HR executive - Bournemouth, Christchurch And Poole Sen-school

HR Executive role Job responsibilities 1. Recruitment and Onboarding Safer Recruitment: This is often the most critical difference from corporate HR. It involves rigorous compliance with child protection guidelines, including processing Enhanced DBS (Disclosure and Barring Service) checks, barred list checks, and references. Process Management: Coordinating the end-to-end recruitment process, including writing job descriptions, posting advertisements, managing applications, and scheduling interviews. Contracts: Drafting and issuing offer letters, employment contracts, and contract variations. Induction: Organising and leading the induction process for all new hires (teaching and support staff). Single Central Register (SCR): Maintaining the legally required document that records all pre-employment and safeguarding checks for every staff member and sometimes governors/volunteers. 2. Employee Relations and Management Advice and Guidance: Providing expert advice to the Headteacher, managers, and staff on HR policies, employment law, and best practice. Case Management: Supporting and advising on formal processes such as disciplinary issues, grievances, and performance management. Absence Management: Monitoring sickness and other absences, conducting return-to-work interviews, and initiating absence management procedures when necessary. Welfare & Engagement: Developing and implementing initiatives to support staff health, wellbeing, and engagement. 3. Policy and Compliance Policy Development: Creating, reviewing, and updating all HR policies and procedures (e.g., parental leave, pay, capability) to ensure they comply with current employment law. Legislation: Ensuring the school is compliant with employment law, GDPR (Data Protection), and education-specific regulations like Keeping Children Safe in Education. 4. Administration and Payroll Personnel Records: Maintaining accurate, secure, and confidential employee records, both electronic (HRIS/SIMS) and paper files. Payroll Liaison: Liaising with the Finance/Payroll department to process new starters, leavers, salary changes, and pensions. Reporting: Preparing HR reports for senior leadership, governors, or trustees on matters like staff turnover, absence rates, and equalities data. 5. Learning and Development / Performance Performance Management: Overseeing or supporting the school's appraisal and performance review cycles for all staff. Training: Identifying staff training needs and coordinating the delivery of mandatory training (especially safeguarding) and professional development opportunities.