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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.

HUMAN-RESOURCES-OR-WAS-IT-HUMAN-REMAINS-COVER-web HUMAN-RESOURCES-OR-WAS-IT-HUMAN-REMAINS-COVER-web

HRBP Performance management job description

HRBP Performance management job description

Human Resources Business Partner for performance management to develop the performance management strategy and plan, with a focus on reinforcing the importance of behaviours to create the desired cultural shift

Main responsibilities-HRBP Performance management job description

Knowledge, Skills and Abilities-HRBP Performance management job description

•Develop HR capability in the area of performance management including tools and approaches to deal with both poor and great performance

 

•Develop an approach to increase line management capability in the area of managing performance across the full spectrum

 

•Ensure the alignment of HR technology to performance management so as to drive behaviours and ways of working, in line with the ’s strategic aims

 

•Lead and champion key programmes of work to enable the company  to be a world class organisation and employer of choice

 

•Ensure the provision of people performance analytics and data as required

 

•Deliver against plans, in line with budget and relevant financial constraints

 

•As a senior leader, represent the function internally and externally as appropriate across a range of stakeholders, including regulators and the press office

 

•Play an active role in embedding the new HR Operating model and ensuring its success

 

•Be a visible role model, in line with our values and behaviours

 

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

 

ECDL qualification

 

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 HRBP Performance management

HUMAN-RESOURCES-OR-WAS-IT-HUMAN-REMAINS-COVER-web

•Develop the pan- performance management strategy and plan, with a focus on reinforcing the importance of behaviours to create the desired cultural shift

 

•Work closely with the other COE heads to build innovative tools and policies that reinforce one another in line with the  strategy and objectives

 

•Leverage your expertise to collaborate with Divisional HR to solve division specific challenges in the area of performance

 

•Shape and evolve a world class approach to performance management that builds the culture in line with our values and strategic aims

 

•Develop a consistent approach for evaluating performance (including appraisals)  that works for a creative organisation

 

Person Specification

 

1.MCIPD qualified (or equivalent expertise gained through study and experience)

 

2.In-depth knowledge of performance management practices and their contribution to business success (including high performance teams)

 

3.Evidence of continuous professional development

 

4.Substantial experience of leading on performance management within a complex organisation (including strategy development and implementation)

 

5.Experience of creating and implementing performance management interventions that have a visible impact on organisational success

 

 

 

 

 

 

 

 

 

 

6.Experience of resolving complex performance issues in the workplace, including at a senior level

 

7.Ability to build relationships and communicate at all levels within an organisation

 

8.Credible expert with the ability to influence; evidenced through delivery and up to date knowledge

 

9.Insight driven – at ease with data and analytics to demonstrate impact and return on investment

 

10.An inspiring leader, with an ability to engage the HR function and the wider organisation