HUMAN RESOURCES

Responsibility

• support Induction process, probationary reviews, and performance reviews processes
• collaboration with the HR team members providing strong administrative support
• responsible for the full employee life cycle
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• processing of all paperwork associated with recruitment, employment changes and variations to contracts
• be the first point of contact for all HR-related queries
• being the first point of contact for HR queries
• manage the recruitment lifecycle
• monitoring absence
• efficiently arranging interviews with candidates and interviewer/s, producing any required documents or paperwork
• absence Management including producing and distributing reports to analyse weekly and monthly absence data and information
• supporting the HR team with all administrative duties
• processes and manages all HR administrative activities as required, including updating, monitoring and continuously improving the HRIS, reporting any concerns
• organising meetings and taking minutes
• effective use of Tikit for filing documentation, time
• provide HR support and guidance to employees at all stages of the employment lifecycle
• manage the internal HR system maintaining accurate record management
• support with recruitment and the full onboarding process
• takes responsibility for sourcing, inducting and handling temporary agency staff, including liaising with agencies and organising & completing assessments
• conduct absence and return to work meetings
• arranging internal meetings and documents/paperwork
• to ensure all new starter paperwork is completed and relevant information provided to Payroll and benefits providers for processing
• record all absences to relevant HR systems, and ensure correct documentation is completed
• assist with the HR inbox, escalating queries as appropriate
• recording and billing
• manage and maintain all HR systems
• communicate with senior stakeholders and provide first line advice
• employee Relations duties supporting low level disciplinary and grievance matters
• support with internal queries to the HR team in a timely manner
• provide proactive, comprehensive and professional responses to day-to-day HR queries predominantly by email adhering to policies and procedures
• conducts recruitment process for employees and supports the team in arranging all interviews
• support and advise line managers
• assisting with UK Right To Work checks, scanning and filing relevant documentation
• to provide line manager with new starter details to ensure a smooth onboarding process for the new employee
• assisting department managers with the hiring process
• provision of confidential, accurate and efficient support
• act as the first point of contact for HR advice
• assist with the on-boarding process, internal benefits and L&D
• support with performance management, employee benefits and training programmes
• seeking solutions within the wider People Team as appropriate, with reference to employment legislation and employment contracts
• accurately maintains employee records on the HRIS
• assist with low level ER casework - short term sickness absence, probationary periods - making recommendations and providing advice and support
• to support the introduction and development of new or up dated systems
• track and monitor training activities
• setting up recruitment and training events.Updating HR documents and creating newsletters
• work closely with Payroll to identify and resolve any pay issues
• responding to client emails and providing required documents
• participate in HR projects including establishing new HR process
• attend Disciplinary meetings when required
• provide timely support and services to managers and employees that are clear, concise and fit for purpose
• coordinate regular communications across the company
• work collaboratively with Payroll to ensure all pay queries are resolved effectively in time for relevant payroll deadlines
• be a point of contact for administration, and HR related queries for all employees
• liaising and assisting stakeholders at all levels in the company

Requirements

• administrator
• HR Generalist
• HR Administrator
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• HR Assistant
• CIPD Level 3 qualification or currently studying towards CIPD Level 3
• HR Coordinator
• experience in a similar HR administrative role, preferably within the hospitality industry
• at least 1 year experience within HR
• minimum of 12 months experience working in a fast past HR environment
• strong knowledge of HR policies and procedures
• minimum of 1 years experience working as a HR Administrator
• CIPD Member
• be professional and organised in their approach
• employee and/or customer engagement
• excellent communication and interpersonal skills
• have an understanding of employment law
• prior experience in a HR or Recruitment Administration role using a HRIS
• experience of working in a HR Administration role
• have an understanding of Legal Compliance
• experience working within a busy office environment, maintaining systems and processes
• an enthusiasm for HR, with strong team working and customer service skills
• experience of working in a fast-paced HR function
• strong organizational skills and attention to detail
• has HR knowledge with a minimum of 1 year of working experience in HR environment
• have a desire to pursue a career in HR
• experience working in a generalist HR environment
• ability to work well under pressure and meet tight deadlines
• organised and able to prioritise
• proven ability to prioritise and plan effectively
• strong administration experience
• knowledge of basic HR principles and employment law
• CIPD qualified
• able to demonstrate HR Administrative Excellence
• experience of working in an HR Administration role
• CIPD Level 3 Qualified
• HR systems knowledge
• driven and wants to progress into a HR Advisor role
• knowledge of, or an interest in employment and
• proactive and able to work independently

Earnings for position hr administrator

Current offers for the position:

Responsibility

• support Induction process, probationary reviews, and performance reviews processes
• responsible for the full employee life cycle
• monitoring absence
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• support the management team to ensure the best HR solutions are delivered
• support the management tea to ensure the best HR solutions are delivered
• support on project work
• oversee and provide a proactive and comprehensive generalist HR&OD service to nominated business areas
• EDI action plan implementation, Gender, and ethnic pay gap reporting, promulgating good practice, advice, and guidance
• lead a small retail HR team
• influence, coach and guide through a variety of employment law and employee relations
• to identify regional trends/issues and to highlight to the Director of People and Organisation Development and the People Business Partner Manager
• conduct absence and return to work meetings
• develop and implement strategies for sourcing, attracting and retaining a talented and skilled workforce
• manage and mitigate between the business and the people team
• review, develop and implement new and existing policies, processes, and procedures
• to understand and anticipate the need for change, diagnose the underlying issues and build the case for change with managers
• support the business with planned people related matters including internal upskilling and competency sessions
• support the business with planned people related matters
• support and advise line managers
• works in conjunction with the Occupational Health team to manage the wellbeing of all employees
• provide regular HR guidance to Supervisors, Team Leaders and Managers and resolve complex employee relations issues and address grievances
• provide pragmatic advice and manage a small but complex ER caseload
• design, develop and implement HR&OD solutions in line with the overall HR strategy
• learning and Development, including Leadership and Management Development Framework - design, procurement and delivering on development initiatives
• coach and train on HR policies and procedures for compliance across the business
• to coach and build the capability of managers to anticipate and pre-empt people/organisational issues, challenging/influencing them where appropriate
• assist with low level ER casework - short term sickness absence, probationary periods - making recommendations and providing advice and support
• lead and execute programs that builds and sustains a culture of positive employee relations, employee engagement and sense of belonging
• manage change initiatives with whilst minimising risks to the business
• provide expert advice and assistance with the design, planning, implementation, and evaluation of organisational change
• performance Management Framework, including, induction, probation, Performance reviews and feedback mechanisms
• develop and implement HR policies
• participate in relevant projects; leading and championing as appropriate
• research and identify strategic opportunities that position the Group’s compensation programs and practices as a competitive advantage
• support Recruitment with Site Managers and ensuring all right to work documentation is obtained and kept up to date
• ensure the organisations remains up to date with employment legislation and best practice
• be a point of contact for administration, and HR related queries for all employees
• analyse and report on key HR metrics to determine key trends in the organisation and prepare reports to senior management
• create recommendations for innovation and change
• line manage a HR Advisor, including all performance and development related initiatives
• educate, coach, and partner with managers on performance management and employee development goals
• to provide effective professional human resources advice, influence, information and support to Managers throughout the organisation
• with support from legal team, issues tennency agreements for staff accommodation and processes rent deductions
• provide compensation guidance, education and support for senior leaders and hiring managers
• support with any HR Projects as required
• advise and coach line managers on ER issues, ensuring adherence to company policy and code of practice. Manages complex ER cases through to resolution and maintains ER templates to ensure legal compliance
• manage core compensation programs such as the annual wage and salary reviews and the annual bonus process
• participate in the continual development of HR programs, such as recruiting retention, compensation, benefits, and Learning & Development
• oversees the issue of job offers/terms and conditions of employment for permanent salaried and permanent variable employees by the HR Co-ordinator
• to effectively partner with operational and support service teams to proactively identify solutions and initiatives in relation to people issues and activities that will deliver improved performance and business objectives

Requirements

• CIPD qualified
• successful experience as an HR leader in a FMCG organisation with multiple outlets
• demonstrated experience in the various HR functional areas, especially organisation development, change management, and employee relations
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• A deep knowledge of HR programs and practices, including applicable employment laws and regulations
• CIPD Level 7 qualification or equivalent experience
• have substantial experience advising and mentoring leadership on all aspects of the employee life cycle
• candidates should have a strong generalist HR background, ideally with strong Employee Relations skills
• experience in a challenging and progressive HR generalist or business partner position ideally with knowledge of manufacturing operations and environment
• experience of developing HR policy would be an advantage
• CIPD Qualified
• strong knowledge of UK employment law
• luckily, I am working with a fantastic business who are looking to hire a Junior HR Business Partner
• have a comprehensive understanding of employment law
• experience working with unions would also be an advantage
• ability to travel locally on rare occasion
• to cover a period of Maternity Leave and assist in an advisory role
• have a comprehensive understanding of recruitment trends

Benefits

• company car

Earnings for position hr business partner

Current offers for the position:

Responsibility

• handling Low Level employee relations issues
• handling employee relations issues
• act as the first point of contact for HR queries
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• provide advice and guidance to managers on all aspects of workforce management
• support the HR Manager to deliver people-related processes, vision and strategy of the company
• provide generalist advice under guidance from the HR Manager
• provide HR advice and support to employees and managers
• to work alongside the Senior People BP Team in supporting the strategic and operational People guidance Service
• employee relations - discipline, grievance, performance management, absence management, restructures and employment termination
• advising on employment law
• provide advice and support on HR policies and procedures
• act as the first point of contact for any HR related queries
• provide accurate and timely advice to employees and managers on a wide range of HR policies, procedures, and employment-related matters
• foster a positive employee relations and organisational culture, ensuring any necessary outcomes are taken to meet the needs of the business
• oversee the employee lifecycle, including recruitment, onboarding, and performance management
• support HR Manager with the implementation of HR policies and procedures
• to contribute to the provision of effective day to day People service delivery
• pragmatic application of employment legislation to avoid possible litigation to the Firm
• helping to implement HR policies and procedures
• work collaboratively with the HRBP
• manage all peer relationships
• coordinate and support recruitment and onboard new starters in the company
• absence Management including producing and distributing reports to analyse weekly and monthly absence data and information
• provide support for payroll requirements
• day to day facilitation of the Training
• provide support to the management team in all aspects of day to day employee relations
• maintain HR policies, ensuring compliance with employment laws and regulations
• act as the first point of contact for employee relations issues, conducting investigations, handling grievances, and providing guidance on disciplinary actions
• advise, coach, guide, and influence people managers around all aspects of the employee life cycle
• support the implementation and delivery of key People/OD projects
• local facilitation of salary review processes; application and interpretation of benefits, firm policies and contractual terms and conditions
• ensure the Contract and Approvals Tracker is accurate and maintained at all times with details of all joiners, leavers, payroll changes
• recruitment
• advise, guide, and manage a variety of employee relations matters, working with managers at various levels
• providing general HR support as needed
• get involved in TUPE activities
• leading on various disciplinaries and grievances
• support the recruitment and onboarding process, including drafting job descriptions, screening candidates, and coordinating interviews
• collaborate and manage recruitment agencies
• record all absences to relevant HR systems, and ensure correct documentation is completed
• keep the HR Manager informed of progress with own employee relations cases and support them with more complex employee relations cases
• support the HR Business Partner in delivering a range of HR initiatives, including employee engagement, talent management, and learning and development
• prepare and run payroll reports
• develop and deliver training programs to enhance employee skills and knowledge
• ensuring accurate and timely completion of any employee relations cases that come through, escalating where necessary
• take the lead on employee relations casework including sickness, grievance, disciplinary, capability and performance cases as required
• training
• support internal Business Partners with key strategic projects
• to contribute as a member of the People team to the development and delivery of People support
• actively promote and implement new initiatives and changes either within the firm or the wider arena of HR
• employee Relations duties supporting low level disciplinary and grievance matters
• manage all starters and leavers
• supporting with Payroll
• coordinate recruitment and onboarding
• advise managers on organisational change
• assist with performance management initiatives, including conducting performance reviews and facilitating the implementation of performance improvement plans
• carry out all aspects of HR administration
• assist with performance management and reviews
• ensure that all HR records are accurate and up-to-date, including employee files, absence records, and performance management records
• accurate and timely input of information into the payroll system
• contribute to the development and implementation of HR initiatives
• interpret exit interview analysis to identify areas for improvement and recommendations
• support with the review and development of HR policies, processes and procedures as required
• supporting with disciplinary and grievance cases, investigations and appeals
• support internal Business Partners with organisational development activity
• support HRBP with change processes
• conduct exit interviews, review data and suggest improvements
• manage employee data and HR systems, ensuring accurate and up-to-date records are maintained
• knowledge of payroll and ability to communicate and liaise with the finance department

Requirements

• HR Advisor
• HR Generalist
• HR Officer
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• minimum of one year's experience in an HR Advisor role or similar position is essential
• must Have a Level 3 CIPD qualification
• ideally you will be CIPD qualified
• have experience supporting with Payroll
• experience working as a HR Advisor
• experience as a HR Advisor or equivalent
• level 3 or above CIPD
• CIPD level 5 qualified
• previous experience of working as a generalist HR Advisor in a busy ever-changing environment
• experience in a similar HR role, providing HR advice and guidance
• will have worked in an L&D department coordinating or managing the function
• have an understanding of employment Law
• CIPD Level 5
• strong generalist ER experience
• previous experience working in a HR setting
• ability to build quick relationships with stakeholders at all levels
• CIPD Level 5 qualified or relevant experience
• exposure to other aspects of HR processes and administration
• CIPD Level 5 or above is essential

Benefits

• mutual

Earnings for position hr advisor

Current offers for the position:

Responsibility

• act as the first point of contact for HR queries
• manage the recruitment process for academic and non-academic staff
• accurate and timely input of information into the payroll system
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• work as part of the designated team for the Project
• provide advice and support on HR policies and procedures
• coordinate staff onboarding and offboarding processes
• ensure that all employee records on the database are accurate and updated when required
• prepare and run payroll reports
• play a key role in driving the business HR Strategy across the group
• play a key role in driving the HR Strategy across the group
• implementing HR processes and procedures
• absence Management including producing and distributing reports to analyse weekly and monthly absence data and information
• engage stakeholders for your given area to ensure oversight of the Programme and developments
• work collaboratively with the HRBP
• maintain employee records and ensure compliance with HR policies and procedures
• provide generalist advice under guidance from the HR Manager
• create and update employee HR Compliance files
• advising line managers on a variety of HR matters
• to respond quickly and accurately to routine and non-routine recruitment related queries
• conduct investigation/ disciplinary & grievance meetings & all associated case work
• manage all recruitment administration including placing adverts, arranging interviews, taking references and responding to candidates
• be the lead on General Recruitment within the organisation
• record all absences to relevant HR systems, and ensure correct documentation is completed
• work across the Programme Team to ensure joined up thinking and collaboration across functions and departments
• get involved in TUPE activities
• support performance management processes and provide guidance and support to managers
• ensure that regular, consistent and timely information and instruction is prepared, authorised and provided to the payroll provider
• assisting with the full recruitment process
• advise and provide support to Managers, Supervisors & Employees
• overseeing the general H&S and contracts Managment
• employee Relations duties supporting low level disciplinary and grievance matters
• manage all offer documentation
• undertake administrative tasks in support of the identified work-stream as required
• coordinate recruitment and onboarding
• assist with HR-related training and development initiatives
• tracking and monitoring of staff absence and special leave requests
• supporting the HR Manager with a range of administrative HR tasks
• administrative support to the HR manager
• prepare letters and documents for employees & employee relation case work
• complete all pre-employment checks for all workers, notifying your line manger of any concerns and documenting appropriately
• supporting with Payroll
• provide timely support and services to managers and employees that are clear, concise and fit for purpose
• support HRBP with change processes
• respond to employee inquiries and provide guidance and support as needed
• ensure all staff leavers are processed on HR database
• ensuring employee records are up to date
• provide support to the management team in all aspects of day to day employee relations
• ensure all HR records are updated and maintained
• ensure all HR records are up-dated and maintained
• supporting the SMT with all employee training and development programmes
• maintain and build strong working relationships with managers and stakeholders to understand business requirements and how HR can support them
• manage and administer the on-boarding process, training, induction and probationary reviews
• prepare all HR correspondence
• ensure all staff are compliant before employment date commences
• support the management team recruitment activity
• create and provide HR data analysis and reporting
• arrange cover for staff ensuring all checks are completed as required
• understand all aspects of HR team and how they interact in order to understand how the system may change this way of working
• preparation of offer letters/contract variations

Requirements

• previous experience working in a HR role
• effective recruitment administration – leading on recruitment process from vacancy approval into on-boarding
• building and maintaining relationships with key stakeholders in a professional manner
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• experience as a HR Advisor or equivalent
• CIPD Level 3 or 5 or equivalent experience in HR or related field
• experience advising line managers on a variety of HR issues
• providing a responsive customer oriented service
• dealing with multiple priorities, tasks and stakeholders effectively
• strong generalist ER experience
• adhere to and promote the Organisations Equality and Diversity and Information Security policies
• minimum of CIPD Level 3 qualification
• excellent organisation skills and ability to prioritise workload
• CIPD Qualified or willingness to work towards CIPD Qualification
• ensure compliance with Health & Safety regulations and Data Protection Legislation
• working in a busy and professional office, within an HR environment
• working proactively and effectively without close supervision
• knowledge of using Xero
• CIPD qualified
• confident to provide HR Advice
• excellent communication and interpersonal skills
• excellent communication skills, both written and verbal
• degree in Human Resource Management or a related degree
• CIPD Qualified or working towards CIPD qualification
• experience of working with both an e-Recruitment and HR Database
• knowledge of basic HR principles and employment law
• excellent communication skills
• strong attention to detail and ability to manage multiple tasks and priorities
• must have a Full UK driving Licence
• full UK driving licence

Benefits

• laptop
• mutual

Earnings for position hr officer

Current offers for the position:

Responsibility

• lead on HR policy development
• assistance with recruitment of new staff, short listing candidates, interviews
• capability in creating a healthy work environment that fosters diversity, inclusion, and collaboration among employees
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• support managers in resourcing activities ensuring that the managers develop the skills and knowledge required to follow best practice processes
• review, develop and implement HR polices and documentation consistent with organisation requirements and existing legislation
• all new UK employees' contracts, welcome pack and referencing
• ability to monitor employee performance through a review process for the entire organisation
• provide a professional, efficient, confidential and proactive HR support service
• support change management programmes to ensure best practice is adhered to
• employees Relations
• lead on organisational development and delivery based on the organisations values to implement change, facilitate employee engagement including wellbeing
• responsible for managing the HR function and team
• ensure fair and timely recruitment to reduce vacant positions, including writing Job Descriptions, Person Specifications and compelling advertisements
• complete induction with new employees on their first day
• support current and future business needs through employee engagement, motivation, and recognition
• designing, implementing, and championing, new innovative HR policies that support the company’s strategic goals of growth and expansion
• guiding management on employee relations and performance management
• produce quality work that meets deadlines and is accurate and professionally presented
• work closely with the line managers to develop and implement their T&D plan focusing on raising capability
• recruitment and Talent Management
• develop and execute the overall HR strategy
• updating employment contracts when necessary
• salary £50 to £55K
• learning and DevelopmentTraining
• line management of a HR Coordinator
• support line managers with any and all recruitment, including interviews, onboarding, induction of successful candidates and any recruitment administration
• establish HR objectives & plans and communicate them effectively
• improving, implementing, and administering human resources policies and procedures
• provide ongoing support in initiatives focused at developing team leader, engineering and operator capability
• 20 days holiday with bank holidays
• oversee and support the recruitment and onboarding process
• assisting and supporting key HR programmes as required, such as organisational design, management development, and culture change
• using initiative and judgment, lead on Employee Relations issues
• implementing programs to improve the employee experience of the organisation as a workplace
• be a point of contact for HR related enquiries
• work with business partners and TU reps to ensure that consultation processes are fully adhered to and constructive relationships are maintained
• health Safety and Wellbeing
• leading and participating in interviews to ensure a fair and compliant process
• lead on employee relations casework as required, including investigations, disciplinaries, grievances, escalating any complex casework
• support the Head of HR and leadership team on EDI related projects and initiatives, providing advice and best-practice solutions
• implement HR standards and methodology
• maintain up to date knowledge of employment law
• completing reference requests for past employees
• pension plan and free onsite parking
• upskilling and training managers and staff at all levels in HR skills, to create a unique and specialised workforce
• deliver excellent customer service at every opportunity
• payroll and benefits
• handling all employee relations-related activities including grievance, disciplinary, performance management, managing absence, sickness
• deliver measurable change in EDI outcomes and enhance staff engagement and wellbeing
• assure the right HR organisation size is in place by developing the right vision for the organization
• handling complaints and disciplinary procedures for the company
• advise managers on policy and procedures
• developing a fresh onboarding programme to support the recruitment team, whilst improving staff retention
• work with the HR Assistant to develop and deliver ‘Management Essentials’ workshops and other internal training across the organisation
• create performance letters for employees when instructed
• knowledge of compensation strategy, performance management, employee relations, safety practices and talent acquisition — and the ability to apply this information so that it’s compliant with the relevant employment laws
• to support and deliver breadth of generalist issues for applicable sites e.g., Recruitment, performance management, disciplinary etc., to raise the calibre ensuring that best practice guidelines are adhered to
• the ideal candidate will be CIPD qualified and have experience of HR Management within Manufacturing / similar industry

Requirements

• CIPD qualified to Level 5 or above
• have at least 4 years management experience within a busy HR department ideally within education or a highly regulated organisation
• CIPD qualified
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• CIPD qualified level 5
• part or fully qualified Chartered Institute of Personnel and Development
• educated to NVQ LS or equivalent
• previous experience in an HR Advisor role
• A bachelor's degree in Human Resources Management OR CIPD in Human Resources
• proven experience working in generalist HR Environment
• preferably CIPD Level 5 and above
• generalist HR experience with up to date working knowledge of employment law and good HR practice
• ideally come from a legal background
• minimum 4 years’ experience in a HR role
• proven experience in recruitment, inductions, staff development, performance management, dismissals and sickness absence
• experience managing all aspects of HR and be able to multitask and prioritise at times under pressure
• qualified CIPD member
• payroll experience
• experience of handling difficult situation and conversations successfully
• stakeholder management
• minimum 2 year’s experience in a management role
• working knowledge of appraisal and reward schemes
• experience leading projects and implementing new processes
• BA Honours degree in Human Resources Management
• pensions experience
• experience operating H R databases
• resilience
• good working knowledge of employment legislation
• in-depth knowledge of employment law and HR best practice
• 3 years proven HR generalist experience on both strategic and operational level
• experience within the Finance industry
• strong generalist HR experience
• evidence of further professional development

Earnings for position hr manager

Current offers for the position: