HR Operations Assistant - Belvedere, Manchester Office

Job Description

Purpose of the RoleThe role of the HR Operations Assistant is to provide high level administrative support to the HR Advisory Team and ensuring that employees adhere to the Company’s policies and procedures and compliant with employment law.Key ResponsibilitiesGeneral Duties

• Advise line managers, surveyors and employees on queries regarding HR policies and procedures via telephone call, email or face to face. Raising all complex issues with the HR Operations Manager and /or HR Advisors.
• Keep up to date of changes in relevant employment law legislation and ensure that the Company complies.
• Attend scheduled meetings within the department to ensure that all members are aware of all key issues.
• Ensure employee confidentiality is maintained and data protection legislation is adhered to at all times.
• Responding to all queries received in the various HR inboxes ensuring they have been responded to in a timely manner.
• Attend in the capacity of note taker to any disciplinary or grievance meetings as agreed by the HR Operations Manager.
• Provide cover for the other HR Operations Assistants during any holiday or absence periods.
• Take ownership of adding and removing of starters and leaver to various systems.
• Working alongside the Payroll team.
• Conduct regular audits on employee right to work documentation to ensure they are compliant and verified in line with the Home Office requirements.
• Support with the training of right work checks to all line managers and surveyors.

Recruitment & Selection

• Identify any vacancies as part of the leavers process and provide line managers with general advice on following a fair and consistent recruitment process.
• Ensure the Company’s recruitment policy and procedure has been adhered to at all times. This will involve ensuring all permanent vacancies are advertised on the weekly job bulletin and all required documents have been completed by the recruiting manager.
• Provide support to line managers with the selection process ensuring the required documents and forms are completed consistently and provided in line with both the HR and vetting processes.
• Ensure that the recruiting / line manager has submitted the new starters right to work documentation in compliance with the UK legislation and prior to the start date.
• Responsibility for the distribution of the weekly job vacancy bulletin.
• Ensure adverts placed are descriptive, consistent and promote SMR values, whilst being legislatively compliant.

New Starters / TUPEs

• Process all new starter / TUPE paperwork in a timely manner which will include:
• Issuing initial paperwork to transferring staff.
• Review the new hires form / ELI to ensure that all required information is completed to process the new employees.
• Enter the new employee onto Cascade HR system to ensure they are set up accurately for payroll and required information is entered in correctly for finance.
• Draft contracts of employment in line with the Company’s standards.
• Issue offer of employment with required welcome document enclosures.
• Ensure all new starter documentation is returned and filed in the correct employee file. This will involve:
• Weekly review and chasing of outstanding employee documents and ensuring that this is followed up with the line manager.
• Request, chase and respond to employee references, ensuring that at least 1 employer reference and 1 character reference is obtained for each New Starter.
• Ensure benefit entitlements and changes affecting employee benefits are communicated to all relevant parties within the HR / Payroll team and to appropriate 3rd parties, where applicable.
• Some travel may be required to attend transfers of high numbers of employees to assist the HR advisory team collate new starter paperwork.
• Check due diligence information compiled by the other HR Assistants as part of the TUPE process.

Probation

• Ensure probation paperwork is completed and filed in the employee file, in line with required probation period timescales. This will involve issuing probation paperwork to Line Manager’s.
• Ensure Line Managers are aware of the necessary deadlines and timescales that should be adhered to the required intervals.
• Confirm outcome of probation meeting reviews in writing to the employee.

Changes to Employment

• Process all changes to employment and personal details in a timely fashion which may include:
• Following the Company’s remuneration procedure.
• Updating the Cascade HR system with the required changes.
• Issuing a change of contract terms and conditions letter in line with the Company’s standards.
• Ensuring the appropriate system access / company property is provided in line any changes.

Company Property / System Access

• Control the set up and removal of the IT functions. This will include:
• Advising line managers of appropriate system access / company property required
• Ordering all required property / system access and ensuring that it is recorded on Cascade accordingly.
• Informing line managers of any equipment due to be returned when processing a leaver.
• Requesting leavers access to be removed and all systems including but not limited to click travel and Cascade.

Cascade

• Regularly review the data on Cascade and ensure that it is correct and up to date at all times.
• Deal with general Cascade queries including holiday/ absence from staff working in close liaison with the HR and Payroll teams.
• Ensure that relevant Cascade workflows have been processed accordingly.

HR Processes

• Ensure that all HR processes are adhered to in line with Company standards at all times ensuring the required letters are issued and systems updated. The processes that the HR Operations Assistants will be responsible for will include but not limited to:
• Short Term Sickness and Absence
• Support the HR Advisors with Long Term Absence and chasing of outstanding fit notes
• Maternity, Paternity and Shared Parental Leave
• Flexible Working
• AWOL
• Ensure benefit entitlements and changes affecting employee benefits are communicated to all relevant parties within the HR / Payroll team and to appropriate 3rd parties, where applicable, including notifying of any entitlements to be terminated for leavers.

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