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HR Manager

Date: 23-Feb-2021

Location: Bucharest, European Union, RO

Company: British Council

The British Council builds connections, understanding and trust between people in the UK and other countries through arts and culture, education and the English language. We work in two ways – directly with individuals to transform their lives, and with governments and partners to make a bigger difference for the longer term, creating benefit for millions of people all over the world. We help young people to gain the skills, confidence and connections they are looking for to realise their potential and to participate in strong and inclusive communities. We support them to learn English, to get a high-quality education and to gain internationally recognised qualifications. Our work in arts and culture stimulates creative expression and exchange and nurtures creative enterprise. We connect the best of the UK with the world and the best of the world with the UK. These connections lead to an understanding of each other's strengths and of the challenges and values that we share. This builds trust between people in the UK and other nations which endures even when official relations may be strained. We work on the ground in more than 100 countries. In 2019-20 we connected with 80 million people directly and with 791 million overall, including online and through our broadcasts and publications.

Context:

Romania is a high priority country for the British Council’s EU region, with large teaching and exams operations. It also has a Programmes and Projects unit leading on various cultural relations activities, focusing on Arts, Education and English. We are the leading English Language Teaching organisation in Romania. We currently teach from number of locations in Bucharest. We also have small Exams centre in Cluj-Napoca and Iasi. We run a successful exams operation, working with more than 250 partners nationwide to deliver Cambridge-ESOL examinations, IELTS, Aptis, and a range of professional and educational exams. We are continuously looking to expand our Teaching, Exams and other local partnership activities. We continue to be active across the spectrum of project and partner activity in Arts, Education and English, with a limited Society portfolio. We see English, via partnerships, global products, new technologies and teacher training, as the area where we can achieve most impact and most closely meet local needs. HR Manager role is part of country leadership team and reports to cluster Head of HR.

 

Role Purpose:

The HR Advisory function focuses on the legally and culturally compliant execution of people plans and provides practical advice to the business as well as assistance in planning and implementation of activities that flow from the strategic capabilities.  The role will ensure the effective delivery of the people agenda through sound advice and support to the business on HR policies and procedures, ensuring compliance to internal policies and external legal frameworks within the country/group of countries.  The role will link in closely with the HRBP function in order to deliver on the over-arching regional strategy in Romania and other British Council operations if required.  


Main Opportunities for this role:
▪    Work closely with Head of HR and the business to ensure business and HR requirements are translated into tangible actions.
▪    Contribute to change implementation as required by the business.
▪    Contribute to the implementation of a new HR Operation Model, providing feedback to the relevant HR functions to drive continuous improvement.
▪    Complete implementation of MyHR (Success Factors) systems in Romania
▪    Clear understanding of service proposition and able to draw on right resources to deliver these.
▪    Quickly builds effective relationships within HR – Operations, SSC, Business Partnering and CoE’s
    
 Also, you will be responsible for the:

 

 Consultancy, analysis & problem-solving
▪    Applies HR technical and professional knowledge, recognised best practice approaches and insight from previous experience to resolve non-standard issues which arise in the provision of functional support to a specific organisational unit or area of corporate activity.
▪    Conducts analysis using a range of standard methodologies and across multiple data-sets to provide high quality and evidence-based procedural recommendations and HR advice. 
▪    Deploys a range of people and HR approaches to support the provision of high quality services and advice.
▪    Presents complex information clearly, tailoring the presentation of findings to meet the differing needs of both technical and non-technical audiences appropriately, as required.

 

Internal customer focus
▪    Builds an in-depth understanding of the people and HR operational context, opportunities and challenges facing their internal customers to ensure the provision of procedural advice and support based on informed business insight.
▪    Proactively seeks internal customer and other stakeholder feedback to monitor satisfaction with the standard of functional advice and business support provided, enabling improvements to be made where issues are identified.

 

Service improvement
▪    Within the HR function, identifies opportunities for procedural improvements within established policies and determines the most appropriate mechanisms and processes for implementing those changes.  Demonstrates awareness of relevant governance arrangements that relate to making system or procedural changes.
▪    Makes professional recommendations to resolve specific or localised HR issues but also offers ideas which contribute to the development of wider solutions to broader business challenges and problems. 
▪    Participate as part of a team to support implementation the people component of corporate or regional change projects.

 

Functional and advisory expertise
▪    Support business execution of organisation re-structures compliant with BC policies and legal requirements (e.g. advise and participate with business on execution of the consultation process and managing redundancies).
▪    Ensuring all the necessary preparations have been made before the employee’s arrival, such as giving the employee the necessary welcome information including details of any preparation work to be completed pre-employment.  
▪    Managing and advising on ad-hoc absences such as maternity/paternity, career break etc. and employee’s long term sickness absence.
▪    Advising on occupational health and potential workplace adjustments.
▪    Managing all employee changes e.g. promotions including changes to reward.
▪    Building the relationship, informing and consulting with local staff representatives.
▪    Managing and advising on all discipline and conduct related issues, up to and including dismissal. This includes advising management on the level of misconduct and supporting decisions on the outcome/penalty and notifying involved parties of the decision.
▪    Receiving and managing the appeal process, including appeals against case/investigation decisions and cases related to tribunal claims. This also includes appointing an appeal manager and tracking and documenting the appeal case, including actions taken and final resolution.
▪    Gathering and consolidating of benefit cost data to inform the analysis and evaluation of the total costs of benefits, making recommendations to support improvement.
▪    Completing exit interviews with leavers to obtain feedback for continuous improvement purposes and communicating separation information to employees. It includes management of the exit survey and feedback gathering.
▪    Provide advice and solutions to business that cannot be answered by Search HR or AskHR 
▪    Supporting the business in the implementation of Centre of Expertise (CoE) framework, methodologies, policies, processes and systems.
▪    Provide detail analytics at regional and country level to translate into business-driven people initiatives.
▪    Uses a variety of information resources and professional networks to maintain up-to-date knowledge of developments in external policy, practice and regulation within the

HR function.

 

Relationship & stakeholder management
▪    Develops good working relationships with key stakeholders throughout the British Council and in HR to know who to engage with to enable effective implementation of procedural changes and improvements.
▪    Builds a network of with external suppliers/providers/contacts to support effective service provision and knowledge exchange.

 

 Essential qualification for the role would be:
•     Strong HR generalist; well versed in all areas of the HR life cycle (e.g. recruitment, reward, employee relations, talent & performance management, learning & development).  
•    Able to demonstrate experience of leading the successful implementation of HR change projects. 
•    Good knowledge of employment legislation in Romania.
•    Track record of building effective relationships with business leadership teams and managing a range of complex internal and external stakeholders in the delivery of high quality and effective professional HR services.
•     HR experience in an international context working in a multinational and multi-cultural organization.
•    Native speaker level in Romanian and minimum C1 level in English.

 

Further details:

This is a fixed term /12 months, with possibility of extention/ opportunity open to candidates who have the right to work in EU and are based in Romania.
If you are interested in the post and feel that you are suitable for the role, then we would really like to hear from you, so please apply by 14th March 2021 (23:59 CET Time).
 

A connected and trusted UK in a more connected and trusted world.

 

Equality Statement

 

The British Council is committed to a policy of equality and to valuing diversity and is keen to reflect the diversity of the societies in which we work at every level within the organisation. We welcome applications from all sections of the community. We aim to abide by and promote equality legislation by following both the letter and the spirit of it to avoid unjustified discrimination, recognising discrimination as a barrier to equality of opportunity, inclusion and human rights. All staff worldwide are required to ensure their behaviour is consistent with our policies. 
The British Council has Disability Confident Employer Status. We offer a guaranteed interview scheme for disabled applicants who meet the essential criteria for the role. Applicants are encouraged to highlight any specific requirements or adjustments needed to enable participation in the recruitment process.


The British Council is committed to safeguarding children, young people and adults who we work with.

 

We believe that all children and adults everywhere in the world deserve to live in safe environments and have the right to be protected from all forms of abuse, maltreatment and exploitation as set out in article 19, UNCRC (United Nations Convention on the Rights of the Child) 1989.

 

Appointment to positions where there is direct involvement with vulnerable groups will be dependent on thorough checks being completed; these will include qualification checks, reference checks, identity & criminal record checks in line with legal requirements and with the British Council’s Safeguarding policies for Adults and Children.

 

  If you have any problems with your application please email askhr@britishcouncil.org