Our people make us the effective, influential and successful organisation we are today. We have a very important role to play in ensuring that everyone has the training, support and advice they need to perform at their best and develop their skills and career.
Organisational Development supports the delivery of the ICO’s vision – in particular to ensure that we have committed and high performing staff, and a great place to work and develop.
Our two functions, Human Resources and Learning and Development, provide proactive, professional and wide-ranging support to people at every level. We ensure that the ICO is well led, well managed and has the people and expertise to meet the challenges of the future.
Advising on all HR and learning matters, we support organisational change, influence the strategic direction of the ICO and ensure that all HR policies and procedures are applied consistently, fairly and in compliance with relevant employment law. We also have responsibility for recruitment, pay and pensions and staff welfare. We are committed to developing our people and work with managers and staff to identify, meet and re-evaluate training needs to support everyone with their job performance and career progression.
What skills do we look for?
We value people with the knowledge and ability to provide professional advice and guidance on a diverse range of HR and Learning and Development activities. With the flexibility to adapt to changing demands, our people need a good understanding of employment legislation, diversity, equality of opportunity, and HR best practice and be able to apply these in their day to day work. Both customer and quality focused, our people will be able to support a range of people and deal with sensitive situations in a discreet, diplomatic and professional manner.
Roles in Organisational Development
Lead by the Head of Organisational Development, there are two teams - Human Resources (HR) and Learning and Development (L&D). Each comprises Managers, Advisers, Officers and Administrative support staff.
HR and L&D Managers
Supporting the Head of Organisational Development, they are responsible for managing a professional, proactive and effective team ensuring it is led, developed and motivated to support the ICO in achieving its aims and objectives. The managers have an important role in communicating with the business, ensuring team activity meets the needs of and adds value to the organisation.
Contributing to the development of the department’s strategy they take a leading role in the management and delivery of specific key work areas to support the Organisational Development business plan.
The HR Adviser role is a wide ranging one where the need to adapt and respond to changing demands is critical.
The primary responsibility is providing professional advice and guidance to both staff and managers at all levels in relation to HR policies and procedures, and supporting managers during employee related investigations and hearings. They also support the work of the team providing input and advice to help ensure the HR service is effective and professional.
L&D Advisers support the Learning and Development Manager in providing a professional, proactive and effective service to all staff within the ICO. This involves liaison with managers and staff to advise on a range of appropriate learning and development activities to meet organisational needs. They co-ordinate the provision of training from external providers, as well as designing and delivering in-house training packages, or supporting managers with this. They have line management responsibility for the L&D Officer.
The L&D Officer supports the team through effective management of the L&D administrative function ensuring services are provided professionally, proactively and effectively. They are responsible for designing and delivering an effective new starter induction, co-ordinating technical training and ensuring the induction is scheduled to enable new staff to integrate quickly into their new role. They support the delivery of the L&D strategy by sourcing and identifying effective L&D solutions. They have line management responsibility for the L&D Administrators.
Our administrators provide vital support to the teams. They undertake a wide range of activities, from handling day to day queries, maintaining accurate records, scheduling appointments and meetings, producing documents and reports and liaising with staff at all levels internally as well as external suppliers.