JOB DESCRIPTION/PERSON SPECIFICATION & COMPETENCY FRAMEWORK

Transcription

1 JOB DESCRIPTION/PERSON SPECIFICATION & COMPETENCY FRAMEWORK Job Title Reports To Department Location Grade HR Adviser (Regions) HR Manager (Regions) Human Resources Stoneleigh D JOB DESCRIPTION Reporting to job holder: N/A Main purpose and scope of job: Providing a fully generalist HR service to the business to assist in the delivery of the NFU business plan. Actively contribute to the attainment of the NFU business plan including the development and implementation of projects that improve the HR Services further. Providing guidance and support to managers and employees with regard to employment issues, legislation, policies and practices, referring to HR Manager as appropriate. Levels of authority: To contribute to the maintenance of the HR training budget ensuring cost efficiency as directed by the HR Manager (Regions). Secondary Systems Administrator for the NFU HR/Payroll system Resourcelink. Sourcing cost effective suppliers on all HR business needs. To contribute to the maintenance of the HR budget as directed by the Head of Human Resources. Responsibilities i) Operational support Liaise with the HR Managers on specific activities and initiatives requiring operational HR support. Provide day to day advice/support on a range of generalist issues covering holiday, absence, maternity, paternity, capability, grievance and discipline. Support the job evaluation process Facilitate and support the HR Manager (Regions) with the annual and interim appraisal process Assist in the research and development of HR systems, policies and procedures to meet employment legislation and best practice as directed by the Head of Human Resources and/or HR Managers. Participate in Recruitment and Selection panels as required. Support the Group Secretary HR Relationship Manager on all aspects of Group Secretary recruitment. Human Resources/Job Description HR Adviser (Regions and Group Secretaries)/MarchOctober 2012/v1.01

2 PAGE 2 OF 5 Support in the development of job descriptions, competency framework and person specifications. Support HR Managers with all HR external supplier Service Level Agreements. To create, analyse and provide regular and ad hoc Management information as required, interrogating Resourcelink and Excel as appropriate to provide KPI information on areas such as recruitment, retention, diversity, grievance, attendance and turnover. To provide support and guidance to the HR Assistants as appropriate. Ensure accurate input data on Resourcelink by HR Assistants. ii) HR workstreams Support the HR Manager (Regions) in the Corporate Induction process. Coordinate all NFU training needs, contributing to the formation of the NFU annual training plan, whilst ensuring training requests are cost effective with external providers. Inconjunction with the HR Manager (Regions) support the NFU Annual Salary Review process. Develop a specialist skill in the use of Resourcelink to ensure the NFU is maximising the opportunity for its development. In the absence of the HR Adviser (HQ), act as the systems administrator for Resourcelink (HR/Payroll system), arranging access levels, reviewing access and ensuring data protection is adhered to. Be an NFU representative for the Resourcelink User Group Forum and attend conferences when required. Support the recruitment of NFU Sugar temporary staff. Provide support to the NFU graduate recruitment scheme including attendance at Careers fairs as necessary. To manage and oversee the payroll information, for specific customer groups, on a monthly basis in liaison with the payroll department. To be responsible for the administration of the Childcare voucher scheme and Car Loan Scheme for specific customer groups. To record and report on HR budget, updating the Head of HR on a monthly basis. iii) General Provide Practitioner generalist support to all Managers and employees at HQ and the Regions as appropriate. Undertake any HR related projects to meet the requirements of the business plan. Generally add and contribute towards the successful delivery of HR Best Practice by the HR team. This job description is not an exhaustive list and the post holder will be expected to help and assist with other duties as and when required.

3 PAGE 3 OF 5 Job Title HR Adviser (Regions) COMPETENCIES Core Competencies Understanding the NFU Working Together Personal Accountability Communication Level 3 Managing 2 - Supporting Functional Competencies Technical Expertise Analysing and Problem Solving Planning and Organising Flexibility 3 Managing PERSON SPECIFICATION Knowledge and Expertise ESSENTIAL To have completed the Post Graduate Diploma In Personnel Management and hold Associate Advanced level status with CIPD. Have a working knowledge of employment legislation and ability to apply pragmatically. Skilled in mapping HR processes, looking for efficiencies and best practice. To have a knowledge of Data Protection issues. To have HR Systems Administration experience. Have experience in researching and maintaining policies and procedures in line with legislation requirements. To have experience in providing practitioner advice. Have considerable experience and knowledge in all areas of HR administration. Ability to undertake in depth research, in support of the HR Management team regarding best practice and legislation changes/ impact of new legislation. To have experience in Payment DESIRABLE To hold MCIPD status with CIPD. To have an understanding of the needs of a membership organisation. Be an experienced Systems Administrator for HR IT database. To have an understanding of agriculture and farming.

4 PAGE 4 OF 5 Communication and Relationship Skills Practical and Physical Skills Decision Making and Problem Solving Financial Responsibility Schemes and Salary Review processes. Have experience of inputting payroll and making adjustments to pay and allowances. Good experience in drafting Job Descriptions and Person Specifications. Proven experience of recruitment and selection processes. Experienced in job evaluation. Able to communicate technical information to non-technical audiences e.g. translate legislation into company policies. Able to communicate effectively in the written and spoken word with an internal audience and external suppliers. Is approachable and establishes rapport with people. Enjoys working in a team. Self-starter. Flexible. Committed. Excellent computer keyboard literacy with intermediate/ advanced level user of Microsoft Office. Experienced user of HR database. Able to cope with interruptions and changing priorities. Able to demonstrate organisational and prioritising skills. Able to work under initiative and as part of a team. To have excellent interpersonal skills and be able to evidence problem solving within HR Provides information and deals with issues promptly Assist in monitoring the spend in the HR Training budget. To be an able user of employee database (Resource Link) Responsibility for Information To be highly proficient in the administration of HR database. Ensure that all input on HR database is accurate. To write and run reports using HR databases, to analyse trends and

5 PAGE 5 OF 5 proactively make recommendations To maintain confidentiality of information and sensitive data at all times. Responsibility for Supervision / Management Physical and Mental Effort Personal Circumstances /Additional Requirements N/A Able to cope with interruptions and changing priorities. Needs to display high level of accuracy and attention to detail. Must be willing to travel and attend HR System User Group Forums and regional based recruitment and selection. Must have a real passion for HR. To be highly motivated. To be enthusiastic about the contribution HR can make. Must live within 40 miles of the post location or willing to relocate. Full current driving licence (consideration will be given under the DDA where applicable) Back to top