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Job description

To be responsible to the relevant HR Officer/Business Coordinator (HR/Administration) for assisting with the provision of all human resource matters across the department to ensure the business needs of the department are met in an efficient and cost-effective manner. To supervise, train and develop assigned human resources staff to ensure the business needs of the department are met. To assist the relevant HR Officer/Business Coordinator (HR/Administration) with the provision of advice and guidance to senior managers, line managers and other staff on a departmental wide basis, on human resources matters, in liaison with Corporate HR as appropriate.

Responsibilities

• To supervise and be responsible for programming the workload and priorities of any assigned support staff in liaison with the HR Officer/Business Coordinator (HR/Administration) to ensure the business needs of the department are met.
• To ensure the accurate and timely production of service performance and compliance information relating to human resources matters required for reports and official returns.
• To assist the HR Officer/Business Coordinator (HR/Administration) to ensure that human resource and employee relations issues for the department are effectively managed and applied in accordance with council policies and procedures.
• To undertake investigations in relation to specific personnel matters.
• To assist with the development and management of all procedures, record keeping and reporting activities with regard to human resources matters.
• To assist the HR Officer/Business Coordinator (HR/Administration) in the review of individual sickness absence cases and maintain all medical and Occupational Health correspondence and produce Occupational Health referrals.
• To prepare absence management reports for presentation at case review panels.
• To assist the HR Officer/Business Coordinator (HR/Administration) in providing advice and guidance on human resource matters including but not exclusively:
• Employee relations; attendance management; discipline and grievance; training and development; payroll; recruitment, freedom of information requests and data subject access requests.
• To assist with the coordination of responses within relevant timeframes, to requests under e.g. freedom of information and data protection legislation.
• To assist in the preparation of the departmental human resources units business plan.
• To assist the HR Officer/Business Coordinator (HR/Administration) in the identification of training and development needs within the human resources unit, to set individual goals/targets and implement agreed training programmes etc.
• To provide and coordinate induction training for all new starts.
• To keep under active review relevant working practices and procedures and make periodic recommendations to the HR Officer/Business Coordinator (HR/Administration) where improvement or efficiencies are possible.
• To represent the HR Officer/Business Coordinator (HR/Administration) as required, within the post holders sphere of responsibility.
• To motivate and manage any staff that may be assigned to the post holder to ensure effective service delivery and to be responsible for reviewing and implementing a proper staff training and development programme.
• To participate in all induction and in-service training provided by Belfast City Council and in the induction and support of all newly appointed staff and other human resource management policies and procedures, as appropriate, including absence.
• To participate as directed in the councils recruitment and selection procedures.
• To act in accordance with the council and departmental policies and procedures including customer care, equal opportunities, health and safety, safeguarding and any pertinent legislation.
• To undertake the duties in such a way as to enhance and protect the reputation and public profile of the council.
• To undertake such other relevant duties as may from time to time be required.

Skills and Qualifications

Essential Skills

• Have a third level qualification in a relevant subject such as Business Studies, Human Resources or equivalent qualification.
• Or be able to demonstrate on the application form, by providing personal and specific examples, at least two years relevant experience in each of the following three areas:
• Providing advice and guidance on HR policies and processes to operational management, and assisting in the management of staffing, payroll, work-life balance, learning and development, Freedom of Information and subject access requests;
• Working effectively with Trade Unions on a range of HR matters;
• And direct participation in attendance management policy, disciplinary and grievance procedures and in managing employee resourcing / staffing issues.
• A high degree of literacy with the ability to write reports, memos and letters on complex or sensitive issues; effective oral communication skills with the ability to address groups and meetings clearly and to listen etc.
• An understanding of HR issues, legislation and best practice including recruitment and selection, work-life balance, payroll, absence management, disciplinary and grievance procedures and how information technology and new tech.
• The ability to demonstrate effective management skills with a wide understanding of a departmental operation and the ability to work as part of a team.
• An understanding of how to deliver a value for money service via performance management systems and procedures including performance indicators, benchmarking and quality assurance methodologies.
• An understanding of customer care and consultation principles and the need to respond to client and customer demands.
• The ability to analyse complex situations and take appropriate decisive action using the data that has been gathered with an understanding of the possible wider corporate implications of such action.
• The ability to work with a diverse group of other managers and professionals, both internally and externally, to meet common objectives.
• The ability to engage with organisational change and the ability to secure the commitment of others to change.
• The ability to forward plan and to effectively prioritise the work of a large section taking into account short and medium term goals, service demands and the availability of resources etc.
• The ability to understand how ICT can improve business effectiveness, be innovative in its application and be able to specify requirements with precision.
• An understanding of legislation and best practice with a personal commitment to equality of opportunity.