The Royal Commission was established in 1908 and is a recognised centre of excellence in the heritage field. We are sponsored by the Welsh Government and analogue to them for pay, grading and most of our terms and conditions of service. We employ around 35 people at our offices in Aberystwyth, some of whom work on externally funded projects. Although small, the Commission is a friendly and dynamic place to work with staff who are highly skilled and qualified, enthusiastic, focused and committed to their work. Most of our staff fulfil specialist roles, for example in archive administration, archaeology, architectural history, or information management. Their work is guided by the Secretary/CEO of the Commission and by its Chair and Commissioners.

The Commission has successfully signed up to several initiatives over the years including the Mindful Employers Charter, the Disability Confident Scheme and the Dying to Work Scheme. As an organisation based and working in Wales, we are committed to developing a bilingual workforce and are investing in our staff and in providing opportunities for them to learn Welsh and develop their language skills. In 2018 we were pleased to be awarded the Ceredigion, Powys and Carmarthenshire Welsh in the Workplace Award. The Commission is also a Living Wage employer.

Further information on the Commission’s mission statement and recent achievements can be found on our website: www.rcahmw.gov.uk

Job purpose and significance of role:

The post sits within the Royal Commission’s Corporate Services team which consists of four broad activity strands: Finance and Operations, Research and Business Development, Human Resources, and Corporate Support. The HR Manager reports to the Head of Corporate Services.

The Human Resources Manager is responsible for ensuring the Commission achieves its strategic objectives through the effective management of its human resources function.

Key areas of responsibility

The post holder will carry out the following:

Technical:

1. Providing advice, guidance and support to Commissioners, managers and staff on a full range of employment issues and employment law in order to ensure a legal, consistent and fair approach throughout the Commission.

2. Ensuring that new and existing human resources policies and procedures are implemented, monitored and communicated clearly, effectively and meet the needs of the Commission.

3. Ensuring that staff-related data is stored effectively to comply with data protection legislation and to enable ease of access for reporting and strategic management.

4. Managing budgets for HR-related expenditure (including overtime, HR general costs, homeworker costs, training and development, and Commissioners’ remuneration).

5. Managing the Commission’s contract with its outsourced payroll provider and ensuring all staff changes are notified to the payroll provider in a timely manner.

6. Being responsible for administering the Civil Service Pension Scheme in terms of providing monthly pension data, - and ensuring that the Commission complies and fulfils its responsibilities under the Civil Service Pensions Participation Agreement.

Interpersonal

1. Being proactive in recommending and implementing equality and inclusion initiatives.

2. Establishing practices to encourage and monitor staff engagement and to influence a positive work culture.

3. Encouraging an effective partnership with the Trade Union side through consultation and communication so that effective decisions can be made, and new proposals successfully implemented.

Strategic

1. Working with senior managers to explore and develop talent management and workforce planning.

2. Leading the delivery of staff-related organisational change initiatives. This includes (and is not limited to) ensuring that appropriate consultation with the Trade Union and staff is arranged, and clear communication of detail, process and timescale is carried out throughout the process.

3. Identifying cost-effective training to support the Commission’s Operational Plan.

4. Contributing to Commissioner, senior management team and sponsorship review meetings and providing reports and advice as and when required.

Functional

1. Managing casework / employee relations in accordance with the Commission’s policies and procedures.

2. Implementing and monitoring the Commission’s Performance Development process to ensure that quarterly performance development reviews are carried out in a timely manner.

3. Ensuring that posts are appropriately graded and undertaking job evaluations where appropriate using the Civil Service Job Evaluation and Grading Support (JEGS) system.

4. Monitoring attendance, timesheet balances, and providing regular reports to the senior management team; managing occupational health issues and medical referrals.

5. Managing all recruitment activities in compliance with the Civil Service Commissioners Code and current employment legislation.

General:

1. Undertaking any other duties as may be deemed appropriate to the work and grade of the post.

Job-specific criteria

The successful candidate must be able to demonstrate they meet the following criteria. These should be referred to in your application form

Job- specific criteria

Essential

1. A minimum of three years relevant experience. Associate membership of CIPD or be studying toward an HR-related qualification.

2. Experience of supporting and implementing organisational change and workforce planning initiatives.

3. Experience of dealing with a range of employee relations issues and have an up-to-date knowledge of employment law and human resources best practice.

4. Experience of developing, implementing and interpreting employment policies, procedures and practices and of providing clear advice on employment matters.

5. Experience in recruitment, interviewing and assessment procedures and in analysing jobs using recognised methodology.

6. Ability to negotiate, persuade, encourage, influence, and build effective relationships, both internally and to external stakeholders, particularly with trade unions.

7. Ability to work with a high degree of autonomy and minimal supervision using excellent organisational and time management skills.

8. Strong commitment to equality and inclusion initiatives.

9. The optimal level of Welsh required for this post is level 4 on the Royal Commission’s Welsh Skills Assessment Framework. Candidates with a current level of Welsh competency at level 3 will be considered for this role subject to the candidate committing to reaching level 4 within a period of 12 months in the role. Training will be provided and funded, and time off given and will be in a form to suit the successful candidate.

Desirable

1. Chartered membership of the CIPD

2. Experience of working in a public sector human resources function.

3. Experience in payroll, pension, and job evaluation procedures.

4. Proven experience in budget management.

5. Fluent Welsh speaker.

The promotion of equality and diversity concerns everyone. All members of the Royal Commission’s community have a responsibility to ensure that we continue to be an inclusive, welcoming, safe, and productive environment. Our Equality and Diversity Policy outlines the Commission’s commitments and how we intend to deliver them. If you are successful in securing an interview you may be asked a question related to equality at interview.

Pay: £37,112.00-£45,379.00 per year

Benefits: