Job Description
Job Title:
Location:
Reports to:
Responsible for:
Department:
Global HR Manager
Haywards Heath, UK (Overseas travel as required)
Director of HR and Organisational Development
3 Regional HR Business Partners, 1 UK HR Business Partner and 2 HR
Assistants
HR and Organisational Development
Job Purpose
The job holder will contribute to the development and implementation of Sightsavers’ HR
Strategy in support of the Sightsavers strategic aims. The jobholder will be responsible for
managing the Global HR Partnering team, ensuring that they contribute at both a strategic and
operational level to identify HR priorities and recommend appropriate people management
solutions in support of the organisation aims.
The jobholder will be expected to provide guidance and support on the full range of HR activities
including policies and procedures, terms and conditions of employment, absence management,
restructuring of services, recruitment, retention, performance management, employee relations,
employee reward, change management and internal communications. In addition, support with
specific thematic and/or project support for global HR strategic initiatives.
The jobholder will provide expert professional advice and support to Regional HR Business
Partners, Country/Regional Directors and Managers.
The role will involve occasional international travel, particularly to support and build the capacity
of our Regional HR Business Partners.
The job holder will have autonomy to assist the HR Director in creating an HR platform to move
the business forward.
Principal Accountabilities:
1. Change Management
 To work in partnership with Directors/Managers in supporting staff through
organisational change.

To ensure that HR process and practices support change, meet local legislative
requirements and are appropriate and consistent throughout the organisation.

To take the lead in the implementation of restructuring processes, including the
preparation of formal consultation documents, determine appropriate selection
principles and methods, facilitating re-deployment and guiding managers and staff
through redundancy situations as appropriate.
Incorporated under Royal Charter Registered Charity Nos. 207544 & SC038110 Royal Commonwealth Society for the Blind
2. Employee Relations
 Work closely with managers, providing them with expert guidance, coaching and
support on the full range of HR activities (including policies and procedures, terms
and conditions of employment, absence management, restructuring of services,
performance management, redundancy planning etc.), in order to ensure a consistent
and fair approach to people management throughout the organisation.

Keep up to date with legal developments and advise management on compliance
and risk factors. Manage investigations, disciplinary and grievance matters in
conjunction with the Regional HR Business Partners

Provide advice and guidance on individual employee relations cases, ensuring that
these are well managed and meet the requirements of the organisation’s policies,
best practice and employment legislation.

Develop, implement and maintain HR policies and procedures to ensure effective, fair
and consistent management of staff throughout the organisation, and ensure that the
staff handbook

Build strong collaborative relationships with Global HR team and partner
organisations working with Sightsavers

Ensure that managers and staff are aware of the policies and procedures and able to
operate them effectively.
3. Terms & Conditions of Employment/Policy Development
 To ensure all policies and terms and conditions of service reflect current legislation
and the changing needs of the organisation
 To act as a resource for advice on changes in employment legislation and the recent
effects of case law. Provide accurate, timely and business-focussed advice to
Regional HR Business Partners on contract types for international staff, terms and
conditions of employment, medical matters and visa issues
 Develop and implement policies on issues such as performance management,
disciplinary procedures and absence management.
4. Recruitment and Employee Data
 Manage the information held on the HR database and personnel files to ensure it is
updated in a timely and accurate manner and complies with any legal or data
protection policies.
 Design and implement the Sightsavers Recruitment Strategy
5. Performance Management
 Monitor HR trends throughout the organisation and provide information to the
Directorate as appropriate.
 Contribute to the evaluation and development of the current Performance
Development and Review (PDR) process and make recommendations for
improvement to Senior Management Team (SMT)
6. Retention and Development
 Introduce a talent management framework
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7. Reward, Compensation and Benefits
 Oversee the Pay Review process. Advise on, coordinate and analyse pay levels for
directorates.
 Ensure salary levels for existing and prospective staff are consistent with market
conditions and Global Reward Policy.
 Ensure results of pay reviews are communicated to individuals.
 Ensure payroll data is accurately maintained.
8. Employee Engagement
 Support the Directorate/Regions with specific employee engagement initiatives,
including the global employee survey completion and follow up

Ensure staff are informed and updated on key business and organisational issues
9. Global HR Projects
 To lead on the delivery of specialist projects as identified within the HR Strategy. Coordinate, analyse, report and present findings, identifying further action necessary to
ensure implementation.
The principle accountabilities are not meant to be an exhaustive list of tasks. The need for
flexibility is required and the job holder is expected to carry out any other related duties that are
within the employee's skills and abilities whenever reasonably instructed.
Jobholder Entry Requirements - the essential knowledge, skills and behaviours required
Knowledge (Education & Related Experience):
 Educated to minimum Degree Level standard.
 Professional HR Qualification (e.g. CIPD in the UK, or equivalent overseas qualification)
together with evidence of continuing professional development
 Ability to work at both strategic and operational levels
 Substantial experience in all aspects of HR management, ideally in a generalist or business
partnering capacity within a large complex organisation
 Significant change agent experience (Essential)
 Sound knowledge of employment law and HR best practice across the full spectrum of HR
activity in an international setting
 Experience of working with international compensation & benefits - knowledge of local/global
rewards
 Ability to explain difficult and challenging information to managers
 Experience of reviewing and drafting HR policies, procedures and guidelines and of
developing and implementing systems (including HR IT systems)
 Experience of managing HR projects
 Recruitment and selection experience at all levels
 Experience of working in high pressure, fast-paced environments and able to deal with
ambiguity and change in those contexts
 Ability to solve complex issues through analysis, definition of a clear way forward and
ensuring buy-in
 High standard of attention to detail
 Ability to explain written and statistical data to a wide range of audiences
 Line management experience at a Senior Level
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Skills (Special Training or Competence):
 Ability to work autonomously and flexibly
 Experience of line managing at a management level
 Influencing, persuading, coaching and negotiating skills
 Excellent interpersonal, written and verbal communication
 Ability to develop strategic project work
 A good working knowledge of HR systems
 Excellent planning and organisation skills to meet deadlines
 Ability to handle sensitive and confidential information
 Ability to travel as needed to support the directorates
 Ability to prepare and present reports to director level
 Ability to create HR communications appropriate for the audience
 Be comfortable both leading and working as part of a team
 Pro-active and self-motivated
 An understanding of and commitment to equality of opportunity for disabled people
Core Behaviours:
 Communicating & Influencing
 Team Working
 Planning & Organising
 Change & Improvement
 Decision Making
 Delivery and Implementation
All at Managing level
Key Relationships
Internal
Global HR Team
SMT
Leadership teams in Directorates/Regions
External
External agencies, including recruitment agencies, recruitment advertising agencies and
suppliers of other HR products and services
Employment lawyers, occupational health professionals and medical practitioners
Advisory organisations such as ACAS, CIPD
Date as of: 15th July 2013
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