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14 days ago
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Hinkley Point C Organisation Capability Manager


EDF Energy
Salary: . Location: Bristol, GB
Location: Bristol
Job type: Permanent
Category: Management Jobs
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Hinkley Point C Organisation Capability Manager

HPC Organisation Capability Manager, Bristol, Permanent, Competitive Salary & Benefits

Closing date: Monday 3rd August

The Opportunity

This post will manage the Organisational Capability strategy for HPC, acting as the subject matter expert and work-stream lead for Nuclear Site Licence Condition 36 – Organisational Capability - and as the main interface with internal and external regulators in this area.

To support delivery of the HPC Project goals, this post will also take responsibility for maintaining appropriate Organisational Design principles and providing ongoing monitoring and assessment of adherence to them. The role will work across locations in Gloucester, Bristol and Bridgwater however the base location is not fixed and will be an agile working environment.

Additionally, they will oversee the HPC Resource Hub activities by overseeing the workforce planning and reporting output, for the construction and client workforce, in support of Project requirements, including the Development Consent Order (DCO) and legacy (socio-economic) requirements with oversight of the approach to HR Management Information / reporting and HR Processes and systems. The role engages a team or specialists looking at a range of topics, including MoC, pipelines, workforce planning & reporting.

Operating Environment

The HPC Project is set up as many other major infrastructure projects are; featuring a client or ‘Project Management Office (NNB GenCo HPC Ltd) and Supply Chain partners working together to deliver; this means that the employment model and people structures are different to a ‘business as Usual’ organisation such as those that exist in most other parts of EDF Energy. The post may also be required to support SZC (and potentially other projects) in developing Organisational Design and Capability and planning issues across teams who interact with differing audiences including investors, regulators, BEIS RAB team, internal audiences

In order to support the various projects, the post holder will need to be familiar with details of the Project Lifecycle Phases and the meaning of activities contained within the Integrated Work Schedule (IWS) to be able to speak confidently on Organisational Capability issues and implications. They will be expected to map and aid the robust design of the organisation as it grows to circa 1,500 at the peak of activity (this excludes the 25,000 employment opportunities in the construction workforce).

Framework & Boundaries

The post holder will work with the EDF Energy Corporate Functions, Centres of Excellence and local Business Unit specialists to provide context on specific HPC issues which may need to be considered when company-wide HR initiatives are being created and implemented.

They will also act as one of the deputy Chairs of the Management of Change Steering Committee (a Nuclear Safety governance forum).

The post holder must be able to work with subjective and/or incomplete or ambiguous information to draw conclusions on complex issues – which will often have both a commercial impact and impact on individual’s employment conditions.

They will deal with complex sets of data and interfaces for people information including the IT systems: MyHR, SAP HR, WIMS, HPC Track, SAP Procurement, MIDAS, Power BI and AACS. They will be supported in this activity by a data co-ordinator.

Organisation Capability

· Oversee and manage the implementation of the HPC Resource Strategy (via Resource Hub activities) and Organisation Design Principles.

· Manage the creation and ongoing development of the Nuclear Baseline Statement, and NB processes and systems

· Lead interfaces with internal and external regulators plus the Nuclear Safety committee on Organisational Capability issues

· Run the Management of Change process (to comply with Nuclear Site Licence Condition 36 & Radiological Substances Regulations Permit(s) Condition 4.3.5) to ensure that HPC accurately records and manages organisational changes to its structure and resources that have the potential to impact nuclear safety; this is via a process of robust description, evaluation and risk assessment.

Organisation Design

· Support the development of long-term strategic workforce plans (including scenario modelling and extrapolating trends) to cater for the different lifecycles of the project. The workforce plan will need to consider the pre-construction, construction, commissioning and operational phases of the nuclear new build sites (HPC, SZC, BRB and potentially others), and create a profile of the skillsets required in each location, at each time. Specific focus on nuclear baseline requirements.

· Advising leaders on Organisation Design Principles plus revising and analysing adherence to the Principles to support the governance of OD change.

· Oversee the Pipeline Strategy for the client including apprentices, graduates and transfers from Nuclear Generation, in conjunction with the Generation resourcing team, Nuclear Skills Alliance and the CAT team in Campus.

Workforce Reporting

· Provide oversight of client Headcount/people reporting & analysis taking into account the complex nature of the HPC structure – a nuclear site licensee with few employees, but multiple ‘secondees’ from parent companies, investors and supply chain partners.

The Skills

Essential

· Experience in a heavily regulated and/or high hazard industry

· Confident and assured presentation style when dealing with external stakeholders (such as Regulators) and must have a methodical approach to document management and production of evidence

· Highly numerate and analytical – able to synthesise and report on complex data sets

· Experience advising and influencing senior management on HR organisational and governance issues in a regulated environment

· Delivery focused and able to drive progress through strong planning and co-ordination skills

· Management of Change and regulator experience

Desirable

· Understanding of the new build, construction context

· Experience operating and configuring (from a user/super-user perspective) software systems

· Experience of Business Process Re-engineering / procedure mapping is advantageous.

· CIPD qualified or equivalent experience may be an advantage

Key Competencies:

iNSPIRATION

· Leading High Performing People

· Championing change & improvement

iNTEGRITY

· Interpersonal effectiveness

iNCLUSION

· Developing organisational talent

· Customer focus

iMPACT

· Achieving results

· Communicating with influence

Competitive Salary & Benefits

We offer a competitive salary and benefits package, including a defined benefit pension scheme, a wide range of flexible benefits to suit your lifestyle, and the opportunity to earn bonus.

These roles are advertised on a full-time/part-time basis as standard with the opportunity to discuss flexible working arrangements.

Why EDF?

We’re an inclusive, disability confident employer and recognise the importance of employee well-being.

We’re about the people who work with us and we celebrate their diversities and embrace the value that their differences bring. We believe that a culture of inclusion forms the basis of a truly sustainable business and is vital to shaping a strong and fresh-thinking organisation, with a number of employer networks and benefits to suit your lifestyle.

We're proud to be the UK's largest producer of low-carbon electricity. We believe that, together, we can create a cleaner, low-carbon future.

Through innovation, dedication, and a firm commitment to electric and renewable energy – we believe we can change everyone’s future for the better.

Join us. Generation Electric. Everyone’s welcome.
Hinkley Point C Organisation Capability Manager

HPC Organisation Capability Manager, Bristol, Permanent, Competitive Salary & Benefits

Closing date: Monday 3rd August

The Opportunity

This post will manage the Organisational Capability strategy for HPC, acting as the subject matter expert and work-stream lead for Nuclear Site Licence Condition 36 – Organisational Capability - and as the main interface with internal and external regulators in this area.

To support delivery of the HPC Project goals, this post will also take responsibility for maintaining appropriate Organisational Design principles and providing ongoing monitoring and assessment of adherence to them. The role will work across locations in Gloucester, Bristol and Bridgwater however the base location is not fixed and will be an agile working environment.

Additionally, they will oversee the HPC Resource Hub activities by overseeing the workforce planning and reporting output, for the construction and client workforce, in support of Project requirements, including the Development Consent Order (DCO) and legacy (socio-economic) requirements with oversight of the approach to HR Management Information / reporting and HR Processes and systems. The role engages a team or specialists looking at a range of topics, including MoC, pipelines, workforce planning & reporting.

Operating Environment

The HPC Project is set up as many other major infrastructure projects are; featuring a client or ‘Project Management Office (NNB GenCo HPC Ltd) and Supply Chain partners working together to deliver; this means that the employment model and people structures are different to a ‘business as Usual’ organisation such as those that exist in most other parts of EDF Energy. The post may also be required to support SZC (and potentially other projects) in developing Organisational Design and Capability and planning issues across teams who interact with differing audiences including investors, regulators, BEIS RAB team, internal audiences

In order to support the various projects, the post holder will need to be familiar with details of the Project Lifecycle Phases and the meaning of activities contained within the Integrated Work Schedule (IWS) to be able to speak confidently on Organisational Capability issues and implications. They will be expected to map and aid the robust design of the organisation as it grows to circa 1,500 at the peak of activity (this excludes the 25,000 employment opportunities in the construction workforce).

Framework & Boundaries

The post holder will work with the EDF Energy Corporate Functions, Centres of Excellence and local Business Unit specialists to provide context on specific HPC issues which may need to be considered when company-wide HR initiatives are being created and implemented.

They will also act as one of the deputy Chairs of the Management of Change Steering Committee (a Nuclear Safety governance forum).

The post holder must be able to work with subjective and/or incomplete or ambiguous information to draw conclusions on complex issues – which will often have both a commercial impact and impact on individual’s employment conditions.

They will deal with complex sets of data and interfaces for people information including the IT systems: MyHR, SAP HR, WIMS, HPC Track, SAP Procurement, MIDAS, Power BI and AACS. They will be supported in this activity by a data co-ordinator.

Organisation Capability

· Oversee and manage the implementation of the HPC Resource Strategy (via Resource Hub activities) and Organisation Design Principles.

· Manage the creation and ongoing development of the Nuclear Baseline Statement, and NB processes and systems

· Lead interfaces with internal and external regulators plus the Nuclear Safety committee on Organisational Capability issues

· Run the Management of Change process (to comply with Nuclear Site Licence Condition 36 & Radiological Substances Regulations Permit(s) Condition 4.3.5) to ensure that HPC accurately records and manages organisational changes to its structure and resources that have the potential to impact nuclear safety; this is via a process of robust description, evaluation and risk assessment.

Organisation Design

· Support the development of long-term strategic workforce plans (including scenario modelling and extrapolating trends) to cater for the different lifecycles of the project. The workforce plan will need to consider the pre-construction, construction, commissioning and operational phases of the nuclear new build sites (HPC, SZC, BRB and potentially others), and create a profile of the skillsets required in each location, at each time. Specific focus on nuclear baseline requirements.

· Advising leaders on Organisation Design Principles plus revising and analysing adherence to the Principles to support the governance of OD change.

· Oversee the Pipeline Strategy for the client including apprentices, graduates and transfers from Nuclear Generation, in conjunction with the Generation resourcing team, Nuclear Skills Alliance and the CAT team in Campus.

Workforce Reporting

· Provide oversight of client Headcount/people reporting & analysis taking into account the complex nature of the HPC structure – a nuclear site licensee with few employees, but multiple ‘secondees’ from parent companies, investors and supply chain partners.

The Skills

Essential

· Experience in a heavily regulated and/or high hazard industry

· Confident and assured presentation style when dealing with external stakeholders (such as Regulators) and must have a methodical approach to document management and production of evidence

· Highly numerate and analytical – able to synthesise and report on complex data sets

· Experience advising and influencing senior management on HR organisational and governance issues in a regulated environment

· Delivery focused and able to drive progress through strong planning and co-ordination skills

· Management of Change and regulator experience

Desirable

· Understanding of the new build, construction context

· Experience operating and configuring (from a user/super-user perspective) software systems

· Experience of Business Process Re-engineering / procedure mapping is advantageous.

· CIPD qualified or equivalent experience may be an advantage

Key Competencies:

iNSPIRATION

· Leading High Performing People

· Championing change & improvement

iNTEGRITY

· Interpersonal effectiveness

iNCLUSION

· Developing organisational talent

· Customer focus

iMPACT

· Achieving results

· Communicating with influence

Competitive Salary & Benefits

We offer a competitive salary and benefits package, including a defined benefit pension scheme, a wide range of flexible benefits to suit your lifestyle, and the opportunity to earn bonus.

These roles are advertised on a full-time/part-time basis as standard with the opportunity to discuss flexible working arrangements.

Why EDF?

We’re an inclusive, disability confident employer and recognise the importance of employee well-being.

We’re about the people who work with us and we celebrate their diversities and embrace the value that their differences bring. We believe that a culture of inclusion forms the basis of a truly sustainable business and is vital to shaping a strong and fresh-thinking organisation, with a number of employer networks and benefits to suit your lifestyle.

We're proud to be the UK's largest producer of low-carbon electricity. We believe that, together, we can create a cleaner, low-carbon future.

Through innovation, dedication, and a firm commitment to electric and renewable energy – we believe we can change everyone’s future for the better.

Join us. Generation Electric. Everyone’s welcome.
Apply on company site

Email me jobs relevant to my job search

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