Regional HR Advisor

We're seeking a Regional HR Advisor with a ‘can do’ attitude to provide outstanding HR service to an internal client group in Birmingham and Leicester.

You'll work closely with trainees and their managers to provide generalist HR support across areas including resourcing, on-boarding, employee relations and rewards. You'll also work closely with the Regional HR Managers to implement the people plan for the region and the firm's HR strategy.

Duties

On-boarding Process

• Inform all the relevant departments of the new starter’s arrival.
• Ensure through the relevant office contacts that we have received the relevant right to work documentation and insurance details and documentation if they are using their car for business.
• Ensure that all compliance activities are completed for new starters.
• Support Managers on the on-boarding of new starters, providing support and guidance to better engage the recruit.
• Lead the firm wide Induction days for our new trainees, including attendance at residential induction and presentation support.
• Conduct office inductions for new starters.
• Advise Payroll of new starter, providing all relevant information.
• Chase and support with on-the-job assessment forms and probationary reviews ensuring reviews are completed in a timely fashion.

Performance Management

• Assist with administration of the job assessment forms and appraisal process, i.e. send out reminders to offices when appraisals are due, log training requests.
• Support Managers with performance Management conversations and processes.
• Keep track and report on employee’s performance across the region.
• Attend and support with meetings including investigation and disciplinary meetings.
• Manage employee data in advance of HR Development Committee meetings in conjunction with HR Manager.
• Ensure HR Manager is up to date with performance issues across the Region and suggest ideas for training/development needs for the offices.

Employee Lifecycle

• Ensure that both electronic and paper-based files are always kept up to date.
• Providing monthly data reports for People Operations Partner, highlighting key points to note.
• Administer and support Managers with maternity, paternity, SPL, parental and adoption leave requests.
• Keeping in touch with staff that are on PHI, yet to join or on maternity to keep them informed of vacancies or relevant changes where appropriate.
• Liaise with IT on updates to HR documents/information on the intranet and website.
• Provide statistical information as required.
• Manage flexible working requests as and when received, ensuring they are responded to in accordance with our policies. Following up with line managers on trial periods.
• Provide Manager training on a quarterly basis on hot topics.
• Conduct trainee review meetings with Manager and People Operations Partner, as part of HR Development Committee actions.

Absence Management

• Ensure that records on MyHub are consistent with those on VPM.
• Send out reminders to individuals to ensure they are completing the information on MyHub.
• Highlight any areas for concern with the HR Manager. Support the Line Managers with absence management processes and meetings.
• Assist the HR Manager with any occupational health requests and PHI claims.

Exit Process

• Conduct exit interviews and ensure an effective leaver process.
• Communicate themes with People Operations Partner and HR Manager, suggesting ideas for improvement.

Engagement Survey

• Support HR Manager with data review prior to engagement survey.
• Encourage participation amongst offices.
• Acknowledge and respond to comments when required.
• Produce analytical reports for each office in conjunction with HR Manager.
• Input ideas into Regional People plans.

Rewards

• Encourage the use of firm wide recognition tools.
• Support with annual salary and bonus review with input and communication.
• Review monthly payroll reports.

HR Team Support

• Support Regional HR Manager with the development and action of local people plans.
• Assist with firm wide HR projects.
• Design and develop policies, processes, and procedures.
• Overall support to Regional HR Manager.
• Contribute and bring forward new ideas to help improve the HR function Provide feedback and support to the wider HR team where required.
• Support on the wellbeing / D&I committee.
• Updating and suggesting policy changes. Writing policies as and when required.

Experience/Qualifications

• 3 +year’s HR experience in fast paced HR Co-ordinator/advisory role, operating to strict deadlines and handling conflicting priorities.
• Ability to travel across offices.
• Experience in a multi-site role (desirable but not essential).
• Professional services experience (desirable but not essential).
• Willingness to ‘muck in’, assist as necessary and carry out routine tasks when required.
• Willingness to work extra hours as necessary during busy periods.
• CIPD level 3 (desirable but not essential).
• Ability to work on your own as well as a team.
• The ability to handle a heavy workload with minimal supervision.
• Carrying out tasks with a high degree of efficiency and accuracy.
• Excellent IT skills including Word, Excel, and PowerPoint, to intermediate level, to produce letters, spreadsheets, and organisation charts.
• Proficient in the use of Outlook for diary management, emails and arranging meetings.
• Experience in using databases is desirable.
• Good interpersonal skills – polite and helpful always.
• Excellent standard of written and spoken English.
• The ability to communicate with all levels of staff in a professional yet friendly manner.

Our application form takes just a few minutes to complete and includes some diversity questions. MHA is a committed member of Access Accountancy and as such, we track our diversity stats and actively work to improve on these, year on year, looking at new ways to promote our roles to the widest audience. Any data collected is fully anonymised before sharing with any external parties, as per our Data Protection Policy and is not visible to hiring managers, or used in any way during the selection process.