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Job description

To be responsible to the relevant HR Officer/ Business Coordinator (HR/Administration) for assisting with the provision of all human resource matters across the department to ensure the business needs of the department are met in an efficient and cost-effective manner. To supervise, train and develop assigned human resources staff to ensure the business needs of the department are met. To assist the relevant HR Officer/ Business Coordinator (HR/Administration) with the provision of advice and guidance to senior managers, line managers and other staff on a departmental wide basis, on human resources matters, in liaison with Corporate HR as appropriate. To represent the HR Officer/ Business Coordinator (HR/Administration) within the post holder's area of responsibility as required.

Responsibilities

• To supervise and be responsible for programming the workload and priorities of any assigned support staff in liaison with the HR Officer/ Business Coordinator (HR/Administration) to ensure the business needs of the department are met.
• To ensure the accurate and timely production of service performance and compliance information relating to human resources matters required for reports and official returns.
• To undertake investigations in relation to specific personnel matters.
• To assist with the development and management of all procedures, record keeping and reporting activities with regard to human resources matters.
• To prepare absence management reports for presentation at case review panels.
• To assist the HR Officer/ Business Coordinator (HR/Administration) in providing advice and guidance on human resource matters including but not exclusively: employee relations; attendance management; discipline and grievance..
• ..training and development; payroll; recruitment, freedom of information requests and data subject access requests.
• To assist with the coordination of responses within relevant time frames, to requests under e.g. freedom of information and data protection legislation.
• To assist in the preparation of the departmental human resources unit's business plan.
• To provide and coordinate induction training for all new starts.
• To keep under active review relevant working practices and procedures and make periodic recommendations to the HR Officer/ Business Coordinator (HR/Administration) where improvement or efficiencies are possible.
• To represent the HR Officer/ Business Coordinator (HR/Administration) as required, within the post holder's sphere of responsibility.
• To motivate and manage any staff that may be assigned to the post holder to ensure effective service delivery and to be responsible for reviewing and implementing a proper staff training and development programme.
• To participate as directed in the council's recruitment and selection procedures.
• To act in accordance with the council and departmental policies and procedures including customer care, equal opportunities, health and safety, safeguarding and any pertinent legislation.
• To undertake the duties in such a way as to enhance and protect the reputation and public profile of the council.
• To undertake such other relevant duties as may from time to time be required.

Skills and Qualifications

Essential Skills

• Have a third level qualification in a relevant subject such as Business Studies, Human Resources or equivalent qualification.
• Be able to demonstrate on the application form, by providing personal and specific examples, at least one year's relevant experience in each of the following three areas.
• Or be able to demonstrate on the application form, by providing personal and specific examples, at least two years' relevant experience in each of the following three areas:
• a. providing advice and guidance on HR policies and processes to operational management, and assisting in the management of staffing, payroll, work-life balance, learning and development, Freedom of Information and subject access requests;
• b. working effectively with Trade Unions on a range of HR matters; and
• c. direct participation in attendance management policy, disciplinary and grievance procedures and in managing employee resourcing / staffing issues.