The All England Lawn Tennis Club (AELTC) organises and stages The Championships, Wimbledon. Our aim is for The Championships to continue to be recognised as the world’s premier tennis tournament and as one of the world’s greatest sporting events.
Our HR requirements have grown and we need to recruit an HR Manager to help deliver and develop further a high quality pro-active and operational service and take responsibility for specific projects. This is a new generalist role, reporting to the Head of HR, with a focus on employee relations, contracts, reward management, HR systems, recruitment, performance management and development. The role involves working collaboratively with managers and staff on year round and Championships matters, including the complexities of contracting temporary staff in a diverse range of jobs to meet the demands of preparing for, and running, the 13 day tournament. A major new project is the development and implementation of a replacement HR system.
Applicants should have proven relevant experience as an HR Business Partner or HR Manager/Senior Advisor and have successfully developed and delivered HR initiatives. A strong practical knowledge of compensation and benefits, employee relations and employment law, including advising on, and dealing with, a range of contractual conditions, is essential. Experience of developing HR systems is also important. The successful candidate must have excellent communication skills, be good at building working relationships at all levels, thrive on new challenges and be enthusiastic and focused on delivering results. CIPD qualifications and graduate level education are expected.
For further information about the job please see information below.
How to apply
Digby Morgan are handling the applications for this role. To apply, please email your CV and covering letter to Catherine Yapp, detailing your suitability for the role and current remuneration package, to: firstname.lastname@example.org. The closing date for applications is 5 November 2013.
The All England Lawn Tennis Club (Championships) Limited is an equal opportunities employer and welcomes applicants from all sections of the community. Appointments are made on merit.
JOB TITLE: HR Manager
JOB PURPOSE: Provide pro-active HR services to support the delivery of The Championships and the development of the AELTC, ensuring that sound practice is followed. Work closely with line managers and employees and provide advice on a range of HR matters. Develop, implement and communicate key projects and initiatives.
REPORTS TO: Head of HR (who reports to the Financial Director)
RESPONSIBLE FOR: Assist in the management of: HR Administrator/Adviser (part-time post), HR Administrator and General Office/Reception staff.
Information about the organisation and staffing
Founded in 1868, The All England Lawn Tennis Club (AELTC) is a private members’ club and organises and stages The Championships, Wimbledon. The AELTC’s aim is for The Championships to continue to be recognised as the world’s premier tennis tournament and as one of the world’s greatest sporting events. Our website, www.wimbledon.com, provides detailed information about activities at Wimbledon.
The HR department supports over 150 year round staff. Areas include: Championships (including Ticket Department), Commercial (Broadcast, Digital and Marketing), the Club Office, Groundstaff, Dressing Rooms, Buildings & Services, Finance and IT. HR also supports a further 400 or so temporary and Championships staff with the majority being employed on fixed-term two or three week contracts but with many being employed for longer periods, particularly in the months or weeks leading up to The Championships. Providing an HR service to these 550 or so staff is surprisingly complex. There are a diverse range of roles to support the operations of the Club, The Championships, Museum, Wimbledon Junior Tennis Initiative, Wimbledon Foundation and the Master Plan (building and site development). Contracts and conditions vary considerably to reflect the different requirements year round and during The Championships. We aim to attract, develop and retain the best possible staff to support our goals.
MAIN DUTIES / RESPONSIBILITIES
Background information – how the job will develop
Depending on the experience, skills, talents and interests of the successful candidate, the HR Manager will take responsibility for developing and implementing specific projects and initiatives, engaging stakeholders in the processes.
The HR Manager will work with the HR Administrator on the implementation and development of a replacement HR system. Other projects planned for 2014, which either the Head of HR or the HR Manager will lead, include: review and development of our management appraisals; continuation of major project work relating to Championships staffing, job evaluation and payment systems; enhancing induction processes; other initiatives to improve recruitment and people management processes, contracts and reward systems. Time spent on projects will need to be balanced with the day-to-day requirements of delivering operational and advisory services.
Employee relations and employment law
- Ensure that good practice is followed on employment law and employee relation matters for which the HR Manager has responsibility and play an active role in encouraging employee engagement and enhancing communications.
- Build good working relationships with all colleagues. Provide advice, support and coaching to managers on many HR matters (some of which are complex), including HR policies and procedures, equal opportunities, terms and conditions of employment, absence management, disciplinary and grievance procedures and flexible working requests. Liaise with employees on HR matters, providing advice and answering queries, as appropriate.
- Decide on appropriate contractual conditions for posts and improve and adapt contracts to meet requirements. (Many contracts have special conditions relating to preparations for, and working at, the 13 day event.) Develop and streamline processes.
- With the Head of HR, update and develop HR services and policies to meet the demands of the organisation and help take it forward. Encourage a positive and focused working environment.
Compensation and benefits; job evaluation
- Support the review and development of reward strategies, taking the initiative, as agreed, on specific projects.
- Assist with the annual salary review and enhance and improve processes. Work with the HR Administrator to research comparative salary and benefit data (including the completion of external surveys) to develop the quality and range of information.
- Project work to be led by HR Manager or Head of HR:
Develop the major project work which has recently been carried out on the evaluation of temporary Championships jobs (junior to management levels), pay rates and conditions. Work with the Championships Department on the annual review of temporary staff pay rates, benefits and working conditions relating to a wide range of Championships departments – eg Referee’s Office, Broadcasting, Press, Ballboys & Ballgirls and Vehicle Counters.
- Support future job evaluation initiatives.
- Support the annual HR workload and scheduling relating to The Championships.
- Work pro-actively on HR matters with the Championships Department, including temporary managers, and with other departments which engage staff for The Championships.
HRIS and pensions administration
- Work with the HR Administrator on the implementation and development of a new HR system (replacing current system). Maximise the use and application of the new system, including the development of employee self service elements.
- Use the HR system and/or Excel to analyse data and produce reports.
- Support HR colleagues to ensure that HR and pensions administration is carried out efficiently and that deadlines are met.
- Support managers with recruitment and selection processes to attract high quality candidates for agreed job roles. Ensure processes are carried out to high standards, including the production of appropriate job specifications, adverts and the most effective assessment and selection methods. Manage relevant employment agency relationships so that we obtain good service and value.
- Support the recruitment activities undertaken by the HR Administrator/Adviser and HR Administrator, including the annual recruitment of temporary staff.
Organisational change, Appraisals, and Training and Development
- Work closely with managers on enhancing the performance management and appraisal processes to encourage and motivate staff and promote a high performance and continuous learning culture.
- Where appropriate, coach managers in implementing and developing good people management practices and processes.
- Help identify and progress training and development solutions and initiatives.
- Possible project responsibility: work with the HR Administrator/Adviser to develop effective induction processes.
- Work with the HR team to review and improve HR practices and efficiency. Strive to develop a more pro-active HR function which is focused on supporting the organisation move forward and adding value.
- Build and maintain good working relationships with a wide range of staff.
- Communicate and implement HR initiatives and assist with the development of internal communications.
- Work with the Finance team on payroll, pension and other matters.
- Follow health and safety procedures and liaise with Health and Safety Manager on relevant matters.
- Work with the HR Administrator/Adviser on safeguarding and DBS processes (relating to Wimbledon Junior Tennis Initiative and other areas).
- Support the Head of HR with projects and activities – in a leading or supporting role, as needed.
- Support HR Administrator and HR Administrator/Adviser.
- Continue with professional development, attending relevant training courses to develop skills.
- Carry out other duties within the scope of the role. Be prepared to be flexible to meet the demands of the organisation.
- Assist in the management of Reception, Switchboard and the General Office to ensure that efficient services are provided and a high level of customer service is maintained.
- Basic office hours are Monday to Friday, 9am to 5pm. However, the job holder must be able to respond to the needs of the business and work longer hours when required. There are particularly busy times during the months in the build up to The Championships and towards the end of the calendar year. During the Championships fortnight, longer hours are required (job holder must be prepared to work a 12 hour day) and it is necessary to work the Saturday/Sunday before as well as every day of the tournament (normally 13 days).
Qualifications and skills
- Graduate level education – must have good analytical skills.
- CIPD qualification – full membership desirable; graduate membership essential.
- High level of numeracy.
- Strong communication skills in English – written and verbal, including good report writing abilities.
- Assessment/development qualifications would be beneficial.
- Foreign language skills would be useful, but not essential.
- Generalist HR experience in a professional HR department, probably in a services/business environment as a Senior HR Adviser, HR Business Partner or HR Manager. Should have experience of developing and implementing policies and initiatives.
- Sound practical knowledge of employment law, particularly equal opportunities, contractual and disciplinary matters. Experience of contracting staff on a wide range of seasonal and short-term contracts, as well as permanent contracts, would be beneficial.
- General recruitment and selection experience of a range of jobs. Experience of assessment methods and psychometrics would be advantageous.
- Good practical understanding and experience of compensation and benefits and job evaluation.
- Relevant experience in other areas mentioned in the job description, including performance management and employee development.
IT and HR systems
- Advanced Excel skills; proficient knowledge and sound experience of using and maximising HR data bases; intermediate/advanced Word and Outlook.
- Experience of developing and implementing an HR database would be advantageous.
Interpersonal and communication skills
- Excellent interpersonal skills at all levels, including the ability to communicate with a wide range of people. Good listening and influencing skills.
- Able to gain respect and trust.
- Proven experience of writing clear HR policies, procedures and reports.
- Good organisational skills, including meeting deadlines and attention to detail. However, must have flexible approach to change priorities when needed. Must be results orientated.
- Enthusiasm, creativity and professionalism to develop HR services, policies, practices and communications. Must enjoy working collaboratively with all stakeholders on varied HR matters.