Reed HR are working alongside a large Not for Profit Organisation based in South West London who are recruiting for a HR Advisor on a permanent basis.
This role is hybrid and will also involve you travelling to another site located in close proximity.
Objective
- To provide a high quality, proactive and customer-focussed generalist HR advisory and operational service across the employee lifecycle, in line with HR policies and procedures and agreed service levels.
- To provide expert pragmatic advice to line managers and staff on the application of company policy and procedures and employee relations issues.
- To support line managers through employee relations case management and change management programmes – such as restructures, redundancies and TUPE – including attending informal and formal meetings.
- To support the HR Manager with more complex employee relations issues. To work closely with the Recruitment team to ensure seamless progression through the recruitment process.
- To carry out project work, and associated tasks to support the work of the department in delivering the HR strategy.
Duties & Responsibilities
Employee relations
- To foster a positive employee relations and organisational culture, ensuring any necessary outcomes are taken to meet the needs of the business.
- To manage own portfolio of employee relations cases and change management programmes (e.g. restructures and TUPE etc.), supporting and coaching line managers through providing clear, expert and pragmatic advice as per best practice, ICR Policy and employment legislation
- To keep the HR Manager informed of progress with own employee relations cases and support them with more complex employee relations cases
- To liaise with occupational health services in relation to occupational health referrals, including consideration of any reasonable adjustments that may be required for existing employees and new starters.
- To establish effective working relationships with managers and Staff Side representatives.
- To carry out exit interviews with staff leaving the business, as necessary.
Policy development
- To contribute towards the development, review, implementation and dissemination of HR policies, procedures, guidance documents and templates, ensuring legal compliance and best practice.
Line management
- To manage the performance of the HR Administrator(s) throughout the year via regular 1:1 meetings and the annual appraisal process, ensuring that meaningful objectives are set and reviewed for relevance regularly and that appraisals are carried out promptly.
- To identify the development needs of the HR Administrator(s), defining and regularly reviewing their development plan and working with the HR Manager and Deputy Directors for HR Operations and Learning & Organisational Development to identify appropriate learning and development interventions.
- To provide opportunities for the HR Administrators' career and personal development through coaching and mentoring.
HR information and processes
- To maintain the HR database (Agresso) including all new starters, contract changes and termination details.