The Role - Head of Human Resources






Head of Human Resources

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Head of Human Resources

Terms & conditions

Fife Council, Chief Officer

Post status

Permanent

Salary

£124,817 per annum (full-time)
(effective from 1 April 2026) 

Location

Fife House, North Street, Glenrothes, KY7 5LT.
A blended work style arrangement applies, allowing flexibility in working from home and working base, to meet the demands of the post.

Hours

36 hours per week

Post status

Permanent

Political restriction

This post is designated as politically restricted within the terms of Section 2 of the Local Government & Housing Act 1989.

Closing date for applications

tbc

Technical Interview/Stakeholder Panel

tbc

Final interview

tbc

Role Profile

Find out more about the duties and responsibilities of the Head of Human Resources, the skills and aptitudes we’re seeking, and the terms and conditions of the post. Download pdf version of Job profile and person specification.

Job purpose

The Head of Human Resources is Fife Council's principal professional adviser on people, workforce and employment matters. As a key corporate leader, the postholder will shape the workforce, culture and organisational capability required to deliver high-quality, sustainable public services for the people of Fife.

The role provides strategic leadership across human resources, organisational development, workforce planning, employee relations, health and safety, learning and development, workforce intelligence and organisational transformation.

Working with Elected Members, the Chief Executive, CET the Council Executive Team, senior managers and recognised Trade Unions, the postholder will lead the development and delivery of the Council's Workforce Strategy. They will ensure the organisation can attract, develop, engage and retain the skilled, adaptable workforce needed to meet current and future priorities.

The Head of Human Resources will lead the people dimensions of corporate transformation, service redesign and organisational modernisation, championing an inclusive, healthy and high-performing culture while ensuring workforce decisions are evidence-based, financially sustainable and aligned to the Council's statutory responsibilities.

The post holder has strategic responsibility for:

  • Workforce Strategy and Organisational Development
  • Workforce Planning, Future Skills and Talent Management
  • Workforce Change and Organisational Transformation
  • Employee Relations and Trade Union Partnership Working
  • Health, Safety and Workforce Wellbeing
  • Leadership and Organisational Capability
  • Learning and Workforce Development
  • Employment Policy, Equality and Workforce Governance
  • Workforce Intelligence, Digital HR and People Analytics
  • Workforce Risk Management and Professional Advice
  • HR Service Delivery and Continuous Improvement
  • Financial and Resource Management for HR
  • Workforce Safeguarding


    Key Tasks & Responsibilities

    Through effective leadership, partnership working and innovation, you will champion workforce wellbeing, organisational effectiveness and continuous improvement, helping to position Fife Council as an employer of choice and a high-performing organisation.

    The role is accountable for:

    • Delivery of agreed service outcomes and performance standards.
    • Leadership of significant workforce change and transformation programmes.
    • Development and implementation of corporate people strategies.
    • Management of allocated budgets and resources.
    • Provision of professional advice to senior leaders, committees and elected members.
    • Compliance with employment, equality and health and safety legislation

    Role Dimensions

    The Head of Human Resources operates with a high degree of professional autonomy and significant influence over workforce strategy, organisational performance and corporate decision-making.

    Fife Council is one of Scotland's largest local authorities, employing approximately 18,000 employees across a diverse range of services delivered to communities throughout Fife. The postholder plays a key role in shaping the workforce, culture and organisational capability required to support the delivery of these services.

    The role includes:

    • Strategic leadership of a multidisciplinary service comprising approximately 124 employees.
    • Management of an annual revenue budget of approximately £8 million.
    • Strategic influence over workforce policy, organisational development and employment practice affecting approximately 18,000 employees across the Council
    • Corporate leadership of the Council's Workforce Strategy and supporting workforce plans.
    • Oversight of significant organisational development, workforce transformation and culture change programmes.
    • Strategic responsibility for employee relations, partnership working, workforce governance, equality, workforce planning and health and safety assurance.
    • Provision of professional advice to Elected Members, the Chief Executive, the Council Leadership Team, Executive Directors and senior managers.
    • Leadership of organisational responses to workforce challenges, legislative change, service redesign and major transformation programmes.
    • Representation of the Council at regional and national forums, professional networks and partnership bodies
    • Sustainable workforce plans that support future service delivery and organisational resilience.

    Key Outcomes

    The Head of Human Resources will:

    • Deliver a future-focused and sustainable Workforce Strategy.
    • Develop a skilled, engaged, inclusive and adaptable workforce aligned to organisational priorities and future service needs.
    • Attract, recruit and retain talented people through innovative workforce planning, targeted interventions and enhance career development opportunities across critical service areas.
    • Strengthen leadership and succession capability throughout the organisation.
    • Enable organisational transformation and service modernisation.
    • Foster constructive employee relations and strong trade union partnerships based on trust, collaboration and meaningful engagement.
    • Improve employee experience, wellbeing and organisational culture.
    • Embed a proactive health, safety and wellbeing culture that supports high organisational performance and ensures effective governance and compliance.
    • Advance workforce equality, diversity and inclusion outcomes through the delivery of Fair Work principles.
    • Maintain a fair, transparent and equality-proofed pay and grading framework.
    • Harness workforce intelligence, digital technology and people analytics.
    • Deliver workforce priorities within budget and achievement of Best Value

    Leadershop Expectations

    The Head of Human Resources will:

    • Demonstrate visible, authentic and values-led leadership.
    • Operate as a trusted adviser to Elected Members and senior leaders.
    • Exercise sound judgement in complex and politically sensitive situations.
    • Build confidence, credibility and productive relationships across the organisation.
    • Lead through influence, collaboration and constructive challenge.
    • Promote innovation, continuous improvement and organisational learning.
    • Foster a supportive, inclusive and high-performing culture.
    • Champion equality, dignity, respect and fair work.
    • Act as a role model for the Council's values and expected behaviours.
    • Maintain the highest standards of personal and professional integrity.

    Special Conditions

      This post is designated as politically restricted under the provisions of the Local Government and Housing Act 1989.

      The postholder will undertake lead countersignature responsibilities in relation to Disclosure Scotland and the Scottish Social Services Council, where required.

      A Basic Disclosure check through Disclosure Scotland is required for this post.

    Head of Human Resources
    Finance & Corporate Services Directorate

    Attributes

    Essential

    Desirable

    Assessment

    Experience

    • Significant   senior leadership experience within a large, complex and publicly accountable   organisation.
    • Evidence of leading strategic   workforce, organisational development or transformational change programmes.
    • Experience of advising senior   executives, elected members or equivalent governing bodies.
    • Experience of leading   employee relations strategy and partnership working arrangements.
    • Track record of developing   and implementing organisational strategies that deliver measurable outcomes.
    • Experience of leading   multi-disciplinary professional teams.
    • Experience of managing   substantial budgets, risk and organisational resources.
    • Experience of delivering   service improvement and organisational change in a challenging environment.
    • Experience of operating successfully   within local government or a similarly complex, politically accountable   environment.
    • Experience of representing an   organisation at regional, national or sector-wide forums, influencing policy,   practice or strategic direction.
    • A track record of building effective   strategic partnerships and influencing positive organisational outcomes.
    • Experience of delivering innovation   through organisational development, digital transformation or service   redesign.
    • Application
    • Psychometric Assessment
    • Presentation
    • Interview

    Education, Qualifications

    Training and Professional Memberships

    • Degree   level qualification
    • Chartered   Fellow of the Chartered Institute of Personnel and Development. (FCIPD)
    • Postgraduate   qualification in Human Resources, Organisational Development, Leadership or a   related discipline.
    • Application

    • Certificates

    Skills, Abilities & Knowledge

    Skills & Abilities:

    • Strategic thinking and   organisational awareness.
    • Outstanding communication and   influencing skills.
    • Political awareness and   judgement.
    • Strong negotiation and   partnership-building skills.
    • Ability to lead through   ambiguity and complexity.
    • Analytical and evidence-based   decision-making capability.
    • Ability to inspire, motivate   and develop others.
    • Strong financial and resource   management skills.

    Knowledge:

    • Knowledge of national collective   bargaining arrangements, together with a strong understanding of the wider   public sector industrial relations landscape.
    • Knowledge of workforce planning approaches, talent management   and organisational design in large, complex organisations.
    • Knowledge of Employment law and employee relations frameworks,   including their practical application in a complex organisational setting.
    • Leadership and change   management principles.
    • Health and Safety governance   and statutory requirements.
    • Equality, diversity and   inclusion practices.
    • Public sector governance and   accountability.
    • Digital transformation and   workforce technologies.
    • Knowledge of local government   governance, public sector reform and workforce transformation.
    • Understanding of digital   transformation and the opportunities presented by technology, automation and   workforce analytics.
    • Understanding of integrated   equality and human rights approaches in policy and service design.

    • Application
    • Psychometric Testing.

    Interpersonal & Communication Skills

    • Highly developed partnership,   influencing, advocacy and communication skills, with the ability to build   credibility, shape thinking and secure commitment across a diverse range of   stakeholders.
    • Demonstrates   the highest standards of personal and professional integrity.
    • Exceptional negotiation and   relationship management skills, with a proven ability to build consensus,   maintain effective partnerships and achieve positive outcomes in complex and   challenging environments.

    • Psychometric Testing
    • Presentation
    • Interview

    Role Requirements

    • Ability to meet the demands   of a senior leadership role, including the flexibility required to respond to   organisational priorities and operational requirements, with reasonable   adjustments where required.

    • Pre-employment health screening

    Other

    • Ability to work flexibly to   meet the needs of the service, including attendance at meetings and events   outside normal office hours where required.
    • Workstyle - Hybrid


    Expected Behaviours – Our People Matter

    The Head of Human Resources will act as a role model for these behaviours and support their application across the organisation

    • Customer Focus
    • Working Together
    • Embracing Technology &   Information
    • Delivering Results
    • Personal Ownership
    		 

    Key Terms and Conditions

    Salary:

    £124,817 p.a.

    Pay Method and Frequency:

    Payment is every 4 weeks by credit transfer to your nominated bank or building society account.

    Pension Provision:

    You will be automatically enrolled to the Local Government Pension Scheme (LGPS). You may opt out. Full details of the terms and conditions relating to pensions and the LGPS are available at www.fifepensionfund.org

    Sick Pay:

    If you are unable to work due to illness or injury, you may be eligible to receive sickness allowance, as below:

    • Less than 26 weeks continuous service  - SSP
    • 26 weeks or more but less than 1 year  - Full allowance for 5 weeks; half allowance for 5 weeks
    • 1 year, but less than 2 years  - Full allowance for 9 weeks; half allowance for 9 weeks
    • 2 years, but less than 3 years  - Full allowance for 18 weeks; half allowance for 18 weeks
    • 3 years, but less than 5 years  - Full allowance for 22 weeks; half allowance for 22 weeks
    • 5 years or more  - Full allowance for 26 weeks; half allowance for 26 weeks
    Employee Benefits:

    A range of employee benefits, such as discounts with local businesses, childcare vouchers and lifestyle benefits such as cycle scheme and technology scheme, is available.

    Relocation:

    For appointees who may have to relocate to take up employment with the Council there is a Relocation Expenses package available, details of this are available on request.

    Hours of Work:

    Your contracted hours of work are 36 hours per week. The nature of your position requires flexibility to meet demands and, subject to the provisions of the Working Time Regulations, you are required to arrange your hours of work to meet organisational needs. This may require working outwith standard hours of work and working more than 36 hours in a week, for which no additional remuneration will be received.

    Annual Leave:

    The leave year runs from 1 January to 31 December. Annual leave entitlement for full-time is:

    • 24 days for up to 5 years continuous service at the commencement of the leave year
    • 29 days after completion of 5 years continuous service at the commencement of the leave year
    Public Holidays:

    There are 8 fixed public holidays, as follows:

    • 6 days over the festive and new year period
    • 1 day in May
    • 1 day in July
    Other Paid Leave:

    The Council provides a range of statutory and other leave, such as family-friendly leave.

    Notice Requirement:

    The period of notice to be given by either party to terminate employment will be 12 weeks.

    Place of Work:

    Your place of work will be Fife House, North Street, Glenrothes. A blended workstyle arrangement applies, allowing flexibility in working from home and working from base to meet the demands of the role.

    Whole-time Service:

    Chief Officers will be expected to devote their whole time service to the work of the Council and shall not engage in any other business or take up any other appointment without the express consent of the Council.

    Canvassing:

    Canvassing of members or officials, directly or indirectly, will be a disqualification for consideration for appointment.

    Restrictions on Political Activity:

    This post is designated as politically restricted within the terms of Section 2 of the Local Government & Housing Act 1989.

    Interview and assessment arrangements

    If longlisted you will be asked to:

    • Complete psychometric testing
    • Complete a written exercise
    • Participate in both technical and stakeholder panel interviews
      in person at Fife House, Glenrothes, Fife.

    Please note that the provisions of the Disability Confident Scheme apply.

    The Appointments Sub Committee will then review the assessment information and select those for progression.

    Shortlisted candidates will attend a Final Appointment Sub Committee interview in person in Fife House, Glenrothes, Fife.

    If you require any reasonable adjustments to help you take part in this recruitment process, please contact Amy Billington at Solace in Business on 020 7976 3311 for a confidential discussion.

    Pre-employment checks

    Disclosure checks

    This post is politically restricted under the Local Government & Housing Act 1989. Appointment is subject to a Level 2 Disclosure check by Disclosure Scotland.

    Right to Work in the UK:

    Fife Council has a legal duty to ensure that all Fife Council employees have the right to work in the UK. To ensure Fife Council meets these obligations and to prevent illegal working, all shortlisted candidates will be asked to provide documents to confirm their right to work in the UK. For more information about suitable forms of ID, visit the Home Office Website.

    Evidence of qualifications:

    All shortlisted candidates will be asked to bring evidence of their qualifications, and of any relevant professional membership, to interview.

    Pre-Employment Health Screening:

    Any offer of employment is subject to satisfactory Pre-Employment Health Screening to ensure the successful candidate is fit to undertake the duties of the role. This Health Screening is carried out by Fife Council’s Occupational Health provider.

    Employment references:

    Any offer of employment is subject to satisfactory references.

    Provision of false information

    Candidates should also note that the provision of false information or the omission of material information in their application or at interview may lead to the offer of employment being withdrawn or summary dismissal.

    Head of Human Resources

    Apply now