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About the role

You will play a key part in the People team, developing new, innovative processes and procedures to support business growth and provide support, guidance and mentoring to developing People team employees. You will oversee two People team administrators. This is a generalist position in which you can expect to have huge impact on all areas of the employee life cycle.

About us

Comprised of three education-centric companies, LMP has one mission to create inspirational journeys and deliver excellence through learning. We unlock both business and personal opportunities whilst acting as a catalyst for social change across the UK.

Our aim is to bring positive and sustainable development to our communities.

Established in 2004, our journey began as a residential summer basketball camp that was designed to give young people the opportunity to engage with others and learn life-skills to prepare them for life outside education systems, a mission that still drives our company today.

We are extremely proud of the awards and recognition we have received within the industry. We are driven to always deliver the best skills training and development for learners and organisations.

We have recently been awarded Best Companies 2 Star ‘Outstanding to work for’ award for 2022. We were rated; Top 100 mid-sized companies to work for in the UK; Top 50 mid-sized companies to work for in London and Top 10 Education & Training providers in the UK.

Responsibilities [The below listed tasks/responsibilities are not exhaustive:]

Process Improvement

Support in the further development and maintenance of consistent, up-to-date guidelines, concepts and efficiently structured processes in HR practices; as well as development of documents / templates for the HR Toolbox [e.g., Job description templates, person specifications, briefing documents ...]

• Oversee the full process for all onboarding employees/ and current employees and develop even better onboarding processes with the People Administration team, which means every new start feels warmly welcomed, has the relevant legal documentation, gets up to speed, and becomes a successful member of the team as quickly as possible
• Review & deliver the leavers process ensuring, for example, the relevant financial information is communicated, feedback is obtained, & IT equipment is returned

Data Audit / Compliance

• Oversee the full referencing and safer recruitment process for all new starters [Ensuring all DBS and safer recruitment checks are completed timely/ references are requested, received and reviewed/ mandatory training is provided, completed and recorded]
• Maintain the Single Central Record [SCR]
• Oversee that the People management system [Bamboo HR] remains up to date, securely storing personal information
• Manage the People Team audit and compliance, to ensure we are compliant with information security management [GDPR regulations – Data Protection Act 2018]
• Where necessary, support the Company in the accreditations of security standards
• Assist in the annual review process for company policies – working with the Head of People and Talent to update policies in line with new company processes or legal changes
• Regularly review and update the Company’s policies and procedures ensuring compliance to all relevant employment law in line with our Equal opportunities policy
• Oversee the production of monthly data [starters/ leavers/ absence]
• Support the People Team with the production of ethnicity and diversity stats
• Support the People Team with the production and analysis of exit interview data
• Use data to spot trends and inefficiencies. Produce high quality reports to give to managers that identify any potential issues
• Remain current and up to date with internal policies/ procedures, and the leading employment legislation

Employee Relations

• Assist with the performance management process
• Support the business by advising on complex ER cases such as disciplinary hearings [dismissal level] and grievance hearings, flagging high risk cases to Head of People & Talent
• Providing advice, guidance and support to managers, members of the Leadership Team on ER cases
• Supporting redundancies and restructures
• Advising on TUPE in and TUPE out transfers
• Oversee absence management [LTS and STS] and where necessary conduct Formal Meetings
• Monitoring and advising on any costs associated with ER cases [such as suspension costs]
• Ensuring employee relations cases are managed to meet legal and best practice requirements
• Record meeting minutes from ER related meetings

Coaching & Development

• Where necessary, support the company to design, deliver and implement various e-learning courses, work with external suppliers to roll out various professional qualifications to support continued learning
• Develop the People & Talent Administration team through coaching and mentoring
• Supporting the People Team with the delivery of the Manager Training Network [HR Bitesize, this may include delivering some modules in line with on-going learning/ development]
• Perform line management duties for the People/ Talent Administration team [and/ or any relevant people team members], ensuring support, and that all job description duties of such persons are fulfilled in a timely manner always following company policies and procedures.
• Promote a positive health and safety culture in the workplace
• Attend relevant seminars & CPD activities to keep up to date with relevant HR practices
• Ad hoc project work where required and such other duties as appropriate to the nature of the position

Qualifications

• Level 3 CIPD Qualified & studying towards level 5 (essential)
• Level 5 CIPD qualified or above (desirable)

Experience

• HR Advisor/ Management experience in a small to medium-sized organisation, including policy development
• Strong experience within employee relations
• Advising senior/middle managers on employment law issues – discipline, absence, capability and grievance.
• Managing staff
• Management of computerised personnel information systems
• Translating law into best practice employment policy, procedure and advice
• Successful change management
• Budget management
• Experience of supporting individuals to meet agreed objectives and milestones
• Experience of successfully working as part of a team and openly exchanging information and supporting colleagues
• Experience in HR leadership and organisational development

Knowledge & Skills

• Excellent understanding of developments in employment law and employee relations, organisational planning and development
• Managing difficult situations and working with those involved to devise solutions
• Strong IT and report -writing skills
• Ability to manage a number of on - going projects effectively and efficiently
• Organised with the ability to meet tight deadlines
• Excellent written and verbal communication skills
• Advanced interpersonal skills
• Decisive and acts promptly under pressure
• Have experience of working in a flexible and positive manner, being adaptable to changing work patterns
• Ability to manage a substantial workload and prioritise effectively
• Have an understanding of and be able to demonstrate a commitment to Equal Opportunities and Diversity

What’s in it for you (remuneration & benefits)?

£30,000 per annum

✈Annual leave - 25 days plus bank holidays, with 3 days ‘free’ days given back during December

Additional 1- day annual leave for every year of service, up to 30

• ️ HSF Health Care Plan

• HSF Perk box

Pension Scheme

£150 referral scheme & a paid volunteering day

• ️ Wellbeing initiatives

• ️ Volunteering Day

Confidentiality

The post holder must maintain the confidentiality of information about clients, staff and other LMP stakeholders. Some work is confidential, and information gained must not be communicated to other persons except in the recognised course of duty. The post holder must always meet the requirements of the General Data Regulation Act.

Safeguarding, Prevent & Equal Opportunities
The LMP Group are committed to anti-discrimination and equal opportunities for all. We are equally committed to Safer Recruitment Policies, Safeguarding, the Prevent Duty and promoting the welfare of children, young people and adults. To achieve our commitment, we will ensure continuous development and improvement of robust safeguarding processes and procedures that promote a culture of safeguarding amongst our staff and volunteers

Pre-employment checks

Please be aware that upon a successful offer of employment the company completes digitalized right-to-work checks and DBS applications via an external provider.

The company also completes an internal online social media search, in line with Keeping Children Safe in Education guidance.