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Main Purpose of Post 1.Develop strong relationships with senior leaders and HR Business partners to build insight into existing levels of performance capability against future requirements, to identify gaps and risks to the University’s strategic plan 2.Be accountable for the agreement and development of an implementation plan, which will be delivered on time and to the required level and will enable The University to deliver its ambitious business plan. 3.Accountable for delivering Performance outcomes, e.g. Recruitment, Professional Development Reviews, promotion and probation, working in partnership with senior leaders and HR Business partners to develop and utilise a systematic approach to identifying issues and developing solutions. 4.Role model a continuous improvement approach, using meaningful people MI, to ensure Performance solutions add value, are in line with the university’s vision and drive sustainable performance for the organisation and customers 5.Use a coaching style of leadership to enable line managers to take accountability for the delivery of performance outcomes within their college/function 6.Design, deliver and evaluate training and facilitation solutions that are impactful and deliver quality outcomes in line with the university’s vision 7.Be outward looking and future focussed, horizon scanning and using professional networks to benchmark and research trends and innovative approaches that will enable the University’s vision 8.Deliver successful outcomes through people, supporting, developing and challenging teams to succeed. Accountable for providing clarity and direction, creating a culture that motivates others to be innovative and outcome focussed and to perform effectively to maximise the growth of the organisation. 9.Continually seek and act on feedback to learn and develop as a professional, taking responsibility for own CPD. As a high performing Department, HR is constantly improving and all HR professionals are expected to engage in alternative roles in other areas of HR or the wider University, for personal and professional growth or where it may be operationally required. General Duties 10.To fully engage with the University’s Performance Enabling and Welsh language policies. 11.To promote equality and diversity in working practices and to maintain positive working relationships. 12.To lead on the continual improvement of health and safety performance through a good understanding of the risk profile and the development of a positive health and safety culture. 13.Any other duties as directed by the Head of College / Department or their nominated representative expected within the grade definition. 14.To ensure that risk management is an integral part of any decision making process, by ensuring compliance with the University’s Risk Management Policy. Leadership Values All Professional Services areas at Swansea University operate to a defined set of Core Values: Professional services values and it is an expectation that everyone is able to demonstrate a commitment to these values from the point of application through to the day to day delivery of their roles. Commitment to our values at Swansea University supports us in promoting equality and valuing diversity to utilise all the talent that we have. We are Professional We develop ourselves and our teams through continued professional development, and use feedback to improve. We create a culture that delivers successful outcomes through people, supporting, developing and challenging our teams to succeed. We involve our people in developing a vision for the future and in enabling innovation and change, improving University, team and individual performance. We Work Together We enable our teams to work together and across functions to deliver successful outcomes that exceed the needs and expectations of our customers. We are responsible for creating environments that demonstrate equality, foster trust, respect and challenge. We are accountable for providing clarity and direction, communicating the “big picture” and harnessing ideas and opportunities to achieve the University’s vision. We create environments that identify, understand and give priority to delivering the needs of the University Community (our students, colleagues, external partners and the public). We motive and inspire our teams to provide the highest standards of personalised care and in doing so uphold the Swansea University brand.
In addition you will operate to a defined set of Leadership Values:
We care
Main Purpose of Post 1.Accountable for developing innovative ways to identify, attract and recruit talented, specialist people. 2.Develop strong relationships with senior leaders and HR Business partners to build insight into existing levels of performance capability against future requirements, to identify gaps and risks to the University’s strategic plan 3.Be accountable for the agreement and development of an implementation plan, which will be delivered on time and to the required level and will enable The University to deliver its ambitious business plan. 4.Accountable for delivering recruitment outcomes, working in partnership with senior leaders and HR Business partners to develop and utilise a systematic approach to identifying issues and developing solutions. 5.Role model a continuous improvement approach, using meaningful people MI, to ensure Performance solutions add value, are in line with the university’s vision and drive sustainable performance for the organisation and customers 6.Use a coaching style of leadership to enable line managers to take accountability for the delivery of recruitment and performance outcomes within their college/function 7.Design, deliver and evaluate training and facilitation solutions that are impactful and deliver quality outcomes in line with the university’s vision 8.Be outward looking and future focussed, horizon scanning and using professional networks to benchmark and research trends and innovative approaches that will enable the University’s vision 9.Deliver successful outcomes through people, supporting, developing and challenging teams to succeed. Accountable for providing clarity and direction, creating a culture that motivates others to be innovative and outcome focussed and to perform effectively to maximise the growth of the organisation. 10.Continually seek and act on feedback to learn and develop as a professional, taking responsibility for own CPD. As a high performing Department, HR is constantly improving and all HR professionals are expected to engage in alternative roles in other areas of HR or the wider University, for personal and professional growth or where it may be operationally required. General Duties 11.To fully engage with the University’s Performance Enabling and Welsh language policies. 12.To promote equality and diversity in working practices and to maintain positive working relationships. 13.To lead on the continual improvement of health and safety performance through a good understanding of the risk profile and the development of a positive health and safety culture. 14.Any other duties as directed by the Head of College / Department or their nominated representative expected within the grade definition. 15.To ensure that risk management is an integral part of any decision making process, by ensuring compliance with the University’s Risk Management Policy. Leadership Values All Professional Services areas at Swansea University operate to a defined set of Core Values: Professional services values and it is an expectation that everyone is able to demonstrate a commitment to these values from the point of application through to the day to day delivery of their roles. Commitment to our values at Swansea University supports us in promoting equality and valuing diversity to utilise all the talent that we have. We are Professional We develop ourselves and our teams through continued professional development, and use feedback to improve. We create a culture that delivers successful outcomes through people, supporting, developing and challenging our teams to succeed. We involve our people in developing a vision for the future and in enabling innovation and change, improving University, team and individual performance. We Work Together We enable our teams to work together and across functions to deliver successful outcomes that exceed the needs and expectations of our customers. We are responsible for creating environments that demonstrate equality, foster trust, respect and challenge. We are accountable for providing clarity and direction, communicating the “big picture” and harnessing ideas and opportunities to achieve the University’s vision. We create environments that identify, understand and give priority to delivering the needs of the University Community (our students, colleagues, external partners and the public). We motive and inspire our teams to provide the highest standards of personalised care and in doing so uphold the Swansea University brand.
In addition you will operate to a defined set of Leadership Values:
We care
Main Purpose of Post 1.Accountable for the line management and development of a team of approximately 20 HR Advisory Assistants operating remotely across the Singleton and Bay campuses. 2.Accountable for delivering exceptional customer service at all times, inspiring customer confidence in the delivery of HR transactional services. 3.Accountable for the delivery of all HR transactional service delivery outcomes. Must deliver a solution orientated, professional customer experience at all times whilst maximising productivity. 4.Accountable for the quality and accuracy of all data in the HR system. 5.Accountable for the pro-active planning of the HR Service Delivery team in accordance with business requirements in a structured manner, providing clarity of expectation, timeframe and quality to all colleagues in an environment of conflicting priorities. 6.Role model a flexible, solution orientated approach to ensure innovative outcomes are always delivered. 7.Develop and maintain influential relationships with senior stakeholders across the University to build insight into existing levels of customer service provision against future requirements, to identify gaps and risks to customer service delivery. 8.In partnership with the HR Senior Leadership Team accountable for the strategical development, implementation and evaluation of the impact of HR Service Delivery against organisational outcomes using clear and meaningful MI, recommending and acting to improve as appropriate. 9.Role model a continuous improvement approach, developing and utilising people MI and other MI, to ensure HR solutions add value and drive sustainable performance for the University and HR customers. 10.Deliver successful outcomes through people, supporting, developing and challenging teams to succeed. Accountable for providing clarity and direction, creating a culture that motivates others to be innovative and outcome focussed and to perform effectively during challenging and changing times. General Duties 11.To fully engage with the University’s Performance Enabling and Welsh language policies. 12.To promote equality and diversity in working practices and to maintain positive working relationships. 13.To lead on the continual improvement of health and safety performance through a good understanding of the risk profile and the development of a positive health and safety culture. 14.Any other duties as directed by the Head of College / Department or their nominated representative expected within the grade definition. 15.To ensure that risk management is an integral part of any decision making process, by ensuring compliance with the University’s Risk Management Policy. Leadership Values All Professional Services areas at Swansea University operate to a defined set of Core Values: Professional services values and it is an expectation that everyone is able to demonstrate a commitment to these values from the point of application through to the day to day delivery of their roles. Commitment to our values at Swansea University supports us in promoting equality and valuing diversity to utilise all the talent that we have. Professional We develop ourselves and our teams through continued professional development, and use feedback to improve. We create a culture that delivers successful outcomes through people, supporting, developing and challenging our teams to succeed. We involve our people in developing a vision for the future and in enabling innovation and change, improving University, team and individual performance. Working Together We enable our teams to work together and across functions to deliver successful outcomes that exceed the needs and expectations of our customers. We are responsible for creating environments that demonstrate equality, foster trust, respect and challenge. We are accountable for providing clarity and direction, communicating the “big picture” and harnessing ideas and opportunities to achieve the University’s vision. Caring Environment We create environments that identify, understand and give priority to delivering the needs of the University Community (our students, colleagues, external partners and the public). We motive and inspire our teams to provide the highest standards of personalised care and in doing so uphold the Swansea University brand.
In addition you will operate to a defined set of Leadership Values:
What you’ll be responsible for Providing coordinated and consistent HR support to enable the effective delivery of the Employee Services remit. Ensuring a high quality, consistent HR advice and transactional service is provided to managers and colleagues enabling effective people management across the business. This will include: 1. Actively contributing to the development of a customer focused service, ensuring high quality services are delivered to internal and external customers. 2. Challenging processes and practices to promote continuous improvement in the delivery of excellent services. 3. Providing routine advice and support to managers, employees and other stakeholders on HR policy, procedures and terms and conditions of employment. 4. Working within appropriate legislation, good practice guidance and relevant policies and procedures. 5. Adhering to the principles of data protection and confidentiality, ensuring compliance with all relevant policies. 6. Delivering a first class candidate experience by ensuring recruitment processes are well-operated and contributing to their regular review. 7. Coordinating recruitment campaigns to ensure a timely process, and be responsible for publishing adverts, with guidance as appropriate. 8. Ensuring that all relevant pre-employment screening checks are carried out, and any issues/concerns are escalated in an appropriate and timely manner. 9. Processing HR transactions in accordance with legislation and policy, including issuing employment contracts and contract variations to meet relevant deadlines. 10. Preparing monthly payroll changes and administration of various pension/employee benefits schemes, within agreed timescales and processes. 11. Operating the DiAL absence reporting line, and monitoring absences to ensure records are accurately maintained and reported and sick pay is administered in a timely manner. 12. Maintaining a range of systems to enable the monitoring, recording and reporting on a range of data. Producing routine and ad hoc reports, ensuring accuracy and validity of the information provided to the business and wider HR team. 13. Supporting HR Business Partners with note taking in a range of meetings as required. 14. Maintaining close links across HR to ensure changes in policies and procedures that affect HR services are implemented. 15. Assisting with the development of guidance and fact sheets for managers and employees. 16. Ensuring HR content on the intranet is kept up-to-date and any changes or amendments are activated in a timely manner. 17. Undertaking the administrative duties required to support the job evaluation process. 18. Maintaining a wide range of documentation and information relating to HR activities, ensuring correspondence and documentation is distributed accurately, filed securely and retrieved easily, maximising the use of electronic systems. 19. Ensuring that the HR office runs effectively, including liaison with Facilities, dealing with post, and maintaining office supplies. 20. Using the appropriate systems, dealing with relevant financial aspects of HR, such as issuing purchase orders and processing invoices. 21. Proactively contribute towards the delivery of HR projects, as identified through the annual HR business plan or continuous improvement activities. 22. Undertaking any other duties as required to meet the needs of the business.
What you’ll do Your focus will be on providing expert and proactive HR advice and support to managers and colleagues to enable effective people management across the business.It’s about delivering the right outcome for the customer, at the right time and in the most effective way possible. This is an exciting opportunity to use your strong customer focused approach to deliver innovative and timely HR solutions whilst role modelling Customer Led Success to the whole business. Flexibility around travel to multiple locations is essential for this role allowing you the autonomy to manage your own diary whilst providing a competitive car allowance. What you’ll be responsible for Providing expert and proactive HR advice and guidance to Executives, the Leadership Team and colleagues at all levels in order to support company initiatives and success. This includes: 1.Ensuring that line managers are conversant with and consistently apply HR related company policies and procedures. 2.Work in accordance with company values, demonstrating professional behaviours, good team work while maintaining confidentiality at all times. 3.Have a flexible approach and be able to offer flexibility around working time in order to support business requirements. 4.Developing strong working relationships with senior managers in order to understand key performance issues and associated people requirements in order to meet both current and future organisational challenges and business needs. 5.In collaboration with HR colleagues develop and implement the HR strategy. 6.Development and application of innovative, timely and cost effective best practice HR solutions to enable the organisation to meet its objectives. 7.Partnering with key stakeholders to ensure that all HR projects and initiatives are appropriately communicated and effectively implemented on a local basis. 8.Supporting the HR function in the successful delivery of innovative, customer focused and cost-effective HR solutions. 9.Full HR case management of complex employee relation issues 10.Providing guidance to managers on pay and reward matters/issues. 11.Seek to continuously improve the service HR provided to the organisation. 12.To provide best practice HR advice and support in order to assist managers in all aspects of the line management of their teams. 13.Coach line managers to ensure that they are fully equipped to proactively manage all colleague related issues within their teams. 14.Coaching/advising managers in the implementation of robust recruitment and selection processes. 15.To lead the HR aspect of organisation change initiatives to ensure significant operational expenditure targets are met.In particular: a.Work with line managers to ensure that proposed organisation changes are fit for purpose i.e. the objective of the change is clearly defined, identifies the impact on individuals and fair selection processes are agreed. b.Work closely with the Trade Unions and the internal communications team to ensure positive employee relations are maintained throughout any period or organisational change. c.To ensure that any new or significantly changed roles are evaluated in line with the Company Job Evaluation process and to coach line managers throughout the process. 16.Representing the HR team at internal and external forums.
What you’ll be responsible for Providing expert and proactive HR advice and guidance to Team Leaders, Supervisors and colleagues at all levels in order to support company initiatives and success. This includes:
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
Working with key stakeholders, ensure ‘fit for purpose’ systems, structures, skills, and behaviors are in place and that these support existing organization plans and are flexible enough to support longer term ambitions ·Assist in the setting and monitoring of budgets in areas of operational responsibility ·Line manage HR Advisor to support effective delivery of HR support to business Area while enabling and encouraging their own CPD
Main Activities: 1.To monitor the operation of HR policies and procedures and processes to support policy reviews and ensure fair and consistent application. 2.To analyse information relating to workforce composition and prepare succession planning, employment monitoring and other management reports. 3.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. 4.To provide general advice, guidance and support on terms and conditions, management of attendance in accordance with legislation, policies and procedures. 5.To undertake job evaluation and provide grading advice across the Force, ensuring consistency, equity and integrity of the scheme. 6.To assist and work with HR business partners in delivering their portfolios, undertaking specific research and development of policies and practices. 7.To assist in the development of HR systems to improve effectiveness and case load activity 8.Develop targeted positive action recruitment campaigns in line with the priorities set out in the People Plan 9.To organise, co-ordinate and ensure all pre-employment and induction processes are undertaken efficiently and in accordance with Legal requirements and Procedures. 10.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. 11.To submit bids to the Home Office or Welsh Assembly Government for special funding schemes and to maintain proper accounts of income and expenditure, collating and distributing financial reports as directed. 12.To take responsibility for own continuous professional development. 13.To deliver a customer-focused HR service. 14.To promote and adhere to the organisation’s Strategic Equality Plan to support the development of a diverse workforce. 15.To take reasonable care of own and others safety; to co-operate with managers / supervisors in complying with statutory health and safety duties; to report incidents, accidents, faults etc.
Our client require someone to provide efficient day to day support for the HR Lead, ensuring service users are provided with key information on HR processes and procedure in compliance with statutory obligations and best practice. To assist in the processing of all employee data by utilising the Human Resources Information Systems. Plus competitive benefits – Company Contribution up to 7% for Pension Schemes Company Sick Pay Scheme Hours – 39 per week Monday to Friday 25 days annual leave plus statutory bank holidays Free Car Parking Life Assurance
Main Duties 1.Develop strong relationships with senior leaders and HR colleagues to build insight into existing levels of capability within their college/function against future requirements, to identify gaps and risks to the University’s strategic plan.
2.Work with senior stakeholders to identify needs for the College/function. Be accountable for the agreement and development of a local strategic HR implementation plan, which will be delivered on time and to the required level and will enable The University to deliver its ambitious business plan.
3.Accountable for delivery of HR outcomes, working in partnership with senior leaders and HR colleagues to develop and utilise a systematic approach to identifying issues and developing innovative solutions.
4.Role model a continuous improvement approach, using meaningful people MI, to ensure HR solutions add value, are in line with the university’s vision and drive sustainable performance for the organisation and customers.
5.Lead the provision of innovative and aspirational HR approaches to maximise exceptional current and future performance capability throughout the college to drive the University’s 2020 vision.
6.Use a coaching style of leadership to enable line managers to take accountability for delivery of HR outcomes within their college/function.
7.Design, deliver and evaluate training and facilitation solutions to increase the skills and capability of line managers and other stakeholders that deliver quality outcomes in line with the university’s vision.
8.Be outward looking and future focussed, horizon scanning and using professional networks to benchmark and research trends and innovative approaches that will enable the university’s 2020 vision.
9.Deliver successful outcomes through people, supporting, developing and challenging teams to succeed. Accountable for providing clarity and direction, creating a culture that motivates others to be innovative and outcome focussed and to perform effectively to maximise the growth of the organisation.
10.Responsible for working collaboratively with colleagues across HR to develop shared insights, priorities and activities as part of the organisational plan and strategy.
11.Continually seek and act on feedback to learn and develop as a professional, taking responsibility for own CPD. As a high performing Department, HR is constantly improving and all HR professionals are expected to engage in alternative roles in other areas of HR or the wider University, for personal and professional growth or where it may be operationally required.
12.Coach and develop managers to have clear and straightforward conversations with people about their strengths, limitations, development needs and career aspirations, leading to the formulation of personal development plans which drive performance and deliver high quality research outcomes.
Responsible to the Principal Human Resources Advisor the successful candidate will provide efficient, proactive transactional services in the areas of payroll, recruitment, learning and development and general HR administration.
In return for your skills, attributes & knowledge you will be joining a values based customer focused organisation which prides itself on employee engagement, an excellent employment package, flexitime with an innovative community based organisation. To apply for the role and full JD please send your CV to Mera Mann now.
Our client requires an experienced HR Business Partner to support their business as part of a team of six HRBPs across the organisation. This role will be based in Cardiff but the successful candidate will need flexibility around occasional travel to support other business areas when needed. This role also differs slightly to the other HRBP roles in that the majority of the customers and stakeholders are based at one site so there is not the same amount of travel required as with the other roles. This HRBP will have three direct reports and must have the ability to build strong working relationships and work closely with the remainder of the team. This will be critical to the overall success of this role.
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.