Accountable to:                 Director of Resources

Responsible for:               Human Resources & Organisational Development and Payroll Teams

Working Arrangements:  Flexible – with regular travel to London, and other locations within England is required.

Key Working:                     Chief Executive, Cafcass Board, Corporate Management

Relationships:                  Team, Director of Resources, Heads of Profession, Service Managers, Trade Unions, external partners (such as Occupational Health, Wellbeing, Recruitment and Employment Law partners) and Human Resources Service

Role Requirements:     (See attached person specification)

TERMS OF EMPLOYMENT

Grade:                                  Senior Manager

Salary:     £110,000 – £125,000

London Weighting:       Not applicable

Superannuation:                 The Pension Fund used by Cafcass is the West Yorkshire Pension Fund (a Local Government Pension Scheme). This is also our auto enrolment scheme. Contribution rates are based on a tiered system.

Annual Leave:                     28 days rising to 33 days after 5 years reckonable service, inclusive of 3 privilege days to be taken between Christmas and New Year plus 8 bank/public holidays.

JOB SUMMARY:

The Chief People Officer will lead the Human Resources service within Cafcass and will advise the Board and Corporate Management Team on HR and organisational development issues. They will be responsible for the design and delivery of leading edge employment practices and innovative workforce strategies that drive improvement, attract and retain experienced staff, promote well-being and sustain high performance. The postholder will be required to lead on high-level strategic organisational projects where the most senior HR and OD input and direction is required.

MAIN DUTIES AND RESPONSIBILITIES:

1. Develop and implement HR strategies, policies and procedures that embrace diversity, professionalism, quality of service, and best practice and fully support the needs of Cafcass;
2. To lead and manage diverse, multi-sited teams, and ensure their effectiveness through appropriate training and development;
3. Lead on the further development and implementation of our workforce strategy, advising the chief executive and corporate management team on ‘people’ issues that require improvement, decision and innovation;
4. To develop an HR profile for Cafcass, as the largest employer of children’s social workers in England, which is characterised by a new brand of employer excellence in the development of and support for its high quality staff;
5. To exemplify the proactive, flexible and solution-focused approach that will characterise the Cafcass HR service; working with and connecting our operational and corporate functions;
6. To lead, negotiate and implement a fair and affordable Pay and Reward Strategy which enables Cafcass to effectively attract and retain a highly motivated and performance driven workforce;
7. Ensure that Cafcass’ relationships with its entire workforce are fair, consultative and meet best practice standards;
8. Develop a consistent culture of performance and people management across the organisation;
9. Lead on implementing a modern and appealing Equality and Diversity Strategy to ensure equality of opportunity and diversity in all employment practices across Cafcass;
10. Develop and implement a mode of business partnering which includes all aspects of health, wellbeing and development at the level of individuals, team and service areas;
11. Provide an effective Human Resources service that is customer and performance driven, proactive and flexible and facilitates workable solutions in achieving Cafcass objectives;
12. Encourage the development and promotion of internal and external innovation and initiatives, leading by example, which demonstrate the highest standards of HR practice and organisational development and support the performance, improvement and future direction of the HR service and wider organisation;
13. Develop and promote internal and external initiatives that are effective in the delivery of the highest standards of Human Resource practice and supports the performance, improvement and future direction of Cafcass;
14. Provide high-level advice and support to the Board, Chief Executive, Director of Resources and senior managers on operational and strategic HR & OD issues, and to attend Corporate Management Team as Also, to act as the lead and advisor to the Remuneration Committee;
15. Ensure that financial and other resources are managed effectively;
16. Ensure that performance plans and other performance review requirements for the Human Resources service are produced, reviewed and effectively used;
17. Act as an ambassador for Cafcass, and enhance our Employer brand and reputation by building strong external and internal partnerships with central government, local authorities, charities and voluntary sector organisations;
18. Ensure robust compliance is maintained with regards to the security of all personal data for staff held on Cafcass systems;
19. To ensure that the HR Service actively contributes at a strategic level to corporate and operational workforce and business planning processes;
20. Develop and maintain positive relationships with our Trade Union partners;
21. To ensure robust and streamlined recruitment and onboarding processes are in place that are efficient and effective;
22. To be an effective representative for Cafcass and to act in a professional manner, which promotes a positive image of the organisation;
23. To manage their own and others continuous professional development;
24. To have an understanding of the commitment to safeguarding and promoting the welfare of the children Cafcass works with and to support and contribute to organisational wide activities to meet statutory and professional responsibilities with regard to safeguarding and promoting the welfare of children;
25. To act at all times in accordance with legislation and Cafcass policies and procedures.

This job profile is not a definitive list of responsibilities but identifies the key components of the role. The specific objectives of the post-holder will be subject to review as part of the individual performance review process.

PERSON SPECIFICATION

Qualifications, Knowledge Skills and Experience

·       Chartered Member of the CIPD or equivalent ·       A proven track record of achievement in the HR leadership of a large and complex organisation, with evidence of achieving measurable personal impact, high-level outcomes and innovation through delivery.

Skills Areas

1) Support to Achieve Effective Service Delivery

·       Able to lead, manage, coach and develop others to achieve outstanding performance. ·       Highest (exemplary) standards of written and verbal communication. ·       Able to demonstrate extensive experience of operational and strategic HR. ·       Able to adopt a creative and flexible approach to resolving a wide range of employment issues and to convey this approach to others, leading by example. ·       Able to demonstrate rational, reasoned and sound professional judgements, taking into account all available information and data. ·       Responsive to the needs of HR customers and able to identify, implement and quality assure service innovation and improvement through the effective deployment of resources. ·       Confident in using a range of core IT applications such as MS Office, particularly including use of databases/information to support effective workforce planning and performance management.

2) Service Effectiveness – Strategy and Development

·       Demonstrate a range of enhanced leadership and management skills including the use of complex HRMI and data to shape and inform business need and sustainable long-term solutions. ·       High level analytical and problem-solving skills and the ability to generate and support these in others within sphere of influence. ·       Ability to oversee and deliver the planning, co-ordination and execution of complex projects and service improvements. ·       Ability to lead change programmes including the skills to deliver cultural change within teams. ·       A commitment to a high quality cost-effective service and a strong focus on flexible delivery to meet customer need.

3) Engagement and Partnership Working

·       Passionate about the need to offer world-class services to some of the most vulnerable children in the country. ·       A collaborative team worker who can build positive relationships and work effectively across boundaries and achieve results with and through others. ·       Personal conduct, integrity and credibility that commands the confidence of managers and staff at all levels, external partners and stakeholders. ·       Demonstrates credibility and influencing ability with stakeholders at all levels within an organisation and externally. ·       Establishes and maintains constructive and open relationships with a wide range of people, achieving positive shared outcomes and sharing feedback. ·       Considers implications of stakeholder views and ability to respond to feedback, modifying or making recommendations for changes to the HR service as required. ·       Displays sound understanding of inclusion and diversity issues in the workplace, in respect of all aspects of the role. ·       Effective communication skills which are clear, fluent, concise and appropriate which holds people’s attention both in groups and in one-on-one situations.