A) Provide Advice and Guidance on All Aspects of Our Work That Affect Our People

Job Description

Post Human Resources Post No HHUMRS010 Manager Line Manager Assistant Chief Fire Location Headquarters, Shrewsbury Officer Directorate Corporate Services Section Human Resources

Scale Grade 12 Current Salary £40,217 p.a.

Hours 37 per week Status of Post Permanent

1 Job Purpose

1.1 As a member of the Senior Management Team for policy making and decision taking, and under the direction of the Assistant Chief Fire Officer, the post holder will;

a) Provide advice and guidance on all aspects of our work that affect our people b) Work proactively with our employees and managers to ensure effective people management practices are in place and consistently applied c) Support our Service Transformation Programme including improving the efficiency of the HR function and maximising the potential of the HR information system (ResourceLink)

d) Implement our new People Strategy e) Lead on the development of general Human Resource policies;

f) Manage Occupational Health provision to Service employees.

2 Major Tasks

2.1 To be the main advisor to the Assistant Chief Fire Officer and to managers on the interpretation and application of legislation and conditions of service for staff.

2.2 To support the Assistant Chief Fire Officer and Senior Management Team (SMT) by developing and implementing effective HR policies, in accordance with current legislation and good practice.

2.3 To take overall responsibility for the effective leadership of the Service’s Human Resources department.

1 03/16 2.4 To contribute to reporting guidance and advice on general HR policy issues to Members as necessary.

2.5 To contribute to reporting guidance on Occupational Health services to managers and Member as appropriate, and ensure delivery of these services.

2.6 To implement key aspect of the People Strategy as appropriate.

2.7 To work effectively with the HR Manager – Equality, Development and Change.

3 Job Activities

3.1 Policy

a) To initiate and draft reports, making recommendations to SMT for the introduction of policies on employee legislation and HR practice.

b) To review Brigade Orders (policies) covering HR related issues, and to develop and maintain a suitable reference material on general HR matters as necessary.

c) To review other internal documents and ensure compliance with agreed HR policy and legislation.

d) To provide advice to Officers reporting on HR matters to Members and to SMT.

e) To ensure that managers are aware of the implications of current employment legislation and good employment practice, relative to their managerial role.

3.2 Employee Management

a) To manage staff within the HR department.

b) To oversee all aspects of the recruitment process for all staff groups.

c) To oversee the process for the temporary promotions, job evaluations and changes in staffing for all Shropshire Fire and Rescue Service staff.

3.3 Payroll and Pensions and Information Matters

a) To manage the provision of the payroll service, including contractual agreements with any external service provider.

b) To manage the provision of administration and advice on provided pension schemes, specifically with regard to the Firefighters Pension Scheme and the Local Government Pension Scheme.

2 03/16 c) To define, implement and manage a HR system that can provide information for managerial and statistical purposes for use by the Service, Authority and external agencies.

d) To manage the implementation of recommendations from external/internal auditors to ensure compliance.

3.4 Occupational Health Services

a) To manage the provision of an Occupational Health service, including contractual agreements with any external service provider.

b) To manage advice on Occupational Health and the service provided.

c) To manage the provision of administration to provide information for managerial and statistical purposes for internal and external use, as appropriate.

3.5 Employee Relations

a) To maintain informal dialogue and good relationships with Representative Bodies.

b) To participate in Union meetings; consulting and supporting negotiations as appropriate.

3.6 General Areas

a) To be responsible for a number of Service budgets, ensuring the cost effective use of funds in accordance with best value and financial regulations.

b) To implement the Authority’s Service Plan, Annual Plan and People Strategy, and assist in achieving its objectives, as relevant.

1 Other Tasks

4.1 To ensure that the Brigade policies on equality and diversity at work are implemented, monitored and adhered to at all times, in order to achieve a working environment that promotes equality and diversity. Be sensitive to the feelings and needs of others.

4.2 To support the organisation in embedding the ‘core values’, strategic aims and corporate objectives.

4.3 To ensure all duties are carried out in accordance with the Authority’s IT Security Policy.

4.4 To comply with the Health and Safety responsibilities set out in Appendix A to this job description.

3 03/16 4.5 To assist in the implementation of the Authority’s Service Plan and in the achievement of the objectives for the Authority as a whole.

4.6 Ensuring information is securely maintained and treated confidentially in accordance with Service policy, the Data Protection Act and other Information Acts.

4.7To make an effective contribution to the corporate aims of the Fire Authority.

4.8 Maintain proper administrative procedures and records in accordance with Service policy, orders and instructions including documenting and recording work activity.

4.9 Ensure that any defect of Service premises, accommodation, furnishings, vehicles fixtures and fittings are reported in accordance with specified procedures.

4.10 To carry out such other duties as may be directed, commensurate with the grading of the post.

5 Job Overview

5.1 Knowledge and Skills

The post holder will need a detailed understanding of legislation relating to HR management, as well as gaining knowledge of organisational policies and practices across the Service. The post holder will have previous experience in applying their specialist skills and management experience.

The post holder will be able to resolve some problems or situations without reference to senior management and is expected to be creative in developing new ideas and solutions for both the short term and for future implementation. The post requires ability to handle varied and sometimes conflicting information.

The post holder will be able to motivate and develop other members of staff whilst taking an advisory, sensitive and guiding role. The post also requires the communication of complex and, possibly, contentious information to different audiences, including non specialists.

5.2 Demands

Whilst there is access to more senior officers for the resolution of serious problems, the post holder is expected to organise their own workload to meet internal and external demands, practices and policies. There will be a need to work to deadlines whilst managing occasional interruptions or conflicting demands.

The post involves direct contact, both in person and by telephone, with people (mainly employees) whose personal circumstances or behaviour could place emotional demands on the post holder.

5.3 Responsibilities

The post holder will have responsibility for providing advice and guidance in improving people management and for advising on HR management. This will

4 03/16 include contributing to the development of strategic policies and procedures in meeting changes in external regulations, statutory requirements and management developments.

The post holder is responsible for day to day management of a team for both work allocation and line management.

The post holder will provide information in managing, monitoring and setting budgets relating to the major areas of the post. The post also carries the responsibility for the personnel development system.

6 Conditions of Service

6.1 The Conditions of Service will be those specified by the National Joint Council for Local Government Services as amended from time to time.

6.2 The appointment is substantive and is full time for 37 hours weekly and is based on normal office hours. The post holder is expected to work such reasonable additional or irregular hours necessary for the effective performance of their duties, without additional alary payment. The flexible working hours scheme in operation is at the discretion of the Chief Fire Officer and does not apply to this post.

6.3 Under the provisions of the Local Government and Housing Act 1989, the post holder will be subject to political restrictions, full details will be included in any formal offer of appointment.

6.4 This post carries eligibility to join the Local Government Superannuation Scheme subject to medical clearance. Information about this and other pension options will be enclosed with any formal offer of appointment.

6.5 Annual holidays will be at the rate of 27 working days plus Bank Holidays and two statutory holidays. An additional discretionary day, as determined by the Authority’ from time to time, normally applies at Christmas. Annual leave will increase to 32 days per annum after 5 years service.

6.6 The appointment is subject to three month's notice on either side.

6.7 The appointment is subject to the satisfactory completion of a six month probationary period for new entrants to Local Government service. Shropshire Fire and Rescue Service operates a total ban on smoking at work.

6.8 The post holder is required to observe the requirements of the Fire Authority’s Code of Conduct. It should be particularly noted that any potential conflict of interest should be brought to the attention of the Fire Authority and entered into the Register of Officers’ Interests.

6.9 This is a politically restricted post – see attached.

6.10 The employee undertakes:

a) Not to disclose any commercially sensitive information which they obtain by reason of their employment, and;

5 03/16 b) Not within the period of 12 months from the termination of their employment to be in the paid employment of, or otherwise give paid advice to, any organisation in the private sector where the employment or advice confers a special advantage on such organisation arising out of the employee’s former employment by the Fire Authority in respect of services for which the private sector organisation is seeking a contract with the Fire Authority or has done so within the 12 months preceding the date of termination.

This obligation may be waived in those cases in which the employee’s proposed involvement with such an organisation does not give rise to any significant issues of conflict of interest or disclosure of confidential or commercially sensitive information, such waiver not to be unreasonably withheld. This clause is not intended to prevent employees taking up positions within the private sector as a normal part of their career development.

6.11 Additional information on conditions of service is available in the employee handbook.

7 Status of job description

7.1 Reviewed March 2016

6 03/16 Safety Responsibilities – Appendix A

Human Resources Manager

Reporting to the Assistant Chief Fire Officer and is responsible for.

 Implement the Service’s health and safety policy within your area of responsibility.

 Bring the health and safety policy to the attention of all staff under your control.

 Ensure all new entrants under your control are properly inducted into the Service, which must include an awareness of all precautions and procedures applicable to the job, and the emergency procedures.

 Ensure compliance with all safety precautions that apply to your area of control, including regulation of contractors.

 Ensure that no person is permitted to operate equipment or carry out hazardous tasks unless they are competent to do so.

 Develop and implement safe systems of work for tasks specific to your area of control, including (but not limited to): - Display Screen Equipment - lone working

 Ensure compliance with all legal requirements for the areas under your control including (but not limited to): - safe use of fixed and portable electric equipment - safety training for staff

 Ensure that any responsibilities delegated to subordinate staff are clearly identified.

 Ensure that access to brigade premises under your control by visitors is limited to safe areas.

 Ensure risk assessments for equipment, tasks, premises and manual handling activities are conducted, regularly reviewed and any further control measures identified are complied with.

 Conduct regular safety meetings with your staff to ensure safety remains high profile.

 Foster and maintain a positive safety culture.

 Monitor work activities to confirm compliance with Service safety standards and training inputs.

 Report accidents, near misses and dangerous occurrences to your staff or other persons on premises that you control.

7 03/16  Conduct reviews of safety management within your area of responsibility to ensure continual improvement.

 Report to your line manager any shortcomings in the Service’s safety management system that you cannot solve yourself.

 Bring to the attention of SMT any safety matters that require policy decisions.

8 03/16 Person Specification

Essential Desirable Method of Assessment

9 03/16 Qualification Registered MCIPD and/or similar Masters Degree or equivalent in business Application form s (or related field Interview equivalent skills) Work Proven general HR experience with Experience of project management. Application form Experience appropriate amount of management Interview responsibilities. Fire Service, Local Government or Public Service in similar role. 3 years’ experience in a senior role. Experience of working effectively with Experience of managing staff and leading a Trade Unions / staff representatives team. Experience of managing change Use and familiarity of HR information systems. Specialist Up to date knowledge of employment law Project management Application form Knowledge developments and other legislative Interview requirements, including the Data Protection Act. Skills Ability to communicate clearly and effectively, Ability to manage budgets Interview both orally and in writing, with staff at all levels Job related tests of strategic and technical understanding.

Ability to prioritise and manage diverse workload to certain deadlines with minimal supervision.

Ability to understand and interpret statistical data and present information in a meaningful and clear style.

Ability to write complex reports in a clear manner.

10 03/16 Personal Able to build and sustain effective working Application form Qualities relationships with senior Officers, colleagues Interview and external agencies.

Conscientious, committed and self-motivated.

Good attention to detail.

Carry out duties in a confident, professional and friendly manner. Special Factors Ability to work outside normal office hours is A current driving licence. Application form and when the situation requires this, e.g. Interview weekend or evening recruitment or presentations at Stations.

Ability to travel regionally and nationally e.g. for conferences and events.

11 03/16 LOCAL GOVERNMENT & HOUSING ACT 1989

POLITICAL RESTRICTION

IMPORTANT: These provisions are in addition to those set out in your Statement of Particulars. They are nonetheless an integral part of your Contract of Employment.

The Local Government and Housing act 1989 provides that certain Local Government Officers are politically restricted. In your case you are restricted because your post is classed as a Sensitive Post within the Act and you have the right of appeal. Concerns about this provision should be raised with the HR Manager in the first instance.

Political restriction is defined by Regulations, and these Regulations are incorporated into your Contract of Employment. A copy of the Regulations (the Local Government (Political Restrictions) Regulations 1990) may be inspected in Human Resources.

The effect of including a local authority employee on the list of ‘politically restricted posts’ is to prevent that individual from having any active political role either in or outside the workplace.

Politically restricted employees will automatically be disqualified from standing for or holding elected office, and these restrictions are incorporated as terms in the employee’s contract of employment under s.3 LGO(PR)R 1990.

Politically restricted employees are debarred from standing for office as:

 Local councillors  MPs  MEPs  Members of the Welsh Assembly  Members of the Scottish Parliament

They are also restricted from:

 Canvassing on behalf of a political party or a person who is or seeks to be a candidate (Reg 3, Sched Part 1, para 5 LGO(PR)R 1990)

12 03/16  Speaking to the public at large or publicising and written or artistic work that could give the impression that they are advocating support for a political party (Reg 3, Sched Part 1, para 5 LGO(PR)R 1990)

The main provisions regarding PoRPs are set out in Part I of the LGHA 1989. Further details are set out in the Local Government (Political Restrictions) Regulations 1990 (LGO(PR)R 1990) [SI 851].

Employees who are classed as having a Sensitive role have the right to appeal if they feel that cannot influence policy, or that the Authority has incorrectly applied the criteria. All such appeals should be made by way of letter, in the first instance, to the HR Manager.

13 03/16