Role Title: HR Officer – Maternity Cover
Reporting To: Human Resources Manager (HRM)
Grade: EVH Grade 7
Job Purpose:
To work with the HR Manager to provide a high quality, customer focussed HR service, ensuring staff and managers are provided with key guidance and support on HR processes and procedures. This role will have a specific focus on embedding the new HR Management system (MHR – People First)
The following list is typical of the level of duties which the post holder is expected to perform or be responsible for. It is not necessarily exhaustive and other duties of a similar type and level may be expected from time to time.
Key Output Areas
· Working as part of the implementation team to embed, administer and maintain the HR Management system ensuring accurate data entry, system functionality and integrity.
· Providing advice and guidance to managers and staff on a range of employee relations issues including complex ER cases under the supervision of the HRM
· Overseeing the organisational recruitment process, ensuring compliance with policy and procedure and guiding and supporting managers in the selection of staff
· Supporting managers and employees on the implementation and effect of HR policy and procedures.
· Working with the HRM to review and implement HR policies and procedures in line with legislation and HR best practice to ensure that Maryhill Housing remains legally compliant.
· Assisting in securing and maintaining high levels of employee engagement and promoting a ‘can do’ culture within the organisation.
· Champion and actively integrate equality, diversity and inclusion in all areas of HR practice and within the wider organisation.
HR Management System
· Work as part of the team to manage processes and workflows on HRMS throughout the entire employee lifecycle.
· Support managers and staff to navigate and operate the system effectively offering guidance and training as required. Work with individuals requiring additional support to access the system and provide guidance and solutions to any barriers.
· Monitor and analyse HR data to provide insights and recommendations for developing employee performance, engagement and retention.
· Update and monitor the “news” platform with employee/HR related information on a regular basis
· Promote and include equality and diversity throughout all stages of employment.
Learning and Development
· Working with the Learning and Development Officer, ensure that HRMS is populated with L & D opportunities for staff in line with our talent management strategy and succession plan.
· Monitor success plans to identify staff exceeding and those underperforming within their role.
· Supporting managers and employees on performance management issues.
Employee Relations
· Supporting managers on sensitive and complex employee relations matters, using HR and business knowledge to problem solve and respond to issues appropriately, in line with the values and best interests of the Association. Referring to HRM as required
· Implementing HR policy and procedure to managers and employees by advising and guiding on best practice, compliance and employment legislation.
· Provide guidance and assistance to equip managers with the skills and tools required to address routine employee relation matters directly and promptly.
Attendance and Absence Management
· Supporting and advising managers on all aspects of the attendance and absence management policy and procedure; enable managers to address routine issues directly. Providing more comprehensive guidance on complex cases in order to maintain the health and wellbeing of employees to be able to meet the business objectives.
· Liaising with external agencies, such as Occupational Health, GPs, consultants etc, to support employees during periods of absence and to facilitate appropriate returns to work.
· Promoting wellbeing initiatives throughout MH to achieve HWL accreditation and to improve the general wellbeing of employees.
Employee engagement
· Supporting the HRM to run the employee engagement survey and co-ordination of feedback and action planning.
· Adopting a proactive approach to all aspects of work in order to identify, encourage and foster continuous improvement across the business, recognising and developing own and colleague’s skills and talents to gain business improvements
· Supporting the HRM during organisational change management processes, working proactively to facilitate and lead others through change processes.
Wellbeing & Equality, Diversity & Inclusion
· Wellbeing & Diversity Champion, working with the Health and Wellbeing group to promote key employee wellbeing initiatives in line with the Wellbeing & Diversity strategy
· Contribute to the development of the Wellbeing and Diversity development plan
· Supporting, advising and signposting employees on areas of Wellbeing & EDI
· Promote and encourage positive wellbeing within Maryhill Housing
General
· Developing, reviewing and implementing HR policy and procedure in line with legislation and HR best practice to ensure that Maryhill Housing remains legally compliant.
· Produce accurate and timely monthly and quarterly KPI reporting for Senior Management Team including information/data required for regulatory and statutory returns.
· Provide support to the HR Manager and Chief Executive where required.
· Any other relevant duties as agreed by the HR Manager and Chief Executive
· Act in accordance with and promote the values of equality, diversity and inclusion, role modelling good practice; looking inward and outward to continually improve our practices.
· Ensuring you are mindful at all times of the requirements around GDPR and working within the parameters of the law
Corporate Responsibility
· Work effectively and collaboratively as an HR team member ensuring that the Association’s values are lived on a day-to-day basis.
· Ensure compliance with all regulatory, statutory and legal requirements and other directives
· Comply with Maryhill Housing’s policies including our code of conduct, health and safety, anti-fraud and bribery, and equalities, diversity and inclusion policies
· Ensure effective communication in plain language, both internally and externally; to ensure people are informed, engaged and find it easy to access our services and contact us and understand our information and the decisions we make
· Maximise the use of IT to improve efficiency, increase productivity and develop new and existing services and actively promote the interests and activities of the Association through digital and social media.