HR Spec II

Responsibilities

• Enable and coach managers to successfully resolve all employee relations issues, being the specialist in this area, including disciplinary, grievance, performance management;
• Engage with and support the HRBPs with change management projects; restructure, redundancies, redeployment;
• Proactively support the HRBPs with absence management cases to manage absence levels as required by the Company to include liaison with Health professionals as required.
• All cases followed up and conclusions achieved in line with agreed timescales;
• Support the implementation of the people plan and specific HR projects;
• Day to day HR advice and support via telephone and in person;
• Support organizational changes by ensuring that all the necessary processes and procedures are followed and essential manual and electronic records are maintained accurately;
• Work with the L&D Manager where required to facilitate and/or deliver training in areas of expertise, including Employee Relations, Company induction;
• Support all succession planning and talent management initiatives;
• Coach line managers on performance management and employee relations to develop organizational capability in these areas;
• Ensure compliance with policy, procedures and current legislation;
• Responsible for all administration associated with the role, engaging with HR Coordinators as necessary;
• Ensure all employee reporting is provided in a timely and accurate manner;
• Work collaboratively with the wider HR community to ensure successful resolution of all employee matters.

Requirements

Knowledge Skills and Experience:

• Solid experience of employee relations preferably within a fast paced IT/Office environment;
• Experience of handling complex employee relations issues;
• Excellent communication skills;
• High attention to detail;
• Able to work with virtual teams;
• Proficiency in Microsoft Office with intermediate Excel and PowerPoint skills;
• Highly organized with an ability to handle many projects at once;
• A proactive approach;
• HR additional qualification preferred, though not essential.

May be required to support with Payroll processes;

Good country Employment law knowledge.