Buscar empleo: 58 ofertas de trabajo de chair en Dagenham (agosto 2026)

Hr Advisor

hace 3 días

Ilford

Human Resources Officer — Job Specification Job Details Job title: Human Resources Officer Department: Human Resources Reports to: Principal/Vice Principal or another designated Senior Manager Location: East London, with travel to other organisational sites if required Contract: Full-time, 12-month fixed-term contract, with possibility of extension Hours: 37.5 hours per week Main Purpose of the Role The HR Officer will provide a professional, efficient and proactive HR service across the organisation, supporting managers and employees throughout the employee lifecycle. The role covers day-to-day HR operations, including recruitment, employee relations, performance management, attendance, training and development, HR systems and compliance. The post holder will work closely with senior management to support organisational objectives, employee engagement and continuous improvement. Key Responsibilities HR Administration Act as the first point of contact for HR enquiries and provide accurate, timely and confidential advice to managers and employees. Maintain accurate electronic and paper personnel records in accordance with GDPR. Administer the HR system and produce HR reports covering workforce statistics, absence, turnover and headcount. Recruitment and Onboarding Coordinate recruitment from vacancy advertising through to appointment. Prepare job descriptions, person specifications and recruitment documentation, arrange interviews and issue offer letters, contracts and related documentation. Complete all required pre-employment checks, including Right to Work, identity verification, references, qualification checks, DBS checks and occupational health clearance where required. Manage onboarding and induction and coordinate probation reviews. Employee Relations Advise managers on disciplinary, grievance, capability, absence and performance matters. Manage employee-relations cases from investigation through to conclusion. Conduct investigations, prepare reports, arrange and chair relevant meetings where appropriate, prepare meeting notes and outcome letters, and support fair and consistent resolution of workplace issues. Payroll and HR Systems Work with Finance to ensure accurate and timely payroll information. Verify timesheets, contractual changes, overtime and amendments. Process starters, leavers, salary changes, contract amendments and family-leave information, while maintaining HR records supporting payroll. Attendance Management Monitor sickness absence and produce absence reports. Monitor Bradford Factor scores and notify managers of trigger points. Coordinate return-to-work interviews and formal absence reviews and support managers with short- and long-term sickness cases. HR Policies and Compliance Review and update HR policies and procedures. Ensure HR documentation complies with statutory and contractual requirements. Support compliance with employment legislation, GDPR, Health and Safety, Right to Work, UKVI requirements where applicable, and safeguarding obligations. Learning and Development Coordinate mandatory training, deliver HR induction sessions, organise internal and external training, maintain training records and monitor mandatory training compliance. Assist managers in identifying staff development needs. Performance Management Coordinate annual appraisal and performance-review processes. Monitor probation reviews and support managers with performance improvement plans while maintaining appropriate performance-management records. HR Documentation Create and maintain employment contracts, contract variation and addendum letters, offer letters, job descriptions, person specifications, meeting invitation letters, outcome letters, confirmation of employment letters, reference templates, resignation acknowledgements, probation letters and flexible-working documentation. Continuous Improvement Identify opportunities to improve HR processes and systems, support new HR initiatives, contribute to HR projects, promote HR best practice and help develop an inclusive and positive working culture. Person Specification Essential Qualifications CIPD Level 5 qualification. GCSE or equivalent in English and Mathematics at Grade C/4 or above. Desirable Qualifications CIPD Level 7. Degree in Human Resources, Business or a related discipline. Essential Experience At least three years' experience in a generalist HR role, with experience managing employee-relations cases, advising managers on HR policies and employment legislation, recruitment and onboarding, maintaining HR systems and employee records, developing and reviewing HR policies, producing HR reports and management information, and handling confidential information with discretion. Desirable Experience Experience in Higher or Further Education, experience using BreatheHR or a similar HRIS, experience in a regulated education environment and experience delivering staff training. Essential Knowledge Strong knowledge of UK employment legislation, GDPR and confidentiality, recruitment best practice, employee-relations procedures, absence-management procedures and equality, diversity and inclusion principles. Desirable Knowledge Knowledge of UKVI compliance requirements, OfS and quality-assurance expectations in Higher Education and safeguarding requirements within education. Other Requirements The successful candidate must demonstrate a commitment to safeguarding and promoting the welfare of students, equality, diversity and inclusion, and continuing professional development. The role requires a high level of integrity, professionalism, confidentiality and discretion, together with the ability to remain calm under pressure and occasionally work outside normal hours when required. Key Performance Indicators The successful candidate will be expected to contribute to recruitment being completed within agreed timescales, full compliance with Right to Work requirements, accurate and up-to-date HR records, accurate and timely payroll information, HR correspondence being handled within agreed service standards, employee-relations cases being managed in accordance with organisational procedures, mandatory training compliance, positive feedback from managers and employees, and continuous improvement of HR processes and systems

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