HR Advisor Employee Relations

3 weeks ago

London, United Kingdom Société Générale Full time

**Responsibilities**:
**Description of the Business Line or Department**

The Human Resources department is responsible for:

- Developing the BU/SU and SG Group’s attractiveness as a responsible employer notably in terms of career opportunities, people development, compensation, diversity and working environment.
- Addressing the larger challenges of the BU/SU and SG Group notably in terms of managerial culture, performance management and people engagement.
- Contributing to the BU/SU and SG Group competitiveness by maintaining critical staffing levels and talented profiles.

Supporting the strategy and transformation by accompanying the teams and working on their employability.

**Summary of the key purposes of the role**

HR Advisor - Employee Relations is responsible for three areas of activity:
**1 **Employee Relations services activity including supporting the delivery of ER issues, reporting and projects as required.

**2 **HR Advisory Support to BU/ Sus are required

**3 **HR Administration

**Summary of responsibilities**

1) Work in partnership with the Head of ER and ER Specialist in dealing with Employee Relations issues as required:

- Attend and contribute to weekly ER meetings
- Lead and/or support HR investigations
- Act as HR Hearing Manager as required
- Act as notetaker as required
- Prepare ER letters and any related documentation as required
- Update and manage ER Reporting (e.g. ER Tracker, Redundancy Tracker, SMF reporting) and support the ER Specialist on managing financial accruals.
- Liaise with HR Advisors / BPs to identify and report key ER indicators and trends (e.g. Staff turnover, sickness absence, performance management, SAR’s, disciplinary, grievance)
- Manage data leakage cases
- Manage Subject Access Requests in conjunction with SEGL department
- Ad-hoc projects as required

2) Provide additional support to HR Advisors dedicated to specific BU / SUs during periods of absence or during high levels of workload to include but not limited to:
2.1 Onboarding
- Liaise with the Recruitment Team as necessary
- Issue and process returned contracts - track lapse date, check contract and onboarding d, scan to our Shared Service Team for contract input
- Attend the weekly new joiner induction, conduct right to work checks and advise new starters on any onboarding related questions, (plus being a backup for running the session)
- Review background screening reports and take steps to assess and resolve any adverse findings

2.2 Career Management
- Analyse absence record reports and flagging any potential concerns/trends
- Manage probation extension cases
- Managing leave of absence requests (maternity, paternity, shared parental leave, adoption, career break, parental leave and all flexible working requests)
- Managing entire sickness process (including long term sickness cases)
- Execute and coordinate the internal transfer process
- Manage work permit and on-going visa issues (outside of recruitment)
- Point of contact for employees returning to the UK after secondment (i.e, meet them on first day back)

***

2.3 Leavers
- Coordinate exit interviews/ garden leave meetings and oversee exit interview process (including liaising with payroll)
- Advise employees and managers as appropriate
- Produce settlement agreements including liaising with relevant parties for all information

2.4 Annual exercises
- Support HR Business Partners and other teams in HR on any regular / annual exercises (talent, Annual Compensation Review (ACR), promotions, McLagan, annual visa checks, etc) as required

3) HR Administrative responsibilities including:
3.1 VIE process - point of contact and coordinator for UK VIE (volunteer in experience) roles, liaising and coordinating with Business France on all topics related to these employees

3.2 Young Influencers Programme - Partnering with CSR & recruitment team(s) to support the delivery of the programme

3.2 Euro Support - Peoplesoft input for Euro regions, including input for Deferred Compensation for EURO countries - including new employee/position input, and updating current employee records

3.3 Induction - coordinate the weekly induction session(s) including preparing induction packs and facilitating the agenda

**Profile required**:
**Competencies**

Basic knowledge of Peoplesoft

Self-motivated, proactive with a can-do attitude

Attention to detail
- Highly organised and ability to prioritise tasks
- Flexible and able to prioritise a changing to do list
- Ability to work under pressure and to tight and varying deadlines
- Excellent communication skills and confidence when making phone calls and speaking to clients and running weekly new joiner induction programme
- Initiative - ability to suggest process improvements and recommend new and better ways of working

**Why join us**:
People join for the impact they can have on us. They stay for the impact we have on them. A flatter structure offers visibility and exposure beyond that of our competitors, s

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