View Vacancy -- Deputy Head of HR - MLC 2480

Overall Purpose:

 To oversee and deliver a professional and proactive HR service to the management team and staff at the Mary Lyon Centre (MLC) at Harwell, and the associated units, the Centre for Macaques (CFM), Research Complex at Harwell (RCaH) and Nucleic Acid Therapy Accelerator (NATA).  This will include involvement in organisational matters, people-related issues and casework.  It is a hands-on role, providing extensive HR advice and problem solving across the full range of HR-related activities and will involve interactions with staff at all levels.  

To support the Head of Human Resources in the application of HR policies and procedures to directors, managers and employees. 

Main Duties/Key Responsibilities:

• To provide a professional HR service to the units of the MLC at Harwell, CFM, RCaH and NATA, developing a thorough understanding of local HR needs
• To actively work at developing strong and positive working relationships with managers and staff and provide a clear role model for the organisation
• To provide pro-active specialist advice and support, drawing on a sound knowledge of employment law and MRC-UKRI HR policies, demonstrating a flexible, risk-based approach
• To oversee and manage all daily HR operations, optimising HR processes to enhance service delivery
• To advise on and ensure compliance with HR best practices and policies
• To manage employee-relations casework, including investigations, disciplinary actions and grievances etc
• To coach managers to maximise team performance
• To oversee recruitment, onboarding and induction processes
• To oversee the probation review process
• To manage the Occupational Health service provision
• To manage the annual Performance Development Review (PDR) process
• To work with managers on employee relations and capability issues, and to find appropriate solutions in accordance with best practice, UKRI-MRC policies and the legal framework. This includes supporting and advising managers in the correct handling of issues, as well as in face-to-face meetings, including health management, disciplinary and grievance procedures etc.
• To undertake investigations into apparent breaches of MRC-UKRI policies or in the event of grievance or claims of bullying and harassment as required
• To provide coaching and support to managers to enable them to handle problems and resolve matters relating to their management of people
• To participate in selection interview panels
• To be the HR lead on redundancy exercises, conducting consultation meetings with staff, supporting redeployment, and conducting compensation calculations and obtaining necessary approvals
• To make use of management information for insightful reporting and to identify areas needing attention; for example, patterns of sickness absence or high staff turnover.
• To provide robust MI reports and KPIs to Head of Human Resources to enable a business partnering approach
• To provide advice in specialist areas such as immigration, job evaluation etc.
• To work alongside other HR colleagues across UKRI in the support of new HR policy development and other HR initiatives, representing the interests of the MRC Units at Harwell
• To deliver on various HR-related actions identified in Staff Surveys
• To undertake specific projects, as required, within MRC Units at Harwell and the wider UKRI
• To deputise for the Head of HR as necessary

Working Relationships:

•  The post-holder will report to the Head of HR
• The post-holder will have direct line responsibility for two HR Officers (Band 5) 

Additional Information: 

• To deliver a ‘can do’ approach to HR
• To maintain a level of expertise and competence required for the role, and specifically to remain up to date in employment law, and HR policies and procedures
• To develop good working relationships with the directors, COO, group leaders and others, such that they can and do have confidence in your advice.  To be visible and be seen by all as a route to constructive solutions.
• To commit to continuing professional development

Education/Qualifications/Training Required:

Essential: 

• CIPD qualified
• Degree level or demonstrable equivalent workplace experience

Previous Work Experience Required:

Essential: 

• Demonstrable HR workplace experience (3 years plus) operating at HR Manager/HRBP level or above
• Proven track record as an HR generalist, with extensive experience in providing advice on a whole range of HR issues and delivery of projects
• Experience in advising on resolving employee-relations issues in a prompt manner to avoid the progression to formal procedures
• Experience in managing an HR department/service
• Performance management and coaching skills
• Proven case management skills and ability to work in a policy-rich organisation
• Change management experience 

Desirable: 

• Previous experience of working in science/academia

Knowledge and Experience:

Essential: 

• Up-to-date knowledge of employment law, and the potential impact for UKRI/MRC
• Good numeracy skills, and intermediate or higher-level MS Excel user
• Good problem-solving skills, analytical, risk based, able to balance competing demands
• Excellent communicator, both verbal and written. Experience in managing working relationships and communicating at all levels, from director level to support staff
• Presentation skills, to be able to deliver workshops
• Line manager experience
• Excellent track record in building and maintaining effective working relationships with managers at all levels. Demonstrates a real commitment to working with managers to resolve issues. Is persuasive and can evidence influencing skills.

Personal skills/Behaviours/Qualities:

Essential: 

• Very good interpersonal skills; able to handle difficult discussions, but also to remain approachable
• A hands-on attitude, able and willing to deal with staff at all levels, and to address a wide range of individual problems
• Practical approach, with the drive to deliver timely solutions.  This needs to be coupled with a willingness to deal with a wide range of problems and issues, some practical and transactional, others more strategic. This will involve working collaboratively with others.
• Ability to deal with difficult situations. Able to determine appropriate actions and then to carry these through or signpost where necessary
• Ability to deal with many situations and problems simultaneously, possessing good time-management and organising skills
• Ability to build effective working relationships with both internal and external customers

Equality & Diversity:

The MRC values the diverse skills and experience of its employees and is committed to achieving equality of treatment for all.  Our objectives are that all individuals shall have equal opportunities for employment and advancement on the basis of their skills, aptitudes and abilities.  The MRC is committed to the engagement and retention of the best possible talent and to creating an environment that encourages excellence in scientific research through good equality and diversity leadership and management.

Corporate/Local Responsibilities & Requirements:

The post-holder must at all times carry out their responsibilities with due regard to the MRC’s:

• Code of Conduct
• Equality and Diversity policy
• Health and Safety policy
• Data Protection and Security policy 

The above lists are not exhaustive, and the post-holder is required to undertake such duties as may reasonably be requested within the scope of the post.  All employees are required to act professionally, cooperatively and flexibly in line with the requirements of the post and the MRC.