8 minute read
Positive Behaviours for Head of Department level
Feels confident enough to make suggestions for how things can be improved to create the best experience for our audiences and wider community.
Provides clarity and rationale on departmental priorities and translates this into deliverable plans where everyone understands their role and value.
Thinks ahead strategically (two years +) to anticipate and be agile to future opportunities and risks.
Respects and encourages differences in opinion, creating a culture of positive intent without fear of blame.
Respect and value other people’s ideas, experience and perspective to encourage open and considerate conversations.
Champions a culture of personal development to help teams grow and perform, but also to support career development.
Ensures there is a great employee experience within Department which starts from the point of recruitment to the time someone leaves.
Be open to new ideas and innovation to drive continuous improvement.
Leads change effectively, balancing ambition and enthusiasm with respect and humility.
Can be a “positive disruptor” where needed; challenging the status quo and presenting strong business cases for change.
Champions a culture of diversity and inclusion, knowing great teams draw on differences as strengths.
Work in a collaborative way with other Heads of Department so different teams within the Hippodrome share knowledge and experience to achieve great results.
Does the right thing - even when no one is looking.
Collaborates with other Heads of Department to avoid duplication or waste of resources.
The Role
As part of the HR and the wider Head of Department team, the Head of People will support and drive the People strategy, working to enhance and ensure a culture of inclusivity, creativity, ambition, innovation and high quality.
This is a new role following a restructure of the HR team.
What does success look like in this role
Attract and cultivate the best talent
To create a positive culture through our values
To establish and develop a workforce that effectively delivers the organisational strategy
To provide a reputable HR service built on trust, transparency, and integrity
Strategy & Reporting
To drive initiatives that supports the Hippodrome’s organisational develop.
To lead a HR team to deliver a high-quality service.
To lead the Wellbeing Group and co-chair the Inclusion and Anti-Racism Working Group.
To establish a service whereby HR support the growth and management of volunteers.
To lead and establish an apprenticeship programme for the organisation.
To ensure our HR process and practices are compliant, up to date, effective and efficient.
Build on links with our local communities to advertise our opportunities.
To represent the Hippodrome at certain events such as careers fairs.
To regularly benchmark our terms and conditions against competitors.
To drive employee engagement and utilise our workforce survey platform.
To help deliver workshops to employees to help them develop.
To support with a succession planning map.
To provide regular KPI reports.
Create opportunities for growing our talent - through work experience, placements, internships, apprenticeships, academies.
Help to develop and maintain links with relevant HE/FE establishments.
To be a champion for inclusion.
Support managers in employee relations matters, absence management, grievance and disciplinary matters and performance management.
Coach and develop managers to be competent and consistent in their execution of the HR policies and processes.
Take responsibility for ensuring all HR related work is carried out in line with current data protection legislation and aligned to regulatory requirements.
Audit check/sign off monthly payroll.
Occasional evening and weekend work may be required.
Expectations for all Head of Department level roles Strategy
Can translate strategy into an operational plan; looks two+ years ahead.
Able to own their department’s strategy
Shares their specialist subject knowledge with their Director to feed into the overall strategy for that area.
Communicates and oversees strategy to Managers and wider team
Commercial/Scope
Sets targets for department and identifies areas of opportunity.
Able to liaise with other Heads of Department and seek opportunities for cross collaborations
Engages with, and challenges Directors where appropriate.
Supports the Organisation’s stance to the Managers.
Networking
Builds solid relationships with other HoDs internally and looks to make external contacts to grow own network to benefit the organisation.
The ability to represent at local and regional networks.
Reporting
Provides regular reports and meaningful insights into the data and shares this with own Director.
Finance
Responsible for setting departmental budget as agreed with Director.
Can sign off expenditure up to a value agreed by the Director.
People
Proven People Management Skills including effective recruitment, induction of new hires, positive coaching and conducts regular check ins with team, managing performance as required.
Able to influence and negotiate as required and build relationships with people at all levels.
Can inspire and motivate team to achieve great results.
Comfortable having difficult conversations as required.
Coaches direct reports/Managers to be effective people leaders, leading by example.
Able to inspire people through times of change.
Below is a specification list, detailing some of the key attributes we’re looking for in an ideal candidate. We would still like to hear from you, even if you do not meet all of the criteria as long as you feel you can positively contribute to our team. We are fully committed to supporting, encouraging and training our staff members to ensure their personal growth and future development.
Requirements
ESSENTIAL: The successful candidate will meet the majority of these requirements
DESIRABLE: The successful candidate should meet some of these requirements
Relevant Experience
Experience of successfully managing a HR team
Experience of advising on all HR matters
Experience of dealing with complex Employee Relations issues
Experience of managing a HRMS/People database
Experience of developing, implementing and maintaining new systems, policies and processes
Experience of working for a charity
Skills, Knowledge and Abilities
Proven Leadership Skills
Analytical skills to be able to make informed decisions
Up to date knowledge of current UK employment law
Ability to problem-solve issues
Excellent communication skills and a proven record of influencing and building strong relationships to gain credibility and respect
An interest in the Arts & Culture sector
Ability to provide well considered business cases including the analysis of data to base recommendations for improvement/change h e S p e c
Requirements
ESSENTIAL: The successful candidate will meet the majority of these requirements
DESIRABLE: The successful candidate should meet some of these requirements
Skills, Knowledge and Abilities
Commitment to the culture, purpose and values of Birmingham Hippodrome
High level of self-insight and self-awareness
Relevant Qualifications
CIPD level 5 with the intention to achieve level 7
CIPD level 7
T h e P e r k s
We are really proud to be able to offer some of the best perks around! We offer a variety of benefits and rewards to our staff - you just need to complete your probationary period first.
Physical
Discounted Gym membership at PureGym and Anytime Fitness.
Critical Health Insurance - a sum equal to your annual salary provided in the event of a diagnosis of a critical health condition which prevents you from working.
Cycle to Work Scheme - we buy the bike and/or accessories at full retail price. The balance is then recovered from a reduction in your gross wage. Through salary sacrifice, you can expect to save a minimum of 25%
Eye care vouchers though Specsavers which includes an eye test and either a select range single vision spectacles when used for VDU use or a voucher amount towards a more expensive pair.
Free flu jab offered onsite to employees or claimed through expenses.
Corporate health care cash plan through BHSF. The plan offers cash benefits towards everyday health costs such as dentist treatment and out patient care. Employees offered access to this scheme at discounted rates via regular deductions from payroll.
Discounted private medical cover though AXA who provide fast track appointment services.
Financial
Annual organisation wide pay reviews.
Enhanced maternity/paternity/sick pay.
Life assurance - a sum equal to twice the employee’s salary is paid to a beneficiary nominated by the member of staff or next of kin.
Enhanced pension offer if you meet the eligibility criteria, after two years ’ service we will match pension contributions up to 6%.
Personal Development Fund to pay towards the cost of a course/activity that is not job related.
Electric Car Scheme - get a brand new electric car through work as a benefit, paid for through your gross monthly pay, saving on income tax and National Insurance.
Emergency Hardship Loan access to an advance in your salary to support in emergency situations.
Bus and train travel - we purchase the discounted annual travel pass on behalf of the employee then the cost is recouped over normally 12 months via a deduction through payroll.
Discounted car parking - half price parking at the Arcadian car park.
T h e P e r k s
Emotional
Flexible and hybrid working where the role allows and in agreement with your line manager, your work can be carried out in a way that meets both the needs of you and the organisation.
Mental Health First Aiders points of contact for an employee who is experiencing a mental health issue or emotional distress. This interaction could range from having an initial conversation through to supporting the person to get appropriate help.
Employee Representatives - these are colleagues who represent a specific department(s). They act on behalf of individuals and collectives of the workforce.
Employee Assistance Programme - an external confidential helpline that can be called for free 24/7 and can offer up to 6 sessions of structured telephone calls/face to face meetings.
Inclusion & Anti Racism and Wellbeing working groups made up of employees and volunteers from across the organisation, working on the day to day improvements that needs to take place, truly leading change at Birmingham Hippodrome by presenting new ideas, informing on training, policies and advocacy.
Social
5 weeks holiday plus 8 Bank Holidays, which increases by one day for each years ’ service, up to 6 weeks holiday plus 8 Bank Holidays.
Staff ticket offers and discounts - subsidised and/or free tickets to watch a show subject to availability and 50% discount on Hippodrome Programmes, alcohol, soft drinks, hot drinks, ice creams, confectionery and food items.
Green room - a communal space for you to enjoy breaks with your colleagues.
Hippodrome Headliners awards, recognition and celebration for the creative, inspiring, dedicated work of our people nominated by you.
Wellbeing events where you have the space to focus on your wellbeing and get involved in initiatives.
Organisation wide staff events where ideas and information is shared with a chance for a get together with the wider team.
Our people are the beating heart of Birmingham Hippodrome and we are committed to providing a safe and inclusive space for expression and creativity and are dedicated to ensuring that any Hippodrome experience is a positive one. Inclusion is integral to everything that we do and is central to our decision-making. We care deeply for our staff, audiences, volunteers and partners, priding ourselves on being collaborative and striving to better reflect our city region.
We are proud that we reside in one of the most diverse cities in the UK; we value the richness that has and will be brought to our organisation through engaging with and the employment of people of different backgrounds.
Birmingham Hippodrome is committed to ensuring that applicants and employees are treated equally irrespective of race, colour, nationality, ethnic origin, gender, sexual orientation, marital or parental status, age, disability, gender reassignment, political or religious belief, or socio-economic class.
The principles of equal opportunity also apply to the way in which our employees treat visitors, clients, customers and suppliers.
Birmingham Hippodrome is committed to a programme of continuous review and action to ensure that our policies remain effective.
Recognising under-representation in our workforce of Black, Asian and ethnically diverse people, and those with disabilities, we particularly welcome applicants from those backgrounds, identities and experiences.
a f e g u a r d i n g
At Birmingham Hippodrome we believe that everyone has the right to live in safety, free from abuse and neglect.
We have a responsibility to do the very best we can to keep children and adults safe, including those at risk as well as our own teams. We will do everything in our power to ensure children and adults who come into contact with Birmingham Hippodrome, in any capacity, are safeguarded; this includes all trustees, staff, volunteers, public and contractors, as well as members of the public.
