London Diocesan House, London Diocesan Fund, 36 Causton Street, London
The Human Resources Department proactively coordinates and provides a comprehensive human resources (HR) service to the London Diocesan Fund and wider Diocese in respect of its lay employees and employed chaplains, ecclesiastical office holders (for whom it pays the stipends) as well as providing HR advise to Bishops and Archdeacons in respect of our clergy and as required to our parishes.
Closing Date - Sunday 23 September 2018, 11.59pm
The purpose of the role is to manage the day to day operations of the HR team with a view to maintaining a comprehensive HR service to the London Diocesan Fund and wider Diocese that:
delivers transactional HR operations for the London Diocesan Fund efficiently whilst pro-actively partnering leaders and managers to develop and implement effective HR solutions focussed on organisational need;
provides HR advice to parishes for lay employees and volunteers as required; and
supports the Director of HR and Safeguarding with the delivery of strategic objectives.
The role holder will also have oversight of clergy terms and conditions of service, including the issuing of Statements of Particulars and will provide advice to Bishops and Archdeacons regarding conduct, capability and performance issues for clergy.
Operational plan and reporting
Under the direction of the HR & Safeguarding Director, co-ordinate the development of the annual HR operational plan, ensuring that it is achievable, and that responsibility is shared.
Work with the team to ensure robust systems to track workforce metrics, HR activity, case management, and ensure effective delivery of learning and development solutions, enabling reporting against key performance indicators and progress towards our goals.
Co-ordinate reporting on progress to the HR & Safeguarding Director and Senior Management Group as appropriate.
Enabling a high-performance culture for the London Diocesan Fund
Manage day to day operations of pro-active HR service across all aspects of the employee life cycle, ensuring:
Effective and timely recruitment of suitably skilled and qualified staff who have successfully completed required pre-employment checks;
All new staff are welcomed to the diocese and have an effective induction into their role;
Continued organisation of staff engagement/communication initiatives eg Staff Briefings and Staff Forum etc
The annual PDR cycle is maintained and developed, and managers and staff appropriately supported to review and plan for performance and appropriate development;
Managers are partnered to find effective solutions to staffing issues and given confidence, where necessary to manage issues into our formal processes;
Effective communication of HR policy and best practice to managers and staff eg through the LDF intranet etc.
Parish support services
Ensure appropriate advice to parishes regarding their employer obligations and HR good practice through the HR section of the diocesan website and other appropriate media.
Monitor calls and quality assure advice to parishes on the Parish Helpline ensuring that advice is legally compliant, based on good practice and appropriate to need.
Oversee other services to parishes eg HR health checks, ensuring that this is in line with existing resources.
Clergy terms and conditions of service
Advising senior staff on employment law as it applies to clergy as well as interpreting EO(ToS)M and how the two interact.
Keeping up-to-date with developments in EO(ToS)M, including attending central and regional training events and networking with other diocesan HR advisers.
Advising senior staff on appointments, reviews, disciplinary and grievances and occupational health issues.
Administering and issuing Statement of Particulars and related documentation to those under Common Tenure.
Maintaining own continuing professional development, ensuring that the job holder is up-to-date with developments in employment law, including attending central and regional training events and networking with other diocesan HR advisers.
Leading and/supporting ad-hoc projects (eg policy development, engagement, reward, wellbeing and diversity) as identified, in liaison/partnership with the Director of HR and Safeguarding.
Ensuring good management of all processes, procedures and systems including monthly payroll processes, management of headcount and management and maintenance of staff records on the HR database, in accordance with General Data Protection legislation.
Ensuring that appropriate and timely action is taken in respect of key dates (e.g. contract end dates, probationary periods, exit interviews etc.)
Develop stakeholder feedback mechanisms to ensure we listen and use feedback to improve policy, advice and support.
Maintain an overview of all atypical workers eg Apprentices, Interns, Contractors, ensuring that contractual arrangements are appropriately managed.
Supporting the Director of HR and Safeguarding with the annual review of salaries and stipends and the preparation of papers for the Remuneration Committee.
Supporting the Director of HR and Safeguarding with the management of outsourced HR services eg occupational health, HRIS and pension providers.
Supporting the Director of HR and Safeguarding with the implementation of the Health and Safety Action Plan and in particular, ensuring that all learning/training related actions are implemented.
HR team management
Conduct effective annual performance reviews for team members and hold regular supervision meetings to review progress against agreed targets and objectives.
Develop staff performance and set appropriate target levels of service. Create a positive learning and working environment through delegation, mentoring and coaching of staff and through the identification of learning and development needs.
Degree level or equivalent
Level 7 Diploma in Human Resource Management or Chartered Member of the CIPD
Generalist HR experience of least 3-5 years, in a complex organisation with varying terms and conditions of service by employee or role/officer holder group
Please see the job description attached for further criteria and information.
The Church of England in London is growing, vibrant and at the heart of communities throughout the capital. At the London Diocesan Fund we seek to do everything we can to support this mission and growth, using our resources to help our parishes and chaplains to serve over 4 million people.
We understand the benefits of employing individuals from a range of backgrounds, with diverse cultures and talents. We aim to create a workforce that:
Values difference in others and respects the dignity and worth of each individual
Reflects the diversity of the nation that the Church of England exists to serve
Fosters a climate of creativity, tolerance and diversity that will help all staff to develop to their full potential.