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Head of HR (Organisational Development & Culture)
Location Swindon, GB
Department Name: HR Head of HR Wales (109008) G5
We at Network Rail are dedicated to becoming one of Britain's best employers and believe this starts with placing the candidate at the heart of everything we do!
Our ambition to be responsive to passengers and freight users, drives us every day and we're empowered to do the right thing for those who use the rail network. We actively challenge unsafe practices and take responsibility for addressing risks, resolving issues and protecting safety and wellbeing.
As Head of HR (Organisational Development & Culture), you will lead on the creation and delivery of the Region’s Organisational Development and Culture strategy. You will lead on the delivery of culture change across the region utilising employee engagement, IR/ER and D&I strategies working in collaboration with communications and safety and the regional leadership team. You will link into the overall NR strategies and pull from the HR Centres of expertise, upskilling the regions HR community to enable the Region to secure the right talent, in the right place and with the right skills and behaviours to achieve business priorities, now and in the future at all levels. This is an exciting and challenging role for a strong senior generalist who has both depth and breadth in multiple HR disciplines with a passion for driving real improvements to business performance through HR.
Please note that this role is flexible in terms of location. It can be based in Cardiff or Swindon.
The Key Accountabilities for this role are summarised as follows:1. Lead the development and implementation of the Region’s strategy for organisational development and talent management to build key capabilities required to delivery business priorities as part of the regions People strategy creating a collaborative working environment across the region.
2. Develop the region’s talent, resourcing and succession strategy, defining key talent pools, early engagement and learning and development initiatives implementing consistent practices at all levels of the organisation to drive improved organisational and professional performance.
3. Linking with the CoE’s create pull and push on best practice, driving simplicity and consistency and building capability in the HR community by providing methodologies, processes and practices within the regional HR function.
4. Lead the development of effective tactical and strategic workforce plans for the region that forecast meaningful developments, using external insights and benchmarking, anticipate unplanned and design for planned changes to our Regions people resourcing needs working with the Heads of HR to create short and long terms plans. Evaluate the success of implemented plans.
5. Lead on the Region’s Diversity and Inclusion plan being responsible for the delivery of effective interventions and practices establishing a diverse organisation that reflects the communities within which we operate and aligning to the Network Rail D&I strategy.
6. Lead on Employee Engagement across the region, manage employee engagement surveys and develop and drive strategies with the business and Heads of HR to increase employee engagement so securing the benefits and value of a highly engaged workforce committed to putting the passenger first.
7. Manage the Employee Relations Advisors and Project Manager Change [Disciplinary and Grievance] focussing on proactive early intervention and prevention. Build Employee Relations capability among HR generalists and business leaders to secure a step-change in the Region’s capacity to anticipate, minimise and wherever relevant resolve adverse employee relations issues by developing them.
8. IR/ER landscape across the region and managing all Employee Relations escalations. Use of data and insights to inform activities supporting the values and behavioural norms of the business.
9. Identify and lead on HR transformation and business change programmes underpinned by meaningful MIS and data analysis, to drive a culture of systems led improvement in the Region.
10. Maintain the Organisational Development budget, providing timely information and insights to help drive the right behaviours, decision making and focus for future investment.
Demonstrates strong business/commercial approach and understanding of business needs.
Excellent relationship building skills demonstrated through proven experience of working in partnership with directors and senior business leaders in order to improve people management practices and develop strategic HR plans.
Passionate about customer service with ability to articulate previous achievements through business deliverables.
Knowledge and experience of implementing best practice HR solutions to drive a high performance culture.
Ability to establish professional credibility quickly.
Experience of coaching and influencing senior business leaders along with excellent communication skills and able to negotiate and influence effectively with all levels of an organisation.
Experience of working in partnership with senior business leaders to identify, develop and retain talent.
Excellent technical HR Knowledge - MCIPD qualified or relevant experience to demonstrate level of competence.
Proven track record of operating in a large complex working environment.
Excellent leadership and management experience with a focus on delivering business focused HR support both personally and through a team. •
Experience of managing large scale, complex change programmes e.g. Organisation Re-design, TUPE, redundancy programmes, etc
Experience of working within a highly unionised environment (Maintenance & Operations Functions)
Understanding of project management principles and experience of managing complex projects to successful conclusion. •
Experience of working within a unionised environment.
How to apply (External)
Salary: £65,480 - £73,665
Closing date: 04/08/2020. Late applications will not be accepted.
Please note that it is envisaged that interviews will take place on 10th August 2020 - candidates should ensure they are available on this date.
This is a fixed term opportunity for 18 months, and has the potential to become permanent.
If you would like any further information about this role please contact Lindsey Worton (Lindsey.Worton@networkrail.co.uk)
Application closing date: 04th September 20