Director of Human Resources

Employer
Police Service of Northern Ireland
Location
Northern Ireland
Salary
Compitetive Salary
Closing date
30 May 2022

View more

Sector
Public Sector
Contract Type
Permanent
Hours
Full Time
Job Type
HR Director
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Director of Human Resources 

Reports to Assistant Chief Officer People and Organisational Development

The Director of Human Resources is responsible for the delivery of all human resource functions of the Police Service of Northern Ireland and will also provide specialist human resources advice to the Service Executive Team. The role holder will promote the corporate values and inclusive culture of the organisation through the development of human resource management policies, procedures and good practice in line with the organisation’s strategic direction and service objectives

Main Activities:

The main duties and responsibilities associated with the role include the following:

Service Delivery

  • Providing clear strategic leadership in the development and implementation of all human resource policies, procedures and practices to ensure that the Police Service of Northern Ireland has an appropriately resourced, highly skilled, flexible and motivated workforce to provide its service and complies with its legal and statutory obligations as an employer.
  • Delivering structural reviews and implementing the Human Resources operating model and associated resource allocation to ensure a dynamic response to emerging operational requirements. 
  • Providing business focussed and innovative Human Resources solutions that effectively prepare the organisation for anticipated changes in policing demand at a local and national level.
  • Influencing and shaping the future direction and capability of the organisation through developing, integrating and reporting against progressive people and culture strategies, procedures and supporting systems.
  • Chairing organisational committees and participating as an integral member of key governance boards, in response to emerging strategic issues. 
  • Overseeing the high level performance of key Human Resources functions including attraction and talent acquisition; recruitment and retention; employee engagement; equality, diversity and inclusion; reward & recognition; organisational culture; attendance and wellbeing; performance management and strategic workforce planning.
  • Championing the organisational commitment to increase the equality representation of the organisation at all levels and within specialist departments in order to be reflective of the community and thus increase confidence in policing.
  • Ensuring that workforce modernisation and organisational change programmes are delivered and that maximum benefits realisation is achieved through, for example, the implementation of pay reforms.
  • Overseeing longer-term scenario planning and driving the implementation of effective resourcing solutions in order to implement an effective Resource Allocation Model that meets current and future organisational demands.
  • Implementing initiatives to promote and raise the profile of the Police Service of Northern Ireland as an employer of choice, particularly within under-represented communities.
  • Ensuring effective governance within the Human Resources function and taking accountability for fulfilling all statutory functions.
  • Advocating the importance of Human Resources planning and equality screening and ensuring due recognition in corporate decision-making.
  • Advising on the handling of serious employee relations matters and sensitive cases; deploying high level professional skills to achieve successful outcomes.
  • Chairing organisational committees and participating as an integral member of key governance boards, in response to emerging strategic issues. 
  • Overseeing the high level performance of key Human Resources functions including attraction and talent acquisition; recruitment and retention; employee engagement; equality, diversity and inclusion; reward & recognition; organisational culture; attendance and wellbeing; performance management and strategic workforce planning.
  • Championing the organisational commitment to increase the equality representation of the organisation at all levels and within specialist departments in order to be reflective of the community and thus increase confidence in policing.
  • Ensuring that workforce modernisation and organisational change programmes are delivered and that maximum benefits realisation is achieved through, for example, the implementation of pay reforms.
  • Overseeing longer-term scenario planning and driving the implementation of effective resourcing solutions in order to implement an effective Resource Allocation Model that meets current and future organisational demands.
  • Implementing initiatives to promote and raise the profile of the Police Service of Northern Ireland as an employer of choice, particularly within under-represented communities.
  • Ensuring effective governance within the Human Resources function and taking accountability for fulfilling all statutory functions.
  • Advocating the importance of Human Resources planning and equality screening and ensuring due recognition in corporate decision-making.
  • Advising on the handling of serious employee relations matters and sensitive cases; deploying high level professional skills to achieve successful outcomes.
  • Acting as the appeal authority in any formal disciplinary sanctions applied to a member of police staff.
  • Responding to and implementing recommendations arising from audits and inspections of the Human Resources Department carried out by oversight bodies.
  • Developing and maintaining highly effective negotiation, consultation and partnership working with Trade Unions and Staff Associations in pursuit of positive shared outcomes.
  • Ensuring that robust performance management arrangements are developed and maintained for Human Resources staff and across the organisation.

Stakeholder Engagement

  • Promoting an organisational culture that values staff contributions, encouraging proactive communication and engagement at all levels through visible and collective leadership. 
  • Liaising closely with the Service Executive Team as a subject matter expert in providing advice, insight, and recommendations regarding Human Resource strategies.
  • Developing and maintaining collaborative working relationships with senior managers to understand their Human Resources requirements and future challenges.
  • Engaging actively with representative bodies, trade unions and staff networks and externally with key partners regarding Human Resources matters.
  • Reporting to external oversight bodies, such as Northern Ireland Policing Board and Her Majesty’s Inspectorate of Constabulary and Fire and Rescue Services, on Human Resources performance indicators and associated strategic issues.
  • Benchmarking with senior external stakeholders to keep abreast of national developments, share best practice and network with those responsible for Human Resources within other organisations.

Budget and Resources

  • The Director of Human Resources has responsibility for the management of the overall human resources budget ensuring that all financial targets are met. The role holder has authority to influence spend and must comply with government accounting rules, including the preparation of business cases and driving value for money.
  • The Director of Human Resources has full autonomy for ensuring that all resources (human and financial) are appropriately directed to meet operational demand and to achieve departmental objectives and targets.

 

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