Transactional HR - grade 8

Experiences

Activities and responsibilities likely to be required when working at this level

• Leading a team to promote institutional-wide HR policies and practices within an area of responsibility. 
• Being accountable for and managing HR-related activities (e.g. appraisal roll-out, data reporting).
• Signposting centres of expertise for specific issues (e.g. talent, recruitment, development). 
• Managing Occupational Health referrals and putting any followup actions in place.
• Role modelling behaviour that promotes dignity at work principles. Managing budgets and people.
• Managing performance.
• Driving team performance while ensuring team have the time and resource to deliver and develop.
• Accountability for team outcomes (e.g. meeting timeframes, services expectations).
• Identifying and acting to deliver potential improvements in policy and practices. 
• Providing early resolution of issues arising (e.g. mediation) to avoid formal processes.
• Investigate or support investigation of formal ER case work (e.g. performance management, sexual harassment).
• Working with stakeholders on HR-related projects and issues across UCL (e.g. Equality Diversity and Inclusion, Occupational Health and Wellbeing) collaboration.
• Ensuring that the team are prepared and resourced to deliver excellent customer service instigate meetings. 
• Managing external relationships.
• Contribute to decision-making at a senior management level and providing advice and support to senior staff and managers around complex issues.

Personal and professional development

Development options to consider when working towards this level

Learning on the job

• Seek opportunities to practice budget management (e.g. training budget) and resource management (e.g. identifying trends and gaps in teams).
• Find opportunities to handle more complex customer issues and queries – using own initiative where set policies do not exist. 
• Gain confidence and experience in challenging and influencing senior stakeholders.

Learning from others  

• Taking a leading role in a relevant UCL Community of Practice.
• Participate in working groups or networks that produce recommendations to senior groups for changes. 
• Playing an active part in external networks (e.g. CIPD (Chartered Institute of Personnel and Development), UCEA (Universities & Colleges Employers Association).
• Engaging with external suppliers and providers.

Formal learning

• Attend basic budget management training or self-led learning (e.g.through LinkedIn Learning). 
• Gain advanced Excel skills (e.g. Pivot Tables). 
• Seek out management and leadership development to include people interactions such as ‘Difficult Conversations').
• Attend training for formal conversations (e.g. disciplinary/grievances).

Transferable skills and competencies

UCL uses the Universal Competency Framework (UCF) to discuss transferable skills. Find out more details on the framework.

Leading and supervising 

• Providing direction and co-ordinating action.
• Supervising and monitoring behaviour.
• Coaching.
• Delegating.
• Empowering staff.
• Motivating others.
• Developing staff.
• Identifying and recruiting talent.

Persuading and influencing

• Making an impact.
• Shaping conversations.
• Appealing to emotions.
• Promoting ideas.
• Negotiating and gaining agreement.
• Dealing with political issues.

Coping with pressure and setbacks

• Coping with pressures.
• Showing emotional self-control.
• Balancing work and personal life.
• Maintaining a positive outlook.
• Handling criticism.

UCL Ways of Working

These describe expected behaviours in line with UCL culture and values.  For Ways of Working indicators and steps to development please refer to the Ways of Working website.