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"I couldn`t put it down from start to finish...Some of these stories are fascinating, some sad and some just downright funny. I thoroughly recommended it anyone whether interested in Human Resources or not!"
"A really funny and interesting read .... great insight into the wierd and wonderful world of HR ..."
"Amusing and informative. A recommended read for anyone interested in a career in Human Resources. "
"Entertaining reading and one that anyone in the field of HR will be vale to instantly relate too! "
If you want an HR text book this book is probably not for you. If you want a unique insight into some of the weird and wonderful true stories that happened during a twenty year career in Human Resources it is.
"I couldn`t put it down from start to finish...these stories are fascinating, some sad and some just downright funny. I thoroughly recommended it whether interested in HR or not!"
HR Director Reward & Employee Relations is a leader of people, representing the function internally and externally
•Using deep knowledge and insight about the organisation, the operating environment and external trends, develop a strategy and plan for Total Reward & Employee Relations to ensure that our policies, procedures, frameworks and tools are fit for purpose and responsive to internal/external demands
•Lead expert within the on Total Reward & Employee Relations to include pay, pensions, job evaluation and employee/industrial relations
•Ensure integration across the various specialist functions to develop frameworks that reinforce one another, and ultimately help to develop management capability and the desired organisational culture in line with strategy
•Work in partnership with the HR Leadership Team to identify emerging themes and business critical issues that can be addressed by the COE function
•In conjunction with the Solutions Centre and Divisional HR, ensure successful delivery of cyclical people activity such Pay Review
•Ensure that expertise and thinking is disseminated across the HR function in order to develop HR capability and ultimately enhance the service offer to the business
•Drive innovation within the COE function to ensure the continuous improvement and development of fit for purpose tools for the business and HR to use
•Lead on the response to external press and people risk on behalf of the (as appropriate)
•Lead on behalf of HR across forums (as appropriate)
KNOWLEDGE, TRAINING AND EXPERIENCE
Advanced IT skills
RSA III/NVQ 3 or equivalent.
Trained and experienced at intermediate level in a range of software packages
Good standard of English & Numerate
Advanced secretarial skills such as audio and voice recognition software
At least 2/3 years experience in a secretarial environment
AREAS OF EXPERIENCE AND KNOWLEDGE:
The ability to organise and prioritise own workload within any specified guidelines where guidance
is not readily available, but at set intervals
Proficient in diary management co-ordinating appointments to ensure best use of Managers’ time
Experience of transcribing formal minutes of meetings.
Independent/lone working and team working skills
Experience of adapting to change and managing work in a changing environment
Evidence of ability to be flexible and show initiative, sensitivity and enthusiasm to work
Free job description HR Director Reward & Employee Relations
•Leads and builds high performing HR teams that in turn add value to the organisation in line with budget and relevant financial constraints
•Proactively drive change and improvement; helping to achieve the necessary cultural change that will drive high engagement and performance across the organisation
•Uses insight about the and operating environment to ensure strategic alignment of HR services they provide
•Play a lead role in embedding the HR Operating Model and ensuring success
Visible role model in terms of values, behaviours and required leadership
•Senior/Director level experience of leading a Reward & Employee Relations Function in a large, complex unionised organisation
•Deep expertise across Reward & Employee Relations and evidence of applying this to achieve successful business outcomes
•Understanding of current employment law context and its practical application to the employee lifecycle
•Track record of delivering strategic initiatives that enhance business performance
•Significant experience of leading and building high performing teams
•Proven experience in managing the client relationships at a strategic level
•Proven experience of managing budgets successfully
•Demonstrates resilience in a complex, challenging environment
•Able to build strong, trusted relationships across the function, the wider and externally
•Exceptional communicator; an ability to influence and persuade at Executive Level
•Confident using data and insight to create leading edge, innovative tools/solutions
•Fellow CIPD qualified or equivalent experience at Director Level