Hours: Part Time and Full Time will be considered.
Accountable to: HR Manager
An exciting opportunity has arisen to join our HR department at The Employee Resilience Company as a Administrator and Personal Assistant.
You will play a key role in shaping and creating the administrative functions that allow us to support our team and our clients. You will play a key role in recruitment and onboarding, as well as transforming the service to become more efficient and effective. You will be working in a busy, fast paced team and will therefore be a highly organised individual with great interpersonal skills. We are able to accommodate part time applications of at least 4 days each week.
All equipment and support will be provided. This is an exciting opportunity to join a fast growing company with a clinical focus, excellent team working and a true desire to make a difference to the clients we support and to the staff who work within our teams.
We provide a 24/7 confidential support service alongside access to telephone and face to face counselling and support. Clients can call our number to speak to a qualified counsellor about issues such as depression, anxiety, stress, debt advice and family issues.
The successful candidate will support the HR Manager in the following areas:
Personal Assistant Duties:
· typing, compiling, and preparing reports, presentations and correspondence
· managing databases and filing systems
· implementing and maintaining procedures/administrative systems
· Ensure that HR systems and databases are kept up to date.
· Collate and monitor sickness, probationary period, DBS and BACP documents.
· Prepare letters for staff personnel changes using existing templates.
· Support all aspects of the recruitment processes.
· Obtain references.
· Prepare shortlisting and interview packs.
· Complete all employment and safer recruitment checks.
· Arrange interviews, assist with inviting candidates, organise interview dates and panels.
· Pre-employment checks including Qualifications, Disclosure and Barring Service and Professional Membership Bodies.
· Assist where needed with payroll related work.
· Update employee files to document changes to salaries, working hours and provide information for payroll and other uses.
· Process personnel enquiries and provide information to authorised persons only, adhering to data protection protocols.
· Monitor the HR inbox and monitoring the requests coming into the HR department.
· Record key information in relation to HR processes including New Starter Lists, Induction Dates, probationary period, training and absence management.
· Provide general support services to the Additional Services Team.
· Set up and maintain files/records
· Schedule appointments, meetings, interviews.
· Monitor deadlines for HR related processes.
· Support with the collation of PDP’s.
· Assist with exit questionnaires with staff leaving and collate responses.
· Comply with all policies and procedures.
· Take minutes when needed.
· Diary management.
· Any other duties that commensurate with the post.
HR Administrative Assistant Requirements
· High standard of general education.
· Comfortable with working in a fast-paced environment.
· Ability to use initiative or seek help when needed.
· Proficient in Word, PowerPoint, Outlook and Excel
· Experience of working in an Administrative and/or Personal Assistant role.
· Knowledge and experience gained working in an office environment.
· Experience of working with Share Point.
· Ability to work as part of a wider team, maintain confidentiality and handle sensitive issues
· Experience of minute taking.
· Knowledge of relevant HR policies, procedures and best practice.
· Ability to use information systems including, accessing, inputting, and compiling data.
The Company fully believes in supporting its staff members and has supported a number of employees through further development courses. TERC also offers an excellent benefits package including:
· Pension Scheme
· Health Scheme – Opticians, Dental, Physio & more
· 24/7 Doctor helpline – book a Telephone or Video Appointment with a GP
· Employee Assistance Program – 24/7 telephone counselling helpline
· Life Insurance Scheme
· 32 Days Leave Including Bank Holidays
· Further Training and Development opportunities
Please submit your CV and a covering letter outlining your qualifications, experience, and reasons for your interest in this role.
Please note due to the volume of applications we receive; we reserve the right to close the vacancy prior to the published closing date.
We strongly suggest that you apply at an early stage. If we have not contacted you within one week of the closing date of this post, please presume that you have not been selected. Candidates selected for an interview will be contacted within 1 week; therefore, you should check your emails regularly including junk mail folders.
Equality Act 2010
Any candidate who has a disability as defined by the Equality Act 2010, is required to inform us, in order to ensure that ‘reasonable adjustments’ can be made. Our policy, at the stage of interview, is that we will ask all candidates whether we need to make any ‘reasonable adjustments’ in accordance with the Equality Act 2010. Under the Equality Act, a disabled person is someone with a physical or mental impairment, which has a substantial and long-term adverse effect on their ability to carry out day-to-day activities.
The Employee Resilience Company Ltd are proud to use Positive Action. To redress the balance of under representation our team will offer advice, guidance and support throughout the recruitment process to candidates from under-represented groups.
Our ambition is to be the most attractive force in the country for a career in employee support.
Not only do we aim to attract and keep people with the best skills and highest potential, but we also want to attract people into our service who may not have considered a career with us before. We want our staff to be representative of all our different communities across the UK.
To help us achieve this we have a dedicated Diversity, Equality and Inclusion staff who provide support and guidance throughout the job application process to candidates from underrepresented groups. This ensures there’s fairness across the board so that opportunities are available to all.
We listen to our staff and respect them as individuals each with their own voice, experiences, skills, and ideas. We embrace these as we know that teams with a range of perspectives solve problems better and we want our colleagues to feel included, because everyone needs to be their true self at work, and we need that authenticity so you can harness your unique talent.
Jobs in employee support are like no other – they are founded in the trust we place in each other and the pride we take in supporting employee wellbeing. Our Staff Charter and how it is implemented really works and makes us a better, more effective organisation. It’s built on us all working together, and it goes without saying that we can achieve more if we work together in a culture of inclusivity and respect.
What is Positive Action?Positive action simply means steps an employer can take which seeks to level the playing field for under-represented groups by providing advice, guidance and support where required, whilst still maintaining the high standards for recruitment and promotion and stipulating that selection is based purely on the required skills and abilities of the candidate for the role.
The Equality Act 2010 protects people from being treated less favourably because they have a protected characteristic. Government guidance on the Act can be found here.
Why do we need it?Achieving a representative service is vital for reasons of legitimacy and public confidence. Positive action seeks to achieve this aim by redressing the balance of disadvantage of underrepresented groups. The Employee Resilience Company Ltd recognises that a diverse workforce brings with it many advantages such as:
Positive Action Myths
There are often many misconceptions around Positive Action and it can sometimes be viewed negatively by those who do not fully understand its purpose. It is essential to understand that every candidate who is successful during a recruitment process has always achieved this on their own merit and not by receiving positive action support.
For clarity purposes Positive Action does not