HR Advisor
Our client, a leader in their industry, is looking for a standalone HR Advisor to join them. This is a permanent position, offering a salary of £45k - £50k, plus an attractive benefits list.
This role will require travel a couple of times a month to their other offices in Northants, Staffs, and Oxford to provide managers and employees with appropriate HR guidance, support, and training.
The Role:
With over 100 employees, this is an all-round Generalist role. You will be responsible for recruitment and onboarding, development and training of employees, HR legislation compliance, payroll and pension submission, strategic work, employee engagement, whilst nurturing a positive work environment.
Duties:
External:
* Manage recruitment partner relations.
* Seek HR-related legal and other professional advice when required.
* Answer HR-related questions for clients and external audits.
* Carry out salary benchmarking exercises.
* Deal with all company fleet penalty charges, e.g., parking tickets, speeding tickets, and resolve with affected employees.
Compliance:
* Ensure the group is compliant with UK employment law and HR legislation.
* Provide advice on ER cases such as disciplinaries, grievances, probationary/performance reviews, statutory sick pay, maternal/paternal/shared parental leave and pay.
* Keep Company handbook and policies up to date to reflect any business/legislation changes.
* Ensure contract changes are correctly documented (e.g., in line with TUPE).
* Organise and maintain employee documentation/records throughout employment.
Recruitment, On-boarding & Leavers:
* Manage recruitment and onboarding process. Responsible for designing job descriptions with appropriate managers, advertising the vacancy via agencies/online/elsewhere, selecting and/or interviewing candidates, sending out offer letters/employment contracts, and inducting new starters.
* Manage long service awards, introduction bonuses, and gifts for special occasions (e.g., marriage, new baby, big birthdays).
* Arrange and attend exit interviews with leavers.
Planning & Reporting:
* Create and present, and when approved, implement HR strategy and budget for the group.
* Create and present monthly HR board pack.
* Create, present, and when approved, implement headcount plans, predicting headcount growth, identifying new development opportunities for rising talent.
Performance Development & Management:
* Work with Managing Directors and Line Managers to help develop employee talent via development plans, succession plans, RAG reviews, and career maps.
* Work with Managing Directors and Line Managers to help improve productivity of staff.
* Ensure performance development review forms are up to standard, reviewing their design once a year.
Remuneration:
* In conjunction with MDs and function heads, manage annual pay reviews and performance development reviews, which are done twice a year.
* Administration of company car allocation and deal with queries.
* Responsible for administrating Managing Directors' and central function heads' bonus schemes.
* Responsible for administrating the group's share scheme.
* Responsible for the group's in-house payroll, P11Ds, P46s, P45s.
* Responsible for pension compliance and contributions, pension scheme administration, and pension scheme payment.
* Responsible for processing, administrating, and making payment for employee expenses.
* Work with Managing Directors and Line Managers to allocate annual discretionary bonuses, providing advice on performance and attendance.
* Manage and administrate the group's private medical and life assurance covers. Responsible for adding/removing employees when necessary and renewal.
Communication & Engagement
* Draft and once approved, send out Group business announcements.
* Produce quarterly employee newsletter with Marketing Manager.
* Plan employee events: responsible for planning and organising employee events such as team-building days, inter-group technical days, and training sessions.
* Travel to Group operating sites to provide HR advice, liaise with staff, and attend meetings when required.
Holidays, Absenteeism and Leavers:
* Manage all employee absence and holiday requests, identifying any individual or collective trends to help improve utilisation/performance.
* Ensure employees complete absence from work form when returning to work after a period of absence. Hold absence from work meetings with employees who are absent from work for 5+ days, in line with absence policy.
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