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Personnel Officer
2 months ago
The primary objective of the HR Officer is to deliver a high-quality and responsive human resources service while acting as a strategic partner across various operations. This role involves supporting the HR Business Partner and ensuring the effective execution of all HR functions, including employee relations, performance management, recruitment, and selection. The HR Officer will collaborate with key stakeholders to guarantee that managers and employees receive consistent and excellent service.
Key Responsibilities
- Assist in the implementation of the HR strategy.
- Ensure HR support aligns with organizational goals.
- Plan and execute HR projects under the guidance of the HR Business Partner.
- Identify succession planning needs to adapt to evolving requirements and implement necessary actions.
- Draft, implement, and oversee HR policies and procedures in accordance with legal standards and business necessities.
- Collaborate with supervisors and managers to provide support and coaching on people-related processes.
- Design and execute effective onboarding plans, including induction programs and six-month performance indicators.
- Oversee the onboarding, induction, and training of new HR personnel.
- Utilize and maintain HR software systems to ensure accurate reporting and management of employee data, facilitating informed decision-making at all levels.
- Actively engage with the HR Information System to support business needs and enhance HR efficiency and reporting capabilities.
- Maintain overall responsibility for HR data management and general HR administration.
- Coordinate and assist in audits of all HR systems to ensure data accuracy and address any concerns that may arise.
- Prepare regular and ad-hoc management information reports to support continuous improvement and performance reviews, such as turnover rates, staff surveys, and recruitment metrics.
- Respond to daily inquiries from employees promptly.
- Provide professional advice and support on all employee relations matters, including disciplinary actions, grievances, and attendance management, in line with policies and legislation.
- Manage investigations and address disciplinary and grievance issues, including lateness and sickness absence.
- Support the management of employee relation cases related to sickness absence, offering recommendations and liaising with occupational health as necessary.
- Monitor all sickness absence, including long-term cases, providing advice and recommendations to managers and supervisors as appropriate.
- Assist the HR Business Partner in monitoring employee resources across business areas to identify and plan for resource needs.
- Support line managers in updating job descriptions.
- Offer guidance on interview and assessment processes to ensure compliance with policies and best practices.
- Participate in interview and assessment processes as a panel member, chairing selected interviews and contributing to hiring decisions.
Qualifications
Essential:
- Bachelor's degree in Human Resource Management or a related field.
- Experience as an HR generalist or in business partnering within a dynamic environment.
Or:
- CIPD Qualification Level 5 or higher (or equivalent).
Additional Requirements:
- Experience managing employee relations cases, including disciplinary and grievance matters.
- Current knowledge of employment law in Northern Ireland, England, and Scotland.
- Exceptional interpersonal and communication skills with a keen attention to detail.
Key Interpersonal Skills:
- Strong attention to detail and accuracy.
- Able to work effectively with established processes and procedures.
- Capability to manage multiple projects simultaneously.
Additional Information
- Competitive salary package.
- Company pension scheme.
- Paid vacation days.
- Life insurance coverage.