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Candidate Assessment & Process · In partnership with key stakeholders, lead the design, delivery and ongoing review of an exceptional recruitment process for internal and external candidates which is highly regarded internally and externally, ensuring a seamless process from recruitment to onboarding. · Act as the go to expert on all Safer Recruitment practices across all areas of the business, and ensure all recruiting processes are conducted in line with these, including advertising the role, shortlisting candidates, the interview process, the offer process and pre employment vetting checks. · Operate within all regulatory requirements (e.g. Ofsted; Risca; General Data Protection Regulations; Social Care Wales; Employment Legislation) · Ensure all volunteers and work experience placements fulfil all hiring requirements in line with Safer Recruitment principles. · Ensure all agencies provide the appropriate information to adher to regulatory requirements in line with Safer Recruitment principles. · Personally support interview activity for key roles as and when required. · Ensure the appropriate process is in place to seek feedback from candidates on their recruitment experience and utilise this information to continuously improve the candidate experience. · Working with the wider Recruitment team, ensure the appropriate training is in place to ensure managers are upskilled and supported to recruit the best talent for their service. · Evaluate the technology and system requirements needed to support the recruitment process and ensure the right solution is in place to support recruitment activity. Other · Recruit, develop, manage and grow the Recruitment team in line with business need. · Directly line manage the Recruiters within the team, ensuring they are fully supported and have the opportunity to continue to develop in their role. · Oversee the strategic relationships with external recruitment service providers and monitor contractual arrangements. · Act as a role model and expert on all things recruitment, ensuring there is consistency around recruiting standards. · Act as the overall point of contact for Senior Managers on all recruitment related activity. · Oversee, develop and produce relevant reporting of all recruitment metrics, feeding into the wider HR dashboard. · Oversee the overall recruitment budget as agreed with the HR Director, working with the Recruitment team to ensure costs are controlled within it. · Work in partnership with the HR Director to continue to develop the recruitment strategy in line with operational needs. · Remain up to date on all regulatory and employment legislation which has a bearing on recruitment related activity. · Keep abreast of the market and ensure the recruitment strategy is evolved to keep ahead of key competition. · Support wider HR strategic projects as and when appropriate. PERSON SPECIFICATION
·This person will have a broad, generalist HR background and will hit the ground running armed with essential care knowledge and expertise whilst confidently operating as a strong No 2 to the Director of OD. Supporting and shaping a large, critical change piece you will concentrate on organisational ‘values and vision’ together with engagement.
Responsibilities: ·Work in close collaboration with the International HR team, taking the lead on Division wide Learning, Development and Cultural strategy and processes. ·Lead on HR compliance and administration across all teams, with the support of the HR Business Partners ·Support with local activity for annual processes, including but not limited to performance review, talent review and compensation, internal communications, meeting facilitation and accurate records management. ·Support with learning and development activities across teams. Keeping accurate records of training plans and schedules with management of training organisation. ·Recruitment: setting up and attending interviews, preparing offer letters and contracts, references and keeping accurate records. ·Support with the management of an effective induction process, arrange inductions as necessary and ensure the HR aspect is carried out effectively and in a timely manner ·Become a superuser of all HR systems and support with training of line managers and colleagues ·Support with any employee relations issues, through note taking, letter creation and accurate record keeping, and basic training for supervisors and junior line managers ·Carry out exit interviews for all leavers and provide information to HRBP to assess reasons for leaving and any necessary mitigation ·Manage employee suggestion boxes and subsequent actions. ·Provide relevant and accurate management information reports as required (starters/leavers/ promotions/long service anniversaries/employee relations issues,etc.) ·All HR and benefit administration including keeping employee files up to ate ·Support with employee engagement activities for all team, including team events, Company social committee, recognition awards, CSR initiative and any ongoing action plans. ·Holiday and absence tracking and reporting ·Records retention management and training ·Long service and spotlight awards administration and tracking ·Support with the roll out of the SmartRecruiters system and all other IT integration activities
Key Skills Experience Qualifications CIPD qualified desirable CVS in the first instance direct to MERA MANN
·Ability to understand your designated business area and build strong working relationships in a short space of time. ·Ability to manage the expectations of a diverse client base. ·Experience of working with the business areas on the development of organisational changes. ·Resilience. ·Ideally to have experience of working in a regulated industry. ·Team player who is used to working remotely. ·Experience of complex cases with the ability to guide managers through the process. Quickly ascertaining competence levels before providing guidance to managers offering appropriate levels of support. ·Flexible approach as need to be out and about in the business. ·Providing guidance to managers on pay and reward matters/issues. ·Experience of working in a Unionised environment – we recognise Unison, GMB and Unite.
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.
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
Confident, assertive and resilient, you will establish positive and long-standing stakeholder relationships and your ongoing responsibilities will include: