Role Title: Finance Director Full time. 36.

25 hours per week Salary: Band 8 (29,236-31,754)

Typically reports to Headteacher

Purpose of the role (job statement) To lead and manage by providing professional skills and technical capabilities, specialist subject knowledge (including employment legislation) integrity in decision making and operational activity that is required for the effective operations of Human Resource Management at Stretford High School and develop a professional HR function within the School. The postholder will work with the Head in developing and implementing a vision and strategy for HR across the School, including Recruitment and selection, appraisal and training development analysis, remuneration and benefits advice, lead disciplinary and grievance procedures, lead on Health and safety in the workplace. Review, update, create and manage the introduction of all HR policies in the light of approved HR strategy. The post holder will report directly to the Headteacher and will line manage a non teaching services team. Principal Responsibilities The person appointed, in addition to carrying out key duties particularly assigned by the Headteacher, shalla/ Assist in the implementation of the aims and objectives of the school. b/ Maintain and develop the ethos and character of the school in accordance with the directions given by the Governors and subject to direction given by the Headteacher. c/ Recruitment & Selection *Develop, monitor and review the schools recruitment policy. *To work with the Headteacher to ensure that staffing levels are sufficient to deliver the curriculum of the school in an efficient and cost effective way. *To lead and manage the recruitment budget. *Working closely with the Heads PA ensure that the Schools recruitment procedures and records are effective and, in particular, that they meet Safer Recruitment requirements. *To ensure the shortlisting, interview process and timetable of the interview day are organised (ensure interview records are kept in line with regulations) ensuring at all times the school is reflected in a positive way. d/ Training & Development *With the Head and Assistant Head, develop the Schools staff training policies and a succession strategy. *Manage the induction process for all new staff at all levels to ensure all regulations are met and that new staff and existing staff are suitably informed. *Work with the Assistant Head Professional Development to ensure the effective induction of new staff. *Analysis of staff training needs following Appraisal/performance management interviews (both teaching and support staff) *Ensuring all staff child protection training is reviewed annually including mid day supervisors and cleaners *Coordinate and support the HT/DHT/AHTs setting up in school training events e/ Remuneration & Benefits *Keep under review and advise the Head and Director of Finance on the range of benefits and salary packages available to staff. *Work closely with the Headteacher and Finance Director to model the financial impact of all staffing appointments *Ensure all staffing appointments and conditions of service are communicated effectively for Registration and Payroll to be completed adequately. *Interpret and advise on all legislation pertaining to staffing, provide advice and guidance on pay, pensions and TPA arrangements. *Contribute to the annual review for staff, including attendance, salary, performance.

f/ Performance Management/Appraisal *Work with the Head and Assistant Head Professional Development to provide effective and regular performance management analysis and the effective performance management and appraisal of staff. *Ensure the schools Appraisal and pay policies are reviewed, updated and effectively applied. *To provide advice and guidance of advice to staff, on the requirements for going through the thresholds and teachers standards for pay progression. *Be a member of the committee that consider threshold salary assessments for teaching staff. *Advise senior managers on the correct procedures to be followed in managing staff absence and sickness. *Manage capability/absence investigations and procedures. g/Employment Legislation *Keep up to date with changes in HR legislation, guidance and good practice and to advise the School accordingly. *Ensure compliance with HR legislation, guidance and good practice, OFSTED requirements and the Schools HR policies. *Liaise with the Schools lawyers as appropriate. Liaise as and when appropriate with the LA personnel, legal departments, and other statutory and professional bodies *To be responsible for maintenance of up-to-date accurate personnel records in accordance with statutory and audit requirements, including completing the annual census. h/Disciplinary & Grievance Procedures *Advise senior managers on the correct procedures to be followed in managing staff grievance and discipline. *Undertake disciplinary and grievance investigations and / or chair disciplinary and grievance hearings as appropriate. iI/Safeguarding, Health and Safety *To monitor and maintain procedures to ensure the school meets its responsibility in Safeguarding of children (including the maintenance of a single central record). *To ensure that the school meets its statutory employment, equality, health and safety obligations. *To ensure Health and safety policy is reviewed, updated and efficiently executed. *Promote the schools health and safety policies and undertake risk assessments as appropriate. j/Staff Absence *To ensure the cover for absent teaching staff policy is implemented under the guideline and regulations related to Rarely Cover. *To lead and manage good absence management control including return to work interviews, setting up occupational health interviews work to reduce the impact of long term absence in line with school policy. *To track and monitor staff absence, advising on intervention where appropriate and service governors staffing committees with reports as appropriate (monthly) k/ Leadership *To attend all meetings and to carry out all duties as a full member of the School leadership team. *Support after school parents evenings and events as part of the senior leadership team *Maintain and update all statutory and in-school policies in line with national and/or local guidance annually. *Market the school positively with the media and with the local community at all available opportunities. l/Communication *Work with the Head on further developing communications with staff. Indicative qualifications, knowledge, skills and experience Knowledge and skills; E: Experience of working as part of a team E: Extensive HR management practice E: Detailed understanding of current employment law E: Effective implementation of HR information systems E: Experience of managing others E: Understanding of and commitment to equal opportunities ensuring compliance with all relevant legislation.

E: Strong Literacy and Numeracy Skills enabling the candidate to communicate effectively to different audiences both orally and in writing including the ability to promote the image of the school. E: Evidence of effective organisational skills. E: Knowledge of safeguarding requirements. E: Ability to manage, motivate, support and inspire trust in others. E: Competent user of ICT, including spreadsheets E: Ability to formulate, monitor, evaluate and review plans and policies. E: Excellent communicator both in writing and verbally, and in delivering presentations to different audiences with the ability to instil confidence, motivate, persuade, guide to a developed level. E: Ability and desire to see (and influence) the overall picture while having an unfailing eye for detail E: Problem solving and analytical skills essential to provide creative, complex and long term solutions.

Qualifications and experience; Essential-E Desirable - D E: Education to degree level or equivalent HR qualification. E: Significant financial responsibility in either industry/commerce/public sector or education. E: Trained in the preparation and presentation of financial statements. D: Certificate of School Business Management E: Experience of negotiating D: Experience of training groups of people D: Appropriate Health and Safety qualifications or experience or willingness to train. D: CIPD member E: Previous senior HR management experience within an organisation of similar size and complexity E: Familiarity with drafting policies and guidance E: Experience of negotiating complex agreements D: Experience of working within an educational establishment would be an advantage but is not essential.

Personal qualities. D: Ability to work well under pressure. D: A commitment to further training and a willingness to participate in the relevant CPD and lead appropriate training. E: A total commitment to issues of confidentiality. D; Willingness to be engaged in partnership and community activities. E: A positive approach to challenges, which seeks solutions to problems and addresses difficulties. E; Sets challenging targets and builds team spirit. E: To be prepared to work flexibly outside school hours; IE Governors Meetings E: The ability to support young people in a school environment, form and maintain appropriate relationships and personal boundaries with children and young people. E: Willingness to take responsibility E: Ability to work at the same time independently and collegially E: Ability to build positive relationships with a diverse range of staff J Haseldine

JD Created September 2012