ROLE PROFILE

Role Title / Health & Safety Manager
People Manager / No
Reports to / Executive Director of Human Resources
Location / Central Office
Grade / 6
Role Last Reviewed / March 2012

NATURE OF WORK

Role Purpose:

ü  To act as the ‘Competent Person’ for Central & Cecil (C&C) as defined by the Management of Health and Safety Regulations

ü  Provide advice and guidance to the Board of Management, the Executive Team, the Health and Safety Committee and all members of staff

ü  Liaise with the Health and Safety Executive, Emergency Services and other enforcing authorities as required

ü  Design, develop, review and audit Health and Safety policies, procedure, documentation and practice to ensure they meet current legislation and the needs of C&C

ü  To act as the focal point for Health and Safety at C&C.

Key Relationships:

The role reports to the Executive Director of HR. It will work closely with:

ü  Senior managers to provide management information to effectively monitor and manage Health & Safety across C&C

ü  Property Services to ensure the compliance of their activities and the safety of staff and residents

ü  C&C line managers/teams in order to fully implement safe systems of working, health promotion and offer effective solutions to minimise risk and ensure the Health, Safety and Welfare in the workplace

ü  HR team to ensure that C&C is meeting its legal obligation in the health, safety and welfare of its employees and those affected by its activities

ü  Health & Safety Executive, local EHO, emergency services and others within local and national government who may require information on the Health and Safety practices within C&C.

Role Scope:

The role requires specialist knowledge of Health & Safety and good management skills. The role holder will lead on the design and delivery of the safety management framework that meets the needs of C&C, ensures legal compliance and implements best practice.

They will:

·  Assist in the monitoring of any controls implemented to protect staff, service users and visitors from harm and from any hazard that cannot be removed at source

·  Be the focal point for staff carrying out risk assessments, help with hazard identification, removal and the reduction of risk in a timely manner, carryout regular reviews of any risk assessments undertaken especially those which highlight significant risk

·  Intervene in any activity recognised as being poor Health and Safety practice, which may include the stoppage of such activities that could lead to injury of participants or third parties, until the activity is made safe

·  Complete where required, accident and dangerous occurrence investigation including the submission of reports and recommendations to prevent reoccurrence

·  Report as required, accidents and incidents reportable under the reporting of Injuries, Diseases and Dangerous Occurrence Regulations 1995

·  Provide as required, and where competent to do so health and safety training

·  Ensure that new employees undertake appropriate H&S induction and set competency levels for other H&S training to ensure staff are competent for their role given their responsibilities and legal requirements

·  Provide Health and Safety updates and information to relevant persons

·  Maintain and develop Health and Safety Policy

·  Act as Secretary of the Health and Safety Committee

·  Liaise with the Health and Safety Executive, Emergency Services and other enforcing authorities as required

·  Provide proactive, efficient advice and guidance on all aspects of Health & Safety and risk management across C&C

·  Ensure that line managers and their teams are enabled to achieve their business goals through professional support and the provision of timely employee processes and tools

·  Provide specialist expertise in the field of Health & Safety

·  Set a personal example by adherence to good Health and Safety practices and principles when involved in activities and by correcting poor practice when seen.

·  Organise and manage the Senior Duty Manager rota and Duty Manager rota and documentation.

Role Requirements:

ü  Minimum level of Health and Safety Training: NEBOSH Diploma in Health and Safety

ü  Be a member of IOSH

ü  Significant experience in a previous Health & Safety management role

ü  Experience of co-ordinating Health & Safety Committee meetings and building effective relationships with Health & Safety representatives

ü  First class communication and presentation skills and the ability to influence employees at all levels and from all disciplines within the organisation

ü  Flexible and focused on deliverables, and the ability to work in a changing environment

ü  Resilience and able to multi-task. Demonstrate a consistent ability and drive to achieve agreed targets, overcoming obstacles to success

ü  Ability to challenge perceptions while influencing and building strong relationships organisation wide

ü  Knowledge of employment law and practice so far as it affect health and safety including employee relations, recruitment, leadership and skills development, diversity and performance management

ü  Responds positively to a team ethos and can also, as circumstances dictate, be self reliant and independent

KEY ACCOUNTABILTIES:

1.  Building Capability:

ü  Build and maintain strong relationships with line managers to ensure that they and their teams understand C&C tools and processes, and are given individual support as required to help embed initiatives

2.  Performance and Development:

ü  Ensure that the C&C Performance and Development process is understood and embedded across all areas

ü  Provide support for individual and team development, using innovative solutions to maximise people management skills

ü  As directed, assist with projects relating to the development of C&C leadership development tools and solutions

3. Health & Safety:

ü  Ensure that C&C is protected against litigation by developing, reviewing and implementing policies, guidance and training to all line managers in relation to Health & Safety systems and processes

ü  Keep up to date with legislation and case law in order to recommend any changes to C&C processes and procedures and then to review policies and implement any changes

ü  Provide feedback and coaching to HR and line managers on Health & Safety issues

ü  Ensure risk assessments are suitable and sufficient and that significant risk is being reduced in a timely manner

ü  Maintain an accident database and produce a monthly report to Executive team on the information returned

ü  Maintain and further develop the organisation’s Health and Safety Management Systems in line with HSG 65

ü  Produce a range of reports highlighting trends, incidents and future developments as required

ü  Represent C&C at external conferences and meetings and work with agencies to ensure that C&C adopts best practice solutions

ü  Liaise with and manage, as required specialist external Health and Safety contractors


7. HR Team:

ü  Share knowledge across HR team to ensure consistency and feed in

any relevant information for future policy development

9. HR Information, Policy and Compliance:

ü  Develop and issue ad hoc management reports and ensure that HR is compliant with C&C’s audit requirements

ü  To review HR Policy and ensure they comply with employment legislation and other regulations that govern C&C’s business.

10. Ad Hoc:

ü  Manage and contribute to projects relating to employee relations and engagement across the organisation

ü  Assist in the implementation of C&C change initiatives where appropriate

ü  Support HR Team members and take accountability for own personal development.

You are expected to undertake any other reasonable duties as required from time to time.

KEY COMPETENCIES

1. Customer Service

The desire to anticipate, meet and exceed the needs and expectations of customers. This implies working together and building long-term customer relationships and focusing one’s efforts on delivering increased customer value. A customer may be an external customer; however, in most cases a customer will be a colleague within Central and Cecil.

Level: 5 Works in partnership with the customer

·  Takes time to understand the customer’s business and medium to long-term objectives

·  Provides information that will help the customer decide the best way forward

·  Nurtures partnerships which integrate the needs of the customer with the core performance objectives of the division and/or Central and Cecil

·  Develops customer relations to improve profitability potential for both Central and Cecil and for the external customer

2. Concern for Quality

The underlying drive to ensure that quality is not compromised within the working environment. It includes the identification and maintenance of standards to meet the needs of the business, together with a desire for accuracy, order and safety in the workplace.

Level: 4 Encourages high standards in others

·  Sets an example of high standards to others

·  Talks to others about the need for high standards and quality and ensures requisite training has been given

·  Makes others aware of the dangers or costs of non-compliance (particularly around safety)

·  Points out discrepancies to others and works with them to reach and exceed the standards

·  Develops systems and procedures to manage data and information – shares these systems with others

3.  Flexibility

The ability to adapt and respond positively to a variety of situations and people in order to meet changing priorities in the role and in the organisation as a whole. It involves changing quickly to new priorities and ways of working, maintaining effectiveness in order to deliver the desired result, even in the face of ambiguity.

Level: 4 Reinforces and champions change

·  Changes the overall plan, goal or project in response to outside factors

·  Challenges the status quo by comparing it to Central and Cecil’s future vision and ensures this is highlighted at the appropriate forum

·  Recognises key changes in the competitive environment and makes corresponding changes to own approach

·  Actively makes significant changes in own work area to accommodate broader scale organizational change

·  Reviews organizational priorities in the light of change

·  Champions change

·  Takes a dramatic or fundamental action to reinforce or enforce the change effort

4.  Initiative

The drive to identify or anticipate current or future challenges and opportunities. It includes adopting a proactive approach when addressing those opportunities or taking preventative measures to avoid the problems.

Level: 4 Prepares for the Future

·  Looks ahead to what is happening in the coming weeks or months and plans and acts accordingly

·  Anticipates and prepares for possible opportunities and problems that are not obvious to others

·  Does not get bogged down in the detail

·  Takes time out from the immediate and urgent to ask “What do I need to do to ensure long-term success?”

5.  Teamwork and Co-operation

The willingness and ability to work co-operatively and supportively with your colleagues, developing positive, open working relationships in order to solve problems and to achieve business goals.


Level: 5 Takes action to build team spirit and effectiveness

·  Takes action to promote team morale and to encourage co-operation and collaboration

·  Encourages individuals to address and resolve conflicts within the team

·  Takes action to promote or defend the team to others outside the team

·  Organises out of work events for the team

·  Provides feedback on group processes to ensure the team works more effectively

·  Creates opportunities for cross functional team working

6.  Building Expertise

The drive to maintain and build expertise, identifying, acquiring, interpreting and disseminating critical information in order to contribute to the success of Central and Cecil as a business.

Level: 5 Benchmarks best practice

·  Understands the major business processes across Central & Cecil and contributes to the spread of best practice across the organisation

·  Finds opportunities to meet or work with others outside Central and Cecil to learn of new developments in own area

·  Benchmarks with other organisations both within and outside Central and Cecil discover best practice in utilising expertise for the benefit of the business

·  Liaises with suppliers and customers to obtain information on work of other experts in different industries

·  Builds links with academic and training institutions

·  Establishes best practice and compares performance against standards

Physical activity is a part of many roles within Central & Cecil; Care Assistants, Cleaners and Caretakers have an obvious need to be physically fit, however there is also a need to lift and bend in most office based roles.

Central & Cecil reserves the right to send potential employees /employees to Central & Cecil’s occupational health provider where there is a need to assess an individual’s physical ability to perform the role in which they are employed or are seeking employment. Central & Cecil will make all reasonable adjustments in support of an individual as required by the Equality Act 2010.

6

March 2012