The People operations team works closely with the wider People team and the business to ensure that processes and activities are carried out in a timely, accurate, consistent and complete manner. The People operations team are responsible for administering all elements of the employee lifecycle such as new starters, promotions, annual salary review, benefits and all other people related changes.
Key Accountabilities:
1. Provide first line support to the business – including line managers and colleagues on all queries relating to the employee lifecycle (New starters, changes, leavers), People policies, reward and payroll.
2. Maintaining and updating employee records on the HR system.
3. Raising the relevant paperwork for managers and maintaining this in suitable structures that support GDPR and Data retention.
4. Create and maintain ‘work instructions’ for use within the team regarding all people operations activity and process. Creating “how to guides” where necessary.
5. Support reward team with benefit administration.
6. Work closely with the business partnering team regarding organisational change projects and ensuring this is reflected in the HR system appropriately.
7. Governing holiday and sick leave ensuring managers have completed their obligations, including tracking in the system and facilitating resolutions if needed.
8. Completing references for mortgage/tenancy and right to work proof.
9. Maternity/Paternity leave - supporting line managers with the process from start to employee returning to work, and ensuring dates are recorded in the HR system, liaising with payroll, keeping all associated documentation up to date including the maternity log.
10. Creation of work groups and job titles within the HR system and maintain supporting documents.
11. Creation and maintenance of payroll input spreadsheet which is used for monthly change processes.
12. Support on ad hoc project work and changes to legislation where needed.
Minimum Requirements:
1. Good understanding of a people department and the full employee lifecycle and awareness of how this supports a wider business.
2. Ability to review and interpret data from our customers.
3. Ability to learn and follow consistent processes but being flexible with ad hoc queries.
4. Have a strong interest in the People function.
5. Highly motivated and driven individual and is a self-starter.
6. Ability to use judgment and escalate where needed when advising the business on appropriate actions.
7. High levels of attention to detail.
8. Ability to utilise a wide range of computer applications such as Google Suite and/or Microsoft Office.
9. Manages themselves effectively to get things done, and can work on multiple activities at once to accomplish objectives.
10. Awareness and demonstrable experience of handling sensitive personal information and employee queries.
11. Personally committed to and actively works to continuously improve themselves.
12. Excellent communication skills both in writing and face to face.
Benefits:
1. 34 days paid leave (This includes bank holidays).
2. 2 x Life Days.
3. 4 x Salary of Life Insurance.
4. Pension: We’ll contribute 8.5%.
5. BUPA.
6. £500 wellness allowance.
7. Income Protection.
As part of our onboarding processes, all successful candidates will need to complete both a Pre-Employment Screening process and a Fit & Proper check by the Gambling Commission. These checks include a DBS (an enhanced check, which shows convictions and conditional cautions), credit and social media checks. As part of our application process, you will be asked to identify in advance if you have spent or unspent convictions that we need to be aware of.
Should you not disclose convictions at the application stage, not pass the Fit & Proper Check process or not complete your Pre-Employment Screening then unfortunately you may not pass our probation process.
All data will be handled in accordance with our data policies and treated with utmost confidentiality.
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