HR Officer (Policy & Reporting)

Location
United Kingdom
Posted
Feb 07, 2018
Closes
Feb 21, 2018
Organization Type
University and College
Hours
Full Time
We are recruiting to a fixed term position within our Organisational Development function, within Human Resources to support the Policy, Reward & Systems Team during a significant period of change.  The HR Officer (Policy & Reporting) will play a critical role in stabilising business as usual activity, whilst the University of Bristol implements a new enterprise and resource planning system. You will work to the Organisational Development Manager (Policy, Reward & Systems), and will be guided by the existing post holders, whose time will be mixed between project activity and the Organisational Development Team while the system is embedded into the organisation.  

In addition, you will be pivotal to the delivery of compliance plans for General Data Protection Regulations 2018 and University of Bristol staff working overseas.   We are looking for someone who is comfortable working in a multidisciplinary environment, who can work in a team and on their own initiative. You should have either an undergraduate degree or equivalent experience, have a good knowledge of employee policy and experience in an employee policy advisory capacity. Experience of working in the Higher Education would be particularly useful. Strong interpersonal, organisational and IT skills are essential.

Main Job Purpose:

Based within the central policy support section of the HR Organisational Development Team, the main purpose of this role is to support the implementation of HR policy by developing detailed administrative and operational processes for use by faculty-based HR teams.  The post also fulfils an important co-ordination and maintenance role by monitoring, supporting and enhancing the day-to-day operation of those processes. 

 

Main Statement of Responsibilities:

Customer Services & Support

Develop detailed HR administrative processes to implement policy/procedure change – With direction from HR Manager (Policy), identifying and presenting options, consulting users, drafting new processes, identifying where input is needed from other parties and managing this as appropriate.

Ongoing management/oversight of day-to-day operation of HR processes - creating and maintaining central administrative resources (e.g. templates, guidance, and central reports), leading regular meetings of HR Advisers & Administrators to ensure consistency of interpretation and practice, resolving problems and identifying/feeding back the need for changes and new developments.

Produce standard letters/templates - identifying standard scenario variations required, drafting all letters, setting them up as templates and writing clear instructions for use.

Design forms/templates - designing new forms, including determining content, process flow, layout and technical presentation

Commission and oversee implementation of systems changes (eg. PIMS)  - Working closely with the HR Manager (Policy) and Systems Team, identifying the need for systems changes, drafting specifications for changes, testing and implementing new developments.

Produce user guides/training manuals - drafting clear step-by-step guides for users, consulting appropriately throughout.

Deliver user training in HR processes - formal and informal training, primarily to other HR staff in faculty teams.

Management and maintenance of Operations Team aspects of HR website - uploading changes, reviewing content regularly to ensure always up-to-date.

Problem Solving

The role holder will need to interpret complex individual staff cases, alongside policy, processes, legislation, case law, and practice to form a university policy position, which can be justified.

The role holder may need to draw on expertise within the HR team to form a response. In some cases, this may require constructive debate with HR stakeholders and obtaining soundings from key stakeholders to understand past practice.  

Analysis, Reporting and Documentation

Design and produce various management information to monitor progress and activity and inform new policy developments in a range of operational areas.   Working with the HR Manager (Policy) and colleagues in the Systems Team to specify data requirements design and produce various reports and undertaking detailed analysis to identify trends and monitor progress.

Planning & Organising

Oversight / co-ordination of certain one-off annual processes that are based centrally (eg. initiating annual exercises, co-ordinating and compiling reports)

Liaison

Provide expert advice and support to HR colleagues in Faculty Teams – act as central co-ordination point and “expert” in HR processes, to whom faculty teams may come for support, solutions and advice.

Establish and maintain good working links with colleagues in other areas to provide a joined-up administrative service to faculty teams – including colleagues in the Organisational Development Team, Secretary’s Office, Finance, Payroll, Pensions and Research and Enterprise Development.

Decision Making

Initially the role holder will be reliant on the guidance of permanent post holder and the Organisational Development Manager (Policy, Reward & Systems). The majority of policy queries are resolved within HR Operation Teams. As a result, the policy queries the role holder receives are usually complex and require consultation locally to establish whether the policy adequately covers the query and what past and current practice has been. Which at times requires a pragmatic solution that does not adversely impact on other areas of the business.

The role has a number of stakeholders depending on the subject matter. This can mean that separate work streams have conflicting deadlines, requiring the post holder to prioritise work and manage stakeholder expectations.

Continuous Improvement

The role holder will be stabilising a team which is moving through a period of significant change. There will be no requirement to identify improvement initiatives and in the main policies will be frozen during the period of the contract, except for legislative requirements.

People Management

The role holder will have no official line management responsibility, but the role provides support and advice for 29 HR Advisors and Administrators.

 

The University is committed to creating and sustaining a fully inclusive culture. 

We welcome applicants from all backgrounds and communities.