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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

Organisational Design Specialist job description

Organisational Design Specialist job summary

To support the design and development of the  organisational model – including, organisation structure, roles, capability requirements and detailed job descriptions in support of the building and implementation of the SIAM operating model.

Main responsibilities-Organisational Design Specialist job description

Knowledge, Skills and Abilities-Organisational Design Specialist job description

••Support the People Design Lead and  HR team with trade unions and staff consultation, and TUPE activity & planning

 

•Support the development and implementation of Learning and Development Strategy including conducting training needs analysis, scheduling of learning events and courses, and the measurement of learning effectiveness

 

•Establish and maintain strong and productive relationships with key internal stakeholders and staff to ensure that there is a consistently high level of engagement and two way communication throughout the lifecycle of the Programme and in particular during the periods when sensitive change is being undertaken.

 

•Act as the liaison point for senior stakeholders, and will provide regular updates to the board on progress, prepare data and reports for presentation to senior stakeholders at forums such as the steering group and other governance boards.

 

•Provide advice and manage employment law issues related to the change (managing staff on maternity, long term sickness absence, fixed term contracts) etc in conjunction with HR

 

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 Organisational Design Specialist

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

•Support the People Design Lead with the design, development and implementation of the organisational structure.  This will include supporting with job design, role profiling, role to job mapping and capability definition (incl. gap analysis, capability planning, job description writing and staff mapping).

 

•Support People Design Lead with building SIAM Organisation capability through the development and implementation of robust capability strategy.

 

•Take an active role in the design and deployment of change management and people engagement activities to ensure people buy in and commitment to change.

 

•Work with the HR Advisor to support the People Design Lead with the design, planning and management the process for populating the new structure including job matching, recruitment and TUPE transfer.

Essential

•A good understanding and experience of change management and change management principles  in a sensitive environment

 

 

 

 

 

 

 

 

 

 

•Demonstrable experience of organisation design & knowledge of org design principles

 

•Demonstrable experience of TUPE

 

•Strong relationship management skills with wide range of stakeholders, incl. senior management and trade unions, with demonstrable experience of successfully engaging with and influencing at all levels of the organisation

 

•Strong analytical skills, and able to make sense of complex and logical problems quickly

 

•Ability to prepare and present oral and written reports, presentations, recommendations and perform necessary research, or investigations

 

•Ability to prioritise and plan, balancing priorities with a focus on delivery to deadlines and high standards

 

•Excellent verbal and written communication capabilities

 

•Attention to detail; self-starting and strong focus on completing / finishing

 

•Demonstrate a good understanding of political and business awareness; acutely aware of organisational sensitivities

 

•IT literate - excellent knowledge of Microsoft Office suite, Microsoft Project and Visio

 

Desirable

•Experience of working on a large scale project or programme

 

Qualifications

•Human Resource Management degree desirable, or equivalent professional qualification, or relevant experience

 

Leadership Imperatives & Behaviours

 

•Stakeholder Management – Create and develop positive relationships with stakeholders through the appropriate management of their expectations and agreed objectives.

 

 

 

 

 

 

 

 

 

 

 

•Analytical Thinking - able to simplify complex problems, process projects into component parts, explore and evaluate them systematically.  Able to identify causal relationships and construct frameworks, for problem solving and/or development.

 

•Managing relationships and team working - able to build and maintain effective working relationships with a range of people. Works co-operatively with others to be part of a team, as opposed to working separately or competitively.

 

•Collaborating across boundaries – challenges systems, processes and people that block collaboration, connects people, ideas, processes and issues, sets an example by sharing resources, knowledge ideas and skills across the organisation, builds helpful, productive relationships across the organisation.

 

 

•Planning and organising - able to think ahead in order to establish an efficient and appropriate course of action for self and others. Prioritises and plans activities taking into account all the relevant issues and factors such as deadlines, staffing and resources.

 

•Communication - able to get messages understood clearly by adopting a range of styles, tools and techniques appropriate to the audience and the nature of the information.

 

•Resilience - manages personal effectiveness by managing emotions in the face of pressure, set backs or when dealing with provocative situations. Demonstrates an approach to work that is characterised by commitment, motivation and energy.

 

•Flexibility - adapts and works effectively with a variety of situations, individuals or groups.  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.

 

•Decision Making - Is ready and able to take the initiative, originate action and be responsible for the consequences of the decisions made.