HR Assistant

**Human Resources Officer**

**Summary Role**:
The HR Officer is responsible for providing support in the various human resources and functions, which includes the maintenance of a strong HR infrastructure, maintenance and monitoring of internal policies and procedures, learning and development, facilitation of employee engagement strategies and benefits, recruitment, and performance monitoring.

A key goal of the HR Officer is to maintain internal procedures across the firm and facilitate key “people” processes in a consistent and engaging way. They are responsible for working with the broader team to improve the firm and consult with them on ways to achieve goals as individuals, as a firm and on behalf of our clients.

**Key Responsibilities**

Management of the HR System including keeping data up to date for all employees, adding new documentation for employees to view and approving/disproving employee requests in the system. Ensure that there is a paper trail on communications across the business.

Monitoring key processes

Ensuring that policies and procedures that been incorporated into the business are maintained and followed across the business.

Creation and implementation of new initiatives

Run key business projects that are employee relative across the HR functions, including goal orientated areas of the business and employee engagement activity.

Planning and organising firm wide events

Plan, budget and organise all employee events whether professional, or social.

Learning and Development

Track learning development programmes and objectives on a firm and individual basis, including the monitoring of KPIs, file reviews and employee 121s and appraisals.

Performance Management

Monitor KPIs across the business and assess at the end of each month. Take the lead on facilitating any performance management processes.

Employee Benefits Facilitation

Facilitate any benefits on a monthly, annual, or cyclical basis, keeping accounts involved where needed. Communication of new benefits to new starters.

New starters and leavers processes

Facilitate pre-employment, induction, and probation procedures, as well as Leavers’ procedures for both employee resignations and terminations.

Health and Safety

Facilitate any Health and Safety procedures and monitor the, including remote working policies.

Employee consultation and enquiries

Responding to employee enquiries and involving management where needed. Listening employees when they need someone to discuss concerns with, and helping them to resolve these concerns, where possible.

Business Processes

Assisting with business procedures operationally, taking into consideration policies and procedures already in place.

Talent Acquisition

Search and selection of new professional and management of the interview and feedback processes. Management of external recruitment partners.

Miscellaneous

Any miscellaneous tasks as set by the directors.

**Key Skills**

**Skills**:
Requirements and Expectations

Competency Level Required

Organisation

With many core HR functions to oversee, it is important to always be aware of priorities, timescales expected and keeping on top of communications.

Time Management

Setting schedules for tasks and projects is important to keep to good time management levels.

Process Management

Facilitating processes in consistently, every time. Ensuring that processes are maintained by all other employees, including management.

Excellent communication skills

Able to communication well at all levels, and respond in timely manner to enquiries.

Industry Knowledge

Keeping abreast of any changes to employment legislation.

Consistency and ethics

Consistency in dealing with GDs approach to various employee policies, is important to maintaining a fair and transparent working environment.

Goal oriented

Working with the company’s goals in mind.

Display a professional and assertive approach

Ensure that expected levels of professionalism are maintained, and elements of decisiveness are part and parcel of day to day activity.

**Key Performance Indicators (KPIs)**

Employee Performance

Indirectly, HR has some contribution to the output from employees in terms of their KPIs against complaints, client reviews and revenue. This is mostly down to monitoring and keeping ahead of any training and/or performance concerns.

Increasing length of service

A key focus over the next twelve months will be retention. We want to increase retention by a further 40% in the next 12 months.

Automation

Ensuring that as many HR processes are automated, and that they are followed consistently, each and every time.

**Job Types**: Full-time, Permanent, Fixed term contract
Contract length: 12 months

**Salary**: £23,000.00-£27,000.00 per year

**Benefits**:

- Additional leave
- Casual dress
- Company events
- Company pension
- Employee discount
- Gym membership
- On-site parking
- Referral programme
- Sick pay
- Wellness programme

Schedule:

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