HR Adviser – FTC 18 Months
Purpose of the Post
1.1 To work in partnership with Managers in identifying appropriate HR solutions to their business related issues, as well as to assist both them and staff in the provision of advice and guidance on a wide range of generalist HR related matters, as well as the recruitment and selection of staff.
2. Knowledge & Abilities
2.1 To provide advice, guidance and solutions to Managers and staff on matters relating to staff performance, attendance, sickness absence, relationships between managers and employees, non-complex restructurings, redundancies, remuneration, terms and conditions of employment, and policy related matters.
2.2 To coach and support Managers in disciplinary and grievance related issues, encouraging an early and effective resolution of such matters wherever possible, with appropriate pragmatic solutions.
2.3 To ensure that all advice and guidance provided complies with current employment legislation, best practice and Group policies.
2.4 To be responsible for all matters relating to the recruitment, selection and appointment of permanent and interim staff, including advertising and remuneration levels.
2.5 To coach and support Managers in applying best practice selection methodologies, including choosing and applying appropriate selection and psychometric tools, short listing, and providing feedback.
2.6 To implement solutions to resourcing related matters, ranging from the redeployment of staff, contractual options, flexible roles, and working practices.
2.7 To ensure that all advice and guidance provided complies with current employment legislation, best practice and Group policies, as well as to produce legally compliant contracts and offer letters for new appointments, in addition to ensuring that pre employment checks (including references, Occupational Health, Disclosure and Barring Service, and Independent Safeguarding Authority) checks comply with Group and legal requirements.
2.8 To be a Designated Signatory for the Disclosure and Barring Service, and ensure that all appropriate documents are accurately provided and completed.
2.9 To source and place internal and external adverts where appropriate (including press, Intranet, Internet, Job Centre, external websites).
2.9 To review, consult with Executive Team and Managers, and amend and develop HR policies as directed by the Director of HR or the Senior HR Adviser.
2.10 To review existing terms and conditions of employment relating to specific issues, and to recommend appropriate changes in conjunction with the Director of HR or the Senior HR Adviser.
2.11 To write reports on proposed changes and present to Joint Consultative Committee (JCC), to communicate these to appropriate stakeholders, and to maintain the appropriate documentation on the Group’s Intranet and other sources.
3. Managing Others
3.1 The postholder is expected to work closely with other members of staff, but will not be responsible for their management or supervision.
4. Working with Others
4.1 To provide advice, guidance and solutions to Managers and staff on employee relations and recruitment related matters, as detailed above.
4.2 To coach and support Managers in disciplinary, grievance, and recruitment related issues, encouraging an early and effective resolution of such matters wherever possible, with appropriate pragmatic solutions.
4.3 To facilitate and to provide advice and guidance to managers and staff on conflict resolution
4.4 To liaise with, seek advice from, and discuss a range of options to particular employment related matters with appropriate external stakeholders, including the Group’s employment law advisers, Occupational Health advisers, Health & Safety Consultants, and recruitment agencies, discussing and agreeing appropriate solutions.
4.5 To be responsible for informing the Payroll Section of any changes relating to staff terms and conditions of employment, and jointly to identify appropriate solutions to HR Payroll matters.
4.6 To consult with staff on proposed changes to existing terms and conditions of employment.
4.7 To liaise and negotiate with suppliers to ensure appropriate quality of service is provided and value for money obtained
4.8 To represent the Group in external, internal networking/working groups, as well as recruitment marketing initiatives as directed by the Director of HR.
5. Problem Solving / Decision Making / Innovation
5.1 To research, identify and recommend appropriate solutions to a wide range of technical and operational HR matters
5.2 To research and report on Human Resources issues as directed by the Senior HR Adviser or the Director of HR.
6. Use of Technology
6.1 To maintain an up to date and accurate central database of staff related information using the Group’s specialist computerised HR Software (i-Trent).
6.2 Ability to use the Group’s IS systems, such as fax, email, MS Office, invoicing, HR, and performance management systems.
7. Budgets & Cash Handling
7.1 To be responsible for the placing and /or authorisation of appropriate HR orders, (up to values determined within Group procedures) ensuring these are correctly coded for budgeting purposes.
8. Unsocial Conditions / Special Circumstances
8.1 A flexible approach to the role is required which may include occasional evening and weekend working.
8.2 To keep up-to-date with developments in the relevant fields of work through attendance on courses, seminars and conferences, as appropriate.
9. Group Core Responsibilities
9.1 To provide and actively promote excellent Customer Service for both internal and external service users and stakeholders, ensuring the customer experience is a positive one.
9.2 To be responsible for the application of Health & Safety practices within daily working practices sharing a common responsibility for Health & Safety across the Group.
9.3 To comply with the Group’s Risk Management Strategy, identifying and mitigating against risk.
9.4 To be responsible for the application of Equality and Diversity practices in accordance with Group policy and procedures within daily operations.
9.5 To comply with Standing Orders, Group Policy and Procedures and to make know to Line Managers any areas which are not adequately covered.
9.6 To perform any other reasonable task as determined by the Manager, Director, Deputy Group Chief Executive, Group Chief Executive or Board of Management