About the job

Job summary

This position can be based at  Newcastle

Job description

The HR Advisor supports the wider HR team with contributing to the organisations HR goals. Specific duties are varied and can encompass most areas on the operational side of the HR department. The HR Advisor must have strong communication and organisational skills. You must be able to work both with management and non-management individuals, be a team player and possess strong interpersonal skills. You can expect to act as a ‘critical friend’ and help to provide partnering support to the wider HR Business Partnering team and their business area, and support or lead on specific projects on HR topics, support the HR Officer and Head of HR. The role of the HR Advisor is to advise both employers and clients on the recruitment of new staff and retention of existing employees. You will be involved in helping hiring managers with their interview techniques and writing job descriptions, as well as researching performance evaluation methods and designing company policies.

Other objectives will include:

• To evaluate and update job descriptions.
• To answer HR queries posed by management and employees.
• To train and advise managers on recruitment, selection, and interview evaluation procedures (e.g. Oleeo).
• To assist with the development of recruitment campaigns and participate in the appointment process.
• Suggest new HR technology solutions to improve day-to-day operations (e.g. Oleeo software & SSCL processes).
• To be point of contact with SSCL (shared services provider) for HR related queries and HR solutions and changes.
• To develop and implement HR policies that align with the organisation’s goals and values.
• To ensure compliance with legal and ethical standards.
• To help resolve disputes and grievances between employees and managers.

Job description  

Accountabilities and Responsibilities

Main Activities

• Managing and/or supporting recruitment related activities and other HR processes.
• Provide 1st Line HR Support for all employees.
• Acting as the first point of contact for HR related queries within the organisation, working closely with the HR Officer.
• To monitor and review absences within the organisation, and support and develop strategies to reduce sickness absence.
• Translate business requirements into people requirements and improve people engagement.
• To carry out HR project work as required; HR projects (or parts of projects) for the business area or for HR itself and support HRBPs with these challenges.
• Solve business challenges by applying HR knowledge, and coach and influence leaders in all aspects of HR e.g., E.D.I., leadership, employee engagement, capability & talent etc.
• Provide advice and support to line managers and employees regarding any change in employment legislation.
• Provide advice and support to hiring managers and HRBP’s on recruitment campaigns.
• To manage the disciplinary and grievance procedures: advising managers, supporting investigations.
• To produce reports and manage data contained in the HR system, ensuring it is accurate and up to date.
• Review and update HR Policies and procedures.

Key skills and knowledge required for the role

Knowledge and Skills

Essential

• Good generalist HR expertise to support the business build good people practices.
• Excellent relationship and stakeholder management – shaping and influencing in wider business context.
• Experience advising managers on disciplinary, grievance and sickness cases, including being the HR lead on supporting investigations and hearings.
• Analytical with a high level of attention to detail – developing insights and trends for evidence-based decisions and report writing.
• Working knowledge and understanding of UK Employment Law.
• Resilient and able to work under pressure.
• Flexible and able to adapt to changing requirements.
• Hands-on experience with IT programmes and HR systems.
• Ability to work in a confidential manner, to respect privacy and to act with discretion when dealing with sensitive and private organisational and personal issues. 

Desirable

• Equivalent of or working towards any of these accreditations: CIPD Associate Membership/Level 3; Certificate in HR Practice; Intermediate in HR Management; S/NVQ Level 4 – Business Administration; HR Apprenticeship.

Competencies for the role

The following four competencies have been identified as relevant to this role and should be demonstrated at HEO level.

• Managing a Quality Service (lead competency)
• Making Effective Decisions
• Collaborating & Partnering
• Leading and Communicating

Candidates that are invited for interview will be asked to demonstrate and provide an example of each of these competencies in the interview.

A full explanation of each competency including behavioural indicators, can be found in the Marine Management Organisation competency framework here.

Person specification

Please refer to Job Description

Benefits

Alongside your salary of £31,614, Marine Management Organisation contributes £8,567 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides.

Things you need to know

Selection process details

Please refer to Job Description

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must undergo a criminal record check. People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

Working for the Civil Service

The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window). The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.