HR Advisor role

Reporting to the HR Manager, this will be a varied role focusing on supporting the HR department deliver a firstclass, business focussed operational HR service. Responsibilities include the provision of front line advice andsupport to managers, management of employee relations cases, management of recruitment and selectionprocesses, as well as onboarding and wider employee lifecycle processes.

Reporting to the HR Manager, this will be a varied role focusing on supporting the HR department deliver a first class, business focussed operational HR service. Responsibilities include the provision of front line advice and support to managers, management of employee relations cases, management of recruitment and selection processes, as well as onboarding and wider employee lifecycle processes.

This role will assist the delivery of objectives within the HR Business Plan, working closely with the team to help drive and develop relevant projects and wellbeing workstreams.

The ideal postholder will be able to manage and prioritise a diverse workload, able to apply rational and rounded thinking with a helicopter view of all touch points, consistent to best practice and consideration to employment law and commercial and business risk, while being able to positively and professionally influence managers, supervisors and staff across the business.

Candidates must be CIPD qualified, possess strong communications skills and should have a hands-on, forward thinking, innovative approach, working well in a small team environment and prepared to muck-in. Self-drive, positivity and team spirit, as well as a keen sense of humour is essential as is the requirement to deliver a professional service to all stakeholders demonstrating a high degree of integrity and professionalism.

Person specification Working within a highly confidential area of the business conducting self with a high degree of professionalism, integrity, confidentiality, tact and diplomacy is essential and expected, as is the ability to manage perceptions of the business through awareness of self behaviours. Therefore conduct such as; engaging in gossip; and friendship networks within the business do foster negative perception of integrity and confidentiality and therefore not permitted. Accountability, transparency and ownership are essential traits as is a learning, engaging, leader leader approach. The role provides the opportunity for personal growth and development therefore an open and learning mindset is essential.

Strategic development: Input to improve HR standards and deliverables across the business.

• Evaluate all touch points across the HR team and implement process and improvements to maximise efficiency and deliver continuous HR improvement
• Build the talent pipeline, evaluating innovative search and selection methods to ensure Bauder secures the top talent in conjunction with the HR Manager and HR Director
• Forward thinking approach to all HR elements to improve stakeholder offering, maintaining the high level of professionalism, integrity and service to stakeholders
• Support and drive wellness initiatives across the business
• Support HR projects as required

Core Responsibilities: Employee Relations

• Deal with front-line ER matters in a confidential, prompt and consistent manner, ensuring legislation, cultural and company requirements are considered.
• Escalation of cases to the HR Manager or HR Director where appropriate, depending on complexity and risk.
• Advise line managers and supervisors on policy and best practice with regards to ER issues, including
• performance management, absence management, disciplinaries, grievances, all family leave and flexible working.
• Provision of coaching to provide Managers with the appropriate "tool-kit" to manage their teams and ER issues effectively.

General

• Management of sickness absence and referral to the Group Income Protection Policy where relevant. Distribution of absence reports to line managers and notification of employees who are exceeding company benchmark. Providing advice and guidance where required.
• Keeping up to date with changes in Employment Law and case law, applying this where required.
• To drive business performance in relation to organisational business and HR Business Plan, embedding company values and culture at all times.
• Progression of probation reviews (3 & 6 months) and assist line manager with queries. Follow up with benefits enrolment and appropriate documentation.
• Working in conjunction with the HR Manager and HR Director to update, develop and communicate HR policies in line with legislation and ensuring compliance with employment laws and regulations.
• Advising on company benefits packages and raising awareness accordingly.
• Support performance management across all stakeholders, maintaining performance management requirements.
• Working in conjunction with the L&D Specialist to identify employee training and development needs and providing coaching and mentoring where required.

Recruitment & Selection

• Supporting recruiting managers and supervisors with the full end to end recruitment process, providing advice, training and coaching (of new and existing managers) on process, best practice and interview technique.
• Building job specifications with a focus on development incorporating a future proof approach to building roles and responsibilities with a visible career path to ensure retention
• Work in partnership with approved recruitment agencies to accurately fulfil the resourcing requirement of our vacancies. Briefing team fit and culture to ensure search & selection is expedited quickly and successfully.
• Working to recruitment KPIs ensuring optimum fulfilment of vacancies, alongside regular evaluation of the sourcing progress and responding proactively to elongated timescales or problematic roles.
• Support the management of our recruiting partner PSL and relations with recruiting agents, working in conjunction with the HR Manager regarding the on-boarding of new agencies, negotiation of fee structure and ensuring correct business fit.
• Innovative development of talent pipeline and ensuring relationship building through PSL partners to ensure engagement and to secure talent
• Working in conjunction with Marketing to develop social media presence as appropriate.
• Lead and support the selection process, including reviewing submitted candidates to ensure quality, attending first and second stage interviews where required, and guiding and influencing hiring managers with decision making.
• Support of the recruitment process, corresponding interviews, paperwork and administration, alongside the HR Co-ordinator and Payroll Co-0rdinator.
• Keeping abreast of the current market issues and feedback to the HR Manager, HR Director and/or recruiting managers.
• Organisation and input of recruitment data and metrics, ensuring these are kept up to date and accurate.
• Reporting and analysing resourcing activity and metrics for the HR Manager, HR Director, and
  recruitment stakeholders.
• Support with the administration and creation of offer letters, contracts and any recruitment documentation.

Onboarding and employee lifecycle:

• Oversee the onboarding process in conjunction with the wider HR team, helping to ensure high standards are upheld through innovative thinking and building strong rapport with new starters.
• Work with the wider HR team to ensure swift notification and administration of change processes
• Support with the leaver process and exit interviews, raising concerns/reoccurring themes to the HR Manager.

HR Administration: We are a small team, therefore a hands-on and willing approach to support the whole HR team is essential.

• Ensure optimum accuracy and continual improvement at all times, working pro-actively to evaluate processes and streamline efficiencies. Adopt an evaluation approach to all tasks to ensure processes, reports and efficiencies evolve with growth and meet the business need with a solution focussed approach.
• Adaptation of processes to align with changes in legislation.
• Maintenance of employee files and ensure compliance with GDPR at all times.
• Management of the HR system data, defining, designing and running reports as required, providing training for other HR team members and ensuring maximisation of system functionality.
• Working with the Payroll Co-ordinator to ensure accuracy of payroll data and checking accordingly, and providing cover in their absence.

Key skills/criteria (qualifications, experience):

• CIPD Qualified (to at least Level 5)
• 2 years' experience at HR Advisor/Officer Level
• Strong employee relations skills and used to leading a variety of cases
• Excellent written and verbal communications skills are essential, in order to effectively interact and build relationships with stakeholders while engendering trust/confidence
• Technologically minded with previous HR system experience
• Strong analytical skills, with ability to analyse and interpret data and HR data, and make informed decisions
• Ability to work under pressure and to tight deadlines, whilst prioritising workload and manage multiple tasks is essential.
• Comprehensive understanding of HR principles and practices is required.
• Focus on personal and professional development to continue to develop and evolve approach in line with market trends and cultural requirements
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