DIRECTOR OF HR JOB DESCRIPTION - The Perse School

DIRECTOR OF HR
JOB DESCRIPTION
GENERAL INFORMATION
The School
The Perse School, which was founded in 1615, is a charitable company and one of
the country’s leading independent day schools.
The Perse School’s vision is to be an exceptional school of international standing
The Perse School Foundation is fully co-educational, educating boys and girls from
3-18 on three sites: the Pelican (ages 3-7) in Glebe Road; the Prep (ages 7-11) in
Trumpington Road; and the Upper (ages 11-18) in Hills Road. Children thus progress
through three different schools, but have all the benefits of being part of one larger
institution with an integrated curriculum and pastoral care system.
There are currently approximately 1100 pupils in the Upper School; 260 pupils in the
Prep; and 150 pupils in The Pelican. In the past 6 years pupil numbers in the Upper
and Prep have grown by c. 40% and 50% respectively. The permanent staff of the
School is around 230, approximately 120 of whom are academic members of staff,
and in addition there are about 50 peripatetic music, sports coaching and other
specialist staff.
The School has undertaken an almost continuous programme of building works over
the past decade. Four years ago a new Library, Art and Technology department and
classroom building at the Prep and the Richardson Hall at the Pelican were
completed. At the Upper School an extension to the Sports Centre providing a sports
studio and further changing rooms was completed in January 2010, and a major new
building providing 21 classrooms, a new library, a new ICT department and various
support services was completed in August 2010. Further buildings have been added
in recent years, and more works are currently in the design stage.
More details about the School can be found on www.perse.co.uk.
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The Bursary
The Bursary, which is situated at the Upper School, is responsible for the financial,
HR, legal, H&S, administrative, estates and facilities management work of the
School.
The Bursary also provides (through the Bursar and Clerk to Governors) a
governance resource and is the secretariat to the Governing Board.
HR AT THE PERSE
Historically, the practice, as is common with schools, was for HR responsibilities to
be shared among senior management. Teaching staff were responsible to the Head
and non-teaching staff responsible to the Bursar.
Over recent years, with the expansion of the School and continuous development in
HR, the decision was made to handle HR centrally by a Director of HR. Thus creating
a professional HR function within the School. The role of Director of HR is regarded
as a key part of the School’s continuing development.
The Director of HR reports directly to the Bursar and will form close working
relationships with the Head of The Perse School, the Head of The Prep School, the
Head of The Pelican, and the Upper School Senior Management Team.
JOB DESCRIPTION
Reporting to
As a member of the non-teaching staff, the Director of HR reports to the Bursar.
Principal contacts
There will be regular consultation with senior staff.
The Director of HR is a member of the School’s Management Strategy Group.
It is the responsibility of the Director of HR to provide regular briefings to the School’s
senior management teams, and attend SMT meetings for HR related agenda items.
It is also expected that the Director of HR will make an at least annual presentation to
the trustees.
Job Purpose
Over the past fifteen years, the significant growth in the School’s pupil numbers,
academic staff, buildings and activities has been matched by growth in its nonteaching
professional staff with an increasing addition of specialists. The posts, for
example, of Director of ICT, Development Director and Director of Marketing &
Admissions have all been created in this period while the Estates Office, Finance
Bursary and Domestic Bursary have been expanded so as to bring in-house work
that previously was undertaken by external consultants.
The appointment of a Director of HR is regarded as a key part of the School’s
continuing development.
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It is a senior post. The post-holder will need to have the knowledge, confidence, and
skill to lead, influence and advise staff of all levels in matters of HR; develop,
introduce and oversee HR strategy, policy and practice; in effect ‘professionalise’ the
School’s HR function; and, at the same time, be comfortable with the wider, more
general responsibilities incumbent on a senior member of staff in a collegiate
organisation.
The post offers a considerable opportunity to influence the direction of the School
and to play a major role in its continuing success.
Key Responsibilities
HR Strategy
Work with the Head and Bursar in developing a vision and strategy for HR
across the School.
Implement HR strategy once it has been approved.
Review, update, create and manage the introduction of all HR policies in the
light of approved HR strategy.
Recruitment & Selection
Working closely with the Bursar’s PA & HR Compliance Co-ordinator and the
Head’s PA, ensure that the School’s recruitment procedures and records are
effective – and, in particular, that they meet Safer Recruitment requirements.
Be actively involved in the recruitment & selection process
Training & Development
Develop the School’s staff training policies.
Work with the Deputy Head (Staff), the Head of the Prep, the Head of the
Pelican and the Assistant Bursar to ensure the effective induction of new
staff.
Advise senior managers on appropriate staff training and development
procedures.
Remuneration & Benefits
Keep under review and advise the Head and Bursar on the range of benefits
and ‘salary packages’ available to staff (liaising with the Deputy Bursar &
CFO).
Be the link between staff and the School’s Independent Financial Adviser with
regard to pensions and other retirement benefits.
Be a member of the committees that consider threshold salary assessments
for teaching staff.
Contribute to the annual salary review for non-teaching staff.
Performance Management
Work with the Deputy Head (Staff), the Head of the Prep, the Head of the
Pelican and the Assistant Bursar to ensure the effective performance
management and appraisal of staff.
Work with the Deputy Head (Staff), the Head of the Prep, the Head of the
Pelican and the Assistant Bursar to ensure that the Code of Conduct
(teaching staff) and the Code of Conduct (non-teaching staff) are appropriate,
effective and well-communicated to staff.
Advise senior managers on the correct procedures to be followed in
managing staff absence and sickness.
Employment Legislation
Keep up to date with changes in HR legislation, guidance and good practice
and to advise the School accordingly.
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Ensure compliance with HR legislation, guidance and good practice,
Independent Schools Inspectorate requirements and the School’s HR
policies.
Liaise with the School’s HR lawyers as appropriate.
Disciplinary & Grievance Procedures
Advise senior managers on the correct procedures to be followed in
managing staff grievance and discipline.
Undertake disciplinary and grievance investigations and / or chair disciplinary
and grievance hearings as appropriate.
Communication
Work with the Head and the Bursar on further developing communications
with staff.
HR Processes & Information Systems
Be accountable for the development and management of HR processes and
HR information systems at the school.
PERSON SPECIFICATION
Education / Qualifications
Educated to degree level
CIPD member
Knowledge
HR management practice
Current employment law
HR information systems
Experience
Previous senior HR management experience within an organisation of similar size
and complexity
Familiarity with drafting policies and guidance.
Experience of negotiating complex agreements
Experience of working within an educational establishment would be an advantage
but is not essential.
Skills and Abilities
Excellent communicator – both in writing and verbally, and in delivering presentations
to different audiences – with the ability to instil confidence in all.
Ability and desire to see (and influence) the overall picture while having an unfailing
eye for detail.
Willingness to take responsibility.
Ability to work at the same time independently and collegially
Ability to build positive relationships with a diverse range of staff
Excellent administrative and organisational skills
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OUTLINE TERMS AND CONDITIONS
Working Hours, Holidays, Salary and Other Matters
This is a full time position. In addition to working normal office hours, you will need to
attend meetings concerned with the business of the School that are sometimes held
out of office hours (some evenings and occasionally at weekends). You are
expected to work the hours that are necessary to fulfil your responsibilities and meet
the needs of the School.
Paid holiday entitlement for full-time staff is 6 weeks plus bank holidays per annum.
Holidays will normally be taken during the school holidays and will be at times to be
agreed with the Bursar.
The starting salary will be in the region of £50k per annum.
The School operates a defined contribution pension scheme which all non-teaching
members of staff are eligible to join once they have completed three months’ service
and to which the School and the member of staff both contribute. Contributions are
currently 13.75% and 6.25% respectively.
The School operates a Group Life Scheme that members of staff are automatically
included in on the date of appointment.
The School’s Sports Centre is available for use by staff at various times during the
week.
Lunch is provided free of charge for all staff whose working hours encompass the
time of School lunch.
The School is keen to help develop the skills of its staff and looks to provide
appropriate training as necessary.
APPLICATION PROCESS
A letter of application explaining why you are applying for the post accompanied by a
CV should be sent by Tuesday 2 nd April 2013 to:
Mrs Eithne Sanders
Consultant
Waddington Brown Ltd
Claydon Court
Old Ipswich Road
Claydon
IP6 0AE
Tel No: 01473 359159
Email: eithne.sanders@waddingtonbrown.co.uk
Please note that short-listed candidates will need to complete the School’s
Application for Employment Form.
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Please also note that any job offer will be subject to two references satisfactory to the
school, a Disclosure and Barring Service (DBS) Enhanced Disclosure and
compliance with Sections 15-25 of the Immigration, Asylum and Nationality Act 2006
(eligibility to work in the UK).
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