This job description is for an Executive Director of Human Resources and Organisational Development. The role is responsible for leading the development and implementation of HR and organizational development strategies to support the charity's objectives. Key responsibilities include designing and leading organizational development initiatives, maintaining an effective HR function, developing learning and development plans, and advising on management of change issues. The role requires extensive HR experience, strong leadership and communication skills, and the ability to strategically plan and implement initiatives that support the charity's vision.

1. Job Description
Job title: Executive Director Human Resources and Organisational
Development
Responsible to: Chief Executive Officer
Responsible for: Human Resources Department
Staff 5.5 wte
Budget: £400 K budget
Job purpose
1. To lead the development and implementation of the Organisation Development and
Human resources strategies for THT, ensuring that they support the achievement of
both the strategic and operational objectives of the Charity.
2. To lead the development and implementation of the organisational development
program for THT, ensuring that it supports the achievement of both the strategic and
operational objectives of the Charity.
3. To ensure that THT receives a high quality Human Resource service by providing
effective management and professional support to the staff of the department and
ensuring that the standards and objectives agreed for the Department are fully met.
4. To provide effective leadership and professional expertise and support on HR matters
across THT, including recruitment, retention, employee relations, reward, organisational
and personal development.
5. To lead cultural change aligned to THT vision and values
6. As a member of the Executive Team, to provide leadership in the strategic management
of the organisation.
Key result areas
 Design and lead Organisational Development Strategy to support corporate integration
and development, including development of the management culture, leadership and
team development, and change management skills.

2.  To maintain and develop a human resources function with the capability of supporting
managers to achieve THT’s aims and objectives. Ensuring the service provided is
effective efficient, valued and represents good practice.
 To maintain, develop and implement learning and development plans which enable
THT’s evolution as a learning organisation, including supporting the continued
development of staff, identifying training needs across the Charity and delivering
specific HR focussed workshops for managers.
 To maintain and develop the reward and remuneration framework for THT, that
supports the aim of recruiting and retaining high quality staff, within an environment of
hard to recruit staff, whilst remaining competitive with the voluntary and public sector.
 To ensure a consistent approach to recruitment, based on the longer term need of THT
and short term need for responsive effective recruitment arrangements. Ensure that
policies and practices are focussed on THT being a good employer and supports the
retention of skilled, capable and diverse staff.
 To lead the delivery of an effective operational human resource service to THT. This
includes initiating improvements to systems, providing advice, guidance and support to
managers regarding the whole range of human resource matters. In particular in
relation to more complex employee relations and contractual issues, to ensure that
organisational/legal requirements are met and standards of good practice are
maintained.
 To take overall responsibility for the effective management and development of all HR
Dept. systems, including the computerised Management Information System.
 To champion Equality and Diversity by being responsible for the development and
implementation of a national framework which will ensure the recruitment, retention,
training and development of people, from diverse communities including African
communities and people living with HIV.
 To contribute to strategy and policy development within the Charity in response to
organisational objectives, external pressures and standards of good practice.
 To advise on any management of change issues within THT, including advising on
transfers of undertakings, redundancies, variations of contact and redeployment etc., to
ensure that change agendas are met with the minimum of disruption.
 To manage the financial resources of the HR section to ensure the department cost
effectively supports the rest of the organisation within the resources available and in
line with THT’s financial policies.
 Provide leadership and support to staff enabling them to up date their professional
knowledge and develop their skills to improve the HR practice within the section and
the service to THT.
 To model the charity’s ways of working, act as a managerial and leadership role model,
and to ensure coaching and professional development for staff within the Human
Resources Directorate.
 To perform such other reasonable duties as may be assigned by CEO.

3. Key relationships
 Chief Executive
 Executive Team members
 Department staff
 Other Corporate support managers
 Directors, managers and staff
 HR professionals within the voluntary and public sector
 Statutory Bodies & CIPD
 THT’s Legal Insurers
 Training & development professionals
 Regulatory bodies i.e. DBS, HSE, CQC

4. Person Specification
Criteria assessment methods: Application = A; Interview = I; Test = T
Essential Criteria
Criteria assessment methods: Application = A; Interview = I; Test = T
Experience/Skills A I T
1. Demonstrable experience as a senior HR practitioner * *
2. Demonstrable experience of the development and delivery of
OD strategy
* *
3. Demonstrable experience of staff management. * *
4. The ability to think and plan strategically and demonstrate the
ability to implement planning successfully.
* *
5. Ability to demonstrate high level change management and
facilitation skills
* *
6. A willingness to take and implement difficult decisions coupled
with effective negotiating skills to achieve desired outcomes.
* *
7. Ability to design, manage and implement HR and OD projects * *
8. Excellent communication, and influencing skills * * *
9. Ability to problem solve effectively and achieve sustainable
solutions
* *
10. Ability to provide leadership and motivation within the
organisation
* * *
11. Ability to establish credibility as part of the senior management
team
* * *
12. Strong customer focus and diplomacy skills * * *
13. Experience of preparation and management of budgets *
Knowledge/Qualifications
1. A professional qualification in HR – and Membership of CIPD -
MCIPD
*
Desirable criteria
Criteria assessment methods: Application = A; Interview = I; Test = T
Experience/Skills A I T
1. An understanding of the HIV epidemic *
2. An understanding of voluntary sector service delivery *
Knowledge/Qualifications
A knowledge of Agresso/Unit 4 software solutions *

5. Expected Behavioural Competencies
Direction
Leadership Leading, inspiring and motivating staff to own and deliver on
Terrence Higgins Trust’s vision and goals. Ability to lead staff
through change effectively.
Strategic thinking &
planning
Identifies strategic aims, anticipating future demands,
opportunities and constraints.
External Awareness Reads trends, opportunities and threats across external
environment. Understands how best to Terrence Higgins Trust
in relation to these.
Drive to Deliver
Results
Inner drive to deliver to high standards.
Management
People
management
Establishes and communicates clear standards and
expectations and helps all staff to develop full potential.
Management of
projects, finances
and other
resources
Plans, develops and manages projects, finances and other
resources efficiently to deliver maximum results.
Managing external
relationships
Externally connected: brokers and maintains a network of
relationships and partnerships to support objectives.
Drive to Deliver
Results
Inner drive to deliver to high standards.
Communication & Relationships
Communication Effectively communicates orally and in writing with a wide
range of audiences.
Managing yourself
and relationships
with others
Develops and maintains positive working relationships, based
on self-awareness and openness to making changes.
Team-working and
co-operation
Able to contribute effectively and constructively as part of a
management team and wider teams.
Influence Uses a range of methods and approaches for negotiation,
persuasion and achieves positive results.

6. Personal Contribution & Creativity
Integrity Ability to maintain social, organisational and ethical values in all
functions of the role. Recognises and values these in others.
Actively promotes diversity in the provision of services and
employment.
Personal
effectiveness
Confidence, adaptability and stamina to rise to new challenges
and deliver results. Ability to plan and organise to manage
multiple tasks and priorities. Takes responsibility for own
continuous learning and professional development.
Analytical
thinking and
judgement
Ability to recognise and focus on key issues and principles.
Analyses ambiguous data and concepts rigorously. Sound
problem-solving and decision-making skills.
Creativity &
Innovation
Ability to source and develop new ideas. Ability to practically
implement new ideas to solve problems and bring about
improvements to services and resources.
Expertise Recognised as a source of expertise and insight. Keeps up to date
with latest professional developments. Applies expertise to
realise competitive and professional advantage for Terrence
Higgins Trust.