HR Advisor
- Recruiter
- Confidential
- Location
- Chelmsford
- Salary
- Competitive
- Posted
- 31 Aug 2021
- Closes
- 28 Sep 2021
- Sectors
- Human Resources
- Contract Type
- Contract
- Hours
- Full Time
Pinnacle Group provides people-first, integrated services across a range of community-facing assets and infrastructure - including multi-tenure housing, schools, open spaces, public buildings, utilities and broadband networks - as well as a range of complementary employment and wellbeing outcomes. Across the UK, Pinnacle supports over 300,000 homes, 200 schools and 80 public buildings creating value, providing stewardship and generating positive outcomes for our customers, our partners and our clients.
Our Central Services teams support Pinnacle's operating businesses by providing professional support to the operational business including: Compliance and Audit, Marketing, Finance, Human Resources, IT, Procurement, Health and Safety.
The Role - HR Advisor
The post holder will support and coach managers in all aspects of employee relations, providing business focused, consistent and timely advice in accordance with employment law and HR procedures, with a focus on management and resolution of complex Employee Relations' issues (ER) and TUPE transfers.
Duties/Key Responsibilities
This role will cover the full spectrum of generalist HR activities, from operational day-to-day to longer-term strategic activities.
Operational
Managing ER cases, particularly higher-risk/potential dismissal cases through to resolution:
Providing clear guidance to managers regarding their responsibilities within a process or procedure and the elements the HR function will undertake.
Attending formal hearings to ensure the case has been managed correctly, procedure is followed, provide advice and to document proceedings.
Drafting clear, well-structured outcomes on behalf of managers that will stand up to potential scrutiny at an Employment Tribunal.
Liaise with ACAS in early conciliation in line with approach agreed with HR Manager.
Where ETs arise, supporting HR Director with collation of bundles and defence against claims where appropriate.
Supporting the HR Manager in the reporting and analysis of trends in ER cases and from this suggest how we can reduce their instances.
Supporting managers with change management activities, including devising solutions appropriate to business needs (e.g. writing business cases for restructures or reviews), using HR interventions to add value, embed corporate values and improve performance.
Managing short and long-term sickness cases to resolution, including reporting on and monitoring of absences, liaising with Occupational Health, arranging meetings and advising managers on reaching commercially sound and fair decisions.
Challenging managers to take responsibility for managing staff effectively, assisting and coaching where appropriate.
Managing TUPE transfers where required from an HR perspective, including liaising with incumbent providers, drafting correspondence, consulting with staff and subsequent integration.
Developing and delivering HR training and interventions to build on managers' people management skills.
Assisting with developing ways to measure outputs and demonstrate the positive impact of HR on organisational performance.
Supporting employee engagement initiatives and supporting managers to identify and implement actions for improvement.
Effectively use organisational HR KPIs to inform and support decisions which impact and improve business performance.
Skills Required
Strong track record of managing high volume and diverse Employee Relations' cases end-to-end, up to and including dismissals and - ideally - involvement in defending Employment Tribunal claims.
* Experience of successfully managing TUPE transfers.
* Practical experience of managing change management processes.
* Experience of advising in a fast-paced multi-site, commercial environment.
* Ability to provide commercial HR advice based on a practical application of relevant employment law.
* Ability to demonstrate presence and credibility with internal and partner stakeholders at senior levels through excellent communication and influencing skills both oral and written.
* Good standard of written English and ability to produce clear and succinct formal correspondence that will stand up to potential scrutiny at an Employment Tribunal.
* Excellent interpersonal and communication skills with ability to convey facts and ideas clearly.
* Ability to quickly develop credibility and positive working relationships with management, staff and colleagues.
* Self-starter with ability to plan and manage own workload.
* Ability to manage conflicting priorities in order to meet strict deadlines and targets in accordance with internal KPIs.
* A pro-active approach to HR with keenness to learn and embrace new ways of working.
* Proficient IT user including Microsoft Office and HR databases.
Pinnacle Group strives to be an equal opportunities employer and welcomes applications from anyone regardless of ethnic origin, gender, disability, age, trade union activity, marital status, religious belief or sexual orientation.
We are Armed Forces friendly. We welcome applications from ex-Armed Forces personnel, reservists, armed forces veterans, cadet instructors and military spouses/partners
Our Central Services teams support Pinnacle's operating businesses by providing professional support to the operational business including: Compliance and Audit, Marketing, Finance, Human Resources, IT, Procurement, Health and Safety.
The Role - HR Advisor
The post holder will support and coach managers in all aspects of employee relations, providing business focused, consistent and timely advice in accordance with employment law and HR procedures, with a focus on management and resolution of complex Employee Relations' issues (ER) and TUPE transfers.
Duties/Key Responsibilities
This role will cover the full spectrum of generalist HR activities, from operational day-to-day to longer-term strategic activities.
Operational
Managing ER cases, particularly higher-risk/potential dismissal cases through to resolution:
Providing clear guidance to managers regarding their responsibilities within a process or procedure and the elements the HR function will undertake.
Attending formal hearings to ensure the case has been managed correctly, procedure is followed, provide advice and to document proceedings.
Drafting clear, well-structured outcomes on behalf of managers that will stand up to potential scrutiny at an Employment Tribunal.
Liaise with ACAS in early conciliation in line with approach agreed with HR Manager.
Where ETs arise, supporting HR Director with collation of bundles and defence against claims where appropriate.
Supporting the HR Manager in the reporting and analysis of trends in ER cases and from this suggest how we can reduce their instances.
Supporting managers with change management activities, including devising solutions appropriate to business needs (e.g. writing business cases for restructures or reviews), using HR interventions to add value, embed corporate values and improve performance.
Managing short and long-term sickness cases to resolution, including reporting on and monitoring of absences, liaising with Occupational Health, arranging meetings and advising managers on reaching commercially sound and fair decisions.
Challenging managers to take responsibility for managing staff effectively, assisting and coaching where appropriate.
Managing TUPE transfers where required from an HR perspective, including liaising with incumbent providers, drafting correspondence, consulting with staff and subsequent integration.
Developing and delivering HR training and interventions to build on managers' people management skills.
Assisting with developing ways to measure outputs and demonstrate the positive impact of HR on organisational performance.
Supporting employee engagement initiatives and supporting managers to identify and implement actions for improvement.
Effectively use organisational HR KPIs to inform and support decisions which impact and improve business performance.
Skills Required
Strong track record of managing high volume and diverse Employee Relations' cases end-to-end, up to and including dismissals and - ideally - involvement in defending Employment Tribunal claims.
* Experience of successfully managing TUPE transfers.
* Practical experience of managing change management processes.
* Experience of advising in a fast-paced multi-site, commercial environment.
* Ability to provide commercial HR advice based on a practical application of relevant employment law.
* Ability to demonstrate presence and credibility with internal and partner stakeholders at senior levels through excellent communication and influencing skills both oral and written.
* Good standard of written English and ability to produce clear and succinct formal correspondence that will stand up to potential scrutiny at an Employment Tribunal.
* Excellent interpersonal and communication skills with ability to convey facts and ideas clearly.
* Ability to quickly develop credibility and positive working relationships with management, staff and colleagues.
* Self-starter with ability to plan and manage own workload.
* Ability to manage conflicting priorities in order to meet strict deadlines and targets in accordance with internal KPIs.
* A pro-active approach to HR with keenness to learn and embrace new ways of working.
* Proficient IT user including Microsoft Office and HR databases.
Pinnacle Group strives to be an equal opportunities employer and welcomes applications from anyone regardless of ethnic origin, gender, disability, age, trade union activity, marital status, religious belief or sexual orientation.
We are Armed Forces friendly. We welcome applications from ex-Armed Forces personnel, reservists, armed forces veterans, cadet instructors and military spouses/partners