HR Business Partnering

• Act as a trusted HR partner to managers and employees across designated service areas, providing proactive advice, guidance and support on all people-related matters.
• Build effective working relationships with stakeholders to support organisational objectives and workforce planning initiatives.
• Ensure compliance with employment legislation, organisational policies and HR best practice.
• Support managers in addressing employee relations matters, including performance management, disciplinary, grievance and attendance-related issues.
• Participate in probation review processes and provide guidance to managers throughout the employee lifecycle.
• Contribute to the development, review and implementation of HR policies, procedures and initiatives.
• Conduct and analyse exit interviews, identifying trends and recommendations to support employee retention and organisational improvement.

Recruitment and Onboarding

• Support the full recruitment lifecycle, including advertising vacancies, candidate screening, interviewing, pre-employment checks and onboarding activities.
• Collaborate with managers to develop and maintain accurate job descriptions and person specifications.
• Assist with recruitment initiatives, including career fairs, educational partnerships, webinars and employer branding activities.
• Coordinate onboarding activities, ensuring a positive and engaging experience for new employees.
• Organise and facilitate induction programmes and follow-up reviews with new starters to assess their integration and experience.

HR Systems and Reporting

• Provide support and guidance to managers and employees regarding HR and time management systems.
• Act as a key liaison with external HRIS providers, supporting system enhancements, maintenance and continuous improvement initiatives.
• Monitor and audit time and attendance records to ensure compliance with relevant legislation and organisational requirements.
• Support the development of automated workforce planning and rostering solutions.
• Produce, analyse and present HR metrics and management information to support decision-making across the organisation.
• Prepare regular HR reports for senior management, committees and board meetings.

Absence Management

• Coordinate Occupational Health referrals and maintain communication with employees and managers throughout the process.
• Support managers in effectively managing employee attendance and wellbeing.
• Facilitate welfare and attendance review meetings, ensuring appropriate support measures and action plans are implemented.

Employee Engagement and Wellbeing

• Support the development and delivery of employee engagement, wellbeing, diversity and inclusion initiatives.
• Identify innovative and cost-effective approaches to enhance employee experience, motivation and retention.
• Work collaboratively with the wider HR team to promote a positive and inclusive workplace culture.

Projects and Continuous Improvement

• Contribute to the delivery of the organisation’s people strategy and key HR objectives.
• Participate in and lead HR projects and organisational initiatives as required.
• Support training and development activities across the organisation.
• Ensure timely communication of payroll-related changes, including new starters, leavers and contractual amendments.
• Build and enhance digital HR solutions to improve employee and manager support.
• Provide coaching and support to HR colleagues, contributing to the development of the wider HR function.
• Undertake additional duties and projects as required to meet evolving organisational needs.