Senior people professional

Lead the design, creation, implementation and review of people policies and practices aligned to the needs of the organisation, Critically evaluate a range of people practices to ensure fit for purpose and review as appropriate.

Using critical analysis and evaluation of internal and external factors contribute to the development of the wider organisational people strategy and lead on the implementation of a workstream (e.g. HR/L&D/OD) relevant to the role.

Manage and lead people projects and lead the people element of broader organisation wide projects and programmes. Critically analyse, interpret and evaluate complex information, concepts and problems to develop business cases for change and evaluate and apply appropriate change management methodologies.

Assess both current and future workforce needs, building future capability and talent and actively contribute to the organisation's strategic workforce planning or talent management processes for example, they may need to analyse the transferability of skills in the current workforce and devise strategies that enable a just transition for staff into the green economy.

Proactively develop and maintain relationships with senior stakeholders in order to communicate, engage, influence and challenge effectively in order to achieve the people strategy and represent the organisation externally.

Bring together the right people to ensure resource availability to drive sustained commercial success and value for people. Manage a budget and people metrics, review and forecast spend relating to the workforce.

Select and implement appropriate technology to deliver the people strategy, policy and practices, taking into account the risks, opportunities, impact and value of technology. Seek out, critically evaluate and utilise technologies to drive a continuous improvement approach.

Review and critically evaluate current and future trends to ensure organisation effectiveness and commercial awareness. Interpret people analytics to provide insight, make recommendations, and to influence senior stakeholders regarding organisation decisions.

Proactively shape and drive the organisation's culture and role model the organisations core values and beliefs, creating working practices that reflect the organisation's culture, core values and beliefs.

Integrate diversity and inclusion into people and wider organisation approaches.

Proactively keep up to date with external trends and developments, both in the people profession and wider context (relevant to your role) and take responsibility for the development of other people professionals, managers and leaders, including providing coaching and mentoring where appropriate, for example, the current and potential impacts of the transition to net carbon zero emissions by 2050.

Keep up to date with and interpret relevant legislation and regulation, such as employment law, ethics, equality and diversity and critically evaluate relevant organisation people policies and practices to ensure compliance and mitigate risk.

Lead and advise on complex HR and employment issues & practices to mitigate risk and maximise effectiveness.

Create and sustain a positive employee relations climate to ensure the relationship between the organisation and its people is managed through its practices and relevant law.

Critically evaluate, develop and implement approaches to maximise employee engagement within the organisation.

Champion, design and implement approaches to employee well-being across the organisation.

Critically analyse, design and implement people reward strategies to attract, motivate and retain employees.

Critically analyse and review approaches to managing performance across the organisation, design and implement changes where appropriate.

Critically analyse and evaluate the formulation and implementation of the learning and development strategy ensuring it is underpinned by the full learning cycle, ensuring the creation of an organisation learning culture that shapes and ensures continuing professional development. .

Critically evaluate, select and apply a range of approaches and processes to establish learning and development needs at an organisational, group/team, occupational and individual level in collaboration with relevant senior stakeholders.

Critically evaluate a range of learning design theories, channels, methods and approaches in order to select the appropriate solutions which will meet organisation wide development needs.

Initiate and drive an appropriate coaching and mentoring strategy and culture to enhance the effectiveness and capability of the organisations people. Critically analyse and develop the coaching and mentoring capability and capacity to ensure it drives performance and/or supports the culture of the organisation.

Select and use complex or sophisticated facilitation techniques in order to facilitate complex events, development interventions and discussions to support senior colleagues, groups and teams to achieve a desired successful outcome.

Design and implement appropriate evaluation strategies and methods to assess the effectiveness of learning plans and interventions.

Critically evaluate overarching organisation strategy and establish organisation development needs through using a range of consulting processes, styles and diagnostic tools and methodologies.

Lead the design, creation and review of a range of organisation development interventions in order to improve organisational effectiveness and performance.

Actively measure organisation culture and critically analyse, select and implement different approaches to culture development.

Apply models of systemic thinking to a range of people practices.

Critically evaluate and implement appropriate organisation design structures to align with business needs and improve performance.

Critically evaluate and apply work design choices (who does what/how work is done).