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Experiences

Activities and responsibilities likely to be required when working at this level

• Play a key role in ensuring Ïã¸ÛÁùºÏ²ÊÖÐÌØÍø has the right people with the right skills in the right roles at the right time.
• Develop a broad understanding of labour markets across a number of sectors and industries, understanding of relevant labour markets (e.g. Engineering) and of national/ international challenges to current skills, anticipated future skills at an organisational level.
• Able to create and use new methods of workforce planning tools and formulating pan-institutional strategies to compete across multiple labour markets.
• Able to lead operational teams of recruiters and develop KPIs.
• OverseeÌýperformance reviews, ensuring high completion rates and that outcomes are of a high quality.Ìý
• Identifies people who fully demonstrate Ïã¸ÛÁùºÏ²ÊÖÐÌØÍø Ways of Working and inspirational leaders.
• Works to ensure there are consequences to the extreme cases of high performance and sub-optimal performance.
• Identifies key strategic developmental themes with the population, managing interventions as well as coordinating succession- planning programmes.
• Will work to ensure visibility of key contributors (staff who have high potential and/or have skills/expertise that are critical to Ïã¸ÛÁùºÏ²ÊÖÐÌØÍø’s future), and that development/retention/knowledge management plans are in place.
• Oversees learning and development nominations.
• Will lead in the development of inclusive people practices and will attend to interventions required for under-represented groups and skills shortages, such as technical skills per Ïã¸ÛÁùºÏ²ÊÖÐÌØÍø’s Technician Commitment and securing local responsibilities for recruiting and onboarding entry level apprentices.
• Designing recruitment and talent strategies in line with best practice EDI guidance, working with Ïã¸ÛÁùºÏ²ÊÖÐÌØÍø stakeholders to implement initiatives to improve and simplify the recruitment and talent experiences across the organisation;
• Defining and role-modelling organisational principles and values, ensuring that Ïã¸ÛÁùºÏ²ÊÖÐÌØÍø leads the way in fair and inclusive practices and processes relating to talent and recruitment; working with stakeholders to implement positive action initiatives, where appropriate, to support Ïã¸ÛÁùºÏ²ÊÖÐÌØÍø 2034 goals.

Personal and professional development

Development options to consider when working towards this level

Learning on the job

• Expand current knowledge of labour market by overlaying with institutional understanding.
• Experience of developing KPIs relevant to organisation and aligned with best practice.

Learning from othersÌýÌý

• Taking an active role in or creating forums/networks/communities of practice in related areas to enhance own knowledge and understanding.
• Maintain and manage strategic stakeholder relationships.

Formal learning

• Explore CIPD (Chartered Institute of Personnel and Development) or REC (Recruitment and Employment Confederation) level training related to resourcing/talent (suggested level 7).

*ÌýYou may wish to explore the listed formal training themes / topics onÌýLinkedIn Learning.

Transferable skills and competencies

Ïã¸ÛÁùºÏ²ÊÖÐÌØÍø uses the Universal Competency Framework (UCF) to discuss transferable skills. Find out moreÌýdetails on the framework.

Persuading and influencing

• Making an impact.
• Shaping conversations.
• Appealing to emotions.
• Promoting ideas.
• Negotiating and gaining agreement.
• Dealing with political issues.

Adhering to principles and values

• Upholding ethics and values.
• Acting with integrity.
• Utilising diversity.
• Showing social and environmental responsibility.

Formulating strategies and concepts

• Thinking broadly.
• Approaching work strategically.
• Setting and developing strategy.
• Visioning.

Ïã¸ÛÁùºÏ²ÊÖÐÌØÍø Ways of Working

These describe expected behaviours in line with Ïã¸ÛÁùºÏ²ÊÖÐÌØÍø culture and values.Ìý For Ways of Working indicators and steps to development please refer to theÌýWays of Working website.Ìý