Strictly Confidential – Assignment Brief

Director of Human Resources University of Birmingham

Prepared by Anne Esler Head of the Education Practice, Harvey Nash Executive Search [email protected] | +44 (0)20 7333 1873

April 2016

Harvey Nash Executive Search | 110 Bishopsgate | London | EC2N 4AY

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Contents

Executive Summary ...... 3 About the University of Birmingham ...... 4 The University Structure ...... 7 Professional Services at Birmingham...... 7 The Human Resources Department ...... 8 Job Description ...... 10 Person Specification ...... 11 The Rewards ...... 13 Process & Timescales ...... 13 How to Apply ...... 13 Expenses ...... 14 Health & Safety ...... 14 Data Protection ...... 14

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Executive Summary

Persuasive, persistent and bold, the University of Birmingham is a global university at the heart of an ambitious city. Characterised by a tradition of innovation, research at the University has broken new ground, pushed forward the boundaries of knowledge and made an impact on people’s lives. Our purposeful, pragmatic and pioneering approach, rooted in our region and focused on the common good, has enabled us to redefine the civic university, becoming the standard against which others are measured. Under the leadership of Vice-Chancellor, Professor Sir David Eastwood, Birmingham has a well-earned reputation for its ambition, innovation and success, its financial power to invest, and its sector-leadership. With an exciting and aspirational new strategy, the University is embarking on its next stage of development that will embed its work and recognition on the international stage in a highly competitive sector for the best staff, students and funding.

Against this backdrop of continued success and focused ambition, the University of Birmingham is seeking to recruit an exceptional Director of Human Resources (HR). This is a rare opportunity to join the senior leadership of a global Russell Group University on the rise. The role combines institution-wide leadership of HR Services with a strategic remit for HR policy advice, development and implementation.

People are at the heart of what the University does. The new Director of Human Resources will ensure that the University continues to attract, develop and support outstanding and talented people who enhance the performance of the University and contribute to the achievement of its longer term objectives. The Director will build on sector-leading talent development initiatives, such as the Birmingham Fellows programme, bringing innovation and creativity to the role.

The Director of HR leads the University’s HR function, spanning: HR Service Delivery; HR Policy and Strategy; Performance, Transformation and Change; People and Organisational Development; and Workplace Wellbeing, including Health and Safety. The HR Department has recently undergone a major transformation programme with significant investment in new posts. The Director will be responsible for the delivery of streamlined, customer valued and focused HR operations across the University that meet current and future needs efficiently and effectively. He/she will also play a pivotal role in aligning the full resources of the HR team to support the delivery of the new strategic framework, continuing to enhance performance in research and teaching, and supporting an environment for ambitious people to flourish.

The post provides leadership, advice and support on all aspects of the University’s HR strategy and policy, and must have a mastery of the latest developments and trends in the national and international policy landscape, including the recent Higher Education Green Paper, Teaching Excellence Framework, and funding and regulatory changes.

This is an opportunity to work closely with the Vice-Chancellor and the Registrar and Secretary (the University’s Chief Operating Officer) to whom the post-holder reports. The Director will have a particular close working relationship and partnership with the Provost and Vice-Principal on HR matters, including union relations and academic performance issues. Other key working relationships are with members of the University’s Executive Board, including the Pro-Vice- Chancellors and Heads of College, who are responsible for the University’s five academic Colleges. To succeed, the Director must be able to influence at an executive level.

As a part of the University’s senior leadership, the Director is expected to be an active member of the Registrar’s Leadership Group, the Senior Officer team, and the University Leadership Forum. They regularly attend and present to the Executive Board and University Council on HR matters.

The Director of HR will bring the skills and attributes of a senior level HR leader and practitioner to meet both the strategic aspirations and the operational requirements. While they will have deep knowledge as a human resources expert they will also have the ability and desire to contribute to a wider range of leadership and management issues within Professional Services as well as across the University. Intellectually confident, and with the personal qualities to succeed in a highly complex research intensive University, he/she will have an ability to build rapport and trust with diverse groups and individuals across the University and to empathise with academic endeavour.

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As with all senior roles at Birmingham, the Director of HR is expected to be active and influential nationally as well as locally within Birmingham.

Given Birmingham’s ambitions in the highly competitive and evolving HE global landscape, the key challenges facing the new Director of HR are:

- Development and delivery of an effective and forward-looking HR strategy, which enables the University to continue to enhance its performance in research and teaching, and to attract, develop and retain talented people. The strategy will need to be grounded in a real feel for the academic and intellectual culture of the University, and bring best practice and innovation. - Building on the recent restructuring and investment in the HR Department, to lead and deliver efficient, effective and innovative human resources operations and services for the University, which are valued and respected. - The University is in the process of replacing its Finance, HR and Payroll IT systems in a project called ‘New Core’, which will be implemented by 2018. The executive sponsor of the project is the Director of Finance and the HR Director will work closely in partnership with him to lead and successfully deliver the project, driving this major systems design and implementation programme and transforming institution-wide processes and ways of working.

The role is rich and diverse and provides a unique opportunity for a highly motivated and inspirational human resources professional, with appropriate vision and leadership skills, to join this dynamic and forward thinking institution as it enters the next phase of its development.

While a good understanding of the changing nature of Higher Education is desirable, the University welcomes applications from high calibre candidates from other sectors.

Initial interviews will take place in mid-June with Harvey Nash. Thereafter, the interview process will consist of a mix of formal and informal interviews with key people drawn from across the University. The intention is to conclude the recruitment process by the middle of July and for the successful candidate to join the University close to the start of the new academic year in the autumn.

About the University of Birmingham

A bold and Influential University

With more than 7,000 staff and 33,000 students, the University of Birmingham was the first civic university in the UK. Its heritage as the original ‘redbrick’ is combined with one of the most compelling and ambitious agendas in Higher Education. The University has a clear vision for the future, ambitious leadership, world-class academic strengths, and a secure financial base.

Being named The Times and Sunday Times University of the Year 2013-2014 recognised a transformative time in the history of the University, characterised by innovative initiatives such as its much-emulated unconditional offers strategy for exceptional students, the University’s highly- successful ‘Birmingham Fellows’ programme for early career academics, and the UK’s first University Secondary Training School for 11-18 year olds across the city of Birmingham.

Birmingham is a leading member of the Russell Group and a founder member of the Universitas 21 global network of research universities of which the Vice-Chancellor, Professor Sir David Eastwood, is the current Chair.

In October 2015, the University launched its Strategic Framework 2015-2020, Making Important Things Happen. This provides the framework for another period of development and transformation as the University seeks to capitalise on its academic range and financial strength as well as the opportunities that emerge in the fast-changing and highly competitive global HE environment.

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Global Outlook

Rated 76th in the most recent QS World University Rankings, the University has a significant international presence. As well as a large international student community undertaking courses at Birmingham, the University’s vibrant Study Abroad programmes attract students from around the world to spend time in Birmingham.

The breadth of the University’s research in China, particularly in the Guangzhou region, is testament to the success of the institution’s collaboration with the local government and universities there. In North America, the University has a major collaboration with the University of Illinois at Urbana-Champaign underpinned by a flourishing network of over 50 faculty-to-faculty relationships and a fellowship programme. Birmingham’s partnerships in India continue to develop and have been strengthened by the University’s Chancellor, Indian-born entrepreneur and crossbench peer, Lord Bilimoria of Chelsea. The University also has partnership agreements with many of the world’s leading universities, an office in New Delhi, and a presence in Brussels. Significant investment has been made to support partnership development with leading universities and key public and private organisations in Brazil. This has created jointed research fellowships, visiting scholars, and a large, vibrant community of Brazilian PhD students on campus. More information about the University’s strategic global engagements and international research focus can be found on our website.

Exceptional Research

The University is one of the UK’s most successful institutions in terms of attracting research funding. With a portfolio of 2,548 live projects that have an award value to the University of £615 million, the University’s research record speaks for itself. REF2014 showed that more than 80% of all research carried out at Birmingham is rated as internationally excellent or world-leading, as well as showing that 87% of the University’s research activity has a global impact, demonstrating the institution’s continued academic success across a broad range of areas.

Supported by a major gift from a philanthropist, the University is developing a unique Institute for Forest Research (BIFOR) which will investigate the effect of rapid climate change on tree canopy development and pathogens. The University’s substantive links with industry include receiving a £60 million investment from Rolls-Royce and HEFCE for the world-leading High Temperature Research Centre.

In 2014, the University secured one of the four national quantum technology hubs, an £80 million initiative which focuses on technology transfer from fundamental science to application. In 2015, the government announced a £60 million investment into the Midlands Energy Research Accelerator, which is led by the University in partnership with other Midlands universities to tackle some of the biggest challenges facing the global economy by transforming research and development in three critical areas of energy: Thermal, Integrated Systems, and Geo-Energy.

In addition to STEM, the University’s research spans the full spectrum of disciplines and encompasses its strengths in world-leading History, to Psychology, and the Shakespeare Institute at Stratford-upon-Avon.

Excellence in Education

The league table rises secured by the University in recent years have led to Birmingham becoming an increasingly popular destination for the best and brightest students. The University’s student population has increased by over 4,000 since 2009/10, and there are now over 20,000 undergraduate and 14,000 postgraduate students. Nearly 5,000 of these are from overseas, making Birmingham’s the second largest international postgraduate population in the UK. Student satisfaction levels have risen significantly to 88% for overall satisfaction, placing Birmingham as one of the best universities of its type.

The University’s highly-successful work to support its students in securing graduate-level employment after their studies was recognised in 2015 when Birmingham was awarded The Times/Sunday Times University of the Year for Graduate Employment. At 86.7%, the University’s

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rate of graduate employability is the fourth highest in the UK, and a result of the much-copied Birmingham model for employability.

The quality of the University’s education is extremely important to the institution and its educational offering has been reformed to ensure that its students are given the broadest range of opportunities, including innovations such as the Birmingham Project, an interdisciplinary research project for students at the end of their first year, and Languages for All, which offers modern language teaching across the curriculum.

Investment in Canvas as the new institutional virtual learning environment (iVLE) has greatly increased student and academic engagement in online learning. Meanwhile, the University’s Teaching Academy brings together the widespread good practice in teaching and learning across the University, and the institution’s rewards process explicitly recognises and rewards excellence in teaching.

Campus Developments

The annual turnover of the University has grown to more than £557 million, and the institution makes use of its financial strength to invest in the intellectual and physical future of the University. Over the past three years, some £250 million has been invested in the Birmingham campus, including a major sports centre and outstanding new student accommodation. A state-of-the-art Student Services Hub opened in October 2015 and includes facilities for the University’s Careers Network, Student Services, and Registry, as well as a suite of one-to-one consultation rooms and a 250-seat lecture theatre. The Hub is based at the heart of the campus in the Aston Webb building and sits between the stunning Elgar Concert Hall and the magnificent Great Hall, venue for graduations.

A new £59 million technology-rich main library will open in 2016 and will provide outstanding facilities for a new generation of students and researchers. The new library will house an increased number of study spaces, flexible training rooms, and A/V listening and video editing booths. A new £55 million sports centre, due to open in mid-2016, will include the city’s first 50-metre swimming pool – an asset not only for the University’s students (who regularly come in BUCS top 3) and staff but for the wider community.

The next phase of the University’s estates strategy is currently being finalised, which will see at least a further £300 million invested into projects such as the new Collaborative Teaching Laboratory, which will bring together practical teaching activities across a broad range of science and engineering disciplines, with plans including a new state-of-the-art facility in 2018/19. This means the University will not only have best-in-class teaching lab facilities for its students, but a transformed curriculum. This, and many other developments, will enrich the student experience, and continue to strengthen the University’s intellectual environment.

Cultural Assets

The University’s many cultural assets take in the Shakespeare Institute at Stratford-upon-Avon, which has direct working links with the Royal Shakespeare Company and enhances the educational opportunities available to both undergraduate and postgraduate students; the Ironbridge Institute in Shropshire, and the Barber Institute of Fine Arts – the University’s own art gallery that houses works by many of the greatest artists in the western tradition. The Edgbaston campus also includes Winterbourne House and Garden, a unique Edwardian heritage attraction that is home to more than 6,000 plant species from around the world. The University’s cultural profile was significantly enhanced with the opening of the Bramall Music Building in 2013, funded through generous benefactions. This houses the Elgar Concert Hall, named after the University’s first Professor of Music, Sir Edward Elgar, and is a striking venue that complements the institution’s global reputation in music, attracting some of the most talented musicians from across the world to study here.

The City of Birmingham

Birmingham is the UK’s second biggest city and a major European centre. It is a city of historical interest and contemporary vision and has a rich and diverse community that creates a vibrant,

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multicultural, and exciting place to live and work. It is home to the internationally renowned Birmingham Royal Ballet and the City of Birmingham Symphony Orchestra, and one of the world’s greatest concert venues, the Symphony Hall. The City Museum and Art Gallery houses the world’s finest collection of Pre-Raphaelite paintings, alongside a major collection of old masters, modern, and contemporary pictures.

The stunning New Street station redevelopment opened in 2015; this provides links to the University’s own dedicated railway station, and will be at the centre of the proposed high-speed rail network. London is 80 minutes away by shuttle service, with trains every 20 minutes. The remarkable Grand Central shopping and restaurant complex sits above the station, and is just a short walk from the iconic Bullring, one of the largest dedicated shopping facilities in Europe.

Sports and recreation are also well served; the city offers international test cricket, top-flight football, international championship golf, and top-class rugby. As a multicultural city, Birmingham is also renowned for the breadth of its cuisine and has more Michelin starred restaurants than any other English city outside London.

Birmingham is within an hour’s drive of Stratford-upon-Avon and the Cotswolds. From Birmingham International Airport, more than 50 different airlines operate scheduled services to 100 destinations worldwide.

Professional Services at Birmingham

The Director of Human Resources is a member of the University’s Professional Services. The University’s Professional Services span: Academic Services, Development and Alumni Relations, Estates, External Relations, Finance, Hospitality and Accommodation Services, HR, IT, Legal Services, and Planning; as well as University administration based in the University’s five academic Colleges.

Professional Services are led by the Registrar and Secretary, Lee Sanders, who is supported by the Registrar’s Leadership Group (RLG), made up of the Directors of Professional Services and the Directors of Operations in the Colleges. The Registrar and Secretary is equivalent to the University’s Chief Operating Officer, reporting to the Vice-Chancellor and Principal.

Professional Services deliver excellent and diverse services to University students, staff, visitors and external stakeholders; contribute to the development and implementation of University policy and strategy; and provide professional support for decision-making and management information. There is a strategy of continuous improvement, service transformation and a drive for efficiency in the delivery of Professional Services linked to the objective of an integrated administration across the University in support of Birmingham’s mission to enhance its academic performance. This ensures:

- A joined up and collaborative relationship between staff wherever they are located. - That structural boundaries of the organisation do not inhibit the efficiency and effectiveness of the University. - Professional Services and academic staff work together in partnership to enhance the University’s academic performance.

As a member of the Registrar’s Leadership Group, the Director of Human Resources is actively engaged in working collaboratively with colleagues delivering the strategy.

For more information on Professional Services, please click here.

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The Human Resources Department

This is an exciting time for HR at the University of Birmingham. Having received significant investment from the University in 2015 to deliver the ‘Transforming HR’ business plan, the Director of HR will be responsible for a budget of £5.1m (plus £1.6m institutional budgets) and a staffing complement of 87fte. The new structures envisaged by Transforming HR have been put in place, and the focus now is on making sure that the new approach delivers real value to the University. This focus on the delivery of a high quality service, particularly for users of HR services, will be a key priority for the new Director of HR, working closely with the senior HR team.

The new structure, which is set out overleaf, brings together management of key HR systems and processes led by a new Assistant Director – Service Delivery, John Dicken. This includes recruitment, management of fixed term contracts, and an ‘Ask HR’ service to handle routine policy and procedure queries. Through streamlining processes this provides a more efficient and consistent service across the University, as well as ensuring that processes are redesigned as part of the ‘New Core’ project to replace the University’s Finance, HR and Payroll systems.

At the same time, the new structure frees up the time of HR professionals to spend their time on value-added work. Under the leadership of a new Assistant Directorship – Performance, Transformation and Change (currently vacant), this team supports all aspects of employee relations and performance transformation. It works in partnership with academic Colleges using a Business Partner model whereby an HR Partner works with each of the five Colleges and with Professional Services. The HR Business Partners work proactively with Heads of Colleges and their teams, providing advice and support on aspects such as performance, restructuring and strategic recruitment.

Training and development is led by Andrew Ktoris, recently appointed as Assistant Director - People and Organisational Development. This team delivers open courses as well as a suite of programmes aimed at developing leadership capability across the organisation. A priority initiative at the moment is to implement a new and innovative academic Research Leadership Programme, led by the Pro-Vice-Chancellor for Research and Knowledge Transfer.

Our Assistant Director - HR Policy and Strategy, Adrian Buckley, leads the team which develops and delivers the University’s HR strategies and policies, trade union relations and negotiations, as well as providing HR management information, and support for the University’s Equality and Diversity Strategy, working closely with the Deputy Pro-Vice-Chancellor for Equalities.

Finally, our Workplace Wellbeing service, led by its Assistant Director, Les Wright, includes the Health and Safety Unit, Employee Support and Occupational Health and is concerned with all aspects of staff wellbeing.

The HR Department plays an important role in supporting delivery of the University’s Strategic Framework. This includes supporting the recruitment of world-class academics through innovative campaigns such as Global Professors, Birmingham Professorial Research Fellows, joint fellowships with the University of Illinois at Urbana-Champaign, or the latest round of Birmingham Fellows. It includes work with academic and Professional Services managers to support performance improvement across the University, and talent development programmes such as the Senior Leadership Programme. It also includes strategic projects with a workforce focus such as the development of a Technical Academy, and Apprenticeships.

The HR Department also plays an important role in delivering our sector—leading Birmingham Professional programme, which affirms our commitment to, and our expectations of, Professional Services staff. The Birmingham Professional supports a culture of partnership and trust between academic and professional colleagues working to common goals and it creates an identity which underpins our aim for Professional Services to be integrated across the institution. The programme achieves this by bringing together a range of activities, including networking events, policy workshops, communities of practice and development opportunities.

Director of Human HR Director’s Office Resources

People and Organisational Performance HR Policy and Strategy HR Service Delivery Development HR Workplace Wellbeing Transformation and Change Assistant Director – Adrian Assistant Director – John Assistant Director – Assistant Director – Assistant Director - Vacant Buckley Dicken Andrew Ktoris Les Wright

Leadership and HR Business Partnering Strategic Projects Management Safety Services Support for managers and Ask HR Managing University wide HR Development Consulting Services relating to leaders on strategic HR-related Everyday enquires regarding related strategic projects Training and coaching of Health and Safety matters and University policy and process objectives managers and leaders

HR Employee Relations Staff Development HR Management In-Employment Wellbeing Services Support related to situations Training course design and Statistics End to end HR and training Wellbeing and occupational involving the disciplinary, delivery (open programme and HR Reporting and Analytics transactional processing and health services grievance, dignity or sickness bespoke) absence procedures. system administration

Policy Development Transformation and Recruitment Services Change Developing policy and guidance for managers and Support for Managers and Support related to Change staff candidates relating to Management and University recruitment activity. Restructure Pay and reward Fixed Term Contract Pay, benefits, and reward Management policy development Co-ordination and support of FTC management

Equality and Diversity HR Systems and Projects Implementation of the HR Systems development, University E+D strategy and Process Improvement, plan and charter mark support technical administration

Digital Development Supporting development of process through the use of digital tools and media Harvey Nash Executive Search | 110 Bishopsgate | London | EC2N 4AY

Job Description

The Director of HR will bring the skills and attributes of a senior level HR leader and practitioner to support the University’s strategic aspirations and the operational requirements of the HR Department. While they will have deep knowledge as a human resources expert they will also have the ability and desire to contribute to a wider range of leadership and management issues within Professional Services as well as across the University. Intellectually confident, and with the personal qualities to succeed in a highly complex research intensive University, he/she will have a natural ability to build rapport and trust with diverse groups and individuals across the University and to empathise with academic endeavour.

Key responsibilities

1. Development and delivery of an effective and forward-looking HR strategy, which enables the University to continue to enhance its performance in research and teaching, and to attract, develop and retain talented people. The strategy will need to be grounded in a real feel for the academic and intellectual culture of the University, and bring best practice and innovation.

2. Lead the University’s HR function, spanning: HR Service Delivery; HR Policy and Strategy; Performance, Transformation and Change; People and Organisational Development; and Workplace Wellbeing, including Health and Safety.

3. Building on the recent ‘Transforming HR’ investment and restructuring in the HR function, lead and deliver streamlined, customer valued and focused HR operations across the University that meet current and future needs efficiently and effectively.

4. Work closely with the Director of Finance (project sponsor) in delivering the New Core project to replace the University’s core Finance, HR and Payroll systems. This involves a major systems design and implementation programme and transformation of institution- wide processes and ways of working.

5. Act as a trusted, expert business partner, providing strategic and policy advice and guidance in relation to the University’s HR agenda to the Vice-Chancellor, the Provost and Vice-Principal, the Registrar and Secretary, the University Executive Board, University Council and the Remuneration Committee (for which the Director of HR acts as Secretary), ensuring that staff at the University of Birmingham are managed effectively, fairly and consistently in line with the University's values and in compliance with employment law.

6. Ensure the full resources of the HR team are aligned to support delivery of the new strategic framework, continuing to enhance performance in research and teaching, and supporting an environment for ambitious people to flourish.

7. Oversee the University’s Workplace Wellbeing services, which includes Health and Safety and Occupational Health Services, promoting best practice and ensuring the University is innovative and compliant in its approach to issues of safety, health and well-being.

8. Support effective decision making and judgments in the University by producing the highest quality papers, with meaningful analysis of HR management information and analytics.

9. Work in partnership with trade union representatives to address challenges, manage change and resolve areas of dispute effectively.

10. Keep abreast of emerging trends within and outside the sector, in the UK and beyond, eg. the Green Paper, Teaching Excellence Framework, and funding and regulatory changes, and bringing best practice to Birmingham.

Harvey Nash Executive Search | 110 Bishopsgate | London | EC2N 4AY

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11. Be active and influential nationally, including representing the University in external fora on employment related issues, eg. UCEA, the Leadership Foundation, and the Equality Challenge Unit. Maintain effective relationships with other HR Directors across the sector, particularly the Russell Group, working closely with them on matters of mutual interest and in influencing policy makers.

12. Promote the University's commitment to equality and diversity and ensure that the work of the HR Department fosters an environment in which diversity is valued and inappropriate behaviour is challenged.

13. Contribute actively to the overall leadership and management of the University as a member of the Senior Officer Group, Registrar and Secretary’s Leadership Group, and the University Leadership Forum, and to model the leadership behaviours expected of a Senior Officer of the University.

14. Act as an ambassador for the University, upholding and promoting the University’s values and interests and deputising for the Registrar and Secretary as required

15. Undertake any other duties as required from time-to-time by the Registrar and Secretary.

Person specification

Experience and qualifications  A University graduate with a good first degree  Fellow of the Chartered Institute of Personnel and Development (or equivalent qualification)  Proven senior leadership and management credentials at Board / executive level in a large, complex organisation  A senior HR practitioner who combines well-honed technical skills with experience of HR management at a senior level in a large, complex, customer focused environment, ideally with a multi-cultural, international dimension  A comprehensive knowledge of employment law and experience of translating this into innovative and effective policy and operational solutions in a large, complex organisation  Proven track record in leading complex, large-scale change and creating a culture of continuous improvement.  Commercial and financial awareness.  Experience of using management information to proactively identify future risks and opportunities and to digest this in a form suitable for executive analysis and decision-making.  Experience of leading successful consultation/negotiation on a range of complex human resources issues in a unionised environment

Skills and abilities  Intellectually confident, credible, well networked and highly informed with the combination of personal attributes, gravitas and experience required to be the University’s Director of HR and to act as an external ambassador.  A strong empathy for academic endeavour at a comprehensive, research-intensive University with the intellectual ability to form partnerships of mutual respect with the University Executive Board and senior academic leaders to improve the University’s performance.  Excellent leadership skills, with the ability to lead high-volume, high-quality and diverse teams, adopting a collaborative style whilst holding senior members of staff to account. An open

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manner with a ‘no surprises’ management style which will build trust and respect amongst their colleagues at all levels throughout the University.  The appropriate style, stature and interpersonal and communication skills to work collegially and as a team player with the University Executive Board, Council, senior academics, fellow Directors of Professional Services, Registrar’s Leadership Group and other staff.  The ability to control and manage large budgets and resources at a scale commensurate with the level of the Director of HR.  The ability personally to write clear and persuasive Board papers and business plans and to use fact-based evidence as part of influencing skills.  An ability to understand the University’s organisational culture and to operate successfully within a complex, comprehensive and large scale University, understanding the expectations and subtleties of an organisation which functions on a decentralised model.  Empathy with emerging technology and how it can be utilised to deliver efficiencies and transform services within the human resources function, supporting activity across the University as a whole.  Demonstrable understanding and personal commitment to equality of opportunity and individual and group diversity in employment  Forward looking with the ability to view challenges through the broad lens of a general manager and leader rather than the narrow focus of a human resources specialist.  A good understanding of the changing dynamics in the higher education sector and how these impact on human resource strategy and its implementation

Key relationships  Vice-Chancellor and Principal o The post interacts frequently with the Vice-Chancellor particularly in relation to strategic HR issues

 Provost and Vice-Principal o The Director of HR and their team works closely with the Provost and Vice-Principal on HR matters including academic performance, union relations, and supporting workforce projects such as the Technical Academy.

 Registrar and Secretary o The Director of HR reports to the Registrar and Secretary who is responsible for all the University’s Professional Services. The Director of HR works closely with the Registrar and Secretary on leadership, strategic and organisational issues.

 Pro-Vice-Chancellors and Heads of College Working collaboratively with the Heads of College on human resourcing matters. Leading the HR support services and advice to Colleges via the HR Business Partners.

 Thematic Pro-Vice-Chancellors (Research and Knowledge Transfer, Education, and International). o Working in collaboration to develop and deliver the University’s strategy and policies across three broad strategic themes.

 Directors of Professional Services and Directors of Operations

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o Working collaboratively as a member of the Registrar’s Leadership Group to optimise the administrative services across all areas of the University and personally contribute to the effective leadership of Professional Services.

 University Governors o Working with members of Council (the University’s governing body) to ensure lay members of Council and related sub committees have a clear understanding of the University’s human resources strategy and the challenges therein. As Secretary to Remuneration Committee, the Director of HR will work closely with the Deputy Pro- Chancellor, who chairs this Committee on senior staff remuneration.

 External o These relationships will include universities within the Russell Group, HEFCE, UUK and UHR. o Building a personal profile nationally with HE and bringing back best practice to Birmingham.

The Rewards

Salary Competitive

Benefits Membership of the USS (Career Revalued Pension Scheme)

Holidays 25 days holiday plus Bank Holidays and Closed days

Notice Period 3 months

Further Information Access to sporting facilities, other benefits including childcare vouchers, travel season tickets and a cycle purchase scheme

Process & Timescales

Key dates

 Closing dates for applications 17.00 hours GMT Friday 27 May  Candidate interviews between selected between 9 & 17 June candidates and Harvey Nash  Informal meetings with selected candidates 5 July at the University of Birmingham  Final interviews at the University of Birmingham 14/15 July

At first interview with Harvey Nash you will be required to provide proof of identity and, where necessary, permission to work as required by the appropriate National Government. Please bring these documents to your first meeting with Harvey Nash. You will also be required to provide these documents when you are invited to attend interviews at the University of Birmingham.

How to Apply

For a confidential discussion please contact our recruitment advisers at Harvey Nash plc:

Joanna Grinnell, Researcher, Education Practice E: [email protected] T: +44 (0) 207 333 1828

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Natasha Jackson, Consultant, Education Practice E: [email protected] T: +44 (0) 207 333 1526

Anne Esler, Head of Education Practice E: [email protected] T: + 44 (0) 207 333 1873

To apply, please email the following, quoting reference number HN618826 to: [email protected]

Applications should consist of:

 A full up to date CV including educational and professional qualifications, a full employment history showing the more significant positions, responsibilities held, relevant achievements, budgets and staff managed

 A covering letter of a maximum of 3 pages indicating how you meet the criteria in the Job Description and Person Specification and setting out your relevant experience, your motivation for applying for this role and what you would bring to the University of Birmingham

 Your latest remuneration including any benefits and notice period

 Daytime, evening and/or mobile telephone numbers as well as your personal email address (to be used with discretion)

 Contact details for two referees. Referees should be people who can comment authoritatively on you as a person and as an employee and must include your current or most recent employer or his/her authorised representative. Confidential references are taken up on candidates shortlisted for formal interviews. However, we will refer back to you for confirmation that referees may be approached before any contact is made with them

 Confirmation of your availability for meetings on key dates as outlined above

The closing date for applications is 17.00 hours GMT Friday 27 May

Once the closing date for applications has passed, applications will be evaluated according to the person specification and the Selection Panel will identify the candidates to be invited to the initial stage of the process.

Expenses

Reasonable pre-agreed expenses incurred travelling to and from interviews will be duly reimbursed. Original receipts/tickets will be required.

Health & Safety

To Harvey Nash’s best knowledge, the client’s premises have been assessed to comply with Health and Safety regulations and the environment of employment has been considered safe. Where there are potential risks, they have been administered by the client.

Data Protection

Harvey Nash plc is registered under the Data Protection Act to hold personal data supplied by you.