Opportunities

Our recruitment specialisms are Human Resources, Training and Health & Safety and OH. We regularly source for generalist as well as specialist roles, often with an emphasis on Employee Relations, Compensation and Benefits, Recruitment/Resourcing, Special Projects, Outplacement and Job Evaluation for example. From current CIPD studiers to CIPD graduates, members or experienced fellows we have an extensive selection of exciting opportunities to satisfy your requirements.

Within the Training Sector vacancies can often be mainstream in-house roles for Learning and Development, Managers/Officers where training needs analysis, course writing, stand up delivery and evaluation are key requirements. Alternatively, we can assist with positions requiring a training specialism in a particular skill or knowledge area, for example Management Development, Sales, Customer Services or IT in any organisation throughout South Wales.

Health & Safety is an increasingly popular market often for NEBOSH and IOSH qualified candidates who are seeking their next role perhaps into a management or directorship position. Leading the way in Health & Safety recruitment Human Resourcing has worked closely with new and existing clients in the successful appointment of several key H&S roles based within the public, private and education sectors.

Reacting to continued client demand and a quality, candidate-led market, Human Resourcing has launched a new Occupational Health arm to the business. With adults spending c. 60% of their waking hours at work, the current workplace is ideally placed to promote employee health & well-being. With a refreshingly collaborative approach, Human Resourcing provides highly skilled and professional occupational health nurses and technicians allowing employers to meet their ongoing statutory and moral obligations. Full and part time OH candidates available for temporary and permanent roles across South Wales.

Vacancies

Permanent HR Recruitment Advisor £25,000 pa _ NEWPORT, Gwent

Reporting to the Recruitment Manager, our client requires an energetic and enthusiastic relationship builder with proven recruitment sales and account management experience ideally from a heavily regulated background.

Reporting to the Recruitment Manager, our client requires an energetic and enthusiastic relationship builder with proven recruitment sales and account management experience ideally from a heavily regulated background where particular attention has been paid to legislation, guidelines and compliance.

HR Recruitment Advisor

Based in Newport, 37 hours per week - Salary £25,000 pa

Our client is looking for an experienced recruiter with a strong track record in HR, with exceptional account management skills to join its team. You will act as an Advisor to the business, providing support and expertise to hiring managers, ensuring they meet their Recruitment Targets.

What will you do?

·Supervise a small team of recruitment administrators.

·Advise the internal customers by providing a high quality, effective and efficient Recruitment Service.

·Complete Recruitment administration, including pre employment checks.

·Ensure an excellent candidate experience, in line with employer brand

·Support managers in interviewing and ensure the process is inclusive and according to best practise including the use the assessments.

Who are we looking for?

·Experience of general HR related areas such as retention, absence, with an understanding of discrimination/ employment law therefore HR best practice within an internal organisation.

·Experience of managing end-end Recruitment campaigns.

·Track record of delivering against target.

·Experience of account management / influencing managers in recruitment related scenarios.

·Excellent interpersonal and communication skills (Customer Service orientated).

·Experience of working in a Recruitment agency (desirable).

·Experience of Recruiting into the care sector (desirable).

 

Permanent HR Manager CARDIFF to c. £45k (4 or 5 day week available)

To operate at a strategic level to help and support the business in creating an environment that attracts, develops and retains individuals who have the capability and commitment required for its continued growth and success.

Permanent HR Manager  (4 or 5 day week available)

To operate at a strategic level to help and support the business in creating an environment that attracts, develops and retains individuals who have the capability and commitment required for its continued growth and success.

Area Responsibility

Recruitment

Recruiting people who can do the role, will enjoy the work and can potentially thrive in the environment

·Approval to hire process:

Business case / Partner agreement

Role profile

·Recruitment options - cost appropriate for role

·Selection process – fair and appropriate for role

·Line managers trained in interviewing and selection

·Equality and diversity - considered in all aspects of the recruitment process

·Records retained in line with data protection legislation  

Performance management

Individuals are clear how their role and what they do contributes to the Firm’s performance

Individuals have the skills or have the potential to develop the skills to ensure the Firm’s success now and in the future

·Induction process - which enables a rapid and effective integration for new starters into the Firm

·Role profiles – which accurately reflect what an individual’s role and responsibilities and help to show potential career progression

·Objectives

-Are cascaded down from the business objectives

-Agreed with individuals as realistic, appropriate and achievable

-Identified and recorded for all individuals

-Reviewed and updated as part of the annual review process

·Development

-Support and training needs for new starters identified and appropriate methods enacted coaching, mentoring, training etc.

-Individuals development needs identified and recorded as development objectives

-Development/ training plans and or career paths in place that provide individuals with the opportunity to develop their full potential

-Development/training plans reviewed and updated as part of the review process

-Training needs analysis prepared to reflect development needs for teams/individuals to help and support the business requirements now and in the future

-Managers and key staff trained in coaching and mentoring as part of their development

•     Performance Review

-Probation reviews carried out to ensure new starters are aware how they are performing and to help identify any training/development needs etc.

-All individuals are provided with regular feedback so they are aware how they are performing in respect of performance standards, objectives, development and customer feedback 

-Line managers are competent at giving feedback and understand its importance to the individual, team and business performance

-Performance improvement plans are in place where required

-Annual reviews carried out and documented within specified timescales

-Collated individual feedback from the review process is correlated and feedback to the Partners

Reward

Remuneration is fair and affordable. The overall reward package is competitive and helps us to retain and attract high calibre employees

·Salary survey

-Conduct annual market pay and benefits research

-Based on market research, skills, qualifications and internal benchmarking recommend where and what adjustments would be appropriate

·Annually review the total reward packages provided by competitors and maintain awareness of current and new thinking. Based on research propose cost effective ideas that will support employee engagement and could potentially help to make the organisation a market leader in the ‘Benefit’ field.

·Maintain awareness of market and competitor changes taking place

·Review bonus scheme annually to ensure that it drives the ‘right’ behaviours, rewards performance and is cost effective

Employee Engagement

Individuals have the skills to work elsewhere but choose to work at this organisation

·Company values

-Ensure that new starters are aware of the company values and what they stand for

-Identify appropriate opportunities to reaffirm these values across the Firm e.g. SoN, annual performance review 

·Employee feedback

-Carry out exit interviews and feedback to Partners

-Carry out surveys to measure employee engagement and help identify areas for improvement

-Using information gained during the annual performance reviews identify what employees value within the Firm and how the Firm can build on this and areas where improvements could be made

·Communication

-Encourage regular communication (SoN, team briefs etc.) so employees feel involved in the businesses and its future

·Statement of social responsibility and code of ethics

-Maintain close relationships with professional bodies governing our work to maintain a culture of high levels of professional practice

-Train everyone in the Firm’s code of ethics and it’s philosophy to work within the ‘spirit of the law’

-Identify where employees can work with and help the local community e.g.  Open Days, fund raising

-Ensure the Firm maintains an open culture, encouraging employees to voice any concerns and opportunities for employees to identify improvements including development opportunities (induction, performance reviews, communication)

·Staff wellbeing

-Identify a staff wellbeing strategy and action plan

Employee relations

Th Firm is seen to treats its people fairly and be supportive 

·Manager support

-Policies and procures in place which help and support managers.

-HR available to advise and support managers on all areas of the employee handbook and all staff issues

-Managers are mentored by HR as and when necessary, receive management training and have access to a management reference ‘tool box’

·Absence

-Absence reasons are identified and early intervention (e.g. occupational health) is taken as and when necessary to support individuals, identify any reasonable adjustments and assist a return to work 

·Disciplinary, capability and grievance

-Support is provided to managers as and when necessary to help resolve issues as quickly as possible and with a satisfactory outcome for the business (e.g. maintaining morale and reducing disruption and lost time)

Talent management and succession planning

·Support managers with their team’s future development and any submission of promotion recommendation paperwork to the Partners

·Process in place for identifying people with the potential to progress - create a ‘Talent pool’

·Ensure the pay structure helps to retain high performers and those identified as having high potential

·Succession plan

-Identify potential roles/skills needed for the ‘future’ business

-Identify areas of risk (key roles) to the business and potential successors

-Development plans for everyone in the ‘talent pool’ – linked to the succession plan 

Documentation (Policies, procedures and standard documents)

All company documentation is relevant, appropriate, legally compliant and kept up to date.

·Employee handbook is up to date and all staff have confirmed that they are aware of the handbook and its contents.

·HR policies and procedures are legally compliant, up to date, relevant and compatible with one another.

·Specific policies and procedures have been read by everyone and any queries raised with managers, documented records provide confirmation. 

·Keep up to date with new thinking and legal changes through research (reading material, seminars etc.)

·New starters receive training on specific HR and compliance policies and procedures and the handbook as part of the induction process

·Everyone receives training on specific HR and compliance policies and procedures

·Handbook and HR policies and procedures to be reviewed annually

·HR standard documents (e.g. offer letter and contract) are legally compliant and protect the business.

·HR standard documents to be reviewed annually and are available on SharePoint 

Health and Safety

Ensure compliance and address areas of risk

·Risk Assessments

-Identify areas of risk, prepare risk assessments and recommend any required actions to ensure risks are and remain at an acceptable level

-Review risk assessments annually

·Arrange H&S meetings

·Provide appropriate H&S training to all employees

HR metrics (KPI’S)

·Monitor turnover and set targets e.g. below 15%

·Record headcount by department and location including FTE

·Record and report on absence (sickness, parental and other). Set targets in line with average sickness rates.

·Measure performance across teams

·Measure and monitor staff satisfaction

·Monitor training and development costs

HR Team Management

Oversee the general HR function and management responsibilities for HR personnel

·HR data base

·Professional exams

·Open day

·Benefits – Holidays, pension, flexi etc.

Head of Talent Development & Inclusivity to c. £60,000 pa - ABERCYNON

As a Learning & Development leader with experience working in a complex organisation, you will provide best practice yet cost efficient development interventions to ensure that all employees are competent to fulfil roles and meet business requirements.

Head of Talent Development and Inclusivity

Reports to: 

Director of Human Resources

Customers are firmly at the heart of everything this business does. You will play a pivotal role in ensuring that the customer service training and development interventions enable employees to interact effectively with a diverse customer base and with appropriate consideration for particular needs.

As a Learning & Development leader with experience working in a complex organisation, you will provide best practice yet cost efficient development interventions to ensure that all employees are competent to fulfil their roles and meet business requirements. Your successful implementation and continuous development of the Training Academy will ensure employee skills meet both current and future needs.

Using your extensive knowledge of best practice and contemporary approaches to L&D interventions, you will create a talent pipeline by developing a learning and development plan that facilitates succession and mitigates key person dependency risks.

Seizing every opportunity to positively contribute to the development of an inclusive culture where everyone can be themselves at work, you will promote and champion employee engagement at all levels across the business.

What you’ll be responsible for

1. Effectively resourcing, managing, developing and supporting the Talent Development team to deliver excellent customer focused Learning & Development and Resource services to all business units.

2. Analysing the Business Plan and working with leadership and senior management teams to create a robust succession planning process, building a talent pipeline that anticipates and meets future resourcing requirements.

3. Working closely with the Head of Employee Services and Head of Organisation Effectiveness to create a robust Resource Plan to ensure competent employees are in the right place at the right time to meet business demands.

4. Developing existing graduate and apprentice programmes to supply new entrants to the talent pipeline and build succession depth.

5. Designing and implementing a Training Academy that continually develops employee skills to meet current and long term business needs.

6. Identifying, accessing and monitoring appropriate funding opportunities to support and develop internal programmes and employee learning and education and to mitigate of the impact of the apprenticeship levy.

7. Working with HR management team peers to design and implement a user friendly performance management process to promote high performance and customer focus throughout the business.

8. Creating a Learning & Development plan that ensures all learning & development solutions facilitate delivery of the Business Plan and considers longer term requirements.

9. Determining and sourcing contemporary and creative cost effective learning and development interventions to meet all identified learning and development needs utilising e-learning and digital media solutions where appropriate.

10. Developing a user friendly competency framework for the business with defined “paths to competency” for all roles.

11. Ensuring that appropriate development plans are created to minimise the time from induction to competency for all employees appointed to new roles.

12. Developing career path transparency to encourage employees to reach their full potential and ambition.

13. Working with the Director of HR to define requirements and source leadership development programmes for Executives and business leaders and aspiring leaders.

14. Promoting a coaching culture when designing and implementing programmes to develop existing business leaders and aspiring leaders.

15. Project managing the annual Engagement survey and track and promote delivery of both company wide and local action plans.

16. Leading the engagement champion approach by providing a Lead Engagement Champion to galvanise action planning and provide support to c100 engagement champions.  Publicising and celebrating action plan successes across the business, using various communication mechanisms.

17. Benchmarking best practice and utilising latest research to create and implement a contemporary inclusivity strategy.

18. Seizing every opportunity to promote an inclusive culture within the organisation, e.g. when designing new development programmes, in employee engagement activities, when refreshing behavioural competencies and developing interventions to reinforce the Code of Conduct.

19. Acting as the business lead with partner organisations such as Chwarae Teg, Stonewall and WISE.

20. Defining and managing the annual learning and development budgets, ensuring return on investment in employee development.

21. Ensuring relationships with local schools, colleges, universities and businesses are developed and maintained to help support future business requirements, e.g. innovation and data science capability, STEM skills development.

22. Benchmarking good practice with talent management peers within the utilities sector.

23. Working closely with HR Management team peers to ensure a seamless internal customer service for all managers.

24. Managing any ad hoc operational HR projects as they arise.

HR Coordinator (12m FTC) to £26, 225 pa - Abercynon

Providing and coordinating a consistent HR support to enable the effective delivery of the Employee Services remit. You will ensure a high quality, consistent HR advice and transactional service is provided to managers and colleagues .

The preferred applicant will have a minimum of CPP and previous experience of providing and coordinating a consistent HR support to enable the effective delivery of the Employee Services remit. You will ensure a high quality, consistent HR advice and transactional service is provided to managers and colleagues enabling effective people management across the business.

This includes:

1.  Providing routine advice and support to managers, employees and other stakeholders on HR policy, procedures and terms and conditions of employment.  

2.  Actively contributing to the development of a customer focused service, ensuring high quality services are delivered to internal and external customers.  

3.  Supporting HR Business Partners with note taking in a range of meetings as required. 

 4.  Supporting the Employee Services and wider HR teams in managing queries from employees, managers and external stakeholders by providing relevant, accurate and timely advice. 

 5.  Assisting with the development of guidance and fact sheets for managers and employees.  

6.  Supporting and advising on transactional elements of the recruitment process, including relevant screening processes.  

7.  Ensuring HR content on the intranet is kept up to date and any amendments or changes are activated in a timely manner. 

 8.  Challenging processes and practices to promote continuous improvement in the delivery of excellent services.  

9.  Maintaining close links across HR to ensure changes in policies and procedures that affect HR services are implemented.  

10.  Working within appropriate legislation, good practice guidance and relevant policies and procedures.  

11.  Assisting with the preparation of the monthly payroll and administration of various pension/employee benefits schemes, ensuring that changes are advised within agreed timescales and processes. 

 12.  Processing HR transactions in accordance with legislation and policy, including issuing employment contracts and contract variations to meet relevant deadlines.

  13.  Ensuring that all relevant pre-employment screening checks are carried out, and any issues/concerns are escalated in an appropriate and timely manner.  

14.  Delivering a first class candidate experience by ensuring recruitment processes are well operated and contribute to their regular review.

15.  Coordinating recruitment campaigns to ensure a timely process, and be responsible for publishing adverts with guidance from the Resourcing Advisor as appropriate.  

16.  Adhering to the principles of data protection and confidentiality, ensuring compliance with all relevant HR policies.

17.  Undertaking any other duties as required to meet the needs of the business.

Personal Skills

Certificate in Personnel Practice or equivalent

Experience of working within a customer focused HR environment with a proven record of delivering results

Ability to interpret and provide advice on HR policies, terms and conditions

Effective time management and organisational skills

Excellent customer service skills, with the ability to develop productive working relationships with a variety of stakeholders

Excellent verbal and written communication skills

Strong numeracy skills, able to perform a range of calculations

Flexible and adaptable to changing needs and demands

Strong understanding of Data Protection and confidentiality, able to apply these principles within the working environment

Good working knowledge of current employment legislation

Strong IT skills, in particular Microsoft Office

Excellent accuracy and attention to detail

Experience of delivering effective HR advice, including T&Cs of employment in a large organization

Experience of using HR systems/databases, maintaining timely and accurate date and generating reports 

Permanent HR & Payroll Manager c. £35,000 pa - CARMARTHEN

Our client has a fantastic opportunity for an experienced HR professional to join them as a standalone HR & Payroll Manager to drive the HR function to becoming an effective ‘people’ service to the business

Our client has a fantastic opportunity for an experienced HR professional to join them as a standalone HR & Payroll Manager to drive the HR function to becoming an effective ‘people’ service to the business. This role will be based at their head office near Carmarthen with some travel to the other sites as required.

 

 HR & Payroll Manager

 Reports to: Finance Director

 Main Purpose of the role:

 o To provide an effective and efficient HR & Payroll service to the business

o Working closely with Directors and Managers to achieve key ‘people’ programmes o To evaluate and implement appropriate policies and procedures

o To manage and process payroll and introduce efficient payroll procedures with a view to modernising this function in the future

o Create and integrate high standards of people practises, processes and systems including, absence management and performance management

o Develop and maintain rigorous employee and HR records, policies and procedures etc. (filing systems, efficient electronic documents)

o Ensure confidentiality for all aspects of HR & Payroll

Salary: £35,000 p/a Holidays: 22 days, plus 10 bank holidays Pension: 6%  Life Assurance: two times death in service

 

Principal Accountabilities & Responsibilities:

o Maintain employee records in confidential and efficient filing systems and in accordance with Data Protection

o Preparation of monthly HR & Payroll data reports, employee earnings (including tax, NI liabilities etc.) consisting of e.g. headcount, attendance, turnover etc.

 o Ensuring employment law and other relevant legal aspects are fully considered, risks are managed and compliance achieved

o Working closely with the H&S Manager to evaluate and introduce a rigorous employee induction programme and support in embedding H&S related learning and development

o Influence positive management and employee relations 

o Managing all aspects of recruitment and retention, particularly for talent acquisition and succession planning o Management of absence, disciplinary’s and grievances 

o Proactive performance management, coaching & mentoring managers on issues and processes

o Identifying Learning and development opportunities for all staff and implementing an agreed agenda including for compliance related subjects, continuous improvement and management development

o Maintain and organise payroll data, inputting and calculating payroll data

o Approve timesheets for payroll processing o Develop relationships with external bodies and business partners with regards to pensions, taxation and other payroll specific factors

o Provide business support to the Board Directors

 

Person Specification:

o In depth knowledge of Employment Law, HR best practise and Payroll

o CIPD qualification desirable o Experience of Sage is advantageous o

 Proactive and ability to work autonomously with minimal supervision

 o Ability to develop good relationships with staff at all levels quickly

o Excellent presentation and communication skills

o Leads the way, creates and takes ownership of key people projects

o Maintains continuous professional development

 

 

Talent Development Partner (12m FTC) £40,000 pa - ABERCYNON

As a credible member of the Human Resources Team you will:
Ensure managers and colleagues of the business understand the company policies and procedures, applying them fairly and consistently across the organisation

Job Title:             Talent Development Partner 

Reports to:         Head of Talent Development

Team:                   Human Resources

As a credible member of the Human Resources Team you will:

Ensure managers and colleagues of the business understand the company policies and procedures, applying them fairly and consistently across the organisation. Demonstrate professional behaviours at all times working in accordance with our values.

As a Talent Development Partner you will have overall responsibility for:

  • Small L&D team
  • H&S training compliance
  • Contractor training compliance
  • Annual learning and development delivery plan
  • Customer-led Success Training Programme
  • Graduate and Apprentice Programme
  • Colleague On boarding 

Principal Accountabilities

·To establish a proactive relationship with colleagues to ensure a full understanding of training and development requirements.

·To support the Head of Talent Development to successfully deliver credible, customer focused training solutions using a range of techniques.

·Monitoring, evaluating and reviewing the quality of the development solutions to determine effectiveness and ROI.

·Support the delivery of ongoing business requirements (project based work)

·Continuously improve the quality and ROI of development activities.

·Manage external training providers to ensure quality of delivery

·Manage and lead a team of Talent Development Co-ordinators and an Advisor

·To keep up to date with industry best practice, systems, products, policies and techniques.

·To support the implementation of a new company wide HR system.

 

Experience, Qualifications and Skills 

At least 2 years experience of working as a senior L&D professional in a complex organisation

Sound knowledge of best practice and contemporary approaches to L&D interventions

Proven experience of designing, delivering and evaluating L&D programmes.

Excellent interpersonal, communication and presentation skills and proven L&D facilitator

Self-reliant and self-motivated

Strong influencing skills, able to build a rapport with internal customers and build professional credibility

Minimum intermediate skills in Microsoft Outlook, Word, Excel and PowerPoint.

Ability to travel as job requires

 

Key Relationships

Internal

·All colleagues

·Trade Union Reps

·Executive team

External

·External auditors

·L&D Providers

·Energy & Utility Skills Partnerships

·Welsh Government

 

Competencies Assessment Method

Achievement Motivation - The drive and energy to produce excellent results and to continually find ways of improving relationships, outputs and processes.

Communication skills – The drive and ability to exchange appropriate information with relevant people at the right time. The desire and skills to seek first to understand as well as to be understood. To be as open as confidentiality allows.

Critical Thinking - The ability to gather, understand, analyse and interpret information & concepts, verbal or numerical, about people or situations, quickly.

Influencing Skills - The ability to make a clear, persuasive presentation of ideas or facts, verbally or in writing; to convince others; to gain agreement or acceptance of proposals or views.

Initiative - The ability to actively influence events rather than passively accept them. The ability to see opportunities and to act on them, to originate action.

Interpersonal Sensitivity - The awareness of other people and the environment and one’s own impact on these. The ability to get on with people in different situations and to work with others to achieve mutual goals.

Ownership and reliability – The readiness to take responsibility for projects or issues and to be accountable for their timely delivery and quality. The capacity and motivation to fulfil consistently any undertakings made. The habit of never letting people down or promising what can't be done.

Resource / Project Management – The ability to establish an appropriate course of action, either for oneself or for others, and to manage all resources (to include people, budgets, contracts, systems and processes) effectively, in order to achieve an objective.

 

Permanent HR Officer to £26,500 pa - Brecon, Powys

Our client requires an experienced HR professional to support its divisional managers in the effective management of staff, ensuring the people related issues are dealt with in line with organisation’s Policy and best practise.

HR Officer - c. £24,000 to £26,500 pa

Our client requires an experienced HR professional to support its divisional managers in the effective management of staff, ensuring the people related issues are dealt with in line with organisation’s Policy and best practise.

 

Role Specific 

1. To be responsible for the development and updating of Human Resources document management systems ensuring information can be accessed by colleagues as appropriate.

2. To provide support to line managers dealing with people related issues, including attendance and performance, misconduct, fairness at work, recruitment and selection

3. Support to Resource Management Group ensuring establishment data accurately reflects local changes.

4. To be accountable for the production of management information enabling effective management decisions to be made.

5. To assist in developing and implementing HR policies, practices, processes and business systems, ensuring compliance with Equal Opportunities Policies.

 6. To identify activities and processes that require improvement within the business area to deliver change and enhance performance.

 7. To provide regular updates on progress being made through agreed reporting lines.

 8. To analyse performance information from internal and external sources, and where appropriate make recommendations to assist management decisions.

9. To verify the integrity of data quality and management processes/information.

10. To provide benchmarking information to allow comparison with others, in line with the requirements of the organisation.

 

Role Generic

11. To deliver advice and guidance to the point of resolution.

12. To undertake activities and administrative tasks as required.

 

 

 

 

Your level of responsibility:

1. Working independently to support specialists and senior management.

2. Influencing change and direction in furtherance of the organization objectives and departmental plan.

3. You are to use your judgement to make decisions on a range of procedural issues

4. To overcome problems working in compliance with legislation, Staff Terms and Conditions, Regulations, Policies and guidance.

5. Assessing proposals or ideas that may contain conflicting information and deciding on the recommended course of action.

6. You are to work to a high degree of accuracy and attention to detail.

7. You are to maintain confidentiality.

 

Your Attainments:

Role Specific

1. Must hold a Certificate in Personnel Practice or equivalent or be willing to successfully attain this qualification within 12 months of appointment (E)

2. Must demonstrate sufficient experience in the field of Human Resources to deliver a professional HR service (E)

3. Should be CIPD Level 5 qualified (D) 

4. Must be able to travel within the regional rea as required by the role (E) 

HR & Systems Manager (12m FTC) to c. £40,000 pa - CARDIFF

Our client requires a seasoned HR and Systems professional to take accountability for the successful delivery of a new HR Payroll System by February 2017 steering the project from an HR perspective.

Our client requires a seasoned HR and Systems professional to take accountability for the successful delivery of a new HR Payroll System by February 2017 steering the project from an HR perspective.  The ideal candidate will act as an effective change agent and will be hugely knowledgeable in all aspects of generalist HR and display confidence with the practical working knowledge of a range of different systems.

The successful applicant will be a naturally inquisitive project lead and constructively challenging the status quo whilst researching ways to improve the existing work and process flow.  A naturally strong and engaging relationship builder is required to hit the ground running whilst gaining swift credibility with senior managers and IT colleagues internally.

You will be responsible for:

·Overseeing, testing and delivering the implementation of the new system (Midland).

·Adding value, seeing the bigger picture, improving customer service

The key areas you will work on are:

  • Deliver the HR system, scope its requirements, test and challenge its usability, engage with customers and stakeholders, deliver the system
  • HR lead on implementing the new HR/Payroll System including working with project colleagues, system provider, IT, Payroll etc.
  • Developing communications to highlight the change to business, involving key stakeholders, holding usability sessions, developing guidance etc and to transfer knowledge effectively
  • Working with HR colleagues to review other systems and procedures to increase efficiency/provide better information to customers.

The ideal applicant will possess the following:

·Ability to work with people at all levels, flexing up and down throughout the organisation

·Good experience of HR.

·Systems knowledge or experience of implementing or using a variety of HR systems (ideally Midland)

·Credibility with senior managers/IT colleagues etc.

·Ability to constructively challenge, probe, question and investigate but work collaboratively.

·Practical working knowledge of a range of different systems knowing and understanding the opportunities and pitfalls of all.

Interim HR Advisor to c. £37,000 pa (9m FTC) - CARDIFF

Our Cardiff based client requires an immediately available and experienced HR Advisor to join its existing team of 4 HR Advisors whilst reporting to the HR Manager

Our Cardiff based client requires an immediately available and experienced HR Advisor to join its existing team of 4 HR Advisors whilst reporting to the HR Manager (Business Support).  This is a FTC for 5 months in the first instance.

An operationally strong, HR generalist is required to hit the ground running whilst confidently building excellent professional relationships with stakeholders across the organization whilst adding value and contributing to a large and busy HR department providing up to date HR advice and guidance.

The successful candidate’s working knowledge and understanding of Employee Relation issues will be second to none whilst mentoring and coaching staff and colleagues on performance, conduct and capability issues.

Previous experience around targeted severance and redundancy could be advantageous together with any prior exposure to organisational restructures and the effect on staff and HR.

Permanent HR Coordinator c. £26,000 pa - CARDIFF

The preferred applicant will have a minimum of CPP and previous experience of providing and coordinating a consistent HR support to enable the effective delivery of the Employee Services remit.

Our client is looking for an enthusiastic HR Coordinator to join its busy Cardiff based team on a permanent basis.  The successful candidate will have the flexibility required to occasionally split HR duties across two sites (the other based near Abercynon, RCT) whilst making themselves available for flexible working hours as and when the business requires.

The preferred applicant will have a minimum of CPP and previous experience of providing and coordinating a consistent HR support to enable the effective delivery of the Employee Services remit. You will ensure a high quality, consistent HR advice and transactional service is provided to managers and colleagues enabling effective people management across the business.

This includes:

1.  Providing routine advice and support to managers, employees and other stakeholders on HR policy, procedures and terms and conditions of employment.  

2.  Actively contributing to the development of a customer focused service, ensuring high quality services are delivered to internal and external customers.  

3.  Supporting HR Business Partners with note taking in a range of meetings as required. 

 4.  Supporting the Employee Services and wider HR teams in managing queries from employees, managers and external stakeholders by providing relevant, accurate and timely advice. 

 5.  Assisting with the development of guidance and fact sheets for managers and employees.  

6.  Supporting and advising on transactional elements of the recruitment process, including relevant screening processes.  

7.  Ensuring HR content on the intranet is kept up to date and any amendments or changes are activated in a timely manner. 

 8.  Challenging processes and practices to promote continuous improvement in the delivery of excellent services.  

9.  Maintaining close links across HR to ensure changes in policies and procedures that affect HR services are implemented.  

10.  Working within appropriate legislation, good practice guidance and relevant policies and procedures.  

11.  Assisting with the preparation of the monthly payroll and administration of various pension/employee benefits schemes, ensuring that changes are advised within agreed timescales and processes. 

 12.  Processing HR transactions in accordance with legislation and policy, including issuing employment contracts and contract variations to meet relevant deadlines.

  13.  Ensuring that all relevant pre-employment screening checks are carried out, and any issues/concerns are escalated in an appropriate and timely manner.  

14.  Delivering a first class candidate experience by ensuring recruitment processes are well operated and contribute to their regular review.

15.  Coordinating recruitment campaigns to ensure a timely process, and be responsible for publishing adverts with guidance from the Resourcing Advisor as appropriate.  

16.  Adhering to the principles of data protection and confidentiality, ensuring compliance with all relevant HR policies.

17.  Undertaking any other duties as required to meet the needs of the business.

Personal Skills

Certificate in Personnel Practice or equivalent

Experience of working within a customer focused HR environment with a proven record of delivering results

Ability to interpret and provide advice on HR policies, terms and conditions

Effective time management and organisational skills

Excellent customer service skills, with the ability to develop productive working relationships with a variety of stakeholders

Excellent verbal and written communication skills

Strong numeracy skills, able to perform a range of calculations

Flexible and adaptable to changing needs and demands

Strong understanding of Data Protection and confidentiality, able to apply these principles within the working environment

Good working knowledge of current employment legislation

Strong IT skills, in particular Microsoft Office

Excellent accuracy and attention to detail

Experience of delivering effective HR advice, including T&Cs of employment in a large organization

Experience of using HR systems/databases, maintaining timely and accurate date and generating reports 

Permanent Recruitment Manager to c. £40k & bens - NEWPORT

To define and lead the recruitment strategy across the group to meet the demands of a growing, dynamic business, utilising all attraction channels to ensure that effective management of the recruitment budget.

Recruitment Manager Reporting to Human Resources Director

Direct Reports Recruitment Adviser, Recruitment Administrator

Department Human Resources

 

ROLE OVERVIEW

 To define and lead the recruitment strategy across the group to meet the demands of a growing, dynamic business, utilising all attraction channels to ensure that effective management of the recruitment budget.   This role covers all types of recruitment from temporary, contractors through to permanent hires into roles as well as graduate training positions.

 

 KEY ACCOUNTABILITIES

People

 1 Responsible for own continuous self-development, to keep up to date with recruitment practices and channels of attraction and evaluate their suitability for the organization

2 To attend seminars, meetings, conferences, exhibitions and training courses from time to time, as deemed desirable by the company

3 Responsible for leading, motivating and developing team/direct reports to achieve the individual’s own objectives and that of the team

4 To plan the effective use of the resources within the team to ensure that all projects are delivered and the “Business As Usual” recruitment service is delivered in line with expectation and to work flexibly to ensure that service standard is maintained.

 5 To work closely with the HR, L&D, Facilities and Internal Communications team members to ensure that all new people are onboarding efficiently ensuring a positive candidate/employee experience

6 To promote a culture that encourages high levels of employee motivation and morale with regular and effective communication

Customer

1 To lead the recruitment stream on the on-boarding of new projects ensuring the right people are selected for the right roles and assessment processes meet the needs of the recruiting manager

 2 To build effective working relationships with recruiting managers across the business to identify requirements and deliver a recruitment and selection service that meets expectations

3 Working with local colleges and universities to develop a pipeline of talent for future roles

4 In partnership with Managers ensure the accurate generation of job descriptions, generate interview questions and to conduct interviews for senior roles as and when required.

5 To train recruiting managers to adhere to best practice in the recruitment and selection of candidates

 Financial

 1 To develop and lead the implementation of the recruitment strategy which meets the needs of the company and considers all elements of the recruitment process, providing a cost-effective, value adding service to the business.

2 Management of all recruitment suppliers ensuring they are effective and moving towards a hybrid model of recruitment

3 Effective management of recruitment budget with targets to achieve cost reductions year on year

4 To work with the Finance team and operational areas to establish and work to agreed headcount plans

 

Process

1 Definition of all recruitment and selection processes for a diverse range of roles including the Graduate programmes, responsible for implement continuous improvement and efficiencies within these processes.

 

KEY ACCOUNTABILITIES

2 Management of the recruitment authorisation process working closely with Finance to ensure roles are accounted for and progress is tracked.

 3 Implementation of the existing recruitment system to automate the recruitment process and improve the candidate experience

4 Definition and provision of recruitment metrics to demonstrate performance on a monthly basis and on an ad-hoc basis as required.

5 Ensuring compliance with company policies and applicable regulations and governance.

6 To fully review the attraction channels and select the most appropriate channels to secure candidates in agreed timescales. 

7 To work closely with the wider HR and Marketing team to develop the Employee Value Proposition to attract candidates and to build the profile in the catchment areas. 

 

 

 

 

 

PERSON SPECIFICATION 

Education & Qualifications

 Educated to at least A level standard

  Educated to degree level

  SHL testing qualification or BPS qualification Knowledge & Experience

 Demonstrable experience of leading and motivating a high performing recruitment team

  Demonstrable experience of designing and implementing a recruitment strategy which has supported growth

  Experience of designing recruitment and selection events

 Sound understanding of the use of social media in recruitment and the various attraction channels

  Experience of using aptitude tests in selection processes

 Knowledge of talent pooling to proactively managing the supply of candidates

 Experience of recruitment systems to automate processes

 

HR Advisor (15m FTC) to c. £37,000 pa - CARDIFF

o work as a member of the Human Resources Business Support team in providing a professional HR service to the organisation.

Interim HR Advisor (15 m FTC)

Ideally January 2017 start

 

Salary:                       £32,958 - £42,955 per annum

 

Tenure:                     Fixed term contract (maternity cover) to April 2018 or until the post holder returns whichever date is sooner

 

Hours:                       Full – time - 37 hours per week

 

Accountable to:      HR Manager (Business Support)

 

 

Role Summary:

 

  • To work as a member of the Human Resources Business Support team in providing a professional HR service to the organisation.

 

 

Principal Duties and Responsibilities:

 

  • To contribute to the implementation of the HR Strategy and HR initiatives.

 

  • To provide a professional advisory service to managers on a range of HR issues, including the application of HR policies, procedures and practices.

 

  • To assist with HR policy review, carrying out research, producing reports and supporting effective implementation of HR policies.

 

  • To advise and participate in employee relations casework.

 

  • To advise and support change management and performance management.

 

  • To undertake role analysis.

 

  • To participate in the development and delivery of training to managers on HR procedures and practices.

 

  • To advise and guide the HR Operational team on individual cases.

 

  • To contribute to an effective employee relations environment.

 

  • To assist with the implementation of Quality Standards within HR.

 

  • To participate and where appropriate lead on HR project work.

 

  • To participate and where appropriate represent HR at working groups/meetings both internal and external to the organisation.

 

 

 

Person Specification

 

 

 

 

Education & Qualifications

(Essential)

 

  • Associate member of CIPD with Level 7 Advanced Diploma in Human Resources Management or equivalent

 

 

 

Education & Qualifications

(Desirable)

 

 

  • Member of the CIPD (MCIPD)

 

 

Skills and Abilities

(Essential)

 

  • Excellent verbal, written and presentation skills

 

  • Customer/service delivery focused

 

  • Effective team player

 

  • Effective IT skills

 

  • Effective project management and negotiation skills

 

  • Ability to use own initiative, creativity and to problem solve

 

  • Ability to collate, analyse data and evaluate management information

Skills and Abilities

(Desirable)

 

Knowledge

(Essential)

  • Current and detailed knowledge of HR issues

 

  • Current and detailed knowledge of employment                 legislation and practice

 

  • An understanding of the role of HR in supporting achievement of organisational objectives

 

  • An understanding and commitment to health and safety, equalities and confidentiality

 

Knowledge

(Desirable)

  • Current up to date knowledge of HR issues

 

  • Good working knowledge of job evaluation

 

Experience paid / unpaid

(Essential)

 

 

  • Current experience in the practical application of employment law and undertaking casework

 

  • Current and relevant experience in a HR advisory capacity

 

  • Experience of designing and delivering training to management on HR issues

 

  • Experience of preparing reports and HR policies for presentation to management

 

 

Experience paid / unpaid

(Desirable)

 

  • Relevant HR experience in a similar sector

 

  • Experience of job evaluation

 

Other Requirements (Essential)

  • Commitment to continuous professional

     development

 

 

Interim Snr HR Advisor, CARDIFF c. £28k (Full or Part Time)

18m FTC, PART or FULL time hours for an experienced HR Casework Manager, you will manage, leading and monitor the advice on critical employment and employer liability cases liaising with managers at all levels

Senior HR Advisor (18 month FTC)

Reporting to the Head of HR, supporting internal Managers, HRBP’s and HR Advisors (Available on a Full or Part Time basis)

Job Purpose:

As an experienced HR Casework Manager, you will manage, leading and monitor the advice on critical employment and employer liability cases liaising with managers at all levels throughout the organisation ensuring consistency of approach and where necessary identifying courses of action.

You will draft, develop and implement, associated casework and other people policies (e.g. grievance, disciplinary, capability, probation) ensuring they are legally compliant and fit with organisational culture and in line with its standards.

You will be the professional and technical lead on key people policies for the whole of organisation which includes providing advice to managers and colleagues throughout the business and reviewing the policies in light of feedback and queries

Responsibilities:

·Setting direction

Support the development of the Directorate Delivery Plan

Identify trends from Casework, policy queries to help influence future development of people policies

·Delivering results

Draft, develop and implement people policies taking into account the organisational culture and ensuring legal compliance whilst meeting policy and procedure standards

To centrally manage the Casework and Employer liability cases by tracking cases, where necessary researching and seeking information, and identifying trends and amending the relevant policies accordingly

Ensuring casework is managed to maximise consistency of approach and minimise reputational risk.

To be the professional and technical lead on key people policies for the whole of the business.

·Building relationships

To work with a variety of Trade Unions and their representatives in the development of policies

To liaise and support managers at all levels with critical issues when managing their own casework.

To liaise with external legal team in identifying solutions ensuring lessons learnt are shared across the business

Support and liaise with colleagues especially HRBP’s, senior managers in managing or escalating issues when necessary

Engage with managers to understand business requirements in relation to the policy development

·Ensuring effective governance

Applying understanding of a variety of employment legal requirements in the development of people policies when providing advice on casework/employer liability cases

Ensure clear audit trail is maintained when managing casework/employer liability cases to mitigate the risks to the business

 Maintain records and information in line with regulations and agreed standards

This role has responsibility for verifying and authorising invoices from external legal advisors

·Developing people and teams

Supporting managers at all levels across the organisation through more critical and complex casework issues ensuring processes are adhered to and monitoring the outcome

Supporting and guiding HR Advisors in ensuring there is a consistent approach through overseeing the casework

Helping  the development and implementation of improving line management capability in managing casework

Supporting through coaching and mentoring the role of People Policy and Practice Advisor in the aspects of Casework

Job Specific Criteria:

1.Professional member of CIPD

2.Exceptional communication skills verbal and written

3.Ability to influence and liaise with managers at all levels inside as well as outside the organisation

4.Able to present complex cases to senior managers

5.An ability to identify and where necessary modify approach to ensure compliance with policy

6.Able to understand sometimes competing employment issues and identifying solutions to manage the risk

Interim HR Advisor to £34,500pa - NEWPORT, GWENT

Our client requires a competent HR generalist with previous restructure exposure and experience to join a busy, fast paced HR team and hit the ground running

Our client requires a competent HR generalist with previous restructure exposure and experience to join a busy, fast paced HR team and hit the ground running whilst working very closely with the Head of HR during a hugely transformational period.

 
This is a dedicated 9 month interim contract whilst a permanent position is advertised and filled.  The successful interim Senior HR Advisor will be a confident HR professional who will focus on the importance of restructure within the organisation.  You will be hugely instrumental in implementing a strategic plan working together with the team whilst exercising various options and making recommendations and suggestions throughout.
 
Immediate start until August 2017.

Interim Snr HR Officer to £35,000 pa, CARDIFF

Our client requires an immediately available HR Generalist to come in and hit the ground running in a stand alone post reporting to Finance. This is interim cover on a short term basis.

Our client requires an immediately available HR Generalist to come in and hit the ground running in a stand alone post reporting to Finance. This is interim cover on a short term basis.

 
Welsh speaker would be highly desirable.
 
Essential skills would be;
 
  • Strong HR generalist background with ER expertise
  • Excellent Systems skills (Cascade HR an advantage)
  • Confident extraction of HR and Financial information/stats/reports from computerised system
  • Previous Pay Award experience including the issuing of new contracts and all issues surrounding this field
  • Learning and Development skills - identifying what the organisation requires and sourcing the appropriate T&D opportunities
  • Production of Management Information for the Board
  • Recruitment expertise
  • Up to date with Employment Legislation
  • Previous Appraisals and work planning involvement

Interim HR Manager, CARDIFF £40,000 - £45,000 pa (6 month contract)

Our client requires an immediately available, CIPD qualified, confident HR Manager to join a dynamic, thriving and rapidly expanding Cardiff based business.

Interim Human Resources Manager, CARDIFF £40,000 - £45,000 pa (6 month contract)

 

Our client requires an immediately available, CIPD qualified, confident HR Manager to join a dynamic, thriving and rapidly expanding Cardiff based business.

 

Reporting to the MD, you will be hugely capable and experienced in the full recruitment cycle specifically for high level professional recruitment across the board.  You will be meticulously well organised, robust, and professional in your approach with the ability to switch and react to the daily changes within the business.  You will be resilient and tenacious with a huge amount of emotional intelligence being the first port of call for all staff whilst professionally handling daily issues and change.

 

You will be supportive and proactive offering new and fresh HR ideas internally. You will be used to the daily HR remit and will be confident in the following;

  • High level recruitment
  • Inductions (starters/leavers)
  • Sickness absence management reporting to the Board
  • Production of monthly HR reports
  • Daily management of generalist HR
  • Responsible for one direct report

Interim HRBP to £38,000. nr CARDIFF

Our client offers an immediate start to a part or fully qualified CIPD HR professional who has previously operated at HR Advisor and/or Business Partner level within a complex organisation.

Our client offers an immediate start to a part or fully qualified CIPD HR professional who has previously operated at HR Advisor and/or Business Partner level within a complex organisation.

 
The preferred candidate will ideally have a sound generalist background and will be experienced in restructures.  This is not really about HR ‘business as usual’ but much more focussed on business cases to restructure teams internally.
 
You will be part of a dedicated team and will hold your own ground.
 
You will take an informed business view from an HR perspective and you will hit the ground running whilst ‘taking the people with you’.

Immediate start.

Senior Occupational Health Nurse to £45,000 pa, CARDIFF

We are looking for a very experienced Senior Occupational Health Nurse, with strong clinical leadership and people management skills to perform the full OH remit whilst managing other Nurses and Doctors and input into tenders or Occupational Health.

Senior Occupational Health Nurse

Purpose of Role:

A unique and excellent opportunity for an experienced, competent and commercially focussed Senior Occupational Health Nurse based in Cardiff.  

You would be expected to perform the full OH remit and will manage other Nurses and Doctors and input into tenders or Occupational Health. This is an exciting time to join a progressive, growing company, helping to drive the business forward and provide our clients with an excellent occupational health service.

You will be required to travel to client sites as needed for Client meetings, BD meetings and pitches, with potentially some days at specific Clients for clinical duties.

Duties include but may not be limited to:

Health surveillance includes but not limited to:

  • Audiometry
  • Lung Function Testing
  • Skin Assessments
  • Drug and Alcohol Testing
  • HAVS

The successful candidate will also be required to:

  • Continue progressing the occupational health in preparation for SEQOHS
  • Liaise with the Occupational Health Physician concerning clinical governance
  • Deal with client queries on a day to day basis.
  • Assist with the writing of tenders/quotes/proposals for client work
  • Support the business plan and cross selling Consultancy and training services

 

Key skills/qualifications

We are looking for a very experienced Senior Occupational Health Nurse, with strong clinical leadership and people management skills, along with a strong commercial acumen.

To be considered for this position, a Registered Nurse preferred on part 3 of the nursing register, with ideally a diploma in Occupational Health. Certificates in audiometry, spirometry, skin assessments and HAVS would be of benefit but not essential as training will be provided if required. 

Occupational Health Advisor,CARDIFF - full or part Time c £36k

Role Summary: to provide a professional and proactive occupational health service for in support of the corporate objective of securing a healthy and safe environment for all staff.

Permanent Occupational Health Advisor

 

Salary: £32,277 - £36,309  pro rata

 

Permanent

 

Part or Full Time Hours   

 

Accountable to:      HR Manager (Occupational Health, Safety and Well-being)          

 

 

 

Role Summary: to provide a professional and proactive occupational health service for in support of the corporate objective of securing a healthy and safe environment for all staff.

 

Principal Duties and Responsibilities:

 

  1. To organise and carry out statutory and non-statutory medical examinations as determined by the organisation.

 

  1. To arrange and undertake health surveillance in accordance with the Control of Substances Hazardous to Health Regulations and other associated Regulations and the Health Surveillance Programme.

 

  1. To assess the risks to health in the work environment by undertaking audits, reviews of sickness absence and accident records and to identify and advise on training needs and controls in respect to those risks.

 

  1. To undertake health screening in relation to new employees and those staff changing job roles.

 

  1. To provide accurate written, electronic and verbal occupational health related reports observing confidentiality at all times.

 

  1. To provide advice to managers and other employees on the impacts of health on specific work activities.

 

  1. Provide advice and support to managers and employees in all matters related to the sickness absence policy, including advising on action needed, sickness absence, implementing the OH referral procedure, supporting rehabilitation into the working environment.

 

  1. To liaise and correspond with medical health professionals, including, but not limited to, occupational health physicians, occupational health consultants and GPs.

 

  1. Provide professional input to the development and regular review of the organisation’s health related policies which include occupational health issues/implications e g sickness absence, drug, alcohol and DSE policies, including preparing and presenting Committee and other reports as necessary including the annual Occupational Health Statistical Report.

 

 

 

 

REQUIREMENTS

 

Registered General Nurse

 

Post registration qualification in Occupational Health e.g.  Occupational Health Nursing Certificate/Diploma

 

First aid at work qualification

 

Health and safety qualification

Knowledge and understanding of the importance of proactive occupational health

 

Knowledge of health related health and safety and health related  employment legislation including CoSHH

 

 

Able to read, write and comprehend moderately complex reports and give advice on Occupational Health matters.

 

Able to use empathy and tact in dealing with a range of people in demanding and stressful situations demonstrate, including using effective personal counselling skills

 

Able to balance conflicting demands and prioritise demanding workloads to meet deadlines.

 

Decisive and able to make appropriate professional judgements.