Human Resources Manager

We are recruiting for a HR Manager for a local authority.
Remember to check your CV before applying Also, ensure you read through all the requirements related to this role.
Purpose of role:
The role is part strategic and part operational. They will manage the work of the rest of the advisers, overseeing the allocation of case work, supervising advisors and ensuring that the Council’s people management targets are achieved at an operational level.
The HR Manager will work collectively with the Trainee HR Manager to manage the staff resources within their HR grouping as a pool of generic staff along with being a generic group in their own right. This means that although they may specialise in understanding one department’s work, work will allocated on a needs basis, rather than to a department. This will allow the whole groups to work on a single project for one department while advisors work on individual employee cases.
The HR Managers will be responsible for leading staff at all levels of the HR structure.
Main Duties
1. Lead the delivery of high quality, customer focused advice and guidance to managers on all HR issues.
2. Personally deliver high quality professional HR advice, to Senior Managers, and Assistant Directors.
3. To work with Management Teams to understand business needs within a specific Directorate in order to identify HR solutions to meet those needs and requirements
4. To lead work with members of HR management team to gauge an understanding of the perception of the performance of HR activities in a specific directorate in order to identify areas for development.
5. Will provide the lead on complex casework in order to support service managers in resolving issues within reasonable timescales e.g. investigations, disciplinary, performance and absence cases.
6. Will lead on all Employment Tribunals; supporting managers throughout the process.
7. Act as “Expert” point of reference for organisational change management to develop and implement appropriate HR solutions in the management of organisational change to meet organisational requirements
8. To assess “people” implications of organisational change e.g. organisation design, job design, structural and cultural aspects of change, recruitment implications, learning & development implications and ER aspects of change.
9. Will typically lead on most complex, high-risk organisational change projects acting as point of reference/coach for more junior members of team
10. To lead on the development of specific HR projects/policies/initiatives in line with the People Strategy and Service Development Plan.