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  • Job reference: RMS0169654

HR Coordinator

  • Sector: Commercial
  • Location: Wolverhampton
  • Job type: Contract
  • Date posted: 15/07/2016
  • Duration: 3 months
This vacancy has now expired.
The Company:
Our client offer design, manufacture, assembly & testing of complex, high-integrity mechanical and electromechanical plant equipment as well as waste management and decommissioning front-end engineering and methodologies to the nuclear industry

The Role:
•To provide proactive and day-to-day administration / advisory support for key HR related activities in line with the needs and priorities of the company

•To support the on-boarding and off-boarding procedures including new starter, probation, changes and leaver procedures for the company, ensuring accurate maintenance of the data within ADP and on Staff Files, including undertaking all contract administration and completing exit interviews where appropriate

•To support the delivery of key HR initiatives (CSIP programme) specifically support Resourcing, HR Policies & Procedures, Performance Management and Talent processes where appropriate.

•To support the collation of Board report process ensuring timely submission on a monthly basis.

•To support the process of ensuring HR policies and procedures are up to date and placed on the company Intranet.

•To support any data gathering requirements for HR Business Partner / HR Manager. Support the data cleansing of HR information as and when required

•Provide ongoing support where required


Key Activities:

Recruitment & Selection

•Support and follow through the end-to-end administration process for vacancies within the company working with the Managed Service providers / HR Advisors and line managers as appropriate

•Assist with the On-Boarding process ensuring new employees are fully welcomed and supported into the organisation.

•Assist and guide managers on the onboarding of new joiners from initial induction to the completion of probation.


Employee Relations

•Act as the first point of contact in Human Resources for any employee relations issues, providing support to managers and employees in resolving potential areas of conflict.

•Support managers to manage employee relations issues using company policies, procedures and best practice, ideally resolving issues where possible informally. Inform & advise managers and staff about company employee relations policies & practices

•Able to support the development of HR policies and procedures

•Ability to support with the minutes within ER cases Keep accurate & appropriate records of ER related events

•Advise on occupational health issues, seeking specialist advice as appropriate and linking up with the Central HR Team in relation to appointments and further support. Support managers on Return to work interviews and with employees reaching triggers as set out in the Sickness Absence Policy.


PDR

•Support delivery of the PDR process through accurate reporting and potentially upskilling managers where appropriate

•Capture learning and development trends and needs for HR Manager / Business Partner

Reward & Remuneration

•Support the delivery of the annual pay review and other reward processes as directed by the HR Manager

•Work with the HR Manager around the administration of PDR and other Performance processes


Projects / Initiatives

•Identify local project and HR initiatives in line with HR needs for Divisional / Central areas as appropriate

Administration, Systems & Records

•Support the HR KPI’s and feed into the Board reports on a monthly basis.

•Support exit processes for staff, carrying out exit interviews etc.

•Support managers and employees with the holiday recording system when appropriate.

Essential Skills / Qualifications:
•Experience of HR / Administration / Advisory work and dealing with conflict successfully

•An understanding of UK employment law and what an organisation needs to do to manage and mitigate against relevant risks

•Working knowledge of the main HR processes relevant to the employee life cycle i.e. recruitment, Induction, development, reward, performance management, engagement and exit management.

•Experience of using a recognised HR System.

•CIPD qualification or working towards. May consider people with proven HR experience

•Demonstrates a high attention to detail

•Able to prioritise and use initiative when managing projects and working autonomously
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