HR Officer
2 days ago
**Pay, Benefits and Reward**:
- Research and produce the Annual Pay and external industry contacts Benefits Survey in conjunction with Line Managers and external industry contacts.
- Discuss with line managers changes to salary details for any employee within the brand / function as a result of transfer, promotion etc and ensure that following its approval the HR Administration team and payroll team process the changes accurately and within agreed service levels.
- Ensure the employee is notified in writing of all changes regarding their pay and benefits package and that the signed documentation is accurately filed by the HR Administration team on the relevant personnel file immediately.
- Identify any areas of risk regarding individual or dept / brand level pay and benefits issues and highlight these to the HR Manager.
- Ensure incentive and reward payments are processed efficiently by payroll and suggest methods for improving individual and team performance.
- Ensure the master record for Pay and Benefits information by designation within the brand / function are accurate at all times on the central reference file.
**Business / Department interaction**:
- Regularly conduct site / department visits to review performance and the effective implementation of HR and Training initiatives.
- Conduct visits in partnership with the Business managers to remain in touch with the business focus and provide coaching in handling employee situations as required.
**Performance**Appraisals**:
- Monitor the Appraisal due dates of the employees
- Co-ordinate with the Line Managers to initiate and complete the Appraisal process
**Management Information**:
- To develop and use HR Key Performance Indicators in conjunction with managers, to identify areas of risk/opportunities for the business and to suggest areas of focus and improvement to the HR Manager / Business Manager.
- Keep HR Administrators / Payroll informed of key management information, to enable them to compile accurate updates in a timely manner.
- Evaluate labour turnover figures/exit interviews, to identify areas of high risk and set in place solutions to resolve these issues in conjunction with the HR Manager.
- Ensure the HR database is accurate at all times by overseeing the role of the HR Administrator and ensuring effective information is passed from the business to the HR team and vice versa.
- Monitor sickness and absence figures for the brand / function and ensure that managers are able to take corrective action with the employee
- Provide support to the Policy Development Manager and IT as required with the implementation of Oracle Payroll System
**Employee Relations**:
- Keep abreast of current and future employment legislation and proactively suggest HR solutions, policies and procedures to the HR Manager that will minimise any risk to the business.
- Advise, coach and support managers to proactively handle strong/poor performance effectively within their team, ensuring they comply with legislation.
- Proactively coach and support managers to handle sickness and absence issues and ensure timely progress is made in accordance with legislation and commercial requirements to effectively address the issues.
- Accountable for responding to employee relations queries within 24 hours of it being raised.
- Accountable for ensuring any disciplinary and or dismissal minimises the commercial risk and exposure for the business and keeps all relevant parties (HR Manager / Group HR Manager) informed at all times throughout the process.
- Advise, coach and support managers with conducting disciplinary, appeal and grievance hearings up to and including dismissals (ensuring HR Manager is notified before any dismissal is confirmed).
- Provide support to prepare labour court response papers (in conjunction with HR Manager/Company solicitor) to ensure the case details are summarised and issued in full prior to the hearing.
- Conduct exit interviews for all Store Managers or equivalent and their teams and summarise the key findings by position for your unit on a quarterly basis
**New Starter**r**Management:*
- Support Line Managers to ensure all new employees receive a comprehensive induction/welcome to the business from the training team and the line manager.
- Coach and advise managers to effectively measure the performance of new employees throughout their probationary period and to take appropriate action when it is required, in line with the probationary review process.
- Inform the HR Manager regarding any employees that have not successfully completed the probationary period.
- Ensure all employees within the function / brand receive a standardised induction programme relating to JBG and the function / brand.
- Ensure all new managers and their teams are trained regarding HR processes, practices and attend a standardised induction training courses about JBG.
- Proactively ensure that visas are obtained by the PRO department for all employees within the d
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