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Christian Organisation recruiting HR Adviser


London, United Kingdom, 01 July 2014

Background

Christian Aid is a Christian organisation that insists the world can and must be swiftly changed to one where everyone can live a full life, free from poverty. We provide urgent, practical and effective assistance where need is great, tackling the effects of poverty as well as its root causes.

Role purpose

Working within the HR operations team, provide customer focussed, solutions-oriented and pragmatic advice and guidance to managers on employee related issues such as disciplinary, grievance, performance, capability and absence management. Provide advice and guidance to managers on recruitment activity for client areas. Ensure adherence to policies and procedures and best practice and compliance with employment legislation, thereby protecting and strengthening Christian Aid's reputation. Contribute to the delivery of the departmental plan and strategy in order to meet organisational HR objectives. Implement short/medium/long term organisational change within client areas from a HR and risk management perspective.

Role context

Based in Christian Aid's London office, this role works within a small HR operations team to deliver high quality professional HR advice and support to managers and staff primarily within the UK and Ireland but on occasion overseas. To be successful in the role, the post-holder needs to understand the organisational corporate objectives and build the credibility of HR management to empower staff and managers to fulfil their roles effectively. The post holder will need to establish personal and professional credibility and be able to deliver proactive HR solutions in line with organisational policies and best practice that lead to success. They will need to be confident, assertive but adaptable and be able to demonstrate initiative and influence beyond their level of authority. The post holder will need to be resilient and able to meet constant challenges and demands.

Key outcomes

  • Effective and credible working relationships with managers and employees are developed and maintained including the trade unions representatives, external agencies and all third-party service providers.

  • Managers and staff supported through employee relationships - restructures, redundancies, recruitment and redeployment, ensuring CA is protected from risk and complies with legislation. ER cases managed positively within agreed timescales in accordance with country legislation and CA policies and procedures.

  • HR service delivery throughout the employee life-cycle is of high quality, and significant contributions are made to enhance the service continuously, thereby ensuring the achievement of Christian Aid's corporate objectives.

  • HR policy is interpreted correctly and advice and support is provided to managers and employees in the practical implementation of HR policies, procedures and processes, employment legislation and best practice.

  • The HR support officers are effectively managed, coached and developed to ensure that a high standard of customer service and care is delivered.

  • Delivery of delegated projects is successfully managed according to PRU plan objectives.

Role requirements

Relationships

  • External. Represents Christian Aid at external events.

  • Internal. Works closely with other HR staff both in the UK and overseas. Works closely with Payroll and other members of the Finance Division. Relates to employees at all levels in Christian Aid, especially with managers and employees in client areas

Decision making

Advises on the most appropriate and credible advice and approach to managers and employees on legal, policy and contractual HR matters, in compliance with employment legislation and best practice. Decides the most appropriate method for recruiting staff. Makes unsupervised decisions within a project cycle to ensure timely completion of projects.

Analytical skills

Work is varied and complex as it spans the entire employee life-cycle, putting policy into practice and implementing organisational change. It therefore requires considerable initiative and judgment in dealing with sensitive issues in compliance with employment legislation and good risk management principles.

Developing self and others

Works closely with managers and staff in designated business areas to provide proactive advice and support in dealing with people management issues and challenging and influencing appropriately. Provides coaching and technical support to the human resource support officer to ensure sufficient development. Works within a peer group with other HR Advisors to develop and support each other.

Deadline:  6 July 2014

View the ECN Sub-Contracting Notice (accessible by ECN Executive and Expert Members - Login to View).


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