JOB DESCRIPTION
JOB TITLE:
Human Resources Advisor
Responsible to:
Human Resources Business Partner
Responsible to postholder:
HR Administrator
OVERALL PURPOSE
To provide a customer focused, comprehensive, first line HR Advisory Service across the
business, which supports the delivery of Advance’s business objectives, in line within
organisational policies, procedures and legal requirements.
To support the delivery of the HR Business Plan, in order to meet Directorate and
organisational HR objectives such as the People Strategy.
To undertake all transactional work associated with the life-cycle of employees in
accordance with the HR Service Level Agreement
Main Tasks and Responsibilities
1. Advisory service
a) To be the first point of contact for managers, employees, external candidates and
agencies and provide a dedicated HR advisory service on all HR related matters
ensuring the provision of an efficient, effective, customer-focussed day-to-day service.
b) To ensure basic knowledge of employment law is maintained and up to date to be able
to provide accurate and timely advice to customers, advising them of changes.
c) To work closely with business segments, increasingly in a consultancy role, assisting
line managers to implement policies and procedures and understand the implications of
employment law.
d) Highlight improvements to systems through monitoring of calls or enquiries made, make
recommendations to improve the service provided.
2. Benefits
a) To liaise with The Pensions Trust, NHS & Local Authority pension bodies, ensuring
changes to the schemes are processed in accordance with requirements and other
information is provided as required in a timely manner.
b) To take a lead role in setting up, and administering, auto-enrolment of staff into the
pension scheme on an on-going basis
a) To be responsible for administering all Employee Benefits including, but not exclusively,
Childcare vouchers, Cycle to work, Eye Care Vouchers, YourPerks, periodically
undertaking a review of the benefit providers to ensure the organisation is achieving
value for money.
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b) To administer the Maternity/Paternity/Adoption schemes, ensuring documentation is
issued in a timely manner whilst keeping up to date knowledge of the legislation/policy
requirements given its complexities
c) To process Fit Notes and ensure timely input into Vizual. To liaise with other HR
personnel, as required, ensuring effective management of absence cases.
d) To liaise with payroll over staffing changes and ensure accurate, timely information is
provided to them/other services and recorded accurately onto Vizual within agreed
timescales.
e) To utilise the HR intranet page to enable managers to be self sufficient in accessing HR
documents/information and take overall responsibility for the maintenance and upkeep
of it.
f)
To maintain accurate, up-to-date, employees’ personal files, both manual and
electronic, including filing.
3. Recruitment
a) Ensure effective vacancy and candidate administration to enable an efficient
recruitment and selection process
b) To be the first point of contact for customers on recruitment issues and advise them on
Advance’s recruitment policy and procedure, keeping Managers informed of progress
with vacancies.
c) Co-ordinate internal and external advertising, including liaison with advertising
agencies, job centres, and recruitment agencies. To check that advertisements are
accurate, reflect the job vacancy, and are placed in appropriate media and that best
value for money is obtained.
d) Process online and hard copy application forms within agreed timescales, co-ordinate
shortlisting/interviewing processes and associated correspondence, ensuring the ‘onboarding’ process of recording candidate details onto Vizual is done immediately.
e) Issue standardised recruitment documentation within agreed timescales using the
appropriate technology ensuring pre-employment checks have been undertaken
and recorded.
f)
Ensure changes to individual’s terms and conditions are produced in a timely manner
using the appropriate technology and employee records are update immediately.
g) Follow up on automatic notifications from Vizual, coordinate probationary period checks
in conjunction with line managers and send appropriate, timely correspondence.
h) Gather and collate recruitment statistical data and present this, as required, in an
appropriate format for all stages of the recruitment lifecycle.
i)
Monitor equality issues within recruitment and produce reports for Head of Human
Resources when required.
4. Human Resource Information System - Vizual
a) Perform accurate and timely employee administration/transactional processes using
Vizual where appropriate to agreed standards and targets.
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b) Input data, in a timely manner, to ensure it reflects the current status of employees
whilst utilising e-Recruitment to provide an effective service to recruiting managers and
applicants.
c) Fully utilise all areas of Vizual as the system develops, maximise usage and become a
“super-user” of the system.
d) Advise customers on the self service element of Vizual to maximise usage.
e) Ensure monthly/quarterly/yearly auditing of information/records/data is carried out in a
timely manner, including sending monthly reminders to managers to ensure prompt
inputting of data
5. Management Information
a) To provide reports for Managers as required/requested enabling them to effectively
manage their staff.
b) To provide information for tenders and in-coming/out-going TUPE exercises in a timely
manner.
c) To provide statistical information on a cyclical basis as required for reporting of KPIs,
monthly/quarterly national stats etc.
6. Performance and Customer Focus
a) As a team streamline all processes, continuously reviewing and updating them and
procedures to ensure efficiency.
b) To understand the needs of customers (internal and external) and continuously
improve customer service
c) To understand all relevant performance indicators and use performance
information to continually improve services
d) To assist and / or lead on HR projects as delegated by the Head of HR/ HR Business
Partners
e) To bring to the Head of HR’s attention any risks, issues or performance concerns that
may impact upon Advance or Department.
f)
To work in partnership with other administrative colleagues in the HR team, including
the L&D Administrator, and provide cover in the event of absence.
g) To undertake any other task consistent with the scope of the post as requested by the
HR Business Partner/Head of HR.
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