Main duties and responsibilities

• Developing and maintaining strong customer focused relationships with employees and Managers, providing a timely and accurate HR service.
• Driving all day-to-day and common HR queries and requests for information through the HR mailbox to ensure a common, efficient and accessible process. 
• In collaboration with the HR Operations Team, supporting response to internal and external HR related enquiries – escalating to HR colleagues as needed.
• Supporting the recruitment process, including assisting with interviews, the offer process, and onboarding to ensure a positive candidate experience.
• Facilitating careers events and coordinating schools’ outreach, career ready and intern programs.
• Supporting the onboarding of new hires, ensuring they are fully aware of benefits, policies, systems and processes required to effectively settle into the company.
• With support from HR Business Partners, managing and resolving straightforward employee relations issues, including grievances, performance improvement, etc.
• Conducting effective, thorough and objective investigations. Supporting HR Business Partners with more complex cases.  Producing regular overall case management progress update.
• Supporting the sickness absence management process. Liaising with the employees impacted, OH, managers and HR Team to ensure a smooth and considerate process.
• Taking on project roles as part of the development or delivery of broader organisational and HR initiatives and programs.
• Supporting projects and initiatives, such as the annual reward review, succession planning, performance reviews.
• Managing change HR coordinator for organisational changes.
• Working in partnership with HR Team and Managers on performance management and employee development initiatives and actions.
• Supporting monthly vacancy review to ensure accuracy of positions in Workday and recruitment statistics tracking.
• Administration of the mobility programme. Liaising with third parties to ensure work permits, residency permits, and relevant support are in place.
• Working with HR Team to coordinate input for the annual plan and headcount reforecasts.
• Continually looks for and implements more effective and efficient ways of delivering HR solutions.
• Proactively working across the team, but particularly with the HR Operations Team, to provide robust and coordinated support to the business and wider team.

Working with People/Leadership

• Proactively maintaining their technical and interpersonal skills and competencies, ensuring capabilities are up to date and in line with industry/functional best practice and that behaviours are in line with company’s core values. Understanding the skills, competencies and behaviours required for their role.
• Collaborating effectively, adapting their behaviour and communication as needed to get the best from others. Effectively promoting ideas and opinions and is able to influence others in a constructive way. Maintaining good relationships across all organisation levels.
• Presenting and articulating ideas and arguments effectively, projects credibility and conviction, handles objection and incorporates others’ ideas as appropriate.  Making / proposing informed decisions having consulted widely.
• Familiar with and adheres to the company’s people policies and procedures.

Performance Management and Development

• Accountable for their performance and delivery against objectives.  Agreeing their objectives in a timely fashion, assertively expresses what they need from others to be successful, taking on feedback and learns from their failures.
• Lives the values and is a strong advocate of the company’s culture – understanding and role models the behaviours expected.
• Providing clear, honest and constructive feedback, both positive and developmental, to colleagues, team members and others when requested.  Being open to feedback received and incorporate into their development.
• Owning their development plan and discusses it regularly with their manager and L&D. Striving for continuous learning and development of their competencies, skills and behaviours.

Equality, Diversity and Inclusion

• Recognising bias, conscious or unconscious, and actively works to eliminate this from their approach to their work and colleagues.
• Eliminating the use of language that may leave others feeling excluded or discriminated against. Positively participating in discussion and collaboration on D&I in their teams and amongst peers, which persuades and brings positive change when needed.
• Treating all people equally and with consideration of protected characteristics and has an understanding of the company’s ED&I policies.

Applicants to this role require

• Degree qualification in a relevant discipline.
• CIPD certification or working towards.
• Graduate with a number of years HR generalist or specialist experience.
• Demonstrable relationship and HR advisory skills.
• Experience in supporting projects.
• Has a robust knowledge of applicable HR regulation and standards, as well as HR policies and practices.
• Developing knowledge of HR disciplines and the role HR plays in organisations.
• Developing a strong contextual understanding of the business and using this to learn to understand how to develop people solutions to business challenges and risks.
• Developing questioning, coaching and influencing skills.
• Keeps up to date on developments in the HR profession.
• Embed the company’s values and associated behaviours into their everyday work and interactions, continuously learning and developing associated competencies and behaviours.
• Great communication skills that informs/shares knowledge clearly and unambiguously and also implements and embeds change.
• Build rapport and is able to influence in a constructive way.
• Skilled at influencing decision makers on complex topics.
• Proven ability to work collaboratively, within their team and across the organisation and externally as required. 
• Networks effectively internally and externally, creating an immediate, positive and credible impression on others. 
• Leads other parties in conversations on the important issues and use persuasive contributions to influence change and action.

Additional Information

• Paid on a PAYE day-rate basis via TMM Recruitment.
• Hybrid working is available, with up to 2 WFH days per week.

TMM Recruitment INDHR

Email:ccarr@tmmrecruitment.com