Band 8b HR Organisational Change Manager BELSL

Location Belfast, County Antrim
Job type Temporary
Salary Up to £27.19 per hour
Published about 2 months ago
Start date ASAP
Contact Kim Martin
Job ref KM15_1615817300

Job description

Staffline are currently recruiting for 2 X HR Organisational Change Managers to work with one of our clients in the Belfast area. This is a full time temporary post until September 2022. Full Job Description available on request.


The focus of the HSCB HR Organisational Change Manager will be on the impact of the closure of the HSCB on the HSCB workforce. The HR Organisational Change Manager appointed to the PHA will lead on the significant implications of the HSCB closure on the PHA. Both post holders will be required to support the organisations to deliver on workforce issues relating to structural reviews.

In both posts the HR Organisational Change Manager will be the primary interface with Senior Executives and senior managers within the BSO/PHA for all organisational workforce issues related to change. They will be required to link with Department of Health representatives on workforce matters pertaining to the closure. The post holder will have a lead HR role in the managing the transition of services and co-ordination of forthcoming developments within the organisation as a consequence of the change

The post holder will assume lead responsibility on HR work streams related to the organisational changes. The post holder will be responsible for the considering the HR and staffing implications of the changes and structural reconfigurations related to the changes. The post holder will work collaboratively with all involved stakeholders to ensure that all key milestones are met.


Setting Direction

Provide advice to the appropriate work streams and Senior Management Team on the human resource factors and issues that impact business change.

Consider and advise all parties impacted, including DoH, HSCB, PHA, BSO and affected staff on all HR issues pertaining to the new agreed model for the HSCB.

To develop and implement a detailed transition plan that will be agreed by the Work stream/Senior Management Team and report progress against the key activities.

To act as the primary source and conduit for HR advice to the Work stream/Senior Management of the organisation.

To ensure people management issues are addressed in a timely manner as part of the strategic and operational planning processes.

To assist the Director of Human Resources with the establishment and the development of professional standards relating to the provision of Human Resource services and to monitor the quality of such services. This will include the analysis and assessment of information, identification of opportunities for service improvement, and the evaluation of the effectiveness of action taken to ensure long term objectives

Service Delivery

To identify innovative and new ways of working and assume responsibility for the implementation of all new HR initiatives within PHA/BSO. The post holder will be required to apply creative vision and have the ability to communicate this effectively to all relevant stakeholders

The post holder will play a lead role in facilitating the people aspect of any management of change, providing professional support to develop and proactively work towards delivering the objectives of HSCB's Managed Closure Activities Plan/PHA objectives.

The post holder will be required to support senior management within the organisation to affect & lead the change, while at the same time being sensitive of the personal impact on those leading the change.

Keep abreast of all new and on-going business developments to identify and progress people issues in all planning processes to ensure the HR agenda is included at an early stage in all plans and strategies.

To champion communication and staff engagement within PHA/BSO at a challenging time for staff

Take a lead role in designing and developing relevant tools, templates and processes to promote consistency in HR policies and procedures within all areas of PHA/BSO.

Responsible for the HR implications of service change including the on-going communication and consultation with trade union representatives. This will require the post holder to take a lead in the negotiation of redeployment issues (if appropriate and applicable) with trade unions. .

To provide advice, support and guidance on banding issues and departmental reviews including job assessments and banding structures ensuring all are undertaken in a fair, transparent and consistent manner.

To align and design relevant HR solutions to support the individual needs of the PHA/ BSO in accordance with relevant organisational policies.

To ensure the effectiveness of employee relations policies and procedures, ensuring these are developed and implemented fairly and consistently and that professional advice and appropriate support and guidance is provided to managers and staff according to employment and other legislation.

To ensure all relevant HR activities related to the change programmes are in accordance with overall objectives, reflect best practise in change management and are delivered in timescales and within budget

Implement mechanisms to measure benefits, monitoring against relevant change plans and ensure relevant managers are kept up to date in terms of readiness, achievement and realisation of benefits

Collabortive Working

Working as an integral member of the HR team, the post holder will work closely with the Director of HR & Corporate Services, members of Work streams and other key stakeholders and colleagues within the HR function to ensure a seamless, responsive and co-ordinated approach to the delivery of all HR activities. The HR Organisational Change Manager will also develop and maintain key working relationships with Senior Managers and other corporate business partners.

To work as part of the wider management cadre within the HR Directorate using highly developed leadership and influencing skills with the ability to enthuse, motivate and involve individuals and teams across PHA\BSO to work to achieve objectives.

To consult and engage with relevant trade union forums/professional bodies and Department of Health in respect of the closure of the HSCB and implementation of a new operating model.

Deal with complex and conflicting subject matter problems and day to day work issues including the management of potentially emotive situations with staff and other stakeholders.

To actively participate and where necessary take a lead role on committees, and working groups, both within the organisation and on a regional basis as required. This may involve representing the PHA/HSCB/BSO HR and Staffing work stream in local and regional forums in issues pertaining to HR.


Lead in the development and implementation of policies, protocols and guidelines as required.

Lead in the audit and mapping of PHA/HSCB's HR policies and procedures, including terms and conditions, recognition agreements etc. and develop and implement an action plan to address any issues identified.

To work within the requirements of the PHA/HSCB's governance framework, ensuring that policies and procedures meet relevant legislative requirements.

To support the achievement of relevant HR controls assurance standards.

Experience / Qualification

1a University degree or equivalent professional qualification and worked for at least 3 years in a senior management* role within Human Resources in a complex** organisation which clearly demonstrates the following:

  • Experience in instigating the analysis of various information sources & resources to problem solve and provide advice on difficult HR issues to different stakeholders.
  • A lead role in the development of HR policies and protocols


1b Have at least 5 years in a senior management* role within Human Resources in a complex** organisation which clearly demonstrates the following:

  • Experience in instigating the analysis of various information sources to problem solve and provide advice on difficult HR issues to different stakeholders.
  • A lead role in the development of HR policies and protocols

  1. Have two years' experience taking a lead role in managing organisational change and improvement projects within a complex** organisation.

3.CIPD qualified

*Senior management role is defined as reporting to an Assistant Director or equivalent

**Complex organisation is defined as an organisation with a diverse range of functions, staff and stakeholders with a budget of over £40m.

Skills Abilities and Knowledge

Demonstrate the ability to successfully use high level influencing, governance, leadership and organisational skills particularly in an environment where there are significant barriers to acceptance and change.

Demonstrate the ability to apply creative vision and communicate this effectively to relevant

Please apply with CV to link below:

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