The British Academy – the UK’s national body for the humanities and social sciences - is seeking two HR Managers to join our HR Team, providing key support in the delivery of HR services and implementing workforce change.

We have two roles to fill. This role, the HR Manager (Employee Relations & Development) will lead on employee relations & development; the other will have lead responsibility for key employee resourcing functions delivered by the Team. Both managers will report to the Head of HR.

ROLE PURPOSE / OVERVIEW

The HR Team is a small, friendly team (6 people including these roles), part of the Academy’s Resources Directorate delivering HR, Finance, IT & AV, Facilities and Venue Sales & Marketing services. We take great pride in partnering and supporting our colleagues in the Academy, providing a professional and responsive service. We develop and implement change within the framework of the Academy’s People Strategy, which is currently being refreshed. The HR Managers will be involved in this work.

Managing, supporting and developing your staff is a core HR Manager responsibility and skill, together with an interest and commitment to developing your own management capability.  Both HR Managers will contribute to the development and implementation of the refreshed People Strategy, and related policy & process improvements in your lead work areas. You will be a resilient and effective communicator, able to collaborate with both internal and external stakeholders. A keen attention to detail is essential, together with a proactive approach to problem solving, planning and prioritising. You will have a good understanding of, and experience ,in applying HR best practice.

The HR Manager (Employee Relations & Development) will lead on providing employee advice and support and engaging with staff. This includes secretarial support for the Staff Engagement Forum and oversight of the HR management information system. You will manage learning and development services, including planning, budgeting and supplier relationships. Your policy responsibilities will include induction and performance. You will also lead on workforce equality, diversity and inclusion issues, contributing to the Academy’s EDI Strategy and advising staff.

OFFICE LOCATION - 10-11 Carlton House Terrace, St James Park, London, SW1Y 5AH

KEY RESPONSIBILITIES

Line management

• Managing, supporting, and developing the HR Officer, in line with the Academy’s policies, procedures and processes, and best people management practice.

• Establishing and maintaining effective communication with the HR Officer (and HR Assistant), through team meetings and other opportunities, facilitating and encouraging their involvement and engagement.

• Proactively maximising opportunities to develop own management capability and potential, including ongoing HR professional development.

Employee advice, support and engagement

• Management of the Employee Handbook, ensuring that the content of the Handbook and related policies is regularly reviewed and kept up-t0-date, drawing on CIPD best practice, HR-Inform, ACAS etc. Keeping staff informed and up-to-date through proactive use of HR News and the HR intranet, Ask HR sessions and workshops.

• Partnering and engaging with Academy managers, providing advice and support on staffing issues, including absence and capability. Attending formal meetings as HR lead and representative.

• HR systems - management oversight of the Cezanne HR Management Information System, ensuring that managers and staff understand how to use the system. Ensuring that the HR-shared mailbox is managed efficiently and kept up-to-date; and that queries receive responses within 5 working days.

• Staff Engagement Forum - Providing secretarial support to the Staff Engagement Forum. Arranging regular meetings and preparing or commissioning papers. Keeping arrangements under regular review, including representation and terms of reference.

• Management of the annual Staff Survey – preparing for the survey including consulting managers and the Staff Engagement Forum on questions; liaising with Comms Team on internal communications; collating, analysing and reporting on the results. Working with the Head of HR on subsequent action planning and on wider employee representation issues, including trade union recognition.

Learning, training and development

• Working with the Head of HR on the learning & development strategy and annual learning plan. Preparing papers and presenting to senior managers, analysing training data and outcomes.

• Maintaining staff training records and supplier relationships. Managing the training budget and keeping it under regular review. Ensuring that training systems and processes meet audit requirements.

• Working with L&D Directorate representatives, Facilities and IT, to encourage contributions and identify future training needs.

• Leading on developing performance policy and processes, including probation and induction.

Equality, diversity & inclusion

• HR representative on the EDI Staff Group, working closely with EDI Manager

• Management oversight of staff and job applicant equality data; ensuring that data is collected and stored in line with GDPR responsibilities. Lead on analysing and reporting on data and consequential actions.

• Providing advice, guidance and support to managers and staff on equality, diversity & inclusion issues.

• Contributing to the Academy EDI Strategy, ensuring alignment with the People Strategy.

People Strategy development and implementation

• Working with the Head of HR and other team members to take forward the Strategy as a whole, contributing ideas and applying knowledge and experience to the Academy context. Consulting with staff through team meetings, the Staff Engagement Forum and HR News / HR intranet.

• HR Team lead for Diversity & Inclusion work strand.

• HR Team lead for the Performance & Development work strand.

KEY STAKEHOLDERS

Internal

• Managers at all levels; staff, including new joiners (induction); Learning & Development representatives, colleagues in IT and Facilities; EDI staff group members.

External

• Training and service providers. External suppliers (Cezanne HRMIS). Data Protection Officer.

ROLE REQUIREMENTS

QUALIFICATIONS

Level 5 or 7 CIPD qualification, or demonstrable commitment to work towards achieving this.

WORKING RELATIONSHIPS

Works and communicates effectively

• Is proactive in developing and maintaining effective working relationships with others internally and externally

• Demonstrates a positive attitude towards helping others by providing appropriate support, using initiative and not waiting to be asked

• Adopts a communication style appropriate to the situation and the audience, understanding that communication is two-way

• Is sensitive to different working styles and views, adapting where appropriate

• Is willing and able to compromise and negotiate, including to resolve possible conflicts

• Handles difficult situations with sensitivity & respect

• Communicates effectively with staff across departments

• Promotes a positive impression of the Academy both internally and externally

KNOWLEDGE AND SKILLS

Demonstrates and develops appropriate knowledge and skills

• Demonstrates credible HR knowledge and skills

• Demonstrates a business-partnering mindset

• Is receptive to new ideas and change, adapting own ways of working as appropriate

• Makes suggestions for improving the way things are done

• Is aware of own strengths and weaknesses, and prepared to admit own mistakes

• Seeks and uses opportunities to learn and develop, and is quick in picking up new tasks

• Shares knowledge and skills with others

PROACTIVITY AND PLANNING

Manages time and resources effectively in order to achieve own and organisational objectives

• Prioritises tasks to meet deadlines and manages expectations appropriately

• Displays resilience in coping with workload

• Keeps relevant colleagues informed and seeks input

• Evaluates and manages risks effectively

• Reliably takes ownership of tasks, including delegating effectively where appropriate

• Monitors progress effectively and adapts plans where possible

PROBLEM SOLVING AND DECISION MAKING

Ensures good decisions are made through a rational and methodical approach

• Identifies problems and opportunities and acts on them

• Has a pro-active, can do, attitude, taking personal responsibility for correcting problems or resolving issues

• Focuses on solutions and manages pressure

• Anticipates obstacles and thinks ahead

• Copes with the unexpected

• Sets the right balance between referring decisions to the appropriate level and taking things forward without referral

LEADERSHIP

Gives a clear sense of direction while inspiring others with vision and actions

• Inspires personal trust, engenders kinship around a shared vision

• Shows integrity and wisdom, decisiveness and consistency, sincerity and honesty, especially under pressure

• Tackles and owns difficult issues, resolves rather than avoids conflict

• Looks to the medium and long-term future, anticipates change

• Enables and empowers others to effect change

• Is courageous, making and seeing difficult decisions through in a calm manner, handling crises well

• Takes responsibility on behalf of a team (for difficult issues and equally for mistakes), leads by example, attracts support

OTHER REQUIREMENTS

Takes a flexible approach to their work, happy to take on different responsibilities in the interests of the HR Team and the Academy.

BRITISH ACADEMY WORKPLACE VALUES

The Academy’s workplace values and supporting text are set out below. We share these core values with each other. They guide how we work together and with others. We demonstrate them through our behaviours.

COLLABORATION- We consistently work together to a common purpose, supporting each other, communicating openly and sharing knowledge. We are flexible and adaptable, receiving feedback constructively

CREATIVITY - We bring imagination and curiosity to our work, valuing learning, diverse thinking, and innovation. We are open-minded, receptive, and responsive, taking account of alternative perspectives

EMPATHY-We are understanding, sensitive, compassionate, and considerate, mindful of our own wellbeing alongside that of others

EXCELLENCE - We always do our best, without striving to be perfect, applying our expertise and experience to develop and grow

INTEGRITY - We are open and honest with each other, accepting personal responsibility and demonstrating loyalty. We are reliable and dependable, having belief that we will be transparent and clear

RESILIENCE - We are confident, bold, and tenacious, knowing when to listen as well as when to speak up. We respond positively to challenges and overcome problems

RESPECT - We are inclusive in our regard for each other, showing courtesy and appreciation. We treat people fairly and equally, welcoming everyone’s contribution and difference

APPLICATION PROCESS

We have a two-step approach to hiring, beginning with submitting an application through the Applied platform. This will be followed by a panel interview and may involve a task component.

Please note that you may be asked to reference any literature that you may refer to, as applications that are highly plagiarised and not your own work. e.g. ChatGPT, will be declined.

Interviews for this role are currently scheduled for 22/23 February 2024 but this may be subject to change.