or able to demonstrate an equivalent level of knowledge gained through extensive and high-level strategic experience within HR.
2. A successful track record of leading a HR function and leadership of large scale organisational change programmes, in comparable high profile and complex organisations.
3. Able to operate in a political environment and quickly gain credibility with senior stakeholders, including politicians.
4. Proven HR project management skills.
5. Significant experience of leading HR projects in a unionised environment and experience of union relations.
6. Effective management of internal and external contractor resources.
How to apply
If you would like to apply for the role you'll need to submit:
1. an online application
2. a Word statement (1,500 words) outlining how you meet the essential criteria as well as the competencies outlined in the advert.
If you have questions about the role
If you wish to talk to someone about the role, Laura Heywood, would be happy to speak to you. Please contact them at
Assessment process
Once you have submitted an application, your details will be reviewed by a panel.
If shortlisted you'll be invited to an interview/assessment.
The interview/assessment date is: Tuesday 15 April 2025
Equality, diversity and inclusion
London's diversity is its biggest asset and we strive to ensure our workforce reflects London's diversity at all levels. We welcome applications from everyone regardless of age, gender, gender identity, gender expression, ethnicity, sexual orientation, faith or disability.
We particularly encourage applications from Black, Asian and Minority ethnic candidates and disabled candidates who are currently underrepresented in our workforce.
We are committed to being an inclusive employer and we are happy to consider flexible working arrangements.
Please note, should you require any adjustments through the process, we will accommodate as much as possible. Please contact the recruitment team for further information if required.
Please note we are a Disability Confident Employer so for candidates who wish to be considered under the scheme and meet the essential criteria, they will automatically be invited to interview.
Additional information
Please note, all candidates will need to confirm that the information provided in this application form is true and correct. Should a candidate deliberately give false information, including the use of AI software, they understand that this would disqualify them from consideration.
Secondments longer than 6 months
If you are a GLA employee applying for an internal fixed-term position, as an internal secondment opportunity, you must ensure you satisfy the following secondment policy criteria before applying. You must:
1. be on a permanent contract or a fixed term contract where the time left on the contract at the point at which you apply for secondment is longer than the secondment period;
2. have successfully completed your probation period and be performing to the required standard for your current role;
3. have completed at least 18 months' service with the GLA.
If you do meet the criteria listed above, you will need to complete the and gain line manager approval, before emailing the fully completed form to the Resourcing Assistant who is managing the vacancy. This form must be received by the closing date of the vacancy. Failure to provide this form will mean your application cannot be progressed.
If you are unable to satisfy all of the criteria, unfortunately, you are not eligible to apply for this vacancy as an internal secondment. For further information, please see
IMPORTANT: If you are a current GLA employee on a fixed-term contract that is due to end BEFORE the end date of this vacancy, you DO NOT NEED to complete the as it is not a secondment.
If you are successful in securing this secondment opportunity, you will need to be released from your existing role, so please ensure that you make your line manager aware of your application.
Company
Working for us offers youa challenging and rewarding job, as well as the chance to reallyimprove the lives of Londoners.
In return, we offergreat working conditions,competitive salaries,generous annual leaveandpension schemes, and more.
London’s diversity is its biggest asset and we try to make sure our workforce reflects this diversity at every level. We also want to make sure that our workforce takes pride in what they do. Find out how we are doing this.
Our approach to equality
We want City Hall to be a workplace where every employee is treated with respect, and where there is no bullying or harassment. For example:
* we encourage and support different equality groups, who do everything possible to stop discrimination
* we have a general duty to promote equality through our policies and initiatives
* all staff attend a course to understand what diversity and inclusion means within their role, and how to challenge unsuitable behaviour at work
* we take accusations of bullying and harassment very seriously. We look into all complaints quickly, fairly and in strict confidence. If the complaints are backed up, we will take disciplinary action.
This dignity at work policy has the full support of the Mayor, Assembly, Head of Paid Service, senior management team and UNISON.
Our staff charter outlines the values of the Greater London Authority at City Hall. It describes what we commit to as an organisation and what is expected of our staff. These commitments cover:
* leadership and accountability
* fairness and integrity.
Code of ethics
Our staff are expected to meet the highest standards of conduct. These are set out in our Code of Ethics and Standards for Staff, which includes:
* being professional, politically impartial, respecting confidentiality and complying with the law
* using public money efficiently and effectively
* promoting equal opportunities and stopping discrimination
* meeting high performance standards
* fair treatment and disciplinary and grievance procedures
* a healthy and safe working environment.
Why we support fair pay
We have conducted studies on the impact of fair pay policies on business.
These studies found clear evidence that employers who supported fair pay (such as paying the London Living Wage) benefited in many ways. They benefited with better recruitment, holding on to staff, improved morale, motivation, productivity and the reputation of being an ethical employer.
You can view the current salary bands in our GLA salary scale.
Diversity and Inclusion Management Board
Making sure we have a diverse, fair and inclusive workforce is an important goal for us. We have set up a Diversity and Inclusion Management Board to make sure this happens. Its job is to:
* lead on issues of equality, diversity and inclusion
* make recommendations on strategy, policy and best practice
* promote inclusion activities in line with our corporate vision and values
The task-force has a clear agenda, outlined in the Diversity and Inclusion work programme. Senior representatives from across City Hall are responsible for this, with support from HR and in partnership with colleagues from Unison, our LGBT+, BAME and women’s networks.
Diversity and Inclusion Action Standard
To make sure there is a consistent approach to workforce diversity and inclusion across the GLA Group, we have developed a set of common practices and standards called the Diversity and Inclusion Action Standard.
What we offer
* 30 days annual leave (in addition to statutory public holidays), pro rata for part-time
* incremental salary scheme (below director level)
* a range of flexible working arrangements allowing staff to balance work and home commitments, including a flexible hours scheme, job-sharing and remote working
* three days per year of volunteering leave
* interest-free season ticket loan
* interest-free childcare fees loan
* interest-free bicycle loan
* interest-free tenancy deposit loan
* interest-free gym loans
* cycle to work salary sacrifice scheme
* health screening
* employee assistance programme.
Learning and development
We are dedicated to improving our employees' skills and expertise, and invest in learning and development for all our staff.
We offer:
* a range of professional, career and personal development courses
* flexible learning methods to suit individual preferences and learning needs
* secondments
* staff networks
* access to funding for accredited qualifications
* learning resources.
Staff networks and social life
Staff networks
You will have the chance to get involved in our active staff networks including the Race Equity Network, Women’s Network, LGBT+ Network, Christian Network, Staff Network for Disability and Parents and Carers Network.
Social life
Our staff run a diverse range of clubs and interest groups, including the GLA football team, cricket team, running club and film club.
We also have a social committee who organise events throughout the year, including quiz nights and themed cocktail evenings in London’s Living Room. A highlight of these events is the staff Christmas party, when the social committee transform the ground floor of City Hall into a Winter Wonderland.
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