HR & Recruitment Co-ordinator

HR & Recruitment Co-ordinator

Department                       Human Resources

Line Manager                    Director of Human Resources

Role

The HR Team at St Paul’s School is responsible for:

• Generalist HR advice, guidance and support to all staff across both the senior and junior schools, including advising on HR policies and procedures such as recruitment & selection, employee benefits, performance management, employee relations, training and development, absence management etc.
• All HR related policies and procedures relevant to the employee lifecycle, including the Safer Recruitment Policy.
• Management of the recruitment cycle of both Teaching and Support staff.
• Advising line managers on the appropriate safeguarding checks and procedures for all staff, volunteers, contractors etc.
• Completing pre-employment checks for new staff, volunteers, contractors etc in line with the School’s Safer Recruitment Policy.
• Organising mandatory Safeguarding/Child Protection training for relevant staff.
• Maintaining an accurate and compliant Single Central Register.
• Issuing HR documentation in relation to the employee lifecycle, such as employment contracts, contract amendments, and leaving letters.
• Production of management reports or HR analytics as required by Senior Management.
• Any other tasks or administration related to the employees of the School.

The HR & Recruitment Co-ordinator will assist the HR team in the provision of an excellent and comprehensive HR service to the School, in particular with the administration of recruitment and safeguarding checks. 

Main duties and responsibilities

Recruitment & Safeguarding checks for staff     

• To administer the recruitment process from vacancy creation to induction, ensuring compliance with the Schools’ Safer Recruitment Procedure, including (but not limited to):
• Liaising with the line manager to ensure accurate, up to date and compliant job descriptions and recruitment materials are prepared.
• Organising recruitment advertisements.
• Liaising with the Marketing department in placing advertisements on the School’s website.
• Contacting and negotiating with recruitment agencies as appropriate.
• Logging applications and answering queries from candidates.
• Advising managers on best practice shortlisting methods.
• Organising interviews, inviting candidates and being a contact point for them, and creating interview packs.
• Ensuring smooth running of the interview day(s).
• Liaising with the interview panel regarding the offer to the successful candidate and notifying unsuccessful candidates, providing feedback where requested.
• Administering documentation for new staff members such as offer letters and contracts.
• Organising mandatory inductions.
• Ensuring accurate and timely information exchange with School departments such as Payroll, IT, and Porters.

• To organise and carry out all relevant safeguarding checks as stipulated by the School’s Safer Recruitment Policy such as DBS, prohibition register checks, references, overseas criminal records checks etc and to chase to ensure these are in place prior to the arrival of new staff, volunteers and contractors.
• Maintaining an accurate and compliant Single Central Register in line with School policy. To assist the HR Director in carrying out audits on the Single Central Register to ensure accuracy.
• To keep up to date with recruitment best practice, all relevant child protection legislation (such as Keeping Children Safe in Education), and all School policies relating to staff.

Recruitment & Safeguarding checks for contractors and volunteers

• To be a point of contact for managers who are engaging volunteers, casual workers, or contractors and to advise on the safeguarding checks required.
• To be a point of contact for suppliers of contracted staff at the school, for example cleaning, catering, night security and building work. Liaising with the suppliers to ensure the correct safeguarding checks have been carried out, entering the information onto the Single Central Register and carrying out necessary inductions.
• To carry out compliance audits on the contractors as directed by the HR Director.

Other/General

• Where directed by the HR Director, issue HR documentation in relation to the employee lifecycle, such as employment contracts, contract amendments, and leaving letters.
• To assist with the recording of any staff sickness absence, chasing paperwork such as fit notes or return to work interviews, flagging any issues to the HR Director.
• To assist with the maintenance of  the Appraisal spreadsheet for support staff and filing of the associated paperwork.
• To assist with the maintenance of the Bicycle Scheme log spreadsheet and filing of the associated paperwork.
• To monitor and maintain the DBS Update Service subscriptions of all staff, ensuring all staff are subscribed to the service.
• To take minutes in meetings as required by the HR Director.
• To assist any member of the HR Department with administrative tasks where necessary.
• To take on projects as directed by the HR Director.
• Undertake any other reasonable duties as required by the HR Director.
• All staff have a responsibility and duty of care to safeguard and promote the welfare of pupils.  Staff must be aware of the systems within the School which support safeguarding and must act in accordance with the School’s Safeguarding & Child Protection policy and Code of Conduct.  Staff will receive appropriate child protection training which is regularly updated.

Essential skills and qualifications

• Excellent, proven administration and organisation skills.
• The ability to work with discretion at all times.
• Experience of delivering excellent customer service and demonstrating a “can do” attitude.
• Efficiency, accuracy and attention to detail.
• An ability to work both independently and as part of a team.
• Excellent verbal and written communication skills.
• Strong IT skills including Outlook, Word and Excel to an intermediate level.
• Good time management with the ability to work under pressure and prioritise as necessary.
• Willingness to learn, develop and improve.

Desirable skills and qualifications

• Educated to degree level or equivalent experience.
• Previous experience of working in the education sector.
• Administrative experience within an HR or Recruitment function.
• Knowledge of HR systems.

Background and Terms of Employment

Our founder John Colet opened the doors to St Paul’s School in 1509 to educate boys regardless of race, creed or social background. We are committed to our founder’s vision and offer financial support to every boy who is successful in gaining a place at the school on academic merit and fulfils the means-tested bursary criteria. The quality of a St Paul’s education is dependent upon the quality of its staff so we recruit high quality people and look after them well. St Paul’s embraces diversity, inclusivity and equal opportunity and we are committed to building a team that represents a variety of backgrounds, personalities and skills.

We hope that working at St Paul’s might be right for you. The atmosphere is relaxed, friendly, supportive and purposeful. We are a thriving organisation that draws upon a wide range of different skills, qualifications, roles and responsibilities, whether teaching or other support staff and personal professional development for all staff is a high priority. Our pay and package are generous by sector norms and includes the following:

• Hours of work

Full time. 35 hours per week, Monday to Friday. 8.30am to 4.30pm, including one hour for breaks.

• Holidays

25 days plus 8 Bank Holidays per annum. Annual leave should usually be taken during School holidays (term dates can be found here).

NB: The School normally closes for a period over Christmas, the dates of which are agreed by the Executive Team every year. This closure period may result in additional non-working days; however, this is non-contractual and does not affect annual leave entitlement.

• Salary

£28,000 to £30,000 pa + benefits.

• Benefits

• 25 days of annual leave plus 8 UK Bank Holidays. After 5 years of employment, annual leave entitlement increases to 27 working days (or pro rata equivalent). This increases to 30 working days (or equivalent) after 10 years of employment.
• A generous Stakeholder pension scheme.
• Death in Service Benefit
• Free daily hot lunches including vegetarian options, bistro dishes, soup and salad bar, and hot drinks and snacks supplied throughout the day.
• Employee bicycle scheme, where a bicycle suitable for commuting will be supplied, or the cost of purchase reimbursed, by the School to the value of £500. Bike mechanic visits site regularly to maintain the bicycles.
• Use of sports facilities, including swimming pool, gym and staff changing rooms and showers.
• Employee Assistance Programme; an independent, free and confidential advice service that can offer both practical advice and support on topics such as Debt & Finance Support, Legal and Tax Advice, Family Care and Mind and Body Support.
• Free parking on site.
• Policy for funding external professional development.
• Access to school counsellors, doctor and physiotherapist.
• Annual flu vaccination.
• After one years’ service, part remission of tuition fees for children of employees (subject to competitive entry procedures). Please note this is not a contractual entitlement and the Governors reserve the right to vary the rate of remission or to withdraw it altogether.
• Reimbursement for costs of eye-sight tests and contributions towards glasses for VDU work.
• Brand new, state-of-the-art buildings, and a large and comfortable Staff Room.

Interview Date: 10th August 2021