2 days left
- Full Time
This is a great generalist HR role to report in to the Head of HR in the organisation. You will work in a small team of HR. There is a fantastic opportunity for progression as the school has plans to double in size over the next 5 years.
- First point of contact for managers and employees for HR policies and/or complex queries
- Supports managers with all operational People issues giving clear and concise advice, escalating complex issues to the Head of HR
- Works with managers to coach, advise and support with the process of performance improvement plans, disciplinary investigations/hearings, grievances and redundancies
Systems, Policies and Procedures:
- Proactively reviews, evaluates and updates HR policies and procedures to ensure they remain up to date and meet evolving legal/regulatory requirements and the commercial needs of the business
- Identify new ways of using HRIS to support our HR objectives, engage employees, provide communication on key HR policies and information and ensure a great employee HR experience
- Works closely with the People Systems Analyst to analyse and determine key trends within the business, including headcount analysis, sickness/absence, staff turnover/retention and ad-hoc reporting
- Supporting the Recruitment Officer in busy periods with end to end recruitment process
- Works with the People management team on projects to implement HR strategy and improve effectiveness of People services (e.g. implementation of new systems, tools, policies/processes etc.).
- Previous experience working at HR Advisor / Officer level in a generalist role;
- Experience of supporting managers in all areas of People matters including employment offers, Â People policies, performance improvement, disciplinary & grievance, absence & sickness, variation of terms, termination of employment and recruitment, etc.;
- Experienced in supporting and advising employees on the full spectrum of ER issues;
- Sound working knowledge and understanding of UK employment legislation;
- The ability to explain complex employment issues and legislation in non-HR speak;
- Able to organise and prioritise multiple work streams within a fast paced and evolving environment;
- Demonstrates a calm and professional approach to sensitive and/or contentious people issues
You will ideally be CIPD at least Level 5 qualified and degree educated, though this is not essential. Ideally you will have experience in an Educational Institure or a similar background.
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