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Contents • Welcome from the Director of Human Resources

• HR at the University of Brighton • The Role

• The Person

• Benefits of working at the University of Brighton

• University Life

• How to Apply

• Submission of Applications

• Copy Advert

Welcome from the Director of Human Resources Thank you for your interest in the Leadership and Management Development Manager role at the University of Brighton and I hope that you find the information contained in this document of interest. The University of Brighton is strongly committed to conserving, generating, transmitting and sharing knowledge locally, globally and professionally focusing on applying knowledge for social benefit. We offer higher education which contributes to citizenship and the public good through a model of higher education based in the spirit of enquiry and the active co-production of knowledge amongst staff and students in learning, teaching and research.

The university is on an ambitious trajectory in terms of its development and central to the success of this will be how it recruits, develops and utilises a talented workforce. Whilst we are starting from a strong foundation, the scale of the people agenda is significant and ranges from building a greater level of resilience in terms of operational HR systems and processes to developing and implementing professional and strategic interventions to support the realisation of the university's vision.

To help us meet our ambitions we are now looking to recruit an exceptional Leadership and Management Development Manager who will be able to develop our learning agenda and provide senior leadership in the HR Department. You will already have significant experience of working in a complex and challenging environment, be a proven people manager and have demonstrable experience of developing and implementing management, leadership and organisational development strategies. In addition, you will also be someone who has a passion for customer service and excellence in delivering the HR agenda and possess the resilience and tenacity required to bring about change.

Should you believe you have the qualities and experience we are looking for and wish to discuss these roles in greater detail then please do not hesitate to contact Jo Hird, Head of Human Resources on 01273 642886 or email j.hird@brighton.ac.uk to arrange an informal discussion. We look forward to hearing from you.

Gavin Wright Director of Human Resources

HR at the University of Brighton

An outline of the Human Resources Department The department is responsible for the development of the university’s HR policies, strategies and procedures on all aspects of people management, including staff planning, recruitment and selection, pay and conditions of service, leadership and management development, employment relations, and equality and diversity to ensure equality of opportunity for all staff. The HR Department aims to provide a well-integrated, professional and cost-effective service to the university.

The department has recently agreed a new HR Strategy with four main strategic themes: recruiting and retaining talent; building high quality leadership and management; developing staff communication and engagement; and building individual and collective performance. This is underpinned by a complimentary supporting strategy: Developing excellent HR services. This will set the work and direction of HR and offers an exciting agenda for transformation in the university. A copy of the strategy can be found here.

The Higher Education environment is going through a period of rapid change and the University of Brighton has ambitious strategic plans during the next cycle of its corporate objectives. The department offers a professional service that best meets the demands of these challenging times, and the HR teams work collaboratively with colleges, schools and departments in helping to facilitate proactive people management solutions.

Departmental Management Team The Director of Human Resources sits on the University Management Board, and attends a number of university committees, including the Employment Committee, Research Strategy Committee, Learning and Teaching Committee, Business and Community Committee, Safety Committee, Promotion and Regrading Panels

and the formal trade union Common Interest Groups and the Joint Negotiating Committee. The Director is also a member of the Board of Governors’ Nominations Committee.

The Director manages the overall strategy and work of the department and is supported by a Head of Human Resources and senior managers who have specific responsibilities for divisions of the department and specific aspects of work. The Departmental Management Team meets monthly and manages the work programmes of the department, ensuring collaboration on projects which cut across team/division boundaries, and is responsible for developing ideas and formulating plans for future HR/staffing strategies.

Employee Relations This area is responsible for services covering pay and reward, union relationship management, formal negotiating and consultation frameworks, pay and conditions of service, employment legislation impact assessment, policy development and review, performance management, HR advice and guidance, and formal casework management.

The HR Manager (Employee Relations) manages the department’s operational interface with the university through the provision of a high standard of guidance and support in developing and progressing people management solutions. The Manager leads a team of professionally qualified HR Advisers who provide a solution-based advisory service to university managers in faculties, schools and departments, non-standard case management, and undertake operational HR policy review and development, as well as coaching and training managers on HR procedures, re-organisations, etc.

The Advisers operate a service based on the concepts of business partnering and an understanding of the organisational and people requirements. This enables customer-focused

and professional relationships to be established with faculties, schools and departments. The expectation is that the Advisers will deliver commercially orientated and responsive solutions to managers to facilitate the delivery of their corporate objectives.

HR Operations This area is led by the HR Manager (Operations) and covers three main areas: administration and recruitment; information and communications; and operational projects.

The administration services are delivered by three operational teams. The teams undertake recruitment and HR administration, and provide first line policy and contractual information to a group of colleges, schools and departments. The types of activity undertaken by the teams include organising advertisements and recruitment processes, checking eligibility to work and DBS checks, issuing contracts, advising on terms and conditions of employment, dealing with payroll related issues, sickness, maternity and other leave of absence and processing resignations and retirements.

The service is predominantly customer focused and is informed by the needs of the business; the teams have a clear understanding of business and client needs and undertake the delivery of an efficient and professional operational service to the university.

This team also covers HR Information and Systems. They are responsible for system management and development of the integrated HR/payroll system (ResourceLink) as well as for the production of reports and information for use within HR, by the university and to meet our statutory obligations externally. In addition this team maintains an overview of strategic information, communication and data needs across the department and the university, including the development of the staff intranet and the HR Department web site and Data Protection.

The HR Projects Manager (Operations) sits within this area and is responsible for a number of HR Information initiatives and university wide operational projects as well as overseeing Freedom of Information issues.

Strategic HR Projects The HR Manager (Strategic Projects) is a temporary position reporting to the Director of HR with a specific remit to support the introduction of the HR Strategy and specifically is working on three major initiatives: Performance Management; Leadership and Management Capability; and Workload Allocation for academic staff. Equality and Diversity The Equality and Diversity Manager is responsible for developing and supporting the implementation of a range of strategies, policies, initiatives and activities which advance equality and celebrate diversity across the university We believe that equality of opportunity is essential for the successful and innovative development of both the university and its community. We are committed to promoting equality of opportunity, eliminating unlawful discrimination and valuing the different contributions and experiences of all our students and staff. Management Development We currently have two Staff Development Advisers and a Staff Development Administrator who are responsible for the co-ordination and delivery of a suite of management development and training programmes as well as staff induction. They also provide ad hoc interventions and facilitate support to teams as situations dictate.

They will be supported by the introduction of the new Leadership and Management Development Manager role to provide and build this service to meet the leadership and development needs of our managers and the demands of the new university Strategic Plan.

HR Manager (Operations) Jane Rockel

HR Admin Assistant Damian Simpson 0.8

HR Advisers

Louise Carr 0.8 Leanne Reed 0.6 Sarah Fineman

0.8 Mary Awadalla 0.5

HR Manager (Employee Relations)

Claire Webster

HR Assistants Gemma Tomsett

Keira Thomas 0.45

HR Assistants Vicky Birks 0.5

Vacancy

HR Director Gavin Wright

Departmental Administrator Jan Berry 0.8

Head of HR Jo Hird

HR Officer Elly Clemmans

HR Officer Debbie Sherman

Staff Development Administrator

Annette Goodman 0.6

HR Information and Systems Adviser Clare Davis 0.7

HR Officer Momtaz Rahman

HR Manager (Strategic Projects)

Ian Goodacre

Staff Development Advisers

Brenda Grint 0.8 Lucie Huard 0.6

HR Project Manager Andy James

Equality & Diversity Manager Helen Tatch 0.76

HR Adviser Becca Eaton 0.8

HR Assistant Jo Byrne 0.6

Equalities & Compliance Officer Marcie Boyer / Tessa Marshall

HR Assistants Vikki Rossiter

Amy Cole

Lead HR Adviser Rachel Housego

HR Officer Vacancy

Leadership and Management Development Manager

Vacancy

The Role – Leadership and Management Development Manager

The Leadership and Management Development Manager will be responsible for leading the development and delivery of development strategies, plans and programmes which support the university’s Strategic Plan and the HR Strategy. Operating within the Human Resources Department as a member of the departmental management team, and managing a small team of professional staff development advisers, this role is integral to the co-ordination of the leadership and management agenda within the university and will deliver on our commitment to invest in our leaders and managers across the organisation. There will also be the opportunity to develop how we embed leadership and management development into wider talent and succession planning activities to ensure the university can meet its strategic aims over the coming years. The role will work with HR colleagues and wider stakeholders around the university to deliver bespoke interventions and wider organisational development programmes, events and projects which enhance both individual and collective capability. Main areas of responsibility

1. To lead the identification, development, delivery and evaluation of a suite of comprehensive leadership and management development strategies, programmes and events to support the delivery of the university’s Strategic Plan and the HR Strategy.

2. To provide expertise and advice to the university in specialist areas of professional development

to meet current and future strategic needs (e.g. coaching, psychometrics, mentoring, action learning, e-learning etc).

3. To develop strategies, interventions and processes which support the appropriate introduction of

formal career development, succession planning and talent management to the university.

4. To co-ordinate and manage the delivery and quality of external contractors and software solutions as necessary.

5. To undertake specific projects which support and enhance the organisational development of the

university.

6. To act as a member of the HR Departmental Management Team, working with colleagues in other areas to ensure the seamless and cohesive provision of service, taking part in wider HR or university projects, groups and meetings as necessary.

7. To manage the Staff Development team and resources effectively to ensure objectives are met

and a consistent, professional and high quality service is provided.

The Person The successful candidate will be able to demonstrate the following qualifications, skills, experience and knowledge in relation to the areas of work outlined in the role details above: Essential

• Degree or equivalent professional experience and qualifications • Post-graduate qualification in a relevant area of professional practice (learning /

development) • Substantial experience of successfully managing and delivering programmes of

professional development in a relevant industry / sector • Demonstrable experience of leading, devising, implementing and evaluating complex

and creative organisational development strategies • Experience of providing expertise, bespoke interventions and facilitation to teams,

managers and senior leaders • Up to date knowledge of learning and organisational development methods and theory • Successful track record of delivering large scale development projects • Experience of devising and delivering wider talent management and succession planning

processes • Excellent written and verbal communication skills • Ability to form and maintain excellent networks based on good rapport and trust with

stakeholders and a diverse range of academic and professional colleagues • Effective negotiating and influencing skills • Proven ability to be self-motivated and autonomous • Proven leadership skills and ability to contribute as part of a senior management team • Experience of managing resources – both financial budgets and teams • Confident in the use of Microsoft Office (Word, Outlook, PowerPoint) and ability to learn

bespoke databases and undertake reporting Desirable

• Graduate level membership of a recognised professional body • Experience and understanding of the systems, cultures and challenges faced in an HE

environment

Benefits of working at the University of Brighton

You will be joining a significant local employer, servicing 22,000 students, and with campuses based in Brighton, Eastbourne and Hastings.

Staff benefits: • Childcare vouchers • Cycle to Work Scheme • University Nurseries close to campus • Wide ranging staff development

opportunities • Maternity, paternity and adoption

schemes providing enhanced payments • Defined benefits pension scheme • Staff car parking at campus sites • Season ticket loans for buses and trains • Christmas / New Year closure • Occupational health, welfare and

counselling services • Concessionary membership of university

sports facilities

Salary The salary for this role will be within the range £41,255 - £47,801 p.a. (pay award pending 1 August 2016). Actual starting salary will be dependent upon experience.

Salaries are paid monthly in arrears through the BACS System directly into the bank or building society account of each member of staff.

Hours of Work This post is part time, based on 22.5 hours per week (actual working days can be discussed). The nature of senior posts is such that staff are expected to work such hours as are reasonably necessary in order to fulfil their duties and responsibilities.

It would therefore be inappropriate to define the total hours to be worked in any week. A reasonable norm for full-time staff, however, having regard to the contractual position of other senior staff in the institution, would be 37, although this should not be regarded as a minimum or maximum.

Holidays The annual leave entitlement for full time staff in this post is 27 days, rising to 30 days after 5 year’s continuous service. This is in addition to statutory holidays, local discretionary holidays and days when the university is closed in the interests of efficiency.

Terms and conditions In determining terms and conditions of employment, the university has regard to recommendations made through the appropriate national negotiating framework.

These terms and conditions of service can be varied by local agreements reached through the university’s local negotiating framework which comprises a Joint Negotiating Committee supported by two Common Interest Groups. These groups bring together representatives of the university and its recognised trade unions, which are: • UCU – University and College Union • UNISON.

University Life Each town has lots of opportunities to get involved in its culture and community – offering something for everyone and a great place to progress and live.

Brighton Brighton is vibrant, colourful and creative with a reputation for freethinking and for valuing all different cultures. It is known for its exciting cultural and social life.

The city hosts the largest arts and culture festival in England – the Brighton Festival - along with a number of other events, such as the Brighton Science Festival, Pride, Burning the Clocks, the London to Brighton Bike Ride, the Brighton Food Festival and the Brighton Marathon.

Brighton offers a hotbed of festivals, galleries, museums, film, nightlife, comedy and theatre. It has a wide and varied range of shops, from the high street to the famous Brighton Lanes.

Eastbourne

Considered the sunniest place in the UK, Eastbourne is a lively seaside town surrounded by beautiful countryside.

There is a wide variety of restaurants, cafes, traditional pubs, wine bars and nightclubs in the town, along with many sporting and cultural activities.

Sports range from golf to horse riding, with water sports such as sailing, canoeing, body boarding, windsurfing and power boating all very popular.

Four theatres, two cinemas, four shopping centres, and the Towner contemporary art museum for Southeast England, are all within walking distance of our campus.

The UK’s largest free air show in August and the annual extreme sports festival attract hoards of visitors to the town each year.

Eastbourne also boasts two pre- Wimbledon tennis tournaments.

Hastings

Hastings is an historic and beautiful town with a vibrant arts and live music scene. It is home to the largest beach-launched fishing fleet in Europe, the remains of the first castle in England to be built by William the Conqueror, a preserved Old Town and a strong local arts community.

The Old Town, to the east, is a mix of half-timbered houses, narrow streets and passageways, locally known as twittens. To the west is St Leonards which features the classical elegance of James Burton’s architecture.

Hastings is home to the Jerwood Gallery, which is the new public home to the Jerwood Foundation’s collection of twentieth and twenty-first century British Art. Annual events in Hastings include Hastings Day, Jack in the Green and Pirate day. The Hastings Seafood and Wine Festival is a celebration of Hastings sustainable fishery and fishing heritage, its surrounding vineyards and excellent local food producers.

How to Apply

The appointment process Candidates are invited to apply via the university’s online recruitment system at jobs.brighton.ac.uk.

Here you will be asked to complete an online form, showing how you meet the selection criteria for the role. In addition, you are asked to attach a supporting statement/CV to the online application.

The information requested, between the online application and supporting statement/CV is outlined below.

Supporting statement The supporting statement is an opportunity, in addition to the online application, for candidates to show how their qualities, skills and experience fit them for being successful in the role. The statement is the opportunity for candidates to show why and how it is likely that they will be the candidate best suited to the role

Personal details Name, title if used, post nominals, date of birth, home and office addresses and telephone numbers, any requirement for a work permit

Present employment Title of post, brief job details, grade and salary, commencing date, period of notice required.

Higher education Name of institution(s) and dates attended, full- or part-time attendance, subjects studied, qualifications gained.

Institutional or professional membership Involvement, institution(s) and date(s) of admission, class of membership

Employment history Employment history should be in chronological order. If periods of employment are not consecutive it would be helpful if details of activity in the intervening period (e.g. periods of full-time study) could be included.

For each employment the following information should be given: employer, post title, brief description of post, commencing and finishing dates

Professional activity Description of any relevant external professional engagement, including consultancy, research or publications

References References may be taken up on any candidate prior to final interview, unless subject to an express request not to do so, in which case this should be made perfectly clear as part of the application.

Applicants are asked to nominate two referees (names, positions and addresses) who are able to comment on their suitability for the position, one of whom should be the applicant’s current or most recent employer.

Publicity The university will deal initially with all enquiries and applications on a confidential basis. However, the selection process will be a relatively open one, in which shortlisted candidates will be given the opportunity to meet a range of university staff. Whilst the shortlist will not be explicitly published outside the university, it is anticipated that knowledge of who is on the shortlist will become public.

Equal opportunities All applicants are requested to complete the university’s monitoring form.

Submission of Applications

Applications should be made via the online recruitment system at jobs.brighton.ac.uk. The posts will close and be removed from the system at 23:59 on 18th September 2016

If you have any questions about the process of application, please contact us on 01273 642838 or via email at humanresources@brighton.ac.uk quoting reference HR5005

Copy Advert

Leadership and Management Development Manager

22.5 hours per week

From £41,255 - £47,801 p.a. (pay award pending)

Mithras House, Brighton

There have been a lot of exciting changes happening in the HR Department at the University of Brighton. We recently introduced a new HR Strategy and we are changing the way we work internally to ensure we can deliver customer focused and responsive HR services to the organisation.

We are now looking to fill a new senior role within the department to help us develop and embed our approach to leadership and management development within the university. You will need to have experience of working in a large organisation, leading a learning and development function and a track record of delivering senior programmes, events and wider organisational development interventions that can achieve positive change. This is a challenging strategic post which requires leadership and vision but there is a significant momentum for change which for the right person will provide real possibility to impact both on the department and the wider university.

For an informal discussion about either of these roles, please contact Jo Hird, Head of HR on (01273) 642886.

For more information about the post and to apply, visit jobs.brighton.ac.uk

For information about the university, visit www.brighton.ac.uk in particular www.brighton.ac.uk/joinus

Closing date: 23:59 on 18th September 2016

Interviews scheduled for Tuesday 4th October 2016