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Free Job Descriptions

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

"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!"

Human Resources Director Job Description

Human Resources Director Job Description

Delivers HR strategy and provides professional HR guidance and support, as part of a business division leadership team or by leading Centres of Excellence

Main responsibilities-Human Resources Director Job Description

Knowledge, Skills and Abilities-Human Resources Director Job Description

Act as a thought-partner to the Director HR and work closely with the Executive/Divisional Management Team to develop and deliver strategic/operational goals

 

Responsible for the relationship between HR & the business; owns the client relationship

 

Responsible for leading the professional area; bringing evidence-based practice into the organisation and addressing the people challenges for their area of expertise.

 

Support organisation effectiveness by developing and implementing solutions aligned to strategy.

 

Lead the HR vision, including role modelling great personal and team leadership and taking an active role in ensuring the HR Operating Model is embedded successfully

 

Employee Relations/Market

 

Remain aware of changes to policy and best practice within the industry

 

Develop/manage relationships with recognised Trade Unions and Employee Representation Groups and other external partners/professional organisations and networks

 

People/Company

 

Lead cross functional groups both within the division and the company

 

Liaise with cross-divisional HR teams, where appropriate.

 

Support, reflect and demonstrate the company values

 

Drive efficiency, effectiveness and best practice within HR.

 

Finance/Operations

 

Contribute to, and where accountable define policies and processes that support the company and

Divisional/People strategy and objectives.

 

Use and understand People tools and policies, engaging with Divisional clients effectively to ensure their use across the organisation.

 

Create, develop and implement Company/Divisional HR plans/budgets based on Company/Divisional business objectives and plans (feeding into Company budgeting process).

 

 

 

 

 

 

 

 

 

 

Organisational design/talent management: accountable for the organisational design integrity of the company/divisional area according to OD principles, monitoring trends and providing guidance to divisions to identify changes to structure and roles.

 

Continually ensure strong succession plans are in

place and authorise additional headcount in divisions

 

Accountable for management of recruitment and selection (for permanent staff)

 

Accountable for effective internal communication and high employee engagement levels across the division

 

Provide advice and guidance to line managers relating to Training and Development, involving Centres of Excellence, as appropriate, monitoring training requirements across the division

 

Championing effective Performance Management within the division, provide guidance and advice to the Executive team

 

Act as a point of escalation for issues that cannot be resolved by the wider HR team, including disciplinary, grievance and dismissal processes alongside operational management

MI/reporting: responsible for producing or using data and MI to monitor trends and initiate action to address issues

 

Salary and benefits:

 

Oversee annual pay awards and collective bargaining and ensure equitable reward versus performance

 

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 Human Resources Director Job Description

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

Qualifications:

 

Essential - MCIPD, or equivalent educational achievement (Level 7) plus experience.

 

Experience:

 

Relevant HR experience (generalist or specialist) gained in large complex organisation(s) with multiple stakeholders (including matrix relationships)’.

 

Knowledge of current Human Resources Development thinking and evidence of Continuing Professional Development.

 

Relevant experience gained of participating on business boards which govern strategy and decision making

 

Is personally credible, can provide examples and referees at senior levels /multiple disciplines across the organisation that validate HR expertise and how strategic aims have been met

 

Skills and Competencies:

 

Highly developed influencing skills at all levels

 

Strong negotiation skills

 

Ability to deliver tangible, bottom line results showing strong business / commercial acumen within a significant business unit. Able to contribute as a full member of the divisional leadership team

 

Ability to take and be accountable for decisions, balancing risk against value as appropriate

 

Ability to own and solve business problems bringing in support from other areas as appropriate

 

Ability to implement and support a customer-centric approach

Proven ability to lead, develop and inspire a significant team within a business

 

Can maintain personal effectiveness by managing own emotions in the face of pressure, set-backs or when dealing with provocative situations. Can demonstrate an approach to work that is characterised

by commitment and motivation.

 

Communicates, challenges and influences a variety of stakeholders effectively. Ability to present sound and well-reasoned arguments to convince others. Can draw from a range of strategies to persuade

people in a way that results in agreement or behaviour change. Where necessary resolves highlycharged, high-profile conflicts.

 

Adapts and works effectively with a variety of situations, individuals or groups. Is able to understand and appreciate different and opposing perspectives on an issue, to adapt an approach as the

requirements of a situation change, and to change or easily accept changes in one’s own organisation or job requirements. Builds strategic partnerships both within and outside of the company.

 

 

Able to simplify complex problems, processes or projects into component parts, explore and evaluate them systematically. Able to identify causal relationships, and construct frameworks, for decision

making and problem-solving. Takes decisions at times when there are many unknowns, but procrastinating is not an option. Transforms proposals/ideas into practical reality.

 

Personally resilient. Is able to dig deep and deal with disputed issues and ethical dilemmas.

 

Represents and promotes the reputation of HR and takes accountability for the actions of the HR team

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

Strategy

 

Work closely with the Director HR to shape and develop HR initiatives, policies and processes.

 

Actively participate in the overall leadership and strategy of the Division/Company as a member of the Leadership Team, using expertise to introduce mechanisms, policies and practices relating to HR issues.

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

 

Supports the Executive/divisional leadership team and business managers in making decisions through the provision of HR data, advice and general information

 

Ensures that HR policies and processes are fully  ommunicated, understood and complied with and that all HR-related activity in the business unit is legally compliant

 

Manages a team of Senior HRBP’s and HRBP’s