Senior HR Officer

**Description**:
To support the HR Manager in providing comprehensive and effective HR Service to NaiM/Focal UK / Group ensuring are dealt with appropriately and in accordance with all NaiM/Focal UK / Group policies and procedures.

To be responsible for the effective and timely execution of HR procedures, alongside the HR Officer / Payroll & HR Administrator, act as the first point of contact and advise as appropriate.

Alongside all of HR work to ensure that the team reaches all functional goals, objectives and KPIs.

An HR generalist role, with multiple stakeholders and touchpoints throughout the business.

**Key Responsibilities**:

- Provide accurate, well-informed advice and guidance on HR issues to Naim employees and managers alike.
- Ownership and management of ATS to ensure best recruitment process in place and associated results achieved.
- Monitor, and advise in respect of probation review meetings for new starters and offer feedback and support.
- Maintain accurate HR business data to ensure effective monthly reporting in respect of reports to the Group Board and reporting on HR Department KPIs.
- Support the audit of data within the Octopus/Cascade HR system, and work with the wider HR team to streamline data on the system ensuring that all HR files and records are up to date, secure and dealt with confidentially, also with integrity and tact.

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- Work on / with the company salary spreadsheet for all staff, inputting on changes and associated decisions, drafting and preparing annual salary letters to individuals regarding salary information.
- To maintain and facilitate all HR reporting in respect of Payroll, Exceptions reports, processing starters / leavers, contract changes, additions / deductions to pay, maternity / paternity leave, salary increments, checking Payroll spreadsheets against all input data to ensure changes have been made correctly. If any errors, to be responsible for liaising with payroll to investigate and remedy them (escalating where appropriate) and ensure the relevant employee is kept informed.

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- To act as locum processor for the payroll and pension (auto-enrolment) procedure, thus also ensuring robust and current knowledge of associated workstreams.
- Together with the wider HR team, be responsible for the monitoring of leave, e.g. Sick leave, producing reports from Octopus, acting on trigger reports, putting in place the relevant support at absence meetings, and implementing OH where required.

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- Produce ad hoc reporting when required and support the HRM in addressing specific issues that are identified through trending data, from retention to employee relations, amongst other areas.
- Support the business with the implementation and administration of complex HR issues including the provision of support and advice to staff and managers on capability, disciplinary and grievance investigations, undertaking case work as requested.

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- Work within the HR team to maintain the preferred supplier list and contracts with recruitment agencies and other third parties.
- Take ownership of appropriate contractor engagement, ensuring that contractors are organised as required, and that relevant documents are processed.
- To run the annual SRDS (review / appraisal) process for all staff, to liaise with Departmental managers in respect of feedback received and to complete and monitor the training needs analysis derived from the appraisal documentation.
- Together with the HR Officer, to be responsible for the update of the HR Department Dashboard and HR Action Plan documents to ensure all weekly, monthly, quarterly, and annual deadlines are met.
- With the HRM, author and support the portfolio of HR Policies, and monitor revisions to.
- To work collaboratively with colleagues to deliver excellent HR services to all employees of Naim, ensuring that expectations are always realistically managed.

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- Work with the HRM and SLT to plan and deliver necessary ODD changes, ensuring compliant and fit-for-purpose structure/s and associated processes (including relevant collateral / artefacts).
- Liaise with external legal support as required to facilitate solutions to complex ER, and other related, issues.
- Utilise knowledge and experience of role structures and compensation / benefits workstreams, from grading / pay structures to pay review and benchmarking, all to ensure best and suitable reward practices in place at Naim.
- Work with the HRM to effectively manage engagement, retention, and talent workstreams as necessary.
- Take a lead role within the SCC (staff consultative committee), from an HR and company perspective
- Engage with external auditors as required, ensuring compliance and, where necessary, due remediation.
- Work with line managers to coach and develop capability in respect of applicable HR processes and interactions, bolstering internal capability as a result.
- Support and lead on HR project workstreams, including suggestion and steering of suitable ini