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HR Adviser

  • Location:Aberdeen (Aberdeen)
  • Ref:3857/5
  • Pay Rate Negotiable
  • Duration: Temporary
  • Sector: HR & Training
  • Contact: CRS

Description:

We are seeking a HR Adviser on a 6 month contract (maternity cover) for our client based in Garthdee. This is a full-time position (37 hour per week) paying £15.44 per hour

ESSENTIAL REQUIREMENTS

Qualifications and Professional Memberships:
First Degree
Working towards (or willing to work towards) CIPD/PGDip HR
Knowledge and Experience:
Provide evidence of the size and range of client groups you have been responsible for.
Detail the range of HR issues you have encountered with reference to specific situations and the depth of your experience (ie the level you operated at and when you were supported).
Evidence situations that have required you to demonstrate knowledge of UK Employment law


DESIRABLE REQUIREMENTS

Qualifications and Professional Memberships:
Assoc CIPD or PGDip HR (or equivalent)
Behaviour 1: Communication
Ability to receive, understand and convey information requiring careful explanation and information of a complex or conceptual nature, in a clear and accurate manner.

Behaviour 2: Service Delivery
Experience of exploring and adapting a service to meet customers expectations and also identifying ways of improving standards.

Behaviour 3: Pastoral Care and Welfare
Experience of: calming and reassuring those with work/study related problems who may be experiencing distress; dealing with difficult welfare situations or confidential matters; providing support for those in considerable distress or requiring long-term complex support.

Behaviour 4: Decision Making Processes and Outcomes
Experiences of: using own judgement to make decisions; making collaborative decisions with others to reach conclusions; providing advice or information that will influence the decisions of others.
Behaviour 5: Analysis and Research
Experience of identifying or designing data gathering and analytical methods appropriate for each investigation, and producing reports that identify key issues and findings.

Responsible To: HR Business Partner

Responsible For: No Supervisor responsibility

Purpose of Post:

Provides HR advice, guidance and support to a designated client group whilst supporting the HR Business Partner with projects and wider HR initiatives. Uses professional judgement to decide when to give advice, and when to escalate.

Principal Duties:

Client Engagement – Able to understand Client’s strategic plans and how they impact on a variety of HR issues. Provision of day to day HR support and guidance on operational issues and regular reports to Heads of Departments/Schools on issues such as – absence, turnover, performance management, hotspots, and progress towards short term goals and objectives.

Absence – Analyse monthly statistics on absence and liaise with Managers on how to manage individual issues. Liaise with Occupational Health providers, individual Employees, and Managers to ensure that a case management approach is taken to all long and short term absence cases.

Performance Management – Responsible for supporting and coaching line managers on all aspects of performance management including the drafting of Performance Improvement Plans. Ensures that RGU policies and best practice are followed.

Grievance/Disciplinary– Provides support to line managers at initial investigations and formal meetings. Provides support to staff and managers and offers fair treatment advice and mediation where required.

Recruitment & Selection – Provides input and advice to clients on preparation of Job Descriptions, Person Specifications, and advises on best recruitment and selection methods. Participates in all selection panels from grade 6 and up to and including grade 8. Ensures that RGU policies and best practice are used as the basis for all recruitment and selection decisions.

Relationship Building – Works closely with the HR Business Partner to build and maintain effective relationships with Clients, Employees, peers and other specialist providers of services within and outwith the HR team.

Legislation – Has a strong grasp of all statutory employment legislation. Understands the importance of record keeping and ensures notes are taken of all conversations including phone calls, formal and informal meetings.

Staff Development – Understands the Appraisal (EPR) process and provides advice and support to line managers on its implementation. Participates in team development events in conjunction with other HR team members.

Project Management – Undertakes projects as delegated by the HR Business Partner such as restructures, redundancy programmes, introduction of new policies etc. Understands the basics of project management.

Job Evaluation – Carries out role analysis in liaison with line managers. Understands, and is able to explain the process and the link to pay and grading structures







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