PORTFOLIO HR

Responsibility

• review and manage HR policies, processes and procedures ensuring that they are aligned with the business, employment legislation and relevant
• ensure that policies are distributed and readily accessible to relevant parties
• managing and facilitating transformation in terms of working practices and management style across business areas
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• acting as a bridge between management and employees by addressing performance management issues and employee demands
• manage and facilitate transformation in terms of working practices and management style across business areas
• provide first line support to employees, helping to resolve queries, requests, grievances and support with personal difficulties
• managing the entire recruiting process for the office
• defining, updating and governing all employee-lifecycle processes and related documentation
• manage, develop and grow the HR team and manage the HR departmental budget
• interpreting and advising on relevant current employment legislation and advise on risk and mitigation regarding employment law
• acting as a representative of the company in front of labour relations bodies like union members
• counselling employees on HR topics and preparing action plans to achieve targets
• interpret and advise on relevant current employment legislation and advise on risk and mitigation regarding employment law
• ensure managers are undertaking effective regular probationary reviews with new team members
• managing the HR-reporting requirements as well as local workforce data, using the HRIS
• preparing and monitoring execution of pay and staffing plans to ensure the proper organizational setup and sufficient level of resources to enable efficient function of the company
• work with stakeholders to develop a set of company values and play a leading role within senior leadership team helping to develop and promote the company's vision, strategy and values
• work closely with key customers in a partnership capacity; coach and assist line managers to understand and effectively implement HR policies, procedures, and best practices
• attending and contributing to team meetings both with key customers and within HR; lead and participate in project and working groups on initiatives across both HR and the Service Delivery division
• utilising employee data and trend analysis to educate and work in partnership with line managers on people issues, e.g. absence management, reducing churn
• establishing effective relationships with employees
• manage the employee lifecycle end to end including recruitment, onboarding, performance reviews, development, exits, with a focus on providing the best possible employee experience
• assess the learning needs of team members within the business and source, create or provide training and development plans for them
• attend and contribute to team meetings both with key customers and within HR; lead and participate in project and working groups on initiatives across both HR and the Service Delivery division
• providing HR support to management in high level disciplinary, grievance and appeal meetings as well as in case of absence; providing performance management expertise and assistance to ensure a high-quality workforce who enhance brand reputation
• utilise employee data and trend analysis to educate and work in partnership with line managers on people issues, e.g., absence management, reducing churn
• support manager development through sourcing and undertaking training to improve leadership skills, output, performance and team's abilities to achieve KPIs
• develop a talent acquisition strategy which positions the company as an sources the best candidates for vacant roles and enables the company to fill them to efficiently
• provide HR support to management in high level disciplinary, grievance and appeal meetings as well as in case of absence; provide performance management expertise and assistance to ensure a high-quality workforce who enhance brand reputation
• managing and updating our payroll processes, ensuring all casual pay data is entered, relevant changes are captured and amended where required
• facilitate the staffing needs of all departments to staff events with a high quality level of casual-workers in a cost efficient way
• working out action plans related to skills matrix, pay for performance and compensation ranges, succession planning as well as relevant HR processes
• manage exits and dismissals in professionally with exit interviews and providing a level of care and support afterwards
• manage and utilise a job evaluation system to evaluate and level jobs within the organisation and recommend improvements
• create, implement and manage an in-depth onboarding programme for new starters to increase retention and success at the company as well as adapting to cultural values
• support managers with their team structures, relationships and performance management

Requirements

• 10 years' experience in HR/Compensation & Benefits
• strong background in HR Shared Services and administration excellence
• proven experience in creating and successfully implementing a HR strategy
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• experience implementing and managing HRIS systems
• proven experience in managing projects end-to-end
• excellent communication skills
• good analytical skills
• process expert with tangible examples of process improvements leading to service and cost improvements for the business
• highly organised and good time management
• working knowledge of at least one point factor evaluation system
• effective problem solver and decision-maker
• effective leader with good delegation skills
• self-starter / self-management skills, and excellent emphatic communication skills across all levels in the
• excellent knowledge of employment law
• advanced level excel
• knowledge of HR trends and upcoming legislation
• strong technical and data analytical skills to be able to translate data and trends into key insights and recommendations; ability to analyse and interpret data, with a strong financial/commercial focus, but maintain the "big picture" view
• the ability to work to rigid time constraints and under pressure
• practical working knowledge and effective use of Microsoft programmes

Earnings for position hr manager

Responsibility

• providing advice and guidance to team managers to support processes such as recruitment and talent management
• providing guidance and advice to team managers to support their teams to successfully deliver the organisations objectives
• assisting in the development and implementation of HR policies and procedures in compliance with legal requirements and best practices
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• dealing with High Volume ER casework in a variety of different cases
• working closely with the Recruitment, HR Systems, Reward and Payroll teams to provide a holistic approach to delivering solutions
• advising management and employees on HR-related matters, such as employee relations, performance management, and disciplinary actions
• developing, integrating, and implementing HR policy and practice through training managers and employees
• advising on employee onboarding and offboarding processes, ensuring smooth transitions and compliance with company policies
• leading on projects to improve effectiveness of the HR function and its policies and procedures
• advising in the development and delivery of training programs to enhance employee skills and knowledge
• keeping up to date with relevant employment law and best practice developments
• advising on investigations into employee relations cases including grievances and disciplinary issues, following appropriate procedures
• provide advice and guidance to support managers with the effective management of employee relations issues such as performance management, absence management and capability issues with a view to identifying problems, recommending solutions and minimising risk
• providing guidance and advice to support team managers with employee relations issues like performance management, absence management, and capability issues in order to identify problems, recommend solutions and minimise risk
• keeping up-to-date with changes in employment legislation
• provide advice and guidance to managers to support the workforce planning processes such as recruitment and talent management to successfully deliver the organisation's objectives
• collaborate and work closely where appropriate with other teams such as Recruitment, HR Systems, Reward and payroll to provide a holistic approach to delivering solutions to the organisation
• ensure personal knowledge and awareness of relevant legislation and other best practice developments relevant to the HR function are kept up to date
• working Hours: This is a part-time position, which requires the suitable candidate to work 3 days per week
• cover for the HR Business Partner when needed and undertake any other duties as required for the effective running of the HR function
• deputise for the HR Business Partner in their absence and undertake any other duties as required for the effective running of the HR function

Requirements

• experience working in a similar advisory HR role providing advice and guidance to managers
• excellent knowledge of UK employment law
• CIPD qualified
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• strong communication skills

Earnings for position hr advisor

Responsibility

• supporting People's processes
• contribute to the implementation of new modules/systems across all Group businesses
• building comprehensive reports and dashboards; developing and modifying reports, analytics, metrics and dashboards for management and users
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• participate in the review, testing and implementation of upgrades/enhancements
• managing weekly and monthly business reporting requirement as per scheduled timetable
• participate in various projects with responsibility for developing and maintaining the system data structures/workflows/security/access etc. ensuring they meet business requirements
• supporting business in ad-hoc reporting requirements, proposing value added solutions
• work on ad hoc projects as directed by the Group HR Systems Manager
• providing key scheduled employee KPI reports to the business
• analysing, reconciling, and modelling the data
• ensure the required processes & procedures meet GDPR, company policy and/or legal requirements
• providing system's end user support; managing, investigating, and resolving issues
• provide support for troubleshooting issues, resolving all queries and quickly escalating any technical issues to our providers that need further investigation
• being the first point of contact for any new configuration requests
• serving as a People System functional lead and acting as the Subject Matter Expert
• ensuring security, end-user access, and data integrity across all platforms
• assuring compliance to required People System standards and maintaining security for the systems' access
• conduct training to end users, including developing user procedures, guidelines and documentation
• conducting regular audits to ensure data integrity within the system, developing and implementing corrections, as necessary
• support the improvement of procedures and processes to ensure that the best service delivery is given to our stakeholders and the wider business
• contribute to delivery of BAU change in line with system specialism, acting as a subject matter expert
• assisting with key functional projects where required
• drive continuous improvement across own team and the wider functions
• ensuring correct retention of the data under GDPR
• responsible for system administration tasks, including data uploads, data cleansing, data integrity and workflow design and administrative support to the HR, L&D and Payroll functions
• to provide support and coordinate all Group governance reporting for people related data
• to support the development of HRIS reporting tools and researching/implementing new technologies to support future business requirements

Requirements

• experience of working with HR/People systems and Data Management
• experience of working with HR systems and Data Management
• experience of supporting critical business systems / users
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• well organised with the ability to plan workload to achieve deadlines
• demonstrate strong aptitude for complex problem solving and make systematic comparison between alternatives
• analytical and forward thinking to anticipate future problems/risks and develop mitigation plans

Earnings for position systems analyst

Responsibility

• implementing the People Strategy across the business area and feeding back into the organisation's People Leadership
• translate the aims of the business plan into appropriate people plans and strategies for functional area
• supporting Leaders in the business with Employee Relations cases and queries
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• providing guidance and support on any people practices that may be required
• support the process of annual reviews and PDP completions to ensure clear goals and objectives are provided to leaders
• provide, interpret or develop appropriate management information and performance indicators to allow service management to monitor their people management performance
• work closely with the Learning and Development team, Resourcing team and Operations to ensure succession is actively discussed in each branch
• actively use our People systems to analyse data around turnover, absence, and labour to proactively act within the business area
• contribute to the development of plans for specific operational units and lead appropriate change initiatives to deliver them
• support action planning following the team survey annually and ensure all plans are implemented throughout the business area
• lead appropriate people and wider business projects, monitoring progress and keeping stakeholders informed of progress
• ensure that these functional areas work towards the delivery of the corporate People Strategy and that they observe people policies and procedures
• develop the capacity within Service management to manage organisational change, employee relations and organisational development to create the talented and engaged workforce we seek
• be a custodian of People Process and People Policies throughout their business area
• support our Inclusion and Diversity strategy and implement throughout the business area
• participate in and, as required, lead corporate people initiatives and as required take a lead role, managing a specific area of activity for People Services
• you will be actively participating and leading on projects within the People team and wider departments where a People perspective is required
• become an integral part of the management team for the functional area assigned, and become sought for not only people expertise, but also more general business knowledge
• supported by the Resourcing Partner, ensure each team develops the best talent and has the right structure for the future business needs
• all members of the small People Services team must, on occasion, be prepared to support or cover for other members of the team to ensure the delivery of the priorities set out in the People Strategy

Requirements

• experience of working within hospitality/retail
• CIPD Level 5 qualified
• strong Employment Law knowledge

Earnings for position hr business partner

Responsibility

• supporting the transformation to a centric service solution
• to shape, champion and drive the process of identifying opportunities for growth and continuous improvement
• introduce efficiencies and automation with a focus on digital by default culture, alongside service improvements and cost reductions
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• responsible for KPI reporting distribution across the services managed
• leadership and development of direct reports
• ensuring that operational risks are identified, and controlled across the service
• responsible for the effective and efficient delivery of the HR & Payroll service for multiple clients, ensuring the provision of excellent service delivery
• support / Deputise for the Service Delivery Manager at meetings with our clients
• ensure handling of personnel data is compliant with GDPR
• implement and communicate operational strategies and solutions in line with the business plan
• identification of key activities and priorities across the service
• set and manage performance targets
• ensure resources are trained, and managed to ensure KPI's are met
• ensure the quality of team members output meets with external SLA's

Requirements

• educated to degree level or an equivalent level of experience
• professional qualification or an equivalent level of experience - CIPD / CIPP
• excellent oral and written communication skills
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• sound problem solving and decision-making skills
• proven history of implementing process improvement and change management
• sound commercial awareness with strong customer focus
• management experience within a HR and Payroll department to include technical knowledge
• experience\understanding in meeting service line targets
• an in-depth service delivery background
• excellent management, coaching and mentoring skills
• good planning and resource management skills

Earnings for position operations manager