Head of Inclusion Employee Experience
Location: Based at our Central London office, the role will start with working remotely with the opportunity to continue with some remote-working once we return to the office
Closing date: Sunday 26 September 2021
As Inclusion and Employee Experience Manager, you will be an expert on how to create a diverse organisation and inclusive culture, through talent acquisition, engagement strategies, development, and progression. You will be an advocate and enabler for all employees to optimise their experience at PRS.
You will own the diversity and employee experience strategy, together with accountability for their key enablers, resourcing, learning & development, and engagement. You will lead initiatives that anchor employees to our Culture & Values and cultivate inclusion and equity within the business to ensure that our colleagues are motivated, diverse and have a true sense of belonging.
You will ensure that Diversity and Inclusion objectives are at the heart of the 5-year plan and help drive our continued success and expansion. Support the business to build the capability to deliver the plan with effective resourcing and learning.
To effectively lead a team of 4 people who will deliver the Diversity & Inclusion and employee experience strategies.
The primary activities for the role will be:
- Develop and lead our resourcing strategy ensuring that PRS for Music is promoted as an employer of choice attracting the best and diverse talent.
- Evolve existing and create new employee engagement programs in innovative ways to enhance employee connectivity and satisfaction, leveraging quantitative data and qualitative feedback to identify and act on improvement areas.
- Administer and analyse our annual engagement survey and pulse employee engagement surveys to gain people insights.
- Act as an internal and external ambassador of our culture and values with innovative ways to embed our culture across all employees and promote our Employee Value Proposition for new recruits.
Build and maintain strong, collaborative relationships with key stakeholders, including Executive Leadership Team (ELT).
- Design and deliver development programmes, including mentoring and coaching, for all employees and targeting underrepresented groups, in support of the five-year plan.
- Working with ELT, and in partnership with external providers, to establish and deliver development and talent programmes that build capability across the organisation.
- Work closely with colleagues in Internal Communications, Operational HR and Reward to ensure all HR activity is complementary and aligned.
- Manage the L&D, Recruitment, engagement and D&I budget.
- Provide thought leadership and advice to the business and HR leaders on all aspects of the learning and talent strategy.
Inclusion, Design, implement, execute and promote a Equity, Diversity and Inclusion (EDI) strategy and multi-year roadmap that is embedded into the employee experience and all of our resourcing, talent and development processes. Support PRS for Music to continue to seek, retain, value and develop people who represent our Membership and the diversity of the world we live in.
- Act as a strategic advisor to the business, with the goal of creating a more inclusive culture for all employees to thrive and grow; influence decisions and goals related to diversity and inclusion priorities through data, analysis, the latest trends, and pragmatic recommendations.
- Provide critical input into our recruiting and learning & development strategy to achieve a more diverse and inclusive workforce, leading outreach efforts to organisations who we may partner with for recruitment or learning & development opportunities.
- Monitor diversity against PRS’ diversity targets.
- Ensure ongoing communications with our employees so they are informed about our objectives, programs and efforts with a clear understanding of how to be involved and the company resources available to them.
- Contribute to company forums and contribute to the employee-led Diversity & Inclusion Taskforce, having ongoing dialogue in an effort to foster an environment of learning, understanding and safety in sharing perspectives and experiences.
- Lead in any new initiatives which promote DEI within PRS for Music, including apprenticeships and work placement schemes
- Represent PRS for Music externally regarding DEI and Employee Experience. Network in order to bring external best practice into PRS for Music.
The successful candidate will have/be:
- Managing Equality, Diversity and Inclusion in the workplace qualification or similar
- Graduate calibre with CIPD qualification or similar
- Strong track record of stakeholder management at senior management levels with the ability to influence.
- Experience of developing and implementing EDI, resourcing and L&D strategies
- Experience of co-ordinating and leading EDI activities and strategies both internally and externally
- Experience of leading and driving change
- Deciding and initiating action
- Delivering results and meeting customer expectations
- Adopting and responding to change
- Working with people
- Living our principles and values
- Strategic and commercial thinking
- Leading and supervising
We’re looking for:
- Successful track record of conceiving and implementing effective Diversity, Inclusion, Equity and Belonging programs.
- Operational experience in Resourcing and / or Learning
- Effective communicator and collaborator — you have strong verbal, written and interpersonal skills and know what level to communicate at depending on your audience. You are an excellent team player where no task is too small.
- High emotional intelligence and excellent judgment - you will be dealing with sensitive topics and will need to be able to manage key relationships effectively, always acting in the interest of employees and the company. You work highly independently but have a constant eye for collaboration and know when to seek approval.
- Deeply skilled in change management. You know how to get people to understand that a best-in-class employee experience and building a more inclusive workplace are everyone’s job, while having a deep sense of personal accountability to drive change, see results and make things happen. You are highly pragmatic about how difficult change is yet have sky-high ideals and optimism of what we can achieve together.
- Adaptability, agility and resilience: We believe that change is constant and that there is always a better way to do things. You embrace change, can move quickly and are highly resilient when things are ambiguous.
We have worked hard at PRS for Music to create a culture where each colleague can bring their true selves to work and thrive.
We want you to have the work/life balance you need, so our flexible working approach covers both location and hours. You can work with your manager to find the hours that work best for you, as long as you are available for meetings when needed. We even provide the opportunity twice a year to work remotely, for up to a month at a time, in the UK or abroad.
We love music and host events so we can socialise as a team and share our passion. From our legendary Christmas Gig and PRS Presents to quizzes, drag queen bingo, comedy nights and team socials. Wellbeing is high on our agenda with a full programme of events, webinars, and initiatives, plus a team of Mental Health First Aiders to ensure we are happy, healthy and engaged.
Sound like you?
If so, we would love to hear from you – apply now and send your CV & Covering Letter to firstname.lastname@example.org.
Covid-19 Recruitment Statement
PRS For Music is continuing to follow the Government recommendation in light of COVID -19 to ensure the safety and wellbeing of our staff, members and candidates.
Our focus is to provide our members with the best service and support, and therefore we remain focused on our resourcing strategy and continue to encourage applications for advertised roles.
We are transitioning back to a hybrid model of working across the organisation including in our recruitment process. Whilst our first stage interviews will take place remotely, we want you to experience the culture and working environment at PRS for Music.
Therefore, once opened, our new Central London Hub, based in London Bridge will be used for second stage interviews.
We are committed to only recruit for vacancies that are essential to the livelihood and continued service to our members.
Please note: That due to the high volume of applications we receive, we are unable to give feedback to all candidates at shortlisting stage. If you have not heard from us within 6 weeks of your application, please assume you have been unsuccessful.
Many Thanks – The HR Team