Job role: Assistant Director – Employee Experience, Human Resources
Finding out about the opportunity for flexible working or agile working
Verity joined the University as HR Manager (Employment Solicitor), working 0.7 FTE, with a formal flexible working arrangement in place. When the opportunity for the promoted position of the Assistant Director role arose, it was advertised as full-time, but with the “Happy to Talk Flexible Working” logo, so Verity was able to have a supportive conversation with her line manager and agree flexible working.
Reason for making the request
Verity referred to research which demonstrates that a child’s relationship with their primary caregiver is more important than social interaction under the age of 2. As such, Verity was keen to spend more time with her children. Her husband also wanted to spend more time with their children so he also works part-time as they’re only young once.
Hours of work
Verity now works 0.8 FTE, again with a formally agreed flexible working arrangement. Her hours of work are all day Tuesday, Wednesday, and Thursday (office hours), Monday mornings (office hours) and then she has a half day flex (which can be worked at any time outwith office hours).
Benefits of flexible working to Verity
Continuing to work flexibly allows Verity to balance her work with family responsibilities and spend more time with her children. Verity emphasises the University’s socially progressive values and that the University acknowledges we have a family life outside work. As such, our family life can also be prioritised, as we did during COVID in a way which enhances staff experience through greater satisfaction and productivity.
I think it makes your employer feel approachable and it’s nice to feel that you’re trusted as well – that I work 'flex' and I’ll get the work done and there’s give and take with that as well… Just think about if it can work for you and what you can do to make it work.
Benefits of flexible working to the University
Verity believes that flexible working can make employees feel happier and more recognised which can result in more productivity as you are working for an organisation that you know cares about you and trusts you to do your work in the way that works for you and the organisation.
Advice to staff who may be considering flexible or agile working
Verity recommends thinking about what staff would like to work and then speaking to their manager about it, whilst being open to things that a manager might suggest. In Verity’s case, it was her line manager who suggested the half day flex as this option had not occurred to her, and this option has worked out to be better than what Verity initially had proposed. If staff are considering a formal reduction in hours, Verity recommends sitting down and working out their finances just to make sure that it is affordable and that it works for them. Verity also refers to the Agile Working Toolkit as fluid way to change their working pattern in agreement with their manager, which can be adapted to suit changing needs.
Final thoughts
Verity believes it is great to work for an organisation where you can progress and advance your career but where you don't have to work full-time to achieve this.
