Performance Management: Develop and implement a performance management system that facilitates the development of staff Work with the People and Culture Managers to ensure that any performance management system is fit-for-purpose Ensure that the performance management system is regularly reviewed to ensure that it is consistent with the desired culture and delivering value to the organisation. Facilitate moderation sessions at performance review times Leadership: Manage and develop the OD team so that accurate, timely and relevant data and information is available to support business decisions Lead process improvements Ensure regular individual and team meetings are held with all staff, working with them to determine priorities and accountabilities for delivering the work programme. Provide individual team members with feedback, mentoring and coaching on performance and progress to ensure their development as HR professionals. Manage any absenteeism, performance and other staff issues. Model the values of the organisation and ensure they are embedded and lived within the team. Customer: Proactively make contact with customers to identify emerging needs or problems early Use systems effectively and promptly to document actions and updates so that the organisation has appropriate and current information to deal with customers Gain insights and information about the needs and requirements of the customer base and suggest ways The Parliamentary Service can alter service delivery to better match their needs Work with the Chief People Officer, the People and Culture Leadership Team and customers to establish a service performance monitoring framework that promotes continuous improvement and uses technology and systems to monitor, evaluate, and report on service performance. Any other tasks within the person’s competency as may be required by the Chief People Officer. Note: The above role accountabilities may evolve with business developments, and there may be other duties, relevant to your area of work, that you will be required to be performed from time to time. The above expected results are provided as a guide for performance standards. The annual performance plan and measurements will be discussed and agreed between the position holder and manager as part of annual performance planning and development. Decision Making Authority This position holds delegated Financial and Human Resources authority (Level 4) in accordance with the Delegations Policy. Key Relationships Working relationships: Chief People Officer People and Culture Managers People and Culture Advisors
Performance Management: Develop and implement a performance management system that facilitates the development of staff Work with the People and Culture Managers to ensure that any performance management system is fit-for-purpose Ensure that the performance management system is regularly reviewed to ensure that it is consistent with the desired culture and delivering value to the organisation. Facilitate moderation sessions at performance review times Leadership: Manage and develop the OD team so that accurate, timely and relevant data and information is available to support business decisions Lead process improvements Ensure regular individual and team meetings are held with all staff, working with them to determine priorities and accountabilities for delivering the work programme. Provide individual team members with feedback, mentoring and coaching on performance and progress to ensure their development as HR professionals. Manage any absenteeism, performance and other staff issues. Model the values of the organisation and ensure they are embedded and lived within the team. Customer: Proactively make contact with customers to identify emerging needs or problems early Use systems effectively and promptly to document actions and updates so that the organisation has appropriate and current information to deal with customers Gain insights and information about the needs and requirements of the customer base and suggest ways The Parliamentary Service can alter service delivery to better match their needs Work with the Chief People Officer, the People and Culture Leadership Team and customers to establish a service performance monitoring framework that promotes continuous improvement and uses technology and systems to monitor, evaluate, and report on service performance. Any other tasks within the person’s competency as may be required by the Chief People Officer. Note: The above role accountabilities may evolve with business developments, and there may be other duties, relevant to your area of work, that you will be required to be performed from time to time. The above expected results are provided as a guide for performance standards. The annual performance plan and measurements will be discussed and agreed between the position holder and manager as part of annual performance planning and development. Decision Making Authority This position holds delegated Financial and Human Resources authority (Level 4) in accordance with the Delegations Policy. Key Relationships Working relationships: Chief People Officer People and Culture Managers People and Culture Advisors