Conjestion Charge to rise.
Discussion
Morningside said:
Is it Boris' fault that TFL are in the s
Hardly, I don't think Boris has any choice on this one .. ok, admitedly they could trim some TFL salaries .. but who was it that hired swathes of useless consultants (and their chums)?
Whoever is in charge is going to have to deal with the losses in revenue.
I'm wondering if this is the slow start to a journey towards inflation .. but without the pay rises.
Whoever is in charge is going to have to deal with the losses in revenue.
I'm wondering if this is the slow start to a journey towards inflation .. but without the pay rises.
Bing o said:
Morningside said:
Is it Boris' fault that TFL are in the s
Bing o said:
Morningside said:
Is it Boris' fault that TFL are in the s
Fittster said:
Bing o said:
Morningside said:
Is it Boris' fault that TFL are in the s
TFL Benefits
29 days annual leave plus 8 days stats
Self and nominee oystercard giving free travel on London Underground, buses, Docklands light railway, Trams
Private Medical insurance
Discounted Eurostar travel
TFL Pension fund – contributory, final salary scheme (5% employee, 15% employer contribution)
75% reimbursement of an annual season ticket loan for National Rail travel
not bad really
example job on offer - reads like a winners guide to w

Job Details
HR Policy Manager
Ref TFL8908
Region Central London
Business area HR
Purpose
£45,000 - £50,000
With over 3.5 million journeys made each weekday, and more than one billion journeys every year, this is a unique time for London Underground (LU). Investment in our upgrades and transformation programs is a priority in our journey to become world class. For this to succeed, we need to continue to embrace change to enable us to improve the service we deliver to our customers. This means we need to have policies and procedures that drive consistency in the way we do things and are focused on providing everyone with the right level of support and guidance.
We therefore have a new challenging opportunity for a highly skilled policy manager to help shape our policies, procedures and guidance to support us on our journey. To be successful in this role, you will be a team player who has well developed business relationship and project management skills. This will enable you, as part of the governance process, to review and update the existing suite of HR policies, procedures, guidelines and standards.
In addition, you will need to consider and identify new opportunities and linkages to the recently launched London Underground Manager’s Handbook, a one stop shop for providing guidance to our managers. As part of engaging key stakeholders, you will take the lead on enabling the facilitation of briefing sessions and workshops.
Key requirements for this role are:
A combination of strategic understanding of the business coupled with expertise in HR policy formulation and implementation in a matrix and unionised environment
Sound analytical skills and an ability to benchmark LU’s policies against other organisations, whilst adhering to employment legislation and considering the impact on terms of employment
Strong written and verbal communication skills
You will have excellent influencing and negotiating skills in order to work closely in partnership with Trade Unions, internal stakeholders and HR colleagues across LU and Transport for London - our Group Company to achieve successful policy development, implementation and evaluation. Associated with this exciting opportunity and high profile role is a reward package to match.
Key accountabilities
Working with appropriate stakeholders to develop, write and communicate HR policies and plans, in accordance with the Tube Managers’ Handbook, to support the delivery of LUL’s strategic business objectives and plans and which embed LUL’s value and behaviours.
Lead for LU to ensure the Tube Managers’ Handbook reflects current and new Policies and procedures, and managers have access to and are aware of all changes
Develop a sustainable and consistent process for developing, writing and reviewing all LU HR Policies
Support consultation led by ER over proposed Policies where ever necessary
Implement HR policies and plans with the senior HR management team and provide appropriate monitoring and audit.
Be the subject matter expert on HR policy and the application of employment law and diversity.
Assess changes in employment law and monitor employment practice trends to assess impact on LUL.
Plan and deliver agreed policies, change and update relevant processes, procedures and the LUL HR handbook as required.
Provide employment law and policy advisory capability and work to improve managers’ and employees’ understanding of LUL employment policy and standards.
Please click on the link below for a full job description
Skills, Knowledge, Experience
To apply for this role please attach an up-to-date CV along with a covering letter, demonstrating how you meet the criteria under skills, knowledge and experience and why you think you are suitable for the role.
Please note: Shortlisting is carried out on the basis of the information that you provide on your CV and covering letter. Please provide brief examples against the criteria, where possible.
Skills
Ability to lead others (desirable)
Experience of leading projects with the ability to lead project teams/working groups (essential
Strong influencing skills with the ability to influence change at senior levels, including successfully facilitating joint decision making (essential)
Demonstrable ability to communicate effectively and to reduce often complex HR policy to clear and easy to understand written process (essential)
Ability to develop understanding of the business supported by the business partner and to apply commercial and strategic awareness to problem solving (essential)
Knowledge
Degree qualified (desirable)
In depth understanding of HR policy, best practice, legislation and equality and diversity (essential)
Good understanding of the legal framework around HR Policies, Terms and Conditions and contractual / non contractual nature of these documents (essential)
Experience
CIPD or relevant professional experience (essential)
Relevant experience in the application of a wide range of HR policies and procedures is essential, ideally in a large, unionised environment (essential)
Previous experience delivering training / coaching to customers in applying HR policy would be an advantage (desirable)
Proven experience of delivering of services through third parties and operating successfully in a matrix environment (desirable)
Relevant business experience and of working with senior management on strategy & policy (desirable)

Honestly, if the exact same news report came out, but it was a Labour mayor's name in place of Boris, would you be saying the same "oh, he has no choice" crap? Can't you make your own opinion on whether something is right or wrong, or do you have to blindly follow whatever your leader is saying.
Shay HTFC said:

Honestly, if the exact same news report came out, but it was a Labour mayor's name in place of Boris, would you be saying the same "oh, he has no choice" crap? Can't you make your own opinion on whether something is right or wrong, or do you have to blindly follow whatever your leader is saying.
Tory does something stupid - defend
Laboury does something stupid - attack
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