Business Coordinator (HR & Admin) in Belfast

The closing date for this position is the 20th Feb 2026.

Temporary (Approx 8 weeks) £23.37 per hour, 37 hours per week.

Main Purpose

Be responsible to the Human Resources Manager(s) for assisting with the effective management of all human resource matters and associated reporting across the department, to ensure the business needs are met in an efficient and effective manner in line with corporate policies and procedures.

Provide advice and guidance to the departments Operational Directors, senior managers and other staff on human resource matters including employee relations, attendance management, training and development, payroll and other business issues and to coordinate all departmental Human Resource matters in liaison with Corporate Human Resources.

Be responsible to the Human Resources Manager(s) for the allocation of the daily workload and the effective supervision of support staff assigned to the section including the motivation and management of relevant staff, and where appropriate to ensure that all tasks are carried out to agreed quality and time targets.

Contribute to the formulation and review of departmental Human Resource and business support policies and plans, and wider corporate policies and initiatives, working in conjunction with the Human Resources Manager and Business Support Manager and other council officers.

Assist the Human Resources Manager(s) to ensure the timely development of proposed annual objectives, performance indicators and work programmes. Represent the Human Resources Manager(s) as required.

Main Roles and Responsibilities

• Support the Human Resource Manager(s) in ensuring that human resources and employee relations issues for the department are effectively managed and reported on in accordance with councils policies and procedures and to ensure that the relevant legislative requirements are met.
• Act as investigating officer and carry out investigations, including grievance, and disciplinary, in accordance with the councils human resources policies and procedures.
• Be responsible for the effective management of human resource records including recruitment, discipline, sickness absence, overtime, leave etc, and to develop reports for the Operational Directors and Senior Departmental Management Team as required.
• Be responsible for the ongoing monitoring, measurement and compliance auditing of departmental human resource performance data, for example, overtime working, agency working, attendance management etc. and for direct participation in absence management, disciplinary and grievance cases as required.
• Assist the Human Resources Manager(s) in the effective management of sickness absence including the monitoring and compliance of departmental absence figures and the implementation of absence management policies and procedures.
• Be responsible for the effective monitoring of all employee relations cases ensuring compliance with procedure and to maintain relevant Case Management Systems.
• Be responsible for monitoring and managing the employment of agency workers within the department and ensure compliance with legislation and corporate policies.
• Oversee the monitoring of temporary and fixed term contracts and ensure compliance with corporate policy and legislation.
• Oversee the effective management of the departments redeployment process.
• Oversee the management of the departments vacancy control procedure in line with council procedures.
• Disseminate Human Resources information, issue guidelines and ensure effective communication across the department in relation to council policies, procedures and guidelines.
• Be responsible for the coordination and administration of the departments service performance data and prepare reports and other statistical data relating to human resources matters and report to DMT on a regular basis.
• Be responsible for the development and review of continuous improvement initiatives for the departmental HR Unit and to be the Departmental Coordinator for quality initiatives and to coordinate relevant improvement information and develop departmental improvement plan.
• Keep under active review in liaison with corporate Human Resources the human resources and administrative systems, procedures, practices and developments, including changes in legislation and regulations, necessary to support the departmental business needs.
• Represent the department through participation in corporate working groups, project groups and other consultative meetings as required, including meetings with trade unions and staff representatives, corporate human resources, legal services and other officers.
• Be responsible for responding to and monitoring appropriate requests under FOI and data protection legislation and to ensure compliance with such legislation.
• Assist the HR Manager(s) in the preparation of case papers for employment tribunals.
• Provide advice on all employee relations and change management matters within the department through active participation in such areas as structural reviews, job evaluation exercises and categorisation processes.
• Be responsible for the provision of appropriate departmental information to payroll, for example, overtime, sickness absence information and similar information.
• Support the HR Manager(s) in the development and delivery of a departmental training strategy in relation to human resources policies, protocols and procedures.
• Be responsible for monitoring the completion of departmental Personal Development Plans in line with corporate protocols, and that these provide the basis for an annual departmental training plan.
• Be responsible for the development of an annual departmental training plan.
• Contribute towards the development of the section business plan and associated performance indicators.
• Support the HR Manager(s) in ensuring the accurate and timely production of all information required for council and other committee reports, official returns for measuring the departments performance on HR matters.
• Keep under review new developments in Human Resources and Industrial Relations matters relevant to any of the departments services and to make timely recommendations to the HR Manager(s) concerning all consequential changes to policy or procedures and training or other resource requirements necessary for the maintenance of departmental or service efficiency and effectiveness.
• Lead, motivate and manage all allocated staff that may be assigned to ensure effective service delivery and to be responsible for reviewing and implementing a proper staff training and development programme.
• Participate in all induction and in-service training provided by Belfast City Council and in the induction and support of all newly appointed staff and other human resource management policies and procedures, as appropriate, including, absence management, disciplinary and grievance procedures.
• Participate as directed in the councils recruitment and selection procedures.
• Act in accordance with the council and departmental policies and procedures including customer care; equal opportunities; health and safety; safeguarding and any pertinent legislation.
• Undertake the duties in such a way as to enhance and protect the reputation and public profile of the council.
• Undertake such other relevant duties as may, from time to time, be required.

Essential Criteria:

Qualifications and experience: Applicants must, as at the closing date for receipt of application forms:

• either, have a relevant third level qualification in human resources, business studies or equivalent qualification; and be able to demonstrate on the application form, by providing personal and specific examples, at least one years relevant experience in each of the following three areas; or
• be able to demonstrate on the application form, by providing personal and specific examples, at least two years relevant experience in each of the following areas: providing advice and guidance on HR policies and processes to operational management, and assisting in the management of staffing, payroll, work-life balance, learning and development, Freedom of Information and subject access requests; working effectively with Trade Unions on a range of HR matters; and direct participation in attendance management policy, disciplinary and grievance procedures and in managing employee resourcing / staffing issues;

Special skills and attributes:

Applicants must be able to demonstrate evidence of the following special skills and attributes which may be tested at interview:

• Technical knowledge: an up to date understanding of human resources issues, legislation and best practice including how information technology and new technologies can increase business efficiency.
• Communication and influencing skills: the ability to write reports, memos and letters on complex or sensitive issues to both internal and external recipients and the ability to influence others including Elected Members, Trade Unions, senior managers and staff, negotiate on varying levels, present reasoned arguments and make formal presentations within a complex environment.
• Information technology skills: operational proficiency in the use of specialist software, capable of database manipulation and report creation to extract the data required for management information provision.
• Analysis and decision-making skills: the ability to analyse complex situations and take appropriate decisive action with an understanding of the possible wider corporate implications of such action.
• Work planning skills: the ability to plan and prioritise demanding workloads and allocate work accordingly to staff, taking into account short- and medium-term goals, service demands and the availability of resources.
• Staff management and leadership skills: the ability to lead and motivate a small section of employees, agreeing and reviewing targets for individuals and for teams whilst making a full contribution to team decision-making and achievement of objectives.
• Partnership working skills: the ability to convene and work in partnership with a wide range of stakeholders to develop and deliver the required outputs.
• Performance management skills: an understanding of how to deliver a value for money service via performance management systems and procedures including performance indicators, benchmarking and quality assurance methodologies.

Platinum Recruitment NI Ltd is an equal opportunities employer and a Corporate Member of the Recruitment and Employment Confederation (REC). Platinum Recruitment NI Ltd adheres to all current employment legislation. We reserve the right to close vacancies earlier than the specified date, should we receive sufficient applications. If interested, please send your CV as early as possible. Please note only those candidates shortlisted may be contacted.

Applicants must be authorised to work in the UK and Ireland. We are unable to sponsor or take over the sponsorship of an employment visa at this time. Successful candidates may need to apply for an Access NI Certificate with Platinum Recruitment NI Ltd regardless if you already have a valid certificate. It will be a cost of between £16 - £32 depending on clearance level.