Chief People and Culture Officer

Chief People and Culture Officer

Overview

The Chief People and Culture Officer provides high-level strategic advice to the CEO, the executive leadership team (ELT) and broader leadership group on a range of people leadership and management priorities designed to build capability and a high-performance culture at the SCHSBM. Moreover, the Chief People and Culture Officer provides effective and professional human resource (HR) services and advice which includes the design and day-to-day implementation of relevant HR policies and strategic initiatives to ensure that the School recruits, retains and promotes highly skilled and motivated people in every area of work. Furthermore, the Chief People and Culture Officer must have the ability to work collaboratively with a diverse group of teams, be hands-on when required and encourage an organisational culture that supports effective behaviours and ways of working that demonstrates clear commitment to the SCHSBM’s values, mission and vision.

 The Chief People and Culture Officer operates as a trusted adviser to the Executive Director and CEO, and the ELT, supporting, advising and enabling successful change management activities. Furthermore, the Chief People and Culture Officer reviews, renews and continually improves people and organisation systems and processes to ensure the School is able to achieve Strategic Plan goals and objectives through its people.

 Essential Duties and Responsibilities

Organisational Leadership and Strategy Development

• Applies knowledge and expertise in specialist HR areas, providing innovative ideas and solutions.

• Leads on the development and implementation of SCHSBM’s HR strategy, ensuring it meets organisational priorities and promotes diversity, inclusion and quality among staff – periodically reviewing strategy outcomes to ensure it remains relevant to changing organisational needs and circumstances and stays linked to other support function/operational strategies.

• Develops and governs HR policies, procedures, and guidelines as required, and promote consistency and fairness in their application – ensuring all local required legislation is adhered to, and ongoing learning of HR policy practice takes place.

• Maintains and develops HR information systems and explore new technologies where appropriate – introducing and overseeing the preparation and analysis of HR metrics and providing feedback that supports decision-making in specified areas.

• Assists the Executive Director and CEO in developing strategies and solutions for evolving staff resource needs.

• Maintains relationships with external networks related to people management.

• Develops and implements annual People & Culture budgets that meet strategic and operational requirements.

• Directly and indirectly enables the development of the desired workplace culture underpinned by a People & Culture Plan and strategy to build organisational capability and performance.

• Reviews, renews and continually improves people and organisation systems and processes to ensure successful organisational development and stakeholder management.

• Champions a high-performance culture and effective teamwork, providing tools, guidance and coaching to support effective working relationships.

 Talent Acquisition and Workforce Planning

• Develops and implements recruitment strategies to attract top talent for academic, administrative and support roles.

• Oversees job postings, interviews, and onboarding processes to ensure a seamless candidate experience.

• Collaborates with Department Heads and Team Leads to understand workforce needs and develop strategic hiring plans.

• Ensures innovative recruitment and succession planning is in place: oversees fair and effective processes to attract and bring on board new staff while processing learning from the experiences of those who leave.

Employee Engagement and Relations

• Acts as a trusted advisor to employees and leadership on workplace issues, conflict resolution, and team dynamics.

• Identifies and manages complex risks and issues associated with people and organizational matters, ensuring resolution through the development of innovative, effective and service oriented solutions.

• Designs and implements employee engagement initiatives, including surveys and feedback mechanisms.

• Manages employee relations issues including any disciplinaries, redundancies, grievances, absence management and performance management.

• Advocates for good practices that promote the development and wellbeing of all of the SCHSBM staff, including contributions to further safety and work/life balance.

• Stimulates global staff engagement and involvement, including working with the staff forum, and leading on staff surveys and ensure feedback is used to generate reflection, learning and improvement.

• Acts as an innovative, transformational manager who provides the appropriate challenge and/or support to senior managers and their teams facing major change.

• Uses technical expertise and interpersonal skills to influence managers in moving towards developing a more flexible, responsive, innovative workforce and methods of delivering services, maximising value for money (VFM) outcomes with reduced resources.

 Talent and People Development

• Identifies strategic talent management and people development goals and ensure they are reflected in the People & Culture strategy.

• Identifies, develops and implements relevant organisational-wide people development initiatives.

• Coaches and mentor leaders to enhance their management and leadership capabilities.

• Creates and maintains key performance indicators – ensuring good practice and thinking is reflected internally.

• Supports cross-organisational working practices that ensure the HR team influences, and is influenced by, organisational discussions, lessons and decisions.

• Designs and cultivates learning and development strategies to help staff identify areas where skills and experience can be expanded and performance grows – working with others to ensure an appropriate range of tools, resources and development opportunities are accessible across the organisation.

Performance Management

• Provides the systems that enable the effective cascade of Strategic Plan goals and objectives into individual performance objectives, development plans and review processes that drives a leadership focus on staff performance and development.

• Ensures performance review systems are updated, implemented regularly, and lead to positive interaction and follow-up among staff – assisting in identifying ways staff recognition and development initiatives can be met.

• Equips managers, heads and team leads to identify and deal with individual performance development issues through informal and formal processes.

• Uses the performance management process to help deliver effective talent management and succession planning to support a high-performance culture. 

Policy Development and Compliance

• Oversees and advises on complex employee relations issues and providing guidance to the HR & Training Manager to deal with less complex issues.

• Monitors and ensures compliance with labour laws, regulations and institutional policies.

• Updates and communicates HR policies, procedures and employee handbooks.

• Manages HR data and ensures confidentiality and accuracy of records.

 Compensation and Benefits

• Ensures the organisation’s remuneration structure (including pensions and other benefits) is fit for purpose, is benchmarked against relevant comparators and operates efficiently.

• Conducts market research to recommend salary adjustments and benefits enhancement.

• Ensures the appropriate reward strategy and structure is transparent and in line with organisational values and is strengthened and continues to develop.

• Oversees annual processes to assess and update staff pay and benefits, ensuring good performance is valued and adjustments are implemented fairly.

 Diversity, Equity and Inclusion (DEI)

• Fosters a positive and inclusive workplace culture that aligns with the School’s values.

• Champions and advances diversity, equity and inclusion within the organisation to assist teams in understanding the School’s core values.

• Provides training and resources to foster an inclusive environment.

Knowledge, Skills, Abilities and Other Characteristics

• Knowledge of social media platforms and technology used for recruitment and talent acquisition.

• Strong knowledge of employment laws, regulations and best practices.

• Sound and up-to-date understanding of HR and organisational development practices, including but not limited to change management, resourcing, compensation and benefits, policy development.

• Highly proficient in using HRIS systems.

• Ability to think and plan creatively at strategic and operational levels.

• Ability to balance a strategic approach with hands-on work.

• Ability to overcome barriers and find solutions to complex problems, sometimes in challenging and stressful circumstances

• Ability to exercise discretion and confidentiality.

• Political acumen, strategic vision, tactical skills and leadership that will impact internally on the organisation.

• Experience in change management and implementing new HR policies and regulations.

• Strong emotional intelligence; able to build and maintain relationships with different key stakeholders and employees who are often dispersed.

• Strategic inspirer and smooth operator and prepared to adjust approach.

• Strong leadership credentials; naturally people orientated with proven ability to retain, motivate, build and support a diverse talent population.

• Willing and able to adjust to multiple demands, shifting priorities and demonstrate flexibility.

• Gravitas, with the communication skills to influence and manage internal and external relationships.

• Humble, respectful, low-ego style with a dynamic and visible work ethic.

Experience

• At least 5 years of experience directly related to the duties and responsibilities specified in an educational institution or similar environment.

• Track record in developing and delivering HR/ people strategy.

• Proven experience in industrial relations.

• Experience in leading and driving cultural change.

• Strong understanding of fundamental payroll processes, employment law and best practice in recruitment, people data management and reporting and employee relations.

• Proven experience of building and maintaining relationships at a senior level resulting in securing new opportunities to influence change.

• Strategic understanding, and operational delivery, of people agendas and best in class practices covering talent attraction, acquisition, engagement, performance management, talent management and organisational change and development including culture change and development.

Qualifications

• Bachelor’s degree in human resource management, business administration or a related

discipline (Master’s degree preferred).

• Professional HR Certification is desired (e.g., SHRM-CP, CIPD, PHR, GPHR etc.)