HR Advisor

Key Responsibilities  

• Recruitment, Selection and Retention: to support the HR Manager to define, communicate and manage a clear process to run the complete recruitment and selection cycle from role identification, drafting job descriptions, advertising, interviewing, employment offers. Managing relationships with candidates throughout the recruitment/onboarding process and negotiating terms and conditions of employment with candidates. Ensuring the induction/onboarding process for all new employees is consistent. Training managers on interview techniques and appropriate decision making processes.
• Policy Advice and Support: to provide proactive and meaningful advice on policies and procedures to managers and employees, explaining procedures and policies in an understandable manner, and support the Global Head of People and Culture with the creation and updating of new and existing policies and procedures.
• Performance Management: to support and advise managers and employees on best practice in performance management within VSI, ensuring that managers and employees have the necessary skills for maximum effectiveness. To provide reporting and analysis on regular performance management and development activities. To support the Global Head of People and Culture in ensuring the smooth running of regular performance management activities.
• Change Management: to support and advise the business on less complex change initiatives to ensure compliance, effective communication and stakeholder buy-in.
• HR Information System (HRIS): to manage and oversee the maintenance, design and execution of improvements and changes on the HRIS and the day-to-day running and updating of the system.
• Employee Relations and Compliance: to be a trusted partner and to provide advice and guidance to managers and employees on less complex employee relations issues
• Learning and Development: to liaise with managers to support training needs analyses (TNA), source and support training initiatives, and ensure accurate record keeping on HRIS. To deliver inductions and training to individuals and groups within the company on HR and related topics.
• Communications and Employee Engagement: to partner with the Marketing to produce communications (mainly on HR topics), and to conduct regular employee engagement activities and conduct ad-hoc and annual surveys in conjunction with the Global Head of People and Culture and MD, and other feedback opportunities, and subsequent action planning and follow-up. Work with Marketing on employer branding and similar initiatives.
• Employee Benefits: to be the main point of contact for all simple benefits queries. To give advice to employees and managers on the terms and use of VSI’s benefits.
• Employment Administration and Metrics: to manage, advise and support the HR Admin with all HR workflows and administration, and ensure that all employee records and metrics are maintained accurately, confidentially and in line with data protection requirements. To supply the Global Head of People and Culture and MD with regular and ad hoc reporting and analysis as required.
• Employment Law and Immigration: to provide guidance on straightforward employment law, immigration and visa matters. Be the main administrator for the Sponsorship Management System and work closely with the Global Head of People and Culture on applications for Skilled Worker visas, certificates of sponsorship, renewal of sponsorship licence, annual allocation of COS requests, etc.
• Payroll: to be responsible for effectively running the UK payroll, identifying synergies and improvement points and finally ensuring that all salaries are received in a timely manner.
• All other reasonable management requests.

Essential Skills and Experience

 

 

• At least 2-3 years’ HR experience.
• CIPD-qualified or working towards a qualification is advantageous but not essential.
• Communication: communicates clearly and effectively; tailors communication style to ensure others understand their message and proactively escalates issues/concerns to relevant people, on a timely basis.
• Flexibility: reacts positively to changes and inspires others to do the same; readily adapts to change and different ways of working quickly and positively; willing to go the extra mile.
• Responsibility: it is not about blame or fear, it is about transparency, trust and taking ownership of our actions and decisions.
• Initiative/Solution-Focused: proactively offers solutions to problems that impact your own or your department’s work and constantly seeks out areas of improvement. Maintains a can-do attitude.
• Teamwork: Works well with others; supportive and considerate; offers to help when others are busy.
• Organisation: manages time efficiently to ensure deadlines are met.
• Has a passion for people.