The Children's Society has been helping children for over 129 years.  And we've acheived a lot.  Yet the fact is, we need to do even more.  We're confident that we will, of course.  But first we need to develop an HR strategy and organisational culture that matches our rapidly evolving business and operational needs.  And that's your cue.  Highly experienced in OD and complex employee relations issues, you'll take the lead on a far-reaching programme of change.  This is a fantastically exciting moment to join us.  Proven ability to deliver significant positive impact through innovation in HR is a must and you'll need excellent communication and influencing skills.

Job Decription

Title:

People, Procurement and Organisation Development (POD) Director

Location:

Edward Rudolf House, Margery Street, London WC1X 0JL

Reward band:

Band 6 – XKN + ILW £46,736 to £53,231 + £3,277

Reporting to:

Corporate Services Director

Job purpose:

• To develop, implement and manage a people and organisational development strategy that accords with the organisation’s strategic objectives, principles and values.
• To provide expert advice and council to the Chief Executive, SMT, Trustee Board and senior leaders on the development of staff and volunteers.

Key activities:

• To communicate The Children’s Society’s vision clearly and ensure that the HR, personnel services, organisation development, internal communications and procurement teams operate in accordance with the organisation’s principles and values and to the highest possible standard.
• To develop and maintain a human resources strategy that will meet The Children’s Society’s business and operational needs and will be a driver in improving the future efficiency and effectiveness of the organisation.
• To provide senior leadership, working with the SMT, the Children's Society's top level managers, HR and organisation development teams, to develop an organisation culture which supports the delivery of the corporate business plan.
• To manage and develop the Personnel, Organisational Development, Internal Communication and Procurement Teams, encouraging the development of skills of staff at all levels.
• To work in partnership with Personnel and Learning and Development partners in the Children & Young People Division and ensure a co-ordinated approach to people management within The Children’s Society.
• To support Senior Management Team and managers to deliver change programmes as necessary.
• To administer the annual staff survey and use its results to inform strategic decisions.
• To provide a leading role in the development of a volunteer strategy, designed to cover the recruitment, development and support of volunteers across the organisation.
• To ensure that learning is captured to inform future human resources policy development.
• To ensure that the Internal Communications function effectively supports the organisation’s objectives, the Chief Executive and SMT in their leadership function, and is an intregal element of developing a positive working culture in the organisation.
• To ensure the HR metrics supports the organisations objectives and targets.
• To contribute to strategic business development initiatives by working in partnership with other divisions in the organisation.
• Together with the Director of Corporate Services shape the Corporate Services Business Plan and play a significant part in implementing this plan.
• To determine and manage the budget for people, internal communications, procurement and organisation development.
• To ensure that all HR policies meet the operational and business needs of the organisation, encourage diversity and are communicated clearly throughout the organisation.
• To be a champion for learning, establishing a training and development framework that will underpin successful and evolving work with children and young people and change processes within the organisation.
• To communicate through team meetings and team briefs in order to inform appropriately all team members about The Children’s Society’s vision, mission, values and objectives.
• To ensure that opportunities for children and young people to have a voice and influence in our work are prioritised.
• To promote and live The Children’s Society’s vision, mission, values and objectives both internally and externally to relevant professional media and peer groups.

Attainments:

In order to be considered for this post you will have to demonstrate that you already have:

Experience

• Extensive relevant learning and experience in a key influencing or leadership role in a Human Resources and Organisation Development function.
• Extensive experience of complex employee relations issues.
• Experience of designing and leading complex change programmes including embedding changes to organisation objectives and culture.

Qualifications

• Chartered Member of the Institute of Personnel & Development
• Graduate level or equivalent

Work Based Knowledge

• An in depth understanding of the contribution that learning and development can make to strategic outcomes

Skills

• IT skills especially email, word processing and financial management systems including spreadsheets. The Children's Society uses Microsoft Office applications.

Core Competencies:

In order to be successful in this role you will be able to demonstrate that you have the ability to:

Leading Others:

• Provides visionary and inspirational leadership.
• Challenges the external world to ensure a good childhood for all.
• Utilises the performance and talent of the organisation to secure real changes in the external world.

Innovation:

• Able to deliver significant positive impact through innovation in HR.

Building and Maintaining Partnerships:

• Brokers and negotiates key relations with external and internal stakeholders, to secure positive outcomes and changes for The Children’s Society; able to secure partnerships at a senior level.
• Credible with senior colleagues across The Children's Society, including Trustees, and with partner organisations.

Communicating with Others:

• Able to convey complex and sensitive information on matters which have a major impact on The Children's Society.
• Supports the strategic vision by establishing clear direction and objectives, supporting The Good Childhood agenda, and ensuring positive buy-in from others.

Agreeing and Meeting Targets:

• Plans strategically (medium- to long-term), taking into account the needs of key stakeholders, internal partners, and the external environment.

Managing Yourself:

• Is confident in highly challenging situations; has resilience, resourcefulness and tenacity in the face of setbacks.
• Able to act as a role model for The Children's Society values in action.

Managing Resources:

• Leads the development of The Children’s Society’s business plan in area of responsibility; ensures that robust controls are in place to ensure integrity in managing resources.
• Uses management information to shape the strategic direction and recommend changes to plan as appropriate.

Providing Service to Others:

• Lead and promote a culture that recognises the importance of meeting the needs of others and demonstrate the ability to challenge prejudices and barriers in order to achieve mutual respect between individuals and groups.
• Champion children and young peoples involvement and inclusion in the work we do.

Relevant Personal Characteristics:

So that you personally can succeed in this role and the Society you will require:

• An understanding and acceptance of the principles and values of The Children’s Society.
• An understanding of the value of children and young people’s participation in our work.
• A commitment to diversity and equality in working relationships and practice.

Special Job Circumstances:

This post has the following special circumstances:

• National travel.
• Anti-social hours, which arise from geographical spread and attendance at national senior management meetings.

(Please note: If you have difficulty meeting these conditions because of a disability or family circumstances the appointing manager will discuss it with you in order to consider reasonable adjustments to the job or working conditions)

This job description is a guide to the work you will be required to undertake. It may be changed from time to time to meet changing circumstances. It does not form part of your Contract of Employment.