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HR People Manager – Salary circa £50K p.a – EDINBURGH
HR People Manager – Salary circa £50k p.a. EDINBURGH
We are looking for an experienced HR professional to join our busy People Function.
You’ll be an experienced manager with a strong generalist HR background. As our HR People Manager, you’ll be responsible for managing a small HR team who provide professional advice, guidance and HR support to over 2,500 colleagues across multiple sites within Edinburgh and the Lothians. You’ll also provide advice and guidance directly to managers on the more complex HR matters that come up.
As our HR People Manager, you’ll have the opportunity to influence how we do things on a day-to-day basis while playing a pivotal role in shaping the HR services we provide to our colleagues and the wider business in general.
This role is ideally suited to someone who enjoys rolling their sleeves up and getting involved in all things HR related. You’ll have experience of advising on complex and/or protracted ER cases and experience of working in a unionised environment would also be helpful.
On a personal level you’ll be approachable, friendly and able to build sustainable working relationships. You’ll be CIPD qualified and take steps to keep yourself up to date with changes in employment law and good working practices.
If all this sounds like you then we’d love to hear from you!
Closing date – Sunday 21st May 2023 (Interviews anticipated week commencing 29th May 2023)
OUT TODAY – MAY 2023 Issue of Hr NETWORK Magazine
OUT TODAY – MAY 2023 Issue of Hr NETWORK Magazine
Hr NETWORK is ‘The Hub’ of Scottish HR and people development with an ‘Access All Areas’ pass to Scotland’s most influential human resource and business professionals across all sectors in Scotland. As well as readers from the world of HR, the magazine is also extremely popular within SME (Small and Medium Enterprise) organisations and is very useful for line managers, heads of department, senior management, managing directors and other professionals throughout the country who play a vital role in the development of people within all industry sectors in Scotland. Published bi-monthly, Hr NETWORK Magazine is informative and a ‘must have’ for its readers, and brings with it in every issue, great opportunities and benefits for advertisers and sponsors too.
The Everyone Economy: One for all and all for one
Are your people policies fully inclusive so everyone can contribute to the success of the UK economy and your organisation? The Everyone Economy report by the CMI (Chartered Management Institute) underlines the importance of HR fielding and mentoring a fully diverse team to achieve these objectives. Andy Moore takes a closer look…
Also in the latest issue:
- The regular sections of the magazine include: Stats, EXTRA and The Bookshop
- The ‘Insights’ section features first class comment from those in the know on a range of subjects including: Foreign Workers; Ex-offenders; Mergers & Acquisitions; New Technology
Click the front cover below to read the latest issue:
NEW VACANCY: Director of Human Resources and Organisational Development
Director of Human Resources and Organisational Development
About the Organisation:
National Services Scotland (NSS) is a national NHS Board operating right at the heart of NHSScotland providing invaluable support and advice at a strategic and operational level. NSS supports our stakeholders to deliver their services more efficiently and effectively and we offer shared services on a national scale using best-in-class systems and standards. Our priority is always the same – to improve the health and well-being of the people of Scotland. We do this by working in partnership with colleagues across Health and Social Care to deliver fit for purpose solutions and systems, delivering high quality services that help our stakeholders to free up resources so they can be re-invested into essential services.
The Post:
In this post you will lead, direct and inform the strategic direction for NSS from a workforce perspective, through developing and implementing a workforce strategy that will deliver the NSS strategy, vision and purpose. You will also provide executive and strategic consultancy to the Chief Executive of Public Health Scotland and ensure the provision of professional people and HR services to NSS and shared services stakeholders.
This role is instrumental in assisting the Board to make strategic workforce decisions, understanding its appetite for staff risk and influence the key drivers of improving people performance and key points of decision making.
In addition, this role provides executive leadership, strategic thinking, direction and interventions to NSS Board and Directors and to external stakeholders of HR, enabling a culture where employees are valued and have a voice, where talent is developed and where leadership is visible and inspirational.
The Candidate:
We are looking for an inspiring individual and strategic thinker with the drive, understanding, vision, experience and political awareness to provide clear and dynamic leadership. You will be able to communicate effectively with a range of audiences and have the ability to build and maintain effective relationships with staff, stakeholders and trade union colleagues.
You should hold a degree in a relevant discipline and post-graduate qualification or equivalent demonstrable experience, as well as be a Chartered Member of CIPD. You should also have evidence of continuing professional/personal development, including management and leadership development.
Location and Working Pattern:
While we currently operate a hybrid working model, the base for this role will be flexible, within central Scotland.
The working hours for this role is Monday to Friday, 37.5 hours per week.
It is a condition of this employment that you must live and remain a resident within the UK for the post in which you will be employed with NSS.
Benefits:
Our benefits package includes pension scheme, comprehensive range of work life balance policies, occupational health services, learning resource centres and discounted leisure, financial and shopping benefits
Further information:
For an informal discussion on the post, please contact Mary Morgan, NSS Chief Executive at Mary.Morgan@nhs.scot
Closing date for completed applications is 14 May 2023
Further information on NSS is available from: www.nhsnss.org
Please note that the majority of correspondence is sent by e-mail only, so please check your e-mail regularly (including junk folders).
NHS National Services Scotland is an equal opportunities employer and as committed participant in the disability confident scheme, guarantees to interview all disabled applicants who meet the minimum criteria for our vacancies.
NHS Scotland is committed to encouraging equality and diversity among our workforce and eliminating unlawful discrimination. The aim is for our workforce to be truly representative and for each employee to feel respected and able to give their best. To this end, NHS Scotland welcomes applications from all sections of society.
Selfridges’ HR Chief to speak at the Hr NETWORK Conference next month
Selfridges’ HR Chief to speak at Hr NETWORK Conference next month
Hr NETWORK Magazine is very excited to announce that Selfridges’ HR Chief Maria Glasscock will be one of the keynote speakers at the forthcoming ‘People-First Culture’ Conference & Exhibition 2023 taking place at BT Murrayfield Stadium on Thursday 11th May.
The only store to be named Best Department Store in the World four times, Selfridges is committed to transformational change across all platforms to make the act of shopping responsible, purposeful and riotously fun and Maria will share her insights about the journey – how the People team have driven true change (and continue to do so), what’s worked and just how important it is to keep communicating proof points that mean people can see you’re delivering what was promised.
Other speakers, including experts, practitioners and commentators from all sides of the HR and people management & development spectrum, who have created and implemented a sustainable workforce plan in the midst of a post-pandemic world and are reaping significant organisational benefits that have led to increased productivity, improved job satisfaction metrics and gained a clear competitive advantage in their marketplace, will also provide valuable insight for implementing a sound and measurable people plan in the new hybrid and flexible world of work.
Keynote Session Titles and Speakers:
Putting People at the Heart of Reinventing Retail – Speaker: Maria Glasscock, People Director, Selfridges
Engaging A Workforce: Engage, Connect & Inspire Your Team – Speaker: Fiona Passantino, Trainer, Coach & Author of the Comic Books for Executives
Bringing Values To Life – Speaker: Owen Cook, Head of Programmes, The Culture Builders
PANEL DISCUSSION: Flexible & Hybrid Working in a Four-Day Week
- Gillian Campbell, Chief People Officer, Webhelp UK
- Tom Power, Director of People & Culture, NHS Grampian
- Daisy Hooper, Head of Policy & Innovation, CMI (Chartered Management Institute)
- Alan Cadenhead, Colleague, Culture & Communications Manager, Pointer Fire & Security Services
Inclusive Leadership: Unlocking the 3 P’s of Leadership…People, Performance & Potential – Speaker: Sile Walsh, Inclusive Leader Specialist, Roffey Park Institute
Who Are You? What part does identity play in burnout prevention and what’s the true cost of burnout if we ignore this step? – Speaker: Kelly Swingler, Burnout Prevention Strategist for Leaders
HURRY!! BOOK YOUR PLACE NOW!!
For full details on the session topics, BOOK YOUR DELEGATE PLACE and for details on getting to BT Murrayfield, please visit the Conference & Exhibition page:
https://hrnetworkjobs.com/events/conference/
For further details on sponsoring or exhibiting at the Conference & Exhibition, or hosting a Table of 10 at the Leaders Dinner on the evening before the Conference & exhibition, please contact the Conference Planning Team on Tel: 0131 625 3267 or email: subscriptions@hrnetworkscotland.co.uk
54% of employers now more concerned about employee mental health
54% of employers now more concerned about employee mental health
Research released recently by Towergate Health & Protection reveals the changing concerns of employers in today’s world. Among companies of all sizes across the UK, 54% stated that of the four pillars of health and wellbeing, the mental health of their staff is the area about which they are now most concerned.
Areas where employers are more concerned about their employees:
- Mental health 54%
- Financial health 48%
- Physical health 34%
- Social health 29%
None of the above 11%
Debra Clark, head of specialist consulting at Towergate Health & Protection, comments:“Mental health is currently topping the list of employers’ worries about their staff. To some extent this is a good thing as it means that mental health has moved up the agenda, that it is recognised as a very real concern and that employers are taking notice of its impact. However, it is clearly not positive that mental health is a growing issue, so this now needs to be met with the appropriate response from employers to manage and improve mental health in the workplace.”
The research goes on to show that employees also now have higher expectations of workplace health and wellbeing. Interestingly, it is financial health where employees most want support, followed by mental health.
Areas where employee expectations for more support have grown:
- Financial health 48%
- Mental health 42%
- Social wellbeing 36%
- Physical health 34%
- None of these 12%
Debra Clark says: “The different pillars of health and wellbeing are often intertwined. Financial health will impact mental health; mental health affects physical health and so on. The fact that both employers and employees put financial and mental health at the top of the list suggests that these two are particularly impactful on each other in current times. Employers should consider a targeted response to address the issues, such as offering access to counselling, or to budgeting advice.”
Wellbeing support must match needs and expectations
Towergate Health & Protection then looked at which support had actually increased and whether it was in line with the concerns and expectations of employees. It found that the increase in support did not match with the level of concern, or with employees’ expectations of support for their different areas of health.
Areas where support has increased from employers:
- Mental health 41%
- Financial health 36%
- Social health 35%
- Physical health 31%
- None of the above 17%
Debra Clark says: “It is vital that employers consult their staff regularly to see how their needs are changing regarding health and wellbeing. Requirements are not static and the support needs to closely match the concerns. Employers should consider a holistic approach to health and wellbeing support, giving credence to each of the four pillars: mental, financial, physical, and social health. A workforce that feels unsupported will be less productive and less loyal.”
70% of UK hybrid workers want to work this way for the rest of their career
70% of UK hybrid workers want to work this way for the rest of their career
An international survey of 3,000 global office workers by Insights Learning & Development has uncovered that 70% of hybrid workers in the UK want to maintain the arrangement permanently. In general UK employees are happy with their hybrid working arrangements – more so than employees in the US, Canada and France. Overall workers in the Netherlands are most satisfied with their hybrid working arrangements.
Almost one-third (32%) of hybrid team members in the UK are fully remote or close to fully remote while over two-thirds (67%) work predominantly in an office. Office-first working appears to be the least preferable option – 22% currently work this way, however, 17% wish to do so. Of the respondents 8% of UK employees currently work fully remotely while 19% would prefer to do so.
This correlates with the global finding that office-first is the least attractive option, as only 10% of dissatisfied employees across the seven countries would prefer to switch to an office-based workplace. Over a quarter of UK workers say that sharing ideas, delivering objectives and learning and development has actually become easier since working in a hybrid team. Almost one-third (32%) say that they perform better since they started hybrid work. Those questioned stated the overriding advantage is having more time, as the daily commute has been dramatically reduced, with 54% of UK hybrid employees confirming it as a bonus.
Notably, improved health and well-being are also one of the biggest benefits identified for UK hybrid workers questioned, compared to other countries across the globe. One-third of UK workers identified this as a benefit. However, over half of UK workers say building relationships has become harder in hybrid teams (51%) and one-third say they find it harder to stay connected to what is going on across their company (33%).
47% say they feel less connected to their co-workers than before the pandemic and 38% said that they would like to receive more opportunities to connect with their team. Getting to know new team members was raised as the most difficult aspect of working in a hybrid team, alongside lack of social connection and casual conversation within hybrid teams identified by respondents. Almost one-third (31%) said that feeling disconnected from remote colleagues is a challenge. Overall UK companies seem to have taken more actions in certain areas than other countries to overcome the challenges of working in a hybrid team. 75% of UK hybrid teams have adopted communication tools such as Zoom, Teams or Slack – more than any other country. Over one-third (36%) have put in place wellness initiatives to support their employees (higher than the global average of 26%).
Chief Executive of Insights Learning & Development, Fiona Logan suggests empowering individuals in their approach to their working setup is important in the new world of work: “This report is confirming what many suspected, that flexibility in working practices has been internationally welcomed by employees. It is not surprising to see regional preferences shift when it comes to how we work together, and the key for employers is to find a balance that works for our teams and for the business. We all have different preferences and therefore these new routines will work in different ways for different people. At Insights we work with some of the world’s leading organisations supporting them to recognise that putting their people and wellbeing at the heart of the business strategy will reap significant productivity benefits.
“Additionally, as we are now not in the office each day together, we need to create a culture and community that fully supports and enables success. Creating a community between remote and in-person work is imperative and the need for human skills, a core purpose and connection are vital for this. As this research shows, businesses need to look at effective ways that truly empower people in how they work and by providing the solutions they need to feel connected and supported, no matter where they are working.”