Senior HR Advisor Schools

• full time working (37hrs per week)
  
• part time working (2837 hrs per week)
  
• full time or part time working for 42 weeks (term time 4 weeks)
  

• To provide a highly credible and professional advisory service to headteachers governors new clients and others across the range of HR services.
  
• To lead on HR policy development for schools ensuring policies are fit for purpose and are developed in line with legislative changes and HR best practice. This will include consulting with union representatives and school leaders.
  
• To seek as appropriate opportunities for new business by developing new and existing networks and demonstrating the value that HR can add to an organisation.
  
• To create and maintain effective working relationships with customers that is based on excellent customer care professional expertise and a thorough understanding of their organisation.
  
• To build effective customer relations with senior school employees making decisions on site under pressure contributing to formal meetings and coaching senior employees.
  
• To understand the needs of clients working with them to develop solutions that are not only in line with best practice and employment law but are practical customerfocused and take account of their objectives strategy vision and values.
  
• To be decisive and persuasive (where necessary) to assist school leaders to make sound decisions and manage risk
  
• To advise and provide appropriate interpretation to customers on employment law and employee terms and conditions. These will vary dependent upon customer organisations and the contents of individual employee s contracts of employment but will include:
  
• Provision of advice on employment practices pay and conditions of services in compliance with the School Teachers Pay and Conditions Document Burgundy Book Green Book School Staffing Regulations and School Governance;
  
• Provision of advice on school specific policies/issues including performance management recruitment and selection of headteachers deputy and assistant headteachers; disciplinary ; grievance and redundancy procedures and safeguarding
  
• Provision of advice on terms and conditions pay policies procedures and HR issues for other clients.
  
• To provide advice and support to managers on complex casework including discipline performance redundancy absence and grievances; from the provision of written/telephone advice to acting
  
• as advisor to customers in formal and preparatory meetings and hearings.
  
• To provide high quality transformational advice in relation to change management programmes including consultation meetings with staff and trade union consultations ensuring compliance with relevant policies legislation and School Staffing Regulations.
  
• To provide comprehensive highly credible advice and support the client on the TUPE process during schools conversion to Academy status or other TUPE transfers.
  
• To provide specialist knowledge on the varying categories of schools in relation to specific statutory obligations and legal standing for both Governing Bodies and the Local Authority.
  
• To provide customer specific HR advice to customers and employees on interpretation of HR policies and employment legislation.
  
• To act as an investigating officer for clients. This will include report writing and making appropriate recommendations which may cover an array of subject areas such as safeguarding health and safety fraud. To answer queries from customers on HR issues either by telephone email in writing via Teams or in person at client sites.
  
• To design and deliver HR training programmes for schools and other clients where there is a requirement for specific training on HR issues for example employment law absence management
  
• introduction of policies or procedural issues. Seek feedback and action any improvements
  
• To be responsible for managing and delivering specific allocated projects to time quality and cost. Working with customers HR Managers and others in the HR function as appropriate.
  
• Work with customers on recruitment and selection exercises providing advice on the development of job descriptions and person specifications job evaluation job advertisements selection tests / exercises and assessment centres.
  
• To advise customers on terms and conditions of employment including equal pay matters and support and participate in customers job evaluation schemes.
  
• To assist customers in proactively managing sickness absence by providing appropriate advice and working closely with the Occupational Health Service in order to support employees who are affected by illness:
  
• Ensure employees and customers are provided with up to date information.
  
• Ensure employees have appropriate support e.g. counselling.
  
• Provide advice for alternative working arrangements following return from illness or to keep employee at work.
  
• Assist with the organisation of applications for illhealth early retirement and any subsequent appeals.
  
• To work collaboratively with trade union representatives on casework change management programmes and other employee relations issues.
  
• To facilitate formal communication and consultation with employees and their representatives in order to facilitate change resolve conflict and promote a positive working environment that involves staff.
  
• To assist with the provision interpretation and monitoring of data and management information as required following the relevant procedures for ensuring that information and data is collected and recorded accurately thus enabling the production of reliable analyses and reports.
  
• To advise on any possible redeployment or retraining opportunities and signpost to external assistance and support available for staff at risk.
  
• To attend Position of Trust meetings (multiagency safeguarding meetings) in relation to allegations made against directorate or school based employees to ensure the safeguarding and welfare of children and young people providing advice on the HR implications of any allegations.
  
• To generate new ideas or initiatives that improve performance reduce costs or creates new business opportunities.
  
• To ensure effective continuing professional development of skills knowledge and understanding particularly in the area of employment law.
  

Requirements

Benefits

• 26 days of annual leave plus Bank Holidays increasing to 31 days after 5 years of service.
  
• Aviva salary sacrifice pension scheme.
  
• Flexible benefits scheme offering various discounts across retailers the option to buy or sell annual leave cycle to work scheme and healthcare plans.