HR Manager (Generalist) Maternity Cover
| Job title: | HR Manager (Generalist) Maternity Cover |
| Department: | Human Resources |
| Responsible to: | Director |
| Responsible for: | Volunteer Coordinator |
| Liaison with: | Trustees; Senior Management Team; all staff; volunteers;Trade Union; third party education; training and skillsproviders; payroll providers |
| Hours | Full Time 37.5 hours a week (part time options negotiable) |
| Contract | Fixed Term Maternity Cover (Minimum of 9 months) |
| Level (if applicable) | Senior Management Team |
| Salary | £34,000 |
| About the Garden | |
| The National Botanic Garden of Wales is a charity dedicated to the advanced knowledge in the science of plants and related subjects, conservation of plant species, especially to use in Wales, Great Britain and the Western European Seaboard. We are the custodian of significant collections and heritage assets for Wales and a major tourist attraction. As an organisation, we are committed to society's lifelong learning and we generate and share knowledge and engage across diverse communities, government, business and industry. We aim to enhance understanding of the interaction of people, plants, landscape | |
| and the environment in a sustainable future. As part of our diverse research, horticultural and education work, we advance public appreciation of Welsh culture and heritage and contribute to national efforts to create a prosperous, resilient, healthier and globally responsible Wales, with a vibrant culture and thriving Welsh language. Our Mission .to advance and share knowledge in the science of plants and inspire people's appreciation of flora, Welsh culture and heritage to enrich lives. Our Values - CROESO | |
| Collaboration - we succeed through teamwork, sharing knowledge and expertise - our 'can do' attitude enables us to be solutions-focused, adaptable and agile. Respect - We value everyone, we are inclusive, respect differences and treat all with dignity. | |
Exemplar - As a national institution we hold ourselves to professional standards. We celebrate successes and contributions and learn from our failures.
Sustainability - We use sustainability as a lens for decision making to contribute to a globally responsible Wales and ensure our organisation’s longevity.
Openness - We will act with integrity. We take responsibility for our action and inaction and hold ourselves accountable to the people we work with and for.
Description of Role
The HR Manager is responsible for developing a meaningful and achievable people focused strategy and operational plan for the Garden, to support the delivery of the Garden’s Strategic Plan (2024-2026) and its objectives including being an employer and partner of choice. The role will seek to support the work of the Director, Senior Management Team (SMT), employees and volunteers.
In this Maternity cover role you will be a member of the SMT, contributing within your specialist field to critical and broad discussions on strategy, policy and planning. The role also provides advice and information to the Board of Trustees and its HR Committee.
The role involves leadership and management of the day-to-day HR operations, including employee relations, recruitment, compliance with employment law, training and benefits administration.
The HR Manager is also required to work closely with managers and staff to foster a positive and productive work environment and workplace culture, whilst ensuring compliance with UK employment law and regulations
| Main Duties and Responsibilities | ||
| 1. | Work in close partnership with management at all levels to prepare andimplement a HR strategy that supports the delivery of the Garden'sorganisational priorities and development plans. | |
| 2. | Provide and analyse robust management information to informworkforce planning and strategic decision making. | |
| 3. | Keep up to date with applicable rules, regulations and legislation in therelevant professional fields and ensure that all work undertaken complieswith legislation and relevant policies of the Garden. | |
| 4. | Ensure HR policies and other corporate documents are developed and upto date, reflect good current practice and are compliant with UKemployment laws, working with our third-party consultancy. | |
| 5. | Provide an excellent, timely HR advisory service with high qualityguidance and a consistent approach to all employee lifecycle mattersincluding recruitment, new starter administration and induction. | |
| performance development and management, payroll and benefitsabsence management, flexible working and employee relations issues. | ||
| 6. | Lead the strategic approach to training and development across theorganisation, for paid staff and volunteer staff, including relatedperformance management processes to develop the organisation and itscapacity. | |
| 7. | Support the development of a culture that promotes equality and valuesdiversity and inclusion, through implementation of appropriate systemsand staff training and cultural change. | |
| 8. | Support and coach managers on employee relation issues and processes. | |
| 9. | Manage investigations and lead on complex employee relations issues. | |
| 10. | Provide quarterly reports to the Board and attend Board and the Board'sHR Committee meetings. | |
| 11. | Maintain employee records, HR systems and ensure confidentiality inhandling employee data. | |
| 12. | Develop, foster and maintain effective working relationships withrecognised Trade Unions, other third parties and external bodies, activelypromoting the work of the Garden and its reputation as an employer ofchoice. | |
| 13. | Any other duties as delegated by the Director. | |
PERSON SPECIFICATION
These are the qualifications, skills and experience identified as essential (or desirable where indicated) in meeting the standards of performance and contribution expected in this post. Please consider carefully how you can demonstrate, and give evidence of, matching this specification, in both your application and any interview (if short-listed).
| Person Specification Strong verbal communication skills with the ability to influence and persuade. | Method ofAssessment | ||||
| Essential | Desirable | oedy | nassasy | ||
| Qualifications | CIPD level 5 or abovequalified or workingtowards.Education to degreelevel. | Other ManagementQualification (e.g. MBA) | X | (cid:) | |
| Knowledgeskills andabilities | Excellent communicationskills, written and oral.High qualityadministration skillsincluding proficient ITskills in Microsoft Office,reporting writing andrecord keeping.Up to date knowledge ofEmployment and Health& Safety legislation.Skills in resolving difficultsituations.Collaborative working.The ability to contributestrategically. | Charity sector governanceand operationsA knowledge of BradfordFactor absence monitoring | XXXX | XXXX | (cid:) |
| Experience | Working in a standalonerole.Operating in a unionisedenvironment. | Breathe HR platform. | X | X | |
| Experience of providingadvice to seniormanagement.Experience ofresearching and writingpolicy documents andreports.A successful track recordof leadership, motivatingand developing staff,establishing networksand cross departmentalworking.User level knowledge ofmanagement systemsrelevant to the role. | XXX | XX | ||
| Personalqualities | Ability to develop strongrelationships.Good time management.Active listening andquestioning skills.Ability to workindependently and useinitiative.Team player. | XXX | XX | |
| Additionalrequirements | The ability to work throughthe medium of Welsh(Level C1) or a commitmentto learn | X |