SZC MEHA Position:       Head of HR

SZC MEHA Position Reference   HRRXXXXXX      

Location and Pattern of Work:  Bristol (Aztec West) 1-2 days per week

Security Clearance: BPSS            

Nuclear Baseline Role:   No

Reports to:        Alliance Director            

Line Manager Responsibility: Yes           

Purpose:           

This is a full-time permanent post reporting directly to the MEHA Alliance Director (AD) and key member of the Alliance Management Team (AMT). The AMT is the key leadership team within the MEHA Alliance accountable for the implementation of the strategic direction agreed and approved by the Alliance Leadership Team (ALT). As such, this role is strategic and high profile in nature and requires an individual possessing the operational and tactical experience to be able to translate overarching strategic objectives into operational HR and delivery performance.

• • A key aspect of the role, working a key member of the AMT is to set the Phase 2 scope of work up for successful delivery. Phase 1 will span from SoC through to the commencement of installation works and spans approximately 5yrs, whereas, Phase 2 encompasses the main installation phase and spans commencement of installation through to pre-commissioning. The Alliance team will during phase 1 grow to approximately 350 FTE’s whereas during Phase 2, with the mobilisation of skilled and craft expertise to site, the workforce will increase to approx. 4,500 individuals. For indicative purposes, the value of Phase 1 cost is c. £2Bn whereas Phase 2 is £4Bn (excl. risk and contingency).
  • A key facet of the role will be to develop and implement strategies that secure a qualified workforce capable of delivering the work, recognising the increasingly challenging ‘hot market’ within the UK and the strict limitations and lack of likely derogations available to bring in overseas contingent labour. It should be noted that the time horizon of this role therefore is 10yrs ++.
  • The candidate will play a pivotal role in the overall success of this project and will need to act with creativity and flair to overcome the significant obstacles and challenges that shall present themselves in the discourse of the project. A key focus of the role over the next 1 – 5yrs will be to deliver a resourcing strategy that fulfils the requirements of the main installation activities involving some 4,500 skilled and site based FTE’s.
  • The candidate shall work alongside the SZC PDO/Client HR Organisation, Industry Partner MD’s, OD’s and HR professionals plus external NGO’s and Government bodies to lead the HR function. Key aspects of the role include but are not limited to:
  • The role is high profile, multi-dimensional and demands advanced interpersonal and influencing skills. The role will lead the HR team capable of dealing with a complex array of people issues. The team will comprise of individuals from all Alliance Parties and a flexible mindset and attitude will be key to forge a common MEHA approach and culture taking the best from each AP.

Accountabilities:            

• • Operate effectively and with authority in a complex matrix organisation
  • Effectively lead the HR Team and work collaboratively with the associated key HR Stakeholders within SZC and Industry Partners
  • Influence key external senior stakeholders to achieve desired outcomes for MEHA
  • Be a key contributor to the overall strategy
  • Be a recognised expert /advisor to others in all areas HR
  • Ensure there is a robust process in place for the attraction, retention, onboarding and protection of talent and critical resource as well as volume demand within the project.
  • Act as a key influencing member of the AMT responsible for supporting project delivery.
  • Through proactive consultation with the recognised trade unions, maintain a positive culture of employee relations across the Alliance.
  • Interrogate the effectiveness of the people driven initiatives and through the evaluation of data, manage key stakeholder engagement on human resources performance.
  • Develop resourcing governance and drive the capacity and capability processes ensuring adherence to agreed process and principles.
  • Own the design, delivery and implementation of the competency framework.
  • Lead effective engagement and liaison with Alliance Participants on all people issues.
  • Support the AD in fulfilling the Phase 1 and Phase 2 resource demands by creating a high performing, motivated and diverse workforce.
  • Delivers and implements a positive and timely resourcing strategy, which is aligned to the needs of the Alliance and its constituent partners
  • Achieve the commitment of the parent Alliance partners to the individual employee’s long term placement on the project.
  • Lead the creation of positive employee relations climate across the Alliance
  • Lead a confident, high performing motivated Human Resources team.
  • These accountabilities are not an exhaustive list of the responsibilities and activities that the job holder may be required to undertake.

Minimum Qualifications/ Experience:

• • Experienced at influencing and working alongside senior executives e.g. MD/CEO level.
  • Good understanding of working in a mega-project environment (£Bn+).
  • A comprehensive understanding of industry sector and the interests of the Alliance Partners.
  • Excellent understanding of a modern HR Service provision and associated measures of success.
  • Degree or equivalent
  • CIPD Qualified
  • Demonstrable and proven HR track record in a senior role
  • Worked within an industrial unionised environment, preferably from within a highly regulated or high-hazard sector. 
  • Thorough understanding of statutory and legal obligations, employment tribunal, claims reputation and employee liability claims
  • Extensive knowledge of people assessment techniques.
  • In depth understanding of alliancing behaviours
  • Conversant with organisation design techniques.
  • Able to think and act strategically, persuade and influence key stakeholders to “buy in” to a co-ordinated plan of action.
  • Creative and innovative leadership style
  • Ability to identify the necessary outcomes for success and drive a process which will harness co-operation and reach agreement
  • Embrace stakeholder engagement and differing insights and perspectives.
  • Ability to develop long lasting transparent, value adding relationships within the project across all partner and client organisations.
  • Communication skills are a strength, both in terms of influencing others and in co-ordinating a message to be delivered across the project.
  • Working knowledge of client requirements and ability to question and challenge as required to source further information.
  • Understands the difference between positive and negative conflict and utilises organisational structure effectively.
  • Ability to identify trends/ opportunities and make innovative proposals to competitive advantage
  • Understands employment practices and TU relationships and can resolve potential conflict in order to manage change.
  • Ability to resolve issues that are complex and that require a sensitive approach.
  • Good analytical skills as well as evaluative judgement

MEH Values Attributed Behaviours:      

• • Demonstrates Humility through sharing success as a team.
  • Demonstrates Positivity through always striving for solutions.
  • Demonstrates Respect through valuing other points of view.
  • Demonstrates Clarity through sharing information simply and concisely.
  • Demonstrates Solidarity through adopting a “One Team” MEH approach.