My client is a boutique style recruiter so any experience working within this type of environment would be desirable. The role would suit an ex recruiter in a HR or in house role or an experienced recruiter looking to move away from billing. The client is willing to pay for CIPD qualification for the right candidate. Below is a summary of duties.
Responsibility of Action - Resourcing (Recruitment and Selection) * To take a leading role in the development of the company resourcing policy. * To develop, regularly review and update the company internal resourcing strategy. * To develop, regularly review and update the company resourcing processes and procedures. * To develop, regularly review and update the company employer branding. * To maintain and regularly review and update recruitment sources ensuring their effectiveness to sourcing the right candidates. * To maintain and regularly review and update selection methods used to identify the right talent for the business. * To ensure that all resourcing activities are within * To conduct a salary and benefits benchmarking exercise on a 6 monthly basis presenting the findings to the Managing Director. * To ensure that each job has a job description, person specification and initial training plan. *To manage all internal recruitment campaigns. * Write all job advertisements in line with the person specification and job description. * Advertise all vacancies internally as and when or on a weekly/monthly basis as appropriate. * Advertise all vacancies in at least two external media sources. * Monitor the response of all advertisements and use the information obtained to improve the "hit rate" of the target market for the next advertisement. * Design and develop selection tools and ensure the respective assessment criteria and scoring is accurate and fair for each vacancy. * To telephone interview all short-listed applicants. * Design, develop and manage internal assessment centres as required. * Create and maintain a database of "future talent pipeline" and insert the details into the respective succession plan(s). * Maintain contact with "future talent pipeline" on a quarterly basis to update them of their application status. * Manage the employee referral scheme (recommendation for employment). * * Create, manage and maintain career opportunity material. * Ensure the statement of terms and conditions of employment (a contract) is created for every new employee. * Ensure that every employee has an up to date contract in their file at all times. * Obtain two references for all new employees. * Manage employee probationary period timescales ensuring the necessary paperwork is generated and no employee goes over there probationary period without their employment being confirmed as permanent, terminated or the probationary period extended for a further period. * To conduct exit interviews with all leavers. ** To take a leading role in the development of the company training and development policy. * To ensure that all employees receive all statutory training necessary for their job and induction, health and safety, fire, job skills, brand & values and customer service training as a minimum. * To ensure all new employees receive induction training on day one. * To ensure all employees are trained on the company IT systems. * To design, update and revise training courses as required. * To deliver company training and development programmes as necessary. * To ensure that individual training needs are identified as part of the employee appraisal system and to ensure that these training needs are dealt with through the appropriate training and development system. * To monitor and evaluate all training and development activities to ensure the delivery of business objectives. * To ensure that any changes in the training function are communicated effectively to the relevant departments and that implementation is monitored. * To ensure that all training is recorded. * To ensure the company succession plans are up to date at all times with all performance appraisal results and training and development activities. * To ensure effective filing of training and development documentation. * To be responsible for the annual training and development budget and respective forecasting as required in conjunction with the management team. Responsibility of Action - Human Resources * To maintain the HR software systems ensuring the information is entered in a timely manner and respective reports are generated as required. * To provide some generalist HR work under the direction of the Managing Director. * To maintain the HR documentation system, namely HR policies and procedures and employment forms. * Create and maintain employee files. * To ensure that all reports and statistics required by the business are prepared on time and highlight any area of concern. * To identify, recommend and initiate improvements to the resourcing and training function as necessary. * To provide expert advice, coaching, support and guidance to management team as required. * Ensure that the company's disciplinary and grievance procedures are followed and implemented fairly and consistently. * To ensure that any employee and customer queries are dealt with effectively and quickly ensuring customer satisfaction. * Issue Employee Engagement Surveys twice a year and collate and distribute results. Collate and follow up on action plans. * . * Participate in company training to improve your standards of performance. * To actively participate in the company appraisal. * To ensure any documentation produced reflects the overall quality achieved within the business. *
- Performance Management
- Employee Engagement
- HR Policies
- Internal Resourcing
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