Deputy HR Director, Employee Relations, Wellbeing and Casework
The Deputy HR Director, Employee Relations, Wellbeing and Casework is a key role within HMRC’s HR leadership team responsible for developing employee relations, complex HR casework, and wellbeing strategies for HMRC, and leading the team responsible for the implementation of those strategies.
In addition you will play a significant role in the delivery of HMRC’s ongoing Transformation Programme, including central Trade Union consultation and negotiation as we consolidate from 167 offices to 18 office locations across the UK. You will be critical in ensuring HMRC is at the cutting edge of wellbeing thinking and delivery throughout this challenging period, and ensuring the leaders receive a continuously improving and professional level of support for complex HR casework.
Our services are currently delivered to customers from five key locations (Manchester, Nottingham, Newcastle, Glasgow and London) by three sub-teams: Employee Relations, HR Casework, and Health and Wellbeing. There are currently around 100 people working across these three teams.
The position is a 50% job share role, it is expected that there will be joint responsibility for all objectives and challenges, however, there may be a level of flexibility with respect to the particular skills the applicant brings. The working pattern is expected to be 2 days in one week and 3 days the next, however, the specific days are not yet fixed and will largely depend on the needs of the applicant and the other job share position holder.
Key responsibilities for this role will include:
- Working with the Chief People Officer and HMRC Executive Committee to define a strategic approach towards employee relations which will enable HMRC to achieve the substantial business transformation required.
- Working with Directors General and business leaders to ensure employee representatives are informed, involved, and effectively aligned to the business direction and challenges.
- Managing and leading the agenda with all HMRC’s recognised trade unions - Public and Commercial Services Union (PCS) and Association of Revenue and Customs (ARC/FDA) – around all aspects of the HMRC change agenda, pay, terms and conditions, etc. including leading key negotiations and major issue resolution.
- Providing expert advice on complex employee relations issues and cases, in particular those involving senior members of staff, Civil Service Appeal Board and Employment Tribunal cases. These can be very sensitive, high profile cases.
- Leading and continuing to develop a well-established team responsible for providing expert HR advice to line managers. Promoting and developing an increased focus on technology based solutions to ease access to service, improve efficiency and increase effective self-serve methods of delivery.
- Driving the simplification of long standing policy and process to ensure that whilst line managers receive high quality support, they continue to develop their own skills for dealing with complex cases.
- Leading in the development and implementation of clear and effective Health and Wellbeing strategies, raising the awareness and accessibility of service and support available for managers and employees alike. Ensuring we positively impact all HMRC’s mental health and resilience.
- Joining up our health and wellbeing strategy and existing best practice across HMRC, for both now, our transitional business plans, and our future operating model. Ensuring we have a leading contributing role within the wider Civil Service wellbeing approach.
- Ensuring effective and robust management of Occupational Health contracts, ensuring service providers understand and align to HMRC’s strategic challenges and our programme of change.
- Working in partnership with others in the senior HR community to identify emerging themes and / or business critical issues ensuring that expertise and thinking is shared across the wider HR function in order to develop HR capability and ultimately enhance the service offer to the business.
- Proactively driving change and improvement to help achieve the necessary transformation and associated cultural change that will drive high engagement and performance across the organisation. Ensure your wider influential role within HMRC, and your team, proactively align to and support the delivery of the seven people priorities.
All of our Deputy Directors are members of the Department’s senior management team and are expected to play an active role in the ongoing corporate management and development of the organisation. We expect all our senior leaders to be:
- Inspiring – about our work and its future
- Confident – in our engagement with others
- Empowering – to allow our teams to deliver