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HR Officer (Maternity Cover up to 12 months)

Please Note: The application deadline for this job has now passed.

Job Introduction

When you join Saga we welcome you with open arms and we fuel your career possibilities. We support. We encourage. We champion you to reach your full potential.

An exciting opportunity has arisen for an HR Officer (Maternity Cover up to 12 months) to join our Group HR team in Enbrook Park, Folkestone.

You will be working within a busy HR team alongside the business to develop and implement all required people related strategies and projects. In close partnership with the HRBP and Head of HR, ensuring the provision of an effective, efficient, compliant and valued HR service which meets the needs of our business as well as all regulatory requirements. With particular focus on supporting our overseas/ remote workforce

You'll bring excellent communication skills, verbally and written, with a good knowledge and understanding of personnel processes.

If this sounds like a role for you then keep reading……

Role Responsibility

Employee Relations:

  • Proactive management of Long Term Sick cases to ensure a timely return to work and working closely with business managers to manage short term absences.  Development of a proactive approach to managing absence and ensuring that all areas of the business are maintaining a consistent approach.  Promotion of the EWP to ensure that the appropriate services are available to assist.
  • To take ownership for the consistent management of high risk/complex ER cases. Ensuring a satisfactory and timely conclusion in line with internal policies and practices and in line with relevant case and employment law.
  • Identifying training and HR intervention requirements and then lead the delivery of relevant and high-quality training and/or coaching to internal and external stakeholders. This is for both head office and remote workforce, adapting approach where necessary.

Discipline, Grievance and Appeals:

  • Ensure the Grievance procedures from both an internal and legislative perspective are adhered to and to fully investigate, identify issues, respond in full and determine areas for change.
  • Working with business managers to deal appropriately with disciplinary cases ensuring a consistent approach across the business.
  • Fully investigate appeals ensuring full consideration is given to the case and responded to appropriately within the time scales set out.
  • Ensure that all documentation is set-out in an ordered and easy to follow guide for any future reference.

Policies:

  • Following Company policies set out for all employment matters ensuring that regular reviews are undertaken in view of any company or legislative updates.
  • Maintaining knowledge and understanding of all policies and that business managers are aware of their responsibilities.

Integration, Restructuring and Redundancy:

  • Taking ownership of change programmes, with the support of HRBP/Head of HR in line with relevant statutory regulations.
  • Identifying the business need in respect of all change programmes from assisting with acquisition and restructure ensuring full consultation with the business to ensure appropriate advice is provided to determine any risk and planning for activities. 
  • Use of existing frameworks and development of frameworks in line with changes of legislation.  Ensuring all change activities have a business case including any identified costs to the business which may be incurred.
  • Ensure that all consultations are recorded in a consistent manner.

Leavers:

  • Completion of processing leavers and exit interviews ensuring any issues are raised with the Business Managers.  Analysis of exit interview responses to be completed to identify issues for the business area.

Systems:

  • Appropriate use of HR systems ensuring an accurate and timely service ensuring payroll deadlines are adhered to.  Maintain knowledge on systems and increase knowledge levels to enhance the service offered to the business.
  • Ability to provide ad-hoc reports for the business or for HR colleagues with due regard for sensitive information.
  • Working closely with business managers to ensure that all scores for performance management are completed in line with the agreed dates and assist with objective setting advice.

Advice:

  • To answer all questions into the department providing accurate and pragmatic advice to our employees and business areas ensuring that any risks have been identified and, where appropriate, escalated to senior members of the department.
  • Ongoing development of best practice documents and processes.

Commercial Focus:

  • HR does not function in isolation of the business but as part of our management team.  This role will require a need to consider the impacts of HR advice on our business.

Management Information:

  • Ensuring that all available MI is understood and communicated with business areas.  Review existing practices to determine where improvements can be made.
  • Through the accurate interpretation of all available MI, provide proactive and relevant solutions to any concerns or trends identified.

Audit:

  • The activities carried out by the role holder are subject to audit both within the department and via the internal audit function to ensure that the department is operating within the frameworks determined by our business.

Contracting:

  • In conjunction with the relevant team, issuing of contracts and notifying payroll of assignments. Ensuring individuals are paid correctly and on time.   

In conjunction with the Internal Recruitment Team:

  • Ensure all roles are graded to ensure that they have been internally and externally benchmarked and the grade applied.  Assist business managers with the development job descriptions for re-grading purposes, discussing the commercial impacts of a re-grade in terms of cost impacts on the business and provide advice on the likelihood of approval from the business. 
  • Ensuring all recruitment and internal transfers and promotions are approved in line with Corporate Governance.  Where appropriate roles are to be considered by the Business Panel.

Other responsibilities include:

  • To establish in depth knowledge of our stakeholders and their needs through confident relationship building across all business portfolios.  Providing pragmatic advice to the business whilst keeping the Saga DNA at the heart.
  • Ensuring the business managers and their teams are working towards smart objectives that are aligned as much as possible towards achieving the company’s overall strategic goals Auditing this to ensure all managers are setting objectives for their people.
  • Pro-active performance management alongside business partners.

The Ideal Candidate

Capability, Knowledge and Experience:

  • Demonstrable competence in working within an HR role .
  • Can demonstrate fundamental understanding of key UK and European Employment law and associated case law, and is able to interpret these legal frameworks into pragmatic yet compliant advice to the business.
  • Experience in supporting overseas/remote workers is desirable.
  • To include a range of employment relations issues.
  • Inquisitive nature and never accepting ‘that’s the way it is done’ constantly questioning and challenging working practices and striving to work smarter.
  • Whilst there is no requirement to be a specialist in European Employment law, you will need to be comfortable to investigate and learn whilst delivering a fast-paced service to our business partners.
  • Ability to use excel and Microsoft office proficiently.
  • Operational Employment Law knowledge.
  • Full operational understanding of the FSA competency framework, SIS/ARN commission schemes, DPA and absence management using the Bradford factor.

Education and Qualifications:

  • Good standard of secondary education.
  • Part CIPD qualification qualified or relevant business experience is preferred.

Personal Characteristics:

  • Excellent communicator, both verbal and written.
  • Curious, Pragmatic and Flexible.
  • Positive and self-motivated.
  • Pro-active and commercially astute HR professional.
  • Ability to build relationships and deliver high standard HR service to business leaders.
  • A good knowledge and understanding of personnel processes and employment law.
  • Good in the use of Microsoft Word and Excel and databases.
  • Excellent time management and the ability to deal with several tasks at once.
  • An ability to negotiate and influence Business Management Team.
  • The ability to arbitrate and resolve difficult situations.
  • Ability to train HR Disciplines to Business Managers.
  • Flexible approach to working hours and site to support business operation.

Package Description

The standard benefits when you join Saga include:

  • 28 days holiday
  • Option to purchase a further 5 days annual leave per year
  • Free private medical insurance after 1 years service
  • Pension
  • AXA Be Supported
  • Apples Nursery (Folkestone only and on a waiting list basis)
  • Free fruit 
  • Give as you earn
  • Free eye tests
  • Honeymoon benefit
  • Sharebuy
  • Salary finance
  • Discounts on Saga holidays and insurance products
  • A range of reductions and offers from leading retailers, travel groups and entertainment companies
  • Long service awards

About the Company

When you join Saga you will see that we are committed to treating all employees fairly and to offering equal opportunities in all aspects of employment and advancement. 

We value diversity not just because it is the right thing to do, but because diverse teams perform better. Creating a culture in which everyone feels welcome and offering equal opportunities in all aspects of employment and advancement is incredibly important to us. Fair consideration is given to applications from all applicants, including those with disabilities. If you need support at any point with your application please let us know as we will be happy to help.

Learn more about the Saga business by watching our Saga plc Interim results for the six months ended 31st July 2018

 

 

 

To all recruitment agencies: Saga does not accept agency CVs unless specifically engaged on the role by the HR Recruitment Team. Please do not forward CVs to our recruiters, employees or any other company location. Saga is not responsible for any fees related to unsolicited CVs.

 

Saga Group

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