Date: / May 2016
Job Title: / HR Change Officer
Post Number: / TBC
Division/Department/Section: / Alliance People Department
Line Manager: / HR Change Manager
  1. PURPOSE

Fulfilling the role of Professional Advisor in accordance with the HR Delivery Model specialising in Change Management. Responsible for providing technical and specialist advice to Managers, Business Change Managers and Regional Project Boards for and undertaking HR delivery processes required for the particular area of specialism.
  1. POSITION IN THE ORGANISATION

(b)Where relevant, list the people who work directly for this post and say briefly what they do. (Use one line to describe their role and responsibilities)
N/A
  1. MAIN RESPONSIBILITIES

INPUT / OUTPUT
Fulfilling the role of Professional Advisor in accordance with the HR Delivery Model specialising in Change Management. / HR Change Management services are effective and customers feel listened to, understood, informed and protected.
Developing and maintaining relationships with Line Managers, Business Change Managersduring re-structures providing timely and appropriate technical advice around change management in accordance with Force Policy, best practice and legislation. / Change Management Services are delivered efficiently and effectively and meets user requirements and expectations in line with the HR Delivery Model
Managing re-structures in line with the Policy, best practice and employment legislation including appropriate consultation with trade unions, Federation and members ofstaff / Re-structures are administered in accordance with Policy.
Managing delivery of change related to partnership working e.g. County Council, Fire Service. / Change Management services are delivered effectively and ensuring professional advice is given to both Managers and staff
Managing departmental re-structures seeking to produce creative solutions to issues in accordance with change management, highlighting risk in order that informed decisions can be taken as to the appropriate way forward. / Change Management services are delivered effectively and ensuring professional advice is given to both Managers and staff.
Undertaking appropriate pro-active monitoring activities for the area of specialism, highlighting issues and potential actions to relevant Divisional manager. / To ensure that all HR delivery process are appropriately implemented at the appropriate time and by appropriate individual.
Contributing to policy formation where appropriate, providing innovative solutions and ideas for process simplification. / Force Policy is simplified in accordance with the HR Delivery Model
This list of duties is not restrictive or exhaustive and the post-holder may be required to carry out duties from time to time that are either commensurate with/or lower than the grade of the post. In some posts this might include the ad-hoc provision of guidance and informal training of new colleagues. / Completion of duties to meet the needs of the police service.
4.CONTACTS
1. / Divisional Managers
2. / Organisational Development Manager
3. / Unison
4. / Other Specialist HR Leads
5. / Business Change Team
  1. SPECIAL CONDITIONS/ADDITIONAL INFORMATION

The post-holder will provide technical HR Business Support services for a particular specialism. However, in order that services can be provided effectively, they are expected to assist in all functional areas, including providing assistance to other Business Support Teams across the Force.At the request of the Director of HR, the post-holder would be required to undertake other roles either within the Department or on Division commensurate to their skills and capabilities to meet operational needs.
6. HEALTH MONITORING
N/A
7. VETTING
Standard Vetting
8. TERMS OF APPOINTMENT
The commencing salary will be within Scale F: Starting from £25,656 rising by yearly increments to a maximum of £30,180. Progression through the bar to scale F will be based upon competence of the full job description to include completion of departmental restructures in their entirety to include all consultation and implementation processes.
A flexitime system is in operation within the department.
9. PERSON SPECIFICATION
Essential Criteria
Essential Qualifications/Specific Training/Alternative relevant experience, knowledge, skills which are required for this post
Criteria to be measured / Competencies Required

Criteria A

/ Certificate in Personnel Practice (CPP) OR relevant practical experience in a generalist professional HR role.

Criteria B

/ Experience of providing specialist HR advice to line managers an supervisors

Criteria C

/ Good knowledge of employment law.

Criteria D

/ Clear understanding of the role of Human Resources in contributing to the achievement of the organisations goals and objectives.

Criteria E

/ Good interpersonal, negotiation and communication skills and the ability to deal with matters sensitively and tactfully.

Criteria F

/ Effective decision making and problem solving skills with the ability to work under own initiative.
Criteria G / Ability to deliver a formal presentations to staff to both large and small groups

Criteria H

/ High degree of computer literacy.

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