People and Culture Administrator in West Bridgford

Salary: Please state your expectations within your application

Contract: Full Time, 37.5 hours a week

Location: The City Ground, Nottingham, NG2 5FJ

Working Arrangements: On site

Closing Date For Applications: Monday 9th February

The Perks of the Job:

• Opportunity to access tickets for events at The City Ground.
• Employee Assistance Programme.
• Access to high street and gym discounts.
• Discount within our Club shop.
• Free on-site parking.

Key Tasks and Responsibilities:

• Employee Lifecycle: Organise our bi-weekly induction sessions; register new starters to our relevant benefit schemes; create letters for any relevant change to employee terms and conditions; respond to employee enquiries regarding pay, benefits and policies; oversee the probation process; support line managers with absence management processes (such as sickness and holiday); manage the recognition and celebration around employee milestones; process resignations and support the leaver process; develop a solid understanding of our Club policy and process to provide ad hoc guidance to employees, managers and workers as needed.
• Data Management: Overseeing the day-to-day management of our HRIS (currently HiBob) and time and attendance system (Humanforce), updating employee records, ensure accuracy and confidentiality of personal data, overseeing file audits to ensure all required documentation is held, managing automatic workflows within our HRIS, generating monthly reports on data across the employee lifecycle, managing incoming and outgoing employee references; ensuring compliance with GDPR and information security policies.
• Compliance Support: Coordinate data collation for seasonal such as gender pay gap reporting and The Football Association (FA) - FA Rule N – Reporting of Diversity Data, to work alongside the People Partner and Recruitment and Onboarding Coordinator to ensure we meet the requirements of the PGAAC and Safeguarding Audits.
• Payroll Administration: Collate and administer monthly payroll changes, supporting the Payroll Manager with compliance checks, reports, and updating HRIS to accurately reflect the Payroll IS data system.
• Support to People & Culture team: Drafting and sending out internal communications, involvement in project work to support the delivery of the seasonal People and Culture strategy, taking minutes in meetings as needed; helping communicate policies to employees; assist in organising employee events, training and wellness programmes.

Skills, Experience and Knowledge:

• Previous experience in a HR role.
• Outstanding administration and organisation skills.
• Naturally data driven with a systems and process focus.
• Experience managing and improving HR information systems.
• Excellent communication skills, with a particular focus on written communication.
• The ability to be proactive, prioritise, and manage own workload.
• A good knowledge of UK employment law and best practice in HR and payroll.
• A passion for people and modern HR practice.
• An appreciation for sports and the sporting industry.

Forest For Everyone:

At Nottingham Forest Football Club we are committed to creating an environment where differences are respected, individuality is celebrated, everyone feels valued, supported, and included. Our goal is to ensure every member of our team can be themselves, contribute fully, and reach their potential without barriers.

Our Commitment to Equality, Diversity, Inclusion and Mental Wellbeing:

As an equal opportunities employer, we welcome applications from talented people of all backgrounds regardless of age, disability, gender identity or reassignment, marital or civil partnership status, pregnancy or maternity, race, religion or belief, sexual orientation, or any other characteristic protected by law. We continue to develop policies and practices that promote equality, diversity, inclusion and mental wellbeing across our workforce. To help us measure progress and hold ourselves accountable, we ask all applicants to provide accurate diversity information during the recruitment process.

Disability Confident Committed Employer:

We are proud to be a Disability Confident Committed employer, taking positive steps to attract, recruit, and support disabled people. As part of this commitment, we work hard to ensure our recruitment processes are fair, inclusive, and accessible to everyone. We are committed to offering interviews for disabled applicants who meet the essential criteria for a role and provide reasonable adjustments at every stage from the application process through to ongoing support in the workplace. If you are likely to meet the definition of being a "disabled person" according to the Equality Act 2010, you may be eligible to apply for an interview via the Disability Confident Scheme. Please indicate this in your application form. The information you share with us about your health or disability will not be used in recruitment selections.

Our Commitment to Safeguarding:

As part of the Club’s commitment to safeguarding, the successful applicant may be required to undergo a Disclosure Barring Service (“DBS”) check or an enhanced DBS check. The results of a DBS check will be considered on an individual basis, and the Club will act in a proportionate manner when deciding whether or not to proceed with the appointment. An FA Enhanced DBS disclosure is required for all relevant new appointments to the Club. Individuals will be asked to declare any convictions, cautions or reprimands, warnings or bind-overs that may have been incurred. The Club reserves the right to carry out risk assessments where content has been disclosed on a DBS disclosure if it feels that it is relevant to the job requirements. Failure to satisfy the Club and the PL's safeguarding requirements may lead to the job offer being withdrawn or, if they have already started employment, summary termination of the employment.

Health and Safety:

At Nottingham Forest Football Club, we are committed to ensuring a safe and healthy working environment for all employees. In accordance with the Health and Safety at Work etc. Act 1974, you are required to take reasonable care for your own health and safety and that of others who may be affected by your actions or omissions at work. You must also cooperate with the Club's health and safety policies and procedures. Should you identify any health and safety concerns, please report them promptly to your manager or a member of the Health and Safety/Facilities team.