Duties and responsibilities

• Provide HR support and advice to staff regarding employee relations and relevant issues including being responsible for full administration within the HR department, together with keeping records and databases are kept up to date


• Responsibility for preparing and delivering administrative HR duties, to include supporting and guiding both new and existing staff and to act as point of contact for all HR related queries


• Prepare, review and implementation of HR policies and procedures including reviewing and maintaining our Policies and Safe System of Work matrix


• Preparation of all HR administration to include starter/leaver documentation, job vacancy adverts, interview forms, job offers, and job descriptions. Preparing inductions, contracts and keeping staff records up to date. Responsible for carrying out DBS’s checks for new starters where applicable, and checking current DBS records are up to date


• Ensure starter and leaver documentation and information is relayed to the payroll department on a timely basis for the purpose of salary payments and pension scheme


• Ensure all staff receive regular personal development staff reviews and preparation and recording of appraisal documentation for all staff


• Processing documents for grievance and disciplinary meetings using company policy and producing minutes, notes and letters as and when required


• Supporting and guiding staff, reminding them of their duties and responsibilities


• Continually reviewing and updating the HR Employee Handbook and keeping a database of HR policies with new and amended updates


• Support other department staff for the purpose of meeting departmental goals and objectives and acting as a mentor using own initiative, leading by example. Ensure effective communication within the staff team and across the Club whilst actively offering support and guidance as necessary


• Ensure any complaints or grievances are processed efficiently in conjunction with line management


• Support line managers to assess and arrange training and development as necessary for all employees


• Organise comprehensive safety training for all staff to make sure they are aware and familiar with all the Clubs policies and procedures


• Regularly review, update and maintain HR database within the club’s Single Central Record to keep full records containing staff information, training records and all relevant staff data

This document is a guide only and should not be regarded as exclusive or exhaustive. It is intended as an outline indication of the areas of activity and will be amended in the light of changing needs of the organisation.

All employees may be required to undertake any other duties as may be responsibly requested

CLUB VALUES

Code of Conduct

The Company expects the highest standards of integrity and conduct in all matters concerning the Company and its employees. The Code of Conduct along with the Company Handbook makes clear the standards of conduct expected from its employees and explains the responsibilities of the Company, as the employer. All employees are expected to act wholeheartedly in the interests of the Company at all times. Any conduct detrimental to its interests or its relations with its customers, suppliers, the general public or damaging to its public image shall be considered to be a breach of Company rules and policies. Discriminatory, offensive and violent behaviour are unacceptable and any complaints or concerns will be dealt with and acted upon.

Equality Inclusion & Diversity

Burton Albion are committed to ensuring that equality, inclusion and diversity of opportunity is at the very heart of everything we do to ensure we provide fair and non-prejudicial access to the services across the Club. We uphold everyone’s freedom of rights and choice to be different and aim to provide opportunities for everyone to succeed. It is the policy of the club that no person, whether player, job applicant, employee, volunteer or customer, shall be discriminated against. The club opposes all forms of unlawful and unfair discrimination, either direct or indirect, or harassment, on the grounds of the following ‘protected characteristics’: Age, Disability, Gender Reassignment, Marriage & civil Partnership, Pregnancy & Maternity, Race, Religion or Belief, Sex and Sexual Orientation. Anyone who is found to be in breach of this could receive disciplinary action, which may well include suspension and dismissal.

Safeguarding

Burton Albion are committed to and has both a moral and legal obligation to ensure that all children and vulnerable adults are protected and kept safe from harm whilst engaged in services organised and provided by the club and believes that the general wellbeing, welfare and safety of all children and vulnerable adults engaged in club activities is of the upmost importance. The club will fulfil its responsibilities by ensuring it displays best practice in safeguarding matters, carried out in a spirit of partnership and openness with the child or vulnerable adult, families and the relevant local authority

QUALIFICATIONS & REQUIREMENTS

• A good general level of education with a minimum English and Maths GCSE


• A minimum of 1 years’ experience working within an HR environment


• First class organisational and administrative skills, office management, and the ability to anticipate and prioritise the diverse workload


• Excellent communication skills and the ability to maintain complete confidentiality and sensitivity at all times

EXPERIENCE

• An understanding of the principles of managing information, together with developing, reviewing and implementing written policies and procedures


• Experience of working to deadlines, in a fast-paced dynamic environment


• Knowledge of Employment Law, Data Protection, Equality and Diversity