Person Specification For

Position:HR Advisor

Responsible to:HR Business Partner

Salary: £28,084 to £34,362

Main Purpose of the Job:

To inspire confidence by providing consistent, expert advice and support on people matters in a timely manner.

To support and build overall organisational effectiveness working with individuals and teams to deliver the overall HR strategy of becoming;

To support managers and teams in the delivery of the corporate objectives and deliver the OD Strategy

Main areas of accountability:

Advice, guidance and policy

To provide expert advice and guidance across a multi site, function to managers at all levels involving all aspects of generalist HR, including management of sickness absence, grievance and disciplinary procedures, recruitment and selection, performance management and training, consultation and TUPE transfers ensuring that policies are adhered to in order to comply with statutory requirements,.

Tobe responsible for providing accurate advice and guidance in accordance with conditions of service; employment law; other legislation and statutory guidance to the designated business areas on all aspects of human resources, ensuring action taken is fair, consistent and considered.
To take ownership for specific employment law topics and associated policies and procedures, ensuring regular review and compliance with all changes in employment legislation.
Ensure your management population is kept up to date with employment legislation if relevant to managing their teams.
To take calls and respond to queries ensuring a customer centric service at all times.
To take responsibility for obtaining an understanding of the business priorities, issues, opportunities and performance of designated business areas.
To build effective relationships with managers and work with them to drive performance and build organisational effectiveness through clear advice and guidance
To constantly strive to improve the standard of the HR service and take personal responsibility for identifying areas of improvement in designated business areas and ownership for addressing those required improvements.
Draw expertise from the HR support functions
To ensure that all computerised and manual records are accurately and properly maintained and filed efficient and appropriately.

Employee life cycle

To manage the whole employee life cycle once on boarded ensuring every stage is carried out with best practice principles in place at all times and creating a positive employee experience.
To work with the HR administration team to ensure the relevant documents i.e. contracts, references, visas and DBS checks etc. are accurately completed in a timely manner.
To ensure all employees receive a full induction working with the OD team.
To ensure probationary periods are well managed and monitored ensuring consistency and fairness
Conduct exit interviews and provide feedback on trends and issues raised.

Reward and Benefits

To give advice on and appropriately resolve internal pay grievances and ad-hoc salary amendment requests as and when they arise, taking into consideration the wider impact of such a decision in line with budgets.
To give advice to managers and appropriately pitch new starter salaries, taking into consideration internal and external relativities, so as to ensure the appropriate person is attracted to the role but minimising the effect internally.
Work with your stakeholders to ensure the effective delivery of the annual pay review process, providing clear advice, guidance to aid the understanding, fairness and transparency of the process.
To give advice and support to staff and managers regarding the employee benefits offering such as pensions, childcare vouchers, health plans and cycle to work schemes.
To take part in the review process of the benefits offering

Employee relations

To provide preventative advice and guidance to aid the resolution of issues before they arise.
To provide consistent advice and guidance with regards to policy and process.
To ensure a fair, consistent, timely and transparent case management at all times

To identify and recommend remedies for improved working relationships between employees, fellow colleagues and their managers, thus improving morale, staff satisfaction, engagement and therefore avoiding dispute
To escalate on complex relations cases to the HRBP’s as appropriate.
Support other areas of the business with cases where required.

Projects

To take a proactive role in the roll out of the HR Plan across the business, taking on specific responsibility for project assignments relating to but not limited to;
Change management
TUPE
Restructure / Organisational design
Reward and Benefits
Process design and implementation

Communication

To liaise with appropriate external agencies to resolve problems and support projects in accordance with the particular scenario (e.g. liaise with Recruitment Consultants to fill a temporary position).
To ensure all communications that come from the HR Team are considered and consistent, bearing in mind the Great Places Company brand.
To ensure liaison with Trade Union representatives and managers as appropriate prior to issuing communications which significantly impact on staff.

Equality & Diversity

Work in partnership, playing a key role, in operationally managing the Equality & Diversity of employees in designated business areas.
To promote awareness of Equality & Diversity issues across the business as a way of increasing knowledge and understanding.

General Great Places Responsibilities

To implement and positively promote equal opportunities in service delivery and employment practices.
To take due responsibility for the health and safety of yourself and other individuals.
To undertake training and attend meetings as required and directed by your line manager.
To ensure compliance with Great Places Housing’s Equality & Diversity policy at all times.
To champion the HR agenda stimulating debate and thought.

Job Title: / HR Advisor
Department: / Human Resources and Organisational Development
Experience
Essential / Desirable

Relevant experience in a similar role
Experience of managing complex employee relations cases – particularly disciplinary, grievance, absence and performance management.
Experience of or exposure to developing and delivering policy and procedures
Building relationships
Proactive proven track record of achieving results
Excellent written and verbal communication
Experience of understanding value add support service
Innovate thinker prepared to try new things

Knowledge & Skills
Essential / Desirable

Part CIPD qualified
Knowledge of current legislation and issues within the HR arena
Knowledge of safeguarding
Ability to communicate well at all levels, verbally and in writing.
Strong influencer, with great organisational skills
Skilled in use of IT to advanced level in particular, MS Excel, Word and PowerPoint
Ability to travel within allocated area. Ability to prioritise and manage a large workload effectively

Personal Attributes
Competencies / Behaviours