Main Activities:

·To implement initiatives, conduct research, gather information and make recommendations to increase employee engagement, improve retention and address areas of under-representation within the workforce.

·Develop targeted positive action recruitment campaigns for staff and transferees in line with the priorities set out in the People Plan

·To organise, co-ordinate and ensure all pre-employment and induction processes are undertaken efficiently and in accordance with Legal requirements and Procedures.

·Co-ordinate all secondments, redeployments and restricted duties data ensuring that all records are up to date and HR business partners have all necessary data.

·To monitor the operation of HR policies and procedures and processes to support policy reviews and ensure fair and consistent application.

·To analyse information relating to workforce composition and prepare succession planning, employment monitoring and other management reports.

·To provide general advice, guidance and support on terms and conditions, management of attendance in accordance with legislation, policies and procedures.

·To undertake job evaluation and provide grading advice across the Force, ensuring consistency, equity and integrity of the scheme.

·To assist and work with HR business partners in delivering their portfolios, undertaking specific research and development of policies and practices.

·To assist in the development of HR systems to improve effectiveness and case load activity

·To deliver a customer-focussed service.

·To promote and adhere to the organisations Strategic Equality Plan to support the development of a diverse workforce.

·To fully participate in the performance appraisal process.

Must be an Associate member of the Chartered Institute of Personnel and Development and have Level 7 Advanced Diploma or equivalent qualification in Human Resources or work to obtain the qualification within an agreed timescale.

Must have experience in the administration of high volume recruitment and selection processes.

Must be IT literate and have a good working practical knowledge of Microsoft Office packages including Word and Excel.

Health, Safety and Well-being Advisor

12 m Fixed Term Maternity Cover (37 hours per week)

January 2020 start

Salary:  £34,800 – £39,150 pa

Accountable to Assistant HR Director    

General Responsibilities

As a key member of the Senior Management Team, you will contribute to achievement of the Strategic Vision, Principles, Objectives and Aims of the organisation.

Take the lead where appropriate, on large projects such as office moves or IT upgrades.

Working closely with the Finance Team, take responsibility for setting budgets for your area of work and monitoring expenditure.

Provide Quarterly KPIs information required by Information and Marketing Coordinator, for your area of work

Participate in the management Tier 3 back up on call rota.

Demonstrate and promote the organisation’s ethos of informed choice, and its vision and values.

Proactively work within organisation’s policies, including anti-discriminatory practice and equality of opportunity.

To manage staff in an inclusive, engaging and empowering manner.To represent the organisation at external meetings, public events, conferences and similar ensuring that organisation’s reputation is protected and enhanced.

To actively work in partnership with other agencies and organisations to achieve better outcomes for clients

Example areas of responsibility:

-HR Business partners & HR service delivery

-Compensation & benefits/incentives

-Company awards schemes

-Culture championing

-Stakeholder engagement – employees and flexible labour, as well as client engagement

-People development, talent management & succession planning

-Health & safety

-Audit & Compliance (people related)

-Legal (people related)

-Change management and internal communication

-Client advisor on flexible workforces

-TUPE/Industrial relations

-Flexible worker management and benefits

-Outsource payroll management

-Advisor/coach/management mentor to senior leadership team

-Project leadership/participation

-Facilities & working environment

Benefits

Salary circa £75k to £85k plus car or car allowance (Circa £8k or company car)

Profit incentive scheme (bonus) dependent on business performance up to 30% of salary

Pension contribution up to 5%

Private medical (family cover) & life insurance (4x)

Entrance to EMI scheme (on completion of 6 month probation)

Notice period 6 months on completion of probation

Holidays 25 days

Key Accountabilities

·Proactively manage employee relations cases, including disciplinaries, grievances, absence and welfare issues.Providing managers with information and advice together with administrative support, ensuring best practice and adherence to legislation and Cardiff International Airport (CIA) policies.

·Apply HR and business knowledge as required, evidencing appropriate decision making skills.

·Advise managers and staff on terms and conditions of employment including existing benefits.

·Promote and share best practice with managers and staff.

·Ensure positive relationships with all stakeholders including line managers, staff and trade unions.

·Continuously monitor and review existing policies and procedures, together with designing and developing new policies, ensuring any changes are communicated and that line managers and staff are educated in their use.

·Support the Director of HR with HR projects, taking the lead when required.

·Provide advice on and manage the administration of the recruitment and selection processes, including writing job descriptions and preparing interview questions and application forms, working closely with the hiring managers.

·Design and delivery of in-house training programmes including line manager training and induction.

·Support with change management processes in a positive and collaborative manner.

·Support the Airport’s CSR initiatives.

·Develop and update HR systems so that accurate records and reports are accessible at any given time.

·Collate and report key management information and statistics, presenting in the required format for formal meetings as requested.

·Implement systems and processes to ensure the effective and efficient running of the department and accuracy of data held.

·Lead on HR audits to ensure compliance with policies and legislation.

·Assist with the referencing and vetting of staff and applicants working closely with the ID unit.

·Record and collate absence information and liaise with line managers to aid with the management of staff absence, ensuring the process is closely managed and in line with CIA policy.

·Take minutes at formal meetings ensuring accuracy and timely distribution.

·Issue HR correspondence including appointment letters, contracts of employment, regret letters, file notes, ensuring proper audit trails.

·Update and maintain effective and accurate HR documentation, including sickness absence records, induction records, personal files, pre-employment screening checks, etc.

·Ensure a comprehensive filing system (electronic and manual) is maintained and that all files are up to date and compliant with relevant regulatory and legislative requirements.

·Conduct job evaluations ensuring consistency of approach.

·Carry out pay and benefits benchmarking.

·Advise on performance management matters to enable positive outcomes.

·Manage employee relationships, responding to queries or problems ensuring expectations are met.

·Ensure all HR matters are handled reliably and sensitively, and that data is managed in accordance with GDPR regulations and in line with company policy.

·Support with disciplinary and grievance investigations when required.

·Periodically update organisation charts and HR Extranet pages.

·Work collaboratively with other departments across the Airport, lending support in operational areas if required to enable a one team approach and ethos.

·Possess a good awareness and understanding of Health & Safety hazards and risks complying at all times with excellence in conduct, behaviour and attitude.

A proven HR leader, you will need to be confident and resilient and prepared to take the lead and drive the HR agenda whilst complimenting the needs of the organisation.

You will have significant experience in strong stakeholder management as well as:

•Demonstrable success as a HR Business Partner

•Excellent people management and staff engagement experience

•Strong generalist HR experience.  

•Ability to collaborate effectively with colleagues to support the development of the HR agenda.

Confident, assertive and resilient, you will establish positive and long-standing stakeholder relationships and your ongoing responsibilities will include:

• Using a coaching style of leadership and a continuous improvement approach to ensure HR solutions add value in line with the corporate vision to maximise performance.
• Supporting Mangers to operate and perform to their maximum capability.
• Designing, delivering and evaluating training and facilitation solutions to increase the skills and capability of line managers.
• Possessing the ability to enable teams to work together across functions to deliver successful outcomes, and in creating environments that demonstrate equality, foster trust, respect and challenge

Main Responsibilities:

• First point of contact for HR queries
• Work closely with HR colleagues across the business to monitor, review and update all policies in line with current legislation and best practice
• Provide an advisory service to employees ensuring that they are fully aware of their rights and entitlements
• Manage staff relationships, promptly respond to queries and manage expectations
• Ensure Human Resources matters are handled fairly and consistently in line with legal and company requirements
• Support the HR Manager with grievance, disciplinary and capability investigations and hearings
• Support and develop recruitment campaigns
• Help to drive organisational performance by driving core business objectives
• Work in partnership with line managers on performance management, employee relations, resourcing and staff management/development.
• Recruitment, assisting with interviewing and selecting employees to fill vacant positions.
• Assisting with local implementation of other HR related programmes for example internal and external audits
• Analysing salary and benefits data to determine competitive compensation plans.
• Representing the organisation at personnel-related hearings and investigations.
• Preparing reports and metrics and recommending procedures to reduce absenteeism and turnover.
• Maintaining HR system to meet management information needs.
• Maintaining appropriate records of personnel transactions such as hires, promotions, transfers, reviews, and terminations, and providing statistics for reporting purposes.

Alternatively, there could also be a developmental opportunity for the right person currently operating at an HR Advisor level to grow and transition into the role of HRBP with hard work and determination.  The minimum qualification of CIPD Level 5 is desired.

Key Responsibilities

Resourcing and Talent Planning

·Liaise with managers regarding workforce planning and advise accordingly.

·Advise and Manage ongoing recruitment and selection process.

·Ensure recruitment policies and processes are regularly reviewed.

·Liaise with external recruitment agencies and negotiate rates.

·Ability testing and personality profiling where applicable.

·Coordinate induction process.

Performance and Reward

·Oversight of payroll and benefits for the Directors and Senior Management team.

·Advise and implement reward policy.

·Oversee pension scheme and retirement process.

·Co-ordinate Christmas gifts.

·Advise managers on managing performance and capability.  Responsible for driving engagement

·Manage the appraisal process including disciplinaries.

Organisation Development

·Working with managers to implement and execute structural design.

·Support with the design and implementation of change programmes.

·Communicate the vision for change to managers and employees.

Learning and Talent Development

·Identify training needs.

·Coordinate and deliver suitable training solutions.

·Liaising with external training providers.

·Advise and coach managers on developing personal development plans.

·Co-ordinate probationary reviews.

Employee Engagement

·Identify opportunities to improve employee engagement.

·Train and coach managers to engage teams.

Employee Relations

·Manage the disciplinary and grievance process and lead on resolving cases.

·Maintain knowledge of relevant agreements and employment law and apply in decision making.

Service Delivery and Information

·Deliver management information.

·Legal year end returns.

·Maintain HR information systems and reporting.

·Maintain employee files and data.

Responsibilities:

HR Policies

1.Ownership for all HR policies including research, development, maintenance and change control, conducting external reviews of best practice to ensure the business is keeping up to date with external trends and ways of working to support the strategic objectives of the company

People Services

2.Support the shaping of the content of the People Services section of the intranet using research and external reviews to provide education and support materials that will help to maintain and embed the operating model

3.Develop, maintain and change control the content for the HR section of the intranetworking in close collaboration with other members of the team as appropriate eg Comms & Engagement Consultant

4.Support, coach and educate managers and the HR team to reinforce the operating model thus ensuring a more efficient function

5.Develop mechanisms to monitor the effectiveness of the People Services function including MI on usage of the service, feedback from managers and employees, escalations, suggestions for improvements etc and drive and drive through improvements where appropriate

Payroll, HRIS, Reward and Employee Benefits

6.Conduct verification checks for the monthly payroll ensuring necessary authorisations / mandate approvals are in place for all transactionsand submissions for the bureau (or other solution), Finance Department and HMRC are accurate, supported by appropriate documentation, completed and authorised within set timescales

7.Provide support to the Head of HR on reward benchmarking exercises covering a broad spectrum of pay and benefits elements

8.Support the research and development of new employee benefits and the on-going effective oversight of existing employee benefits schemes

Recruitment

9.Support the People Services Manager to shape the recruitment strategy for the business, providing insight and feedback on appropriate tools and strategies in order for Hodge to remain competitive

10.Support recruitment activity at Bands 2 and 3 assisting hiring managers on the recruitment process, including advice and guidance on the recruitment policy and process, strategies and tools to implement, participating in the recruitment process through interviews or assessment centres

11.Work closely with the L&D Manager, ensuring that hiring decisions reflect the future talent and succession requirements of the business

12.Monitor the recruitment process and hiring decisions (internal and external)to ensure that Hodge maintains and champions a diverse workforce in support of its strategic objectives

13.Ensure managers are coached and trained to undertake recruitment activities and recruitment accreditation processes are effective

14.Work closely with the People Services Manager and the Finance function to ensure that all recruitment activity is within budget and approved (or escalate where outside of these parameters) and support managers to help embed effective resource forecasting across the business

Employee Relations Support

15.Provide employee relations case management advice and guidance to manageracross the whole range of employee relations policies (recruitment, diversity, code of conduct, disciplinary, grievance, re-structuring, performance etc) referring to the employment solicitor as appropriate for employment advice and controlling costs in the process

General And Other Responsibilities

17.Work within policy framework and procedures, maintaining high standards

of professionalism at all times ensuring compliance with job cards and all

processes, making recommendations for improvements across the entire

employee lifecycle

18.Act as a point of referral and resolution for queries that cannot be resolved at

Tier 1, ensuring they are escalated to the People Services Manager or Head of

HR if appropriate

19.Develop and maintain good knowledge of regulatory and legislative requirements

in relation to all aspects of HR and other financial services provider requirements

eg data protection, money laundering etc

20.Ensure risks and controls are managed robustly and evidenced through all

aspects of the role

21.Any other reasonable tasks as requested by line manager or business managers