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HR Coordinator

2 months ago

Reading, Reading, United Kingdom HSO Full time
About HSO

HSO is a business transformation partner with a strong presence in Europe, North America, and Asia. Our team of over 2,500 professionals helps companies innovate faster by modernizing business operations, adopting data-driven intelligent automation, and delivering real-time insights. As a member of Microsoft's elite Inner Circle, we represent the top 1 percent of partners worldwide.

With a focus on empowering our people to transform their careers without compromising their lives, we take pride in being large enough to serve and small enough to care. Our unique culture and values support entrepreneurial mindsets and attitudes, where every voice is heard.

Purpose of the Role

We want our HR team to feel connected to our people, so we can tailor our support to their needs. This role works closely with the HR Business Partner and another HR Coordinator to maintain people administration and support HR queries. By effectively managing these responsibilities, you can help create a workplace where all our people feel valued, respected, and empowered to contribute their unique perspectives and talents to HSO's success.

Key ResponsibilitiesPeople and Culture
  • Contribute to an HR team who feel valued, stretched, motivated, empowered, and supported.
  • Embed our values of care, curiosity, and clarity in our business culture.
Organizational Development
  • Support the HR Business Partner to deliver job evaluation and maintain rigor in salary setting.
Diversity, Equity and Inclusion
  • Contribute to and maintain a culture of trust, enabling people to speak up, feel safe, and advocate for others.
  • Keep diversity, equity, and inclusion at the forefront of our choices, ensuring we support everyone equitably.
  • Support the engagement, creation, planning, and implementation of our DEI strategy and processes.
  • Stay informed about best practices and trends in DEI.
  • Help coordinate employee resource groups (ERGs) to provide a platform for our people from diverse backgrounds to connect, share experiences, and advocate for inclusive policies and practices.
Performance
  • Use the career map and competency framework to support people in accessing relevant learning to enhance their skills, competencies, and knowledge.
  • Support our people with HR Performance Portal queries.
  • Maintain accurate information on HR systems.
  • Produce reports from HR Systems to inform performance choices.
  • Support the performance review process.
Reward and Recognition
  • Understand HSO's pay, variable pay, and benefits strategy.
  • Manage monthly payroll administration.
  • Timely pension administration.
  • Timely benefits administration (fuel card, healthcare, dental cover, car allowance, life assurance, staff discount schemes, etc).
  • Coordinate all recognition, including birthday, long service, and anniversary communications.
  • Support colleagues to deliver a timely, accurate, and under-budget annual reward review.
  • Produce reports from HR Systems to inform reward choices.
  • Collate nominations for internal awards.
  • Monitor and provide insight from the use of our recognition schemes.
Engagement
  • Support our HR Director and Engagement team to produce, deliver, and evaluate an annual Engagement plan, ensuring it represents our HSO UK values and delivers its goals.
  • Work collaboratively to deliver timely, cost-efficient, accurate, and relevant events.
  • Forge strong working relationships with colleagues outside of the UK to understand and contribute to the Global HSO community within the People function and others.
Wellbeing

Assist the HR Business Partner with wellbeing activities, including liaison with external providers, evaluation of activities, and relevant internal communication to attract a broad participation.

L&D
  • Work with the Learning & Development team to create and coordinate training bonds.
  • Produce, check, and maintain the Course Information for all events, including the Facilitator Overview, plus Materials and Equipment requirements.
  • Store all Course Information, Delivery Materials, Facilitator Overview, and the Materials and Equipment list on the L&D Teams Channel, accessible by all of the L&D Team.
  • Source, book, and coordinate with others in good time, consistently high-quality facilities, materials, equipment, accommodation, food, refreshments, and any other aspects supporting the delivery of learning.
  • Ensure facilitators and participants receive relevant information about the event with as much notice as possible, to get themselves organized and prepared.
  • Check with all facilitators that they have what is required to deliver the learning activity.
  • Ensure all spaces where training is being delivered have the appropriate facilities, equipment, and materials required by the facilitator, both before the event and on the day.
  • Design, source, and prepare all materials, as required for L&D events.
  • Upload all relevant courses onto the Learning Management System (LMS).
  • Update the LMS, ensuring content is updated and correct.
  • Ensure there are enough tokens to access required, essential, or ideal learning on the LMS.
Onboarding
  • Support the successful onboarding of all new joiners, ensuring they become effective as quickly as possible by working with Line Managers to create their bespoke learning plans and monitor progress.
  • Revise the onboarding process by speaking with stakeholders such as IT, HR, Recruitment, Finance, Buddies, and Line Managers/Team Heads to create a process that everyone is clear on and delivers a consistently great experience for new joiners and stakeholders.
  • Coordinate all elements of the onboarding process, such as accurate contract production, query resolution, and introducing new joiners to their HSO network, to ensure a smooth and positive experience.
  • Provide details to new joiners on what any actions or information needed before their first day.
  • Ensure new joiners have a communication plan to start building their network before they join, including but not limited to Hiring Managers/Team Lead/Buddy/Team Admin HR team/IT.
  • Share appropriate information such as HR policies, expenses, timesheets, and equipment to new joiners.
Visa Sponsorship
  • Timely liaison with immigration solicitor to understand the appropriate visa for a new joiner.
  • Arrange meetings between new joiner and solicitor.
  • Complete timely and accurate Certificates of Sponsorship on the Home Office website.
  • Be the 'go-to' person for any queries regarding the visa sponsorship process.
  • Liaise with colleagues in Finance to organize timely payments for visa sponsorship.
  • Monitor the visa sponsorship spend, including highlighting any potential overspend.
  • Assist with any immigration license or visa requirements.
Contractor Offboarding
  • Ensure all Contractors (X-Sub) have a live contract and that relevant information is safely stored to ensure compliance.
  • Be the first point of contact for Contractor contractual queries from HSO Managers.
  • Understand and be able to help HSO Managers who need to implement the correct contractual process when managing Contractor performance, including supporting HSO Managers to document evidence of non-contractual compliance, such as poor delivery of services.
  • Coordinate all elements of the contractor offboarding process to ensure a smooth and positive experience, eg. notifying HR/IT of contractors' end date to ensure systems access is removed.
Managing Risk
  • Provide planned and unplanned data and insights on HR key performance indicators to HR and other colleagues. Use this data to inform business choices.
  • Support the HR Business Partner to provide expert advice and guidance on employee relations issues, including disciplinary and grievance matters, performance management, absence management, and termination of employment.
  • Ensure robust management of all personal data handled by HR, adhering to HSO's data protection policies and more broadly to GDPR legislation.
  • Ensure any matter is escalated at the most appropriate point to the people, for example to the wider HR Community, Line Managers, and third parties.
Stakeholder Engagement
  • Work with the HR Business Partner, Head of L&D, and Talent Acquisition Partners to identify and include the majority of internal and external stakeholders with all pieces of work delivered, involving them in a timely way about the right topics.
  • Understand how and why our business engages with our external legal advisor, seeking advice as early as possible and ensuring we receive value for money from the service.
General
  • Support colleagues to facilitate a smooth and positive experience for leavers, including exit interviews and updating other teams with information.
  • Provide support for HR invoices, if required.