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HR Manager - Strategic Change - Warton
 
HR Manager - Strategic Change
Employer:
BAE Air Systems
Location: Warton, Lancashire United Kingdom
Last Updated: May 6, 2008
Job Type: Employee
Job Status: Full Time
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Job Description


HR Manager - Strategic Change

Warton, Lancashire

At BAE Systems - Military Air Solutions, we're responsible for producing some of the most advanced military aircraft the world has ever seen. Like the F-35 Lightening II - the first (and currently only) stealthy supersonic, multi-role fighter plane. And the Herti family of Unmanned Air Vehicles, which can soar thousands of feet in the air and take thermal images of the terrain below - all without a pilot on board.

  • As a group, we have a hand in every stage of an aircraft's development. This starts with an initial brief and carries on through a variety of design, build and test stages, before we deliver the final product. That level of involvement means we can boast a wide range of capabilities, including systems integration, manufacturing, and repair and upgrade. We've even produced a number of military training programmes. Our customer base spans more than 30 countries worldwide.
  • The MAS Board has recently published a far reaching strategy to become a Through Life Business in order to match the opportunities in the UK and export markets.
  • The delivery of this strategy requires a significant transformational change and challenge for MAS and also links through the LTPA to the changes in the wider UK defence aerospace enterprise. Significant evidence exists to demonstrate that change initiatives that purely focus on the technical and operational changes fail. Success of any scale is critically dependant upon addressing the people, organisation and cultural impacts of the changes required, the key drivers/themes being:
  • Rationalisation. 
  • Capability-shift. 
  • End-to-end Performance improvement. 
  • High Pace of change
  • Increased Partnering / Teaming. 

An executive HR manager role is required to provide expertise and project manage delivery of the culture change, people, and organisation elements of this strategic change.  The role will report to the HRD Director ASFC but will also provide support to the MAS HRD and work closely with the Organisation Development team in HR Solutions.

Job Purpose

To support the successful implementation of the MAS Strategy including the Through Life Business Strategy by designing and implementing change management solutions to ensure staff are fully engaged in the change process. Solutions to include organisation design, strategic resourcing, employee communication and engagement plans and the provision of change management capability for staff and leaders.

This executive HR role will report to the HRD Director ASFC but will also provide support to the Head of OD and the MAS HRD.

Key Accountabilities

Develop the requirements of a cultural change programme to support MAS strategy. Manage the cultural transformation plan; project manage its delivery through the HR Solutions and Programme HR Teams and ensure stakeholder management of senior leaders

Organisation Design

  • Provide thinking and process expertise to support organisation design at MAS level
  • Provide facilitation support to OD work

Strategic Resourcing

  • Working with IRP and the Functions to facilitate a resourcing strategy to satisfy capability requirements for the medium-long term, including
  • Capabilities for the Through Life Business strategy
  • Support to LTPA on joint resourcing framework with the MOD/Supply chain
  • Identify requirements for HR frameworks to ensure the business can access the capability required:
  • Flexible resourcing model
  • Terms and conditions
  • Project manage delivery through HR Solutions / Business HR teams

Communication and Engagement Plans

  • As applicable support the Communications and L&D team to develop or deploy existing people programmes as enablers to facilitate employee engagement

Change Management capability

  • Design and /or implement development solutions to equip managers and staff with necessary skills to effectively manage the change process    

Rationalisation Strategy / Implementation

  • Working closely with Integrated Resource Planning (IRP) and providing an HR focal point within MAS to coordinate the rationalisation plan and approach to enable ‘right sizing' in a socially responsible way
 
Requirements:
 

Qualifications and Experience

  • Proven capability in change programme management covering business-wide culture and organisation change.
  • Experience of rationalisation and associated HR processes and practices, although will not be operating the detailed processes, needs an awareness of the legislative environment and processes in order to advise senior management.
  • Experience of working across a multi-site, multi-function operation in particular covering the coordination and implementation of OD interventions.
  • High level of influencing, facilitation and stakeholder management skills
  • Ability and credibility to represent/present achievement and proposals at a senior level, exceptional presentation and communication skills essential.
  • Demonstrated ability to operate at a senior level internally and externally
  • A team player both in the immediate ASFC HR team and the extended ‘virtual teams' across Programmes that are involved in change.
  • Business acumen to enable MAS level view across all Businesses/Programmes and understand complex and sensitive issues and the associated organisational politics
  • Financial awareness is required in order to understand the cost implications of decisions being made.
  • Familiarity with the defence aerospace sector and experience in different parts of the lifecycle from design, manufacture and support would be desirable but not essential.

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