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Contents • Welcome from the Director of Human Resources

• HR at the University of Brighton • The Roles

• The People

• Benefits of working at the University of Brighton

• University Life

• How to Apply

• Submission of Applications

• Copy Advert

Welcome from the Director of Human Resources Thank you for your interest in the HR Manager roles at the University of Brighton and I hope that you find the information contained in this document of interest. The University of Brighton is strongly committed to conserving, generating, transmitting and sharing knowledge locally, globally and professionally focusing on applying knowledge for social benefit. We offer higher education which contributes to citizenship and the public good through a model of higher education based in the spirit of enquiry and the active co-production of knowledge amongst staff and students in learning, teaching and research.

The university is on an ambitious trajectory in terms of its development and central to the success of this will be how it recruits, develops and utilises a talented workforce. Whilst we are starting from a strong foundation, the scale of the people agenda is significant and ranges from building a greater level of resilience in terms of operational HR systems and processes to developing and implementing professional and strategic interventions to support the realisation of the university's vision.

To help us meet our ambitions we are now looking to recruit two exceptional HR Managers who will be able to provide senior leadership in the HR Department. You will already have significant experience of working in a complex and challenging environment, be a proven people manager and have demonstrable experience of developing and implementing leading HR practice. In addition, you will also be someone who has a passion for customer service and excellence in delivering the HR agenda and possess the resilience and tenacity required to bring about the level of change we are aiming to achieve.

Should you believe you have the qualities and experience we are looking for and wish to discuss these roles in greater detail then please do not hesitate to contact Jo Hird, Head of Human Resources on 01273 642886 or email j.hird@brighton.ac.uk to arrange an informal discussion.

We look forward to hearing from you.

Gavin Wright Director of Human Resources

HR at the University of Brighton

An outline of the Human Resources Department The department is responsible for the development of the university’s HR policies, strategies and procedures on all aspects of people management, including staff planning, recruitment and selection, pay and conditions of service, leadership and management development and employment relations, working with the university’s Equality and Diversity team to ensure equality of opportunity for all staff. The HR Department aims to provide a well-integrated, professional and cost-effective service to the university.

The department’s achievements include major strategic developments such as senior leadership and management development programmes, support for occupational health, enhanced staff welfare and counselling services, implementation of modernised pay and grading structures affecting all staff underpinned by job evaluation, and a staff survey that showed that the overwhelming majority of staff felt that the university was an excellent place to work.

The Higher Education environment is going through a period of rapid change and the University of Brighton has ambitious strategic plans during the next cycle of its corporate objectives. The department offers a professional service that best meets the demands of these challenging times, and the HR teams work collaboratively with colleges, schools and departments in helping to facilitate proactive people management solutions.

The Human Resources Strategy (2015 – 2020) has been recently developed and outlines the main strategic areas of work for the department in the coming years. A copy of the strategy can be found here.

Departmental Management Team The Director of Human Resources advises the university’s Senior Management Team, is a member of the university’s management group and attends a number of university committees, including the Research Strategy Committee,

Learning and Teaching Committee, Business and Community Committee, Safety Committee, Promotion and Regrading Panels and the formal trade union Common Interest Groups and the Joint Negotiating Committee. The Director is a member of the Board of Governors’ Nominations Committee and presents reports to the Board’s Employment Committee.

The Director manages the overall strategy and work of the department and is supported by a Head of Human Resources and senior managers who have specific responsibilities for divisions of the department and specific aspects of work. The Departmental Management Team meets monthly and manages the work programmes of the department, ensuring collaboration on projects which cut across team/division boundaries, and is responsible for developing ideas and formulating plans for future HR/staffing strategies.

Employee Relations This service is a key partner in the delivery of the university’s strategic people management objectives.

The HR Manager (Employee Relations) will work closely with the Director and senior managers of the university to manage the university’s negotiating and consultation framework with its trade union representatives, which currently consists of two common interest groups (one for lecturers, and one for support staff groups) reporting to a Joint Negotiating Committee chaired by the Vice-Chancellor. All major contractual changes are negotiated through this framework. Formal meetings are supplemented by frequent informal communications.

Pay negotiations are undertaken nationally under the auspices of the Joint Negotiating Committee for Higher Education Staff (JNCHES) and through the Universities and Colleges Employers’ Association (UCEA).

The HR Manager is responsible for leading and developing the university’s future employment policies and reward policy, including pay, pensions and other terms and conditions of

service, for monitoring developments in employment legislation and for ensuring that departmental policy and practice is updated accordingly. This post also plays an important part in developing future approaches to pay, remuneration, HR policy and terms and conditions of service.

The HR Manager is supported by an HR Adviser who has specific responsibilities for providing support to the formal trade union meetings and the promotions process.

The HR Manager leads a team of professionally qualified HR Advisers who provide a solution-based advisory service to university managers in colleges, schools and departments, covering organisational development and non-standard case management, as well as undertaking operational HR policy review and development, coaching and training managers on HR procedures, re-organisations, and other people related matters.

The HR Advisers operate a service based on the concepts of business partnering and an understanding of the organisational and people requirements. This enables customer-focused and professional relationships to be established with colleges, schools and departments. The Advisers deliver commercially orientated and responsive solutions to managers to facilitate the delivery of their corporate objectives and currently one adviser takes a lead role in the day to day management of the team.

HR Operations This area is led by the HR Manager (Operations) and covers three main areas: administration and advice; information and communications; and operational projects.

The administration services are delivered by three operational teams. The teams undertake recruitment and HR administration, and provide first line policy and contractual advice to a group of colleges, schools and departments. The types of activity undertaken by the teams include organising advertisements and recruitment processes, checking eligibility to work and DBS checks, issuing contracts, advising on terms and conditions of employment, dealing with payroll

related issues, sickness, maternity and other leave of absence and processing resignations and retirements, as well as supporting the grading of vacant posts and the promotions process.

The service is predominantly customer focused and is informed by the needs of the business; the teams have a clear understanding of business and client needs and undertake the delivery of an efficient and professional operational service to the university.

This team also includes an HR Information and Systems Adviser and an HR Assistant. They are responsible for system management and development of the integrated HR/payroll system (ResourceLink) as well as for the production of reports and information for use within HR, by the university and to meet our statutory obligations externally. In addition this team also maintains an overview of strategic information, communication and data needs across the department and the university, including the development of the staff intranet and the HR Department web site and Data Protection.

The HR Projects Manager (Operations) sits within this area and is responsible for a number of HR Information initiatives and university wide operational projects as well as overseeing Freedom of Information issues.

Strategic HR Projects The HR Manager (Strategic Projects) is a temporary position reporting to the Director of Human Resources with a specific remit to support the introduction of the HR Strategy and specifically is working on three major initiatives: Performance Management; Leadership and Management Capability; and Workload Allocation for academic staff. Management Development We have two Staff Development Advisers and a Staff Development Administrator who are responsible for the co-ordination of a suite of management development and training programmes as well as staff induction. They also provide ad hoc interventions and facilitate support to teams as situations dictate.

The Role – HR Manager (Employee Relations) This role is integral to the delivery of operational and strategic aims in line with the HR Strategy and agreed objectives. The Employee Relations Team is responsible for delivering a cohesive employee relations service covering pay and reward, union relationship management, formal negotiating and consultation frameworks, pay and conditions of service, employment legislation impact assessment, policy development and review, performance management, HR advice and guidance and formal casework management. The post holder will have a sound understanding and experience of HR best practice, risk management and employment legislation to develop the modernisation of employee relations practice in the university and drive cultural change in this area. They will work as part of the HR Department Management Team and will contribute to the wider HR agenda as necessary. Main areas of responsibility • Develop, lead and manage an Employee Relations approach that is aligned with the HR Strategy and

the university Strategic Plan; driving and overseeing all employee relations initiatives and projects within the organisation to improve individual and collective performance and engagement.

• Lead the HR advice and support provided to all parts of the university on employee relations matters to ensure effective management and resolution of disciplinary, absence, grievance and performance issues, including appropriate risk management and coaching of managers.

• Lead, advise and guide the university on all contractual and remuneration matters including: pay and reward strategies, terms and conditions of service and grading processes.

• Oversee the formal consultation and negotiating framework with the recognised trade unions to foster harmonious employment relations and support the university’s aims and objectives.

• Maintain up to date knowledge of best practice and employment law particularly in relation to the HEI sector, initiating, recommending, negotiating/consulting and implementing changes to existing policy and practice.

• Act as a member of the HR Departmental Management Team, working with colleagues in other areas to ensure the seamless and cohesive provision of service, taking part in wider HR or university projects, groups and meetings as necessary.

• Manage the employee relations team effectively to ensure objectives are met and a consistent, professional and high quality service is provided.

• As a member of the HR Departmental Management Team (HR DMT) contributes to the delivery of the university's HR strategy, drawing upon and sharing knowledge gained through engagement with key stakeholders and working closely with the operational HR team to inform decision making.

• Undertakes other duties commensurate with the seniority of the position.

The Person The successful candidate will be able to demonstrate the following qualifications, skills, experience and knowledge in relation to the areas of work outlined in the role details above: Essential

• CIPD Level 5 or 7 qualification and Chartered Membership of the CIPD • Significant experience of setting up and developing an effective employee relations function • Excellent up to date knowledge and experience of employment legislation and HR best practice • Significant senior employee relations experience in a relevant and similarly complex environment • Proven experience of developing, leading and implementing successful employee relations

strategies which compliment strategic imperatives • Significant knowledge of job grading and evaluation systems and the development of

remuneration and reward systems • Evidence and experience of promoting values in equality and diversity • Ability to work at both a strategic and operational level • Ability to assess potential problems and make sound judgements around issues that may have an

adverse effect on the business from an ER perspective • Strong and proven people management skills, gained through managing and developing teams • Ability to work effectively as part of a team and individually • Sensitive people skills: a high level of emotional intelligence; excellent interpersonal, negotiating,

influencing and facilitation skills; ability to communicate effectively with people at all levels • Competent computer skills • Ability to work well under pressure • Excellent organisational skills: able to plan and prioritise whilst maintaining a high level of output • Ability to demonstrate presence and personal credibility within the organisation • Well developed and effective coaching skills • Strong project management skills • Evidence of an analytical and innovative approach to problem solving at work • Ability to translate and effectively communicate complex information • Ability to maintain confidentiality and deal with difficult situations. • Good team player • Enthusiastic and self-motivated

Desirable

• Relevant degree or professional qualification. • Experience of working in Higher Education • Trained Hay job evaluator • Excellent IT Skills, including HR database / system experience (ResourceLink)

The Role – HR Manager (Operations) This role is integral to the development, integration and delivery of operational and strategic aims in line with the HR Strategy and agreed objectives. The Operations Team is responsible for delivering a range of administrative, analytical and proactive support services encompassing areas of resourcing, planning and HR information. The post holder will have an in-depth knowledge and extensive experience of recruitment and resourcing, selection and retention, policy, procedure and practice, employment law, equality and diversity, and HR information systems. Additionally, a sound understanding of wider HR areas such as reward, contribution and performance, will also be required to help the wider HR department to function effectively and efficiently. The HR Manager (Operations) will develop and administer human resource initiatives and be responsible for developing and implementing various systems and maintaining positive relationships with vendors, managers and staff. The post holder will develop and implement policies, systems, methods and processes across the operations team which will require significant judgement and innovative thought to ensure that service delivery is aligned with the broader objectives of the department. As a member of the Departmental Management Team, you will plan, develop and implement longer term objectives for the Operations team to support the delivery of the HR Strategy, developing and delivering a customer focussed, proactive and robust operations service, as well as contributing to the annual planning process to support the strategic direction of the HR department. Main areas of responsibility: • To manage HR and administrative staff responsible for delivering a wide range of HR advice,

information and administrative services to prospective applicants, job candidates, staff and managers, coaching and developing the team to deliver a professional, pro-active, customer focused frontline HR service.

• To lead the review and enhancement of operational HR processes and systems and development of

service quality standards, ensuring accessibility of all services, and that the team deals effectively and efficiently with the full range of HR operations (from attraction to exit) in accordance with legislation and university policy/procedure. This will include creating new workforce establishment control and process improvements for the university.

• To take overall responsibility and act as the HR Systems Manager (currently ResourceLink integrated

HR and payroll system and Stonefish E-Recruitment system) including setting the direction for the development of the HR systems; maintaining quality and appropriate use from both a user perspective (e.g. bespoke software, upgrades) and in terms of system developments, e.g. self-service, dashboard, functionality.

• To ensure the maintenance and development of accurate, appropriate and robust HR management

information and data to support the HR agenda and the wider university to meet its strategic aims and objectives. Identifying and highlighting issues affecting resourcing and wider people issues and making recommendations for action as appropriate.

• To act as a member of the HR Departmental Management Team, contributing towards wider HR

projects and strategies, providing leadership and coaching as appropriate. • To manage and oversee any high profile recruitment campaigns and to deliver efficient and effective

processes tailored to need and using best practice, innovative and new technologies to best effect. • To manage external contracts as appropriate for HR associated suppliers, ensuring value for money,

delivery of services and undertaking tendering/negotiation for contracts as required. • Undertakes other duties commensurate with the seniority of the position.

The Person

The successful candidate will be able to demonstrate the following qualifications, skills, experience and knowledge in relation to the areas of work outlined in the role details above: Essential

• Relevant degree or professional qualification. • Membership of the CIPD. • Evidence of achievements at a senior HR professional level. • A clear understanding of business needs in the context of a large organization. • Previous experience of delivering customer focussed transactional/operational HR services. • A strong understanding of employment law. • Experience of advising managers and problem-solving across a full range of HR activities. • Experience of facilitating organisational change. • Coaching experience. • Demonstrably strong interpersonal, communication and influencing skills and the ability to

express complex arrangements with clarity. • Ability to think and plan strategically, to generate creative solutions and ideas • Ability to work on own initiative and to lead and motivate a team. • IT literate / HR database skills. • Sound understanding of HR and management information systems and evidence of accurate,

logical thinking in order to plan for appropriate input of data to enable the production of complex reports.

• Ability to maintain confidentiality and deal with difficult situations. • Enthusiastic and self-motivated. • Flexibility, openness to change.

Desirable

• Chartered Membership of CIPD. • Understanding of Higher Education. • Experience of using ResourceLink. • Knowledge / experience of process re-engineering

Benefits of working at the University of Brighton

You will be joining a significant local employer, servicing 22,000 students, and with campuses based in Brighton, Eastbourne and Hastings.

Staff benefits: • Childcare vouchers • Cycle to Work Scheme • University Nurseries close to campus • Wide ranging staff development

opportunities • Maternity, paternity and adoption

schemes providing enhanced payments • Defined benefits pension scheme • Staff car parking at campus sites • Season ticket loans for buses and trains • Christmas / New Year closure • Occupational health, welfare and

counselling services • Concessionary membership of university

sports facilities

Salary The salary for the HR Manager (Employee Relations) will be within the range £49,230 - £57,047 p.a. and for the HR Manager (Operations) is £41,255 - £47,801p.a. Actual starting salary will be dependent upon experience.

Salaries are paid monthly in arrears through the BACS System directly into the bank or building society account of each member of staff.

Job Sharing The University of Brighton welcomes job sharers. Appointment as a job sharer is dependent upon the two most suitable candidates for a post wanting to share. If you want to apply as a job sharer, please indicate this in your application.

Hours of Work This post is full time. The nature of senior posts is such that staff are expected to work such hours as are reasonably necessary in order to fulfil their duties and responsibilities.

It would therefore be inappropriate to define the total hours to be worked in any week. A reasonable norm for full-time staff, however, having regard to the contractual position of other senior staff in the institution, would be thirty-seven, although this should not be regarded as a minimum or maximum.

Holidays The annual leave entitlement for full time staff in this post is 27 days, rising to 30 days after 5 year’s continuous service. This is in addition to statutory holidays, local discretionary holidays and days when the university is closed in the interests of efficiency.

Terms and conditions In determining terms and conditions of employment, the university has regard to recommendations made through the appropriate national negotiating framework.

These terms and conditions of service can be varied by local agreements reached through the university’s local negotiating framework which comprises a Joint Negotiating Committee supported by two Common Interest Groups. These groups bring together representatives of the university and its recognised trade unions, which are: • UCU – University and College Union • UNISON.

University Life Each town has lots of opportunities to get involved in its culture and community – offering something for everyone and a great place to progress and live.

Brighton Brighton is vibrant, colourful and creative with a reputation for freethinking and for valuing all different cultures. It is known for its exciting cultural and social life.

The city hosts the largest arts and culture festival in England – the Brighton Festival - along with a number of other events, such as the Brighton Science Festival, Pride, Burning the Clocks, the London to Brighton Bike Ride, the Brighton Food Festival and the Brighton Marathon.

Brighton offers a hotbed of festivals, galleries, museums, film, nightlife, comedy and theatre. It has a wide and varied range of shops, from the high street to the famous Brighton Lanes.

Eastbourne

Considered the sunniest place in the UK, Eastbourne is a lively seaside town surrounded by beautiful countryside.

There is a wide variety of restaurants, cafes, traditional pubs, wine bars and nightclubs in the town, along with many sporting and cultural activities.

Sports range from golf to horse riding, with water sports such as sailing, canoeing, body boarding, windsurfing and power boating all very popular.

Four theatres, two cinemas, four shopping centres, and the Towner contemporary art museum for Southeast England, are all within walking distance of our campus.

The UK’s largest free air show in August and the annual extreme sports festival attract hoards of visitors to the town each year.

Eastbourne also boasts two pre- Wimbledon tennis tournaments.

Hastings

Hastings is an historic and beautiful town with a vibrant arts and live music scene. It is home to the largest beach-launched fishing fleet in Europe, the remains of the first castle in England to be built by William the Conqueror, a preserved Old Town and a strong local arts community.

The Old Town, to the east, is a mix of half-timbered houses, narrow streets and passageways, locally known as twittens. To the west is St Leonards which features the classical elegance of James Burton’s architecture.

Hastings is home to the Jerwood Gallery, which is the new public home to the Jerwood Foundation’s collection of twentieth and twenty-first century British Art. Annual events in Hastings include Hastings Day, Jack in the Green and Pirate day. The Hastings Seafood and Wine Festival is a celebration of Hastings sustainable fishery and fishing heritage, its surrounding vineyards and excellent local food producers.

How to Apply

The application process Candidates are invited to apply via the university’s online recruitment system at jobs.brighton.ac.uk.

Here you will be asked to complete an online form, showing how you meet the selection criteria for the role. In addition, you are asked to attach a supporting statement/CV to the online application.

The information requested, between the online application and supporting statement/CV is outlined below.

Supporting statement/CV The supporting statement is an opportunity, in addition to the online application, for candidates to show how their qualities, skills and experience fit them for being successful in the role. The statement is the opportunity for candidates to show why and how it is likely that they will be the candidate best suited to the role

Personal details Name, title if used, post nominals, date of birth, home and office addresses and telephone numbers, any requirement for a work permit

Present employment Title of post, brief job details, grade and salary, commencing date, period of notice required.

Higher education Name of institution(s) and dates attended, full- or part-time attendance, subjects studied, qualifications gained.

Institutional or professional membership Involvement, institution(s) and date(s) of admission, class of membership

Employment history Employment history should be in chronological order. If periods of employment are not consecutive it would be helpful if details of activity in the intervening period (e.g. periods of full-time study) could be included.

For each employment the following information should be given: employer, post title, brief description of post, commencing and finishing dates

Professional activity Description of any relevant external professional engagement, including consultancy, research or publications

References References may be taken up on any candidate prior to final interview, unless subject to an express request not to do so, in which case this should be made perfectly clear as part of the application.

Applicants are asked to nominate two referees (names, positions and addresses) who are able to comment on their suitability for the position, one of whom should be the applicant’s current or most recent employer.

Publicity The university will deal initially with all enquiries and applications on a confidential basis. However, the selection process will be a relatively open one, in which shortlisted candidates will be given the opportunity to meet a range of university staff. Whilst the shortlist will not be explicitly published outside the university, it is anticipated that knowledge of who is on the shortlist will become public.

Equal opportunities All applicants are requested to complete the university’s monitoring form.

Submission of Applications

Applications should be made via the online recruitment system at jobs.brighton.ac.uk. The posts will close and be removed from the system at 23:59 on 29 November 2015.

If you have any questions about the process of application, please contact us on 01273 642838 or via email at humanresources@brighton.ac.uk

Copy Advert Human Resources Manager (Employee Relations) From £48,743 - £56,482 p.a.

Human Resources Manager (Operations)

From £40,847 - £47,328 p.a.

Both roles are full time based on the Moulsecoomb campus

There are a lot of exciting changes happening in the HR Department at the University of Brighton. We have recently introduced a new HR Strategy and we are changing the way we work internally to ensure we can deliver customer focused and responsive HR services to the university.

As a result we have two senior roles within the department that we are looking to fill. You will need to have experience of working in a large organisation, leading an HR functional area and a track record of delivering positive change. These are challenging strategic posts which require leadership and vision but equally there is a momentum for change which for the right people will provide real possibilities to impact both on the department and the wider university.

For an informal discussion about either of these roles, please contact Jo Hird, Head of HR on (01273) 642886.

For more information about the post and to apply, visit jobs.brighton.ac.uk

For information about the university, visit www.brighton.ac.uk in particular www.brighton.ac.uk/joinus

Closing date: 23:59 on 29 November 2015

Interviews are scheduled as follows:

HR Manager (Operations) week commencing 14/12/2015

HR Manager (Employee Relations) week commencing 21/12/2015