Senior People Officer

Job Summary

The Senior People Officer plays a key part in delivering a high:quality and consistent People

The Senior People Officer plays a key part in delivering a high:quality and consistent People service across the organisation, with a focus on employee relations and wellbeing. The role also contributes to engagement and inclusion initiatives, organisational projects and continuous improvement through collaborative working.

Key Responsibilities

• Provide professional, timely and accurate advice and guidance to managers and employees across the full employee lifecycle, ensuring alignment with employment law and policies and procedures.
• Take ownership of employee relations (ER) issues at initial stages, making consistent, effective and well:informed decisions, especially those which may set precedents and that are not currently covered within the People policies and procedures.
• Ensure ER cases are accurately recorded, evidenced and maintained to support audit readiness and organisational learning.
• Promote a resolution:focused approach to employee relations, which improves working relationships and outcomes.
• Contribute to the development, review and implementation of people policies, procedures and guidance, ensuring they are compliant, practical and accessible across systems.
• Work collaboratively with the People Systems and Operations team to identify opportunities to improve processes which enhance the user experience and provide a unified People service.
• Support and lead where appropriate on the design and delivery of wellbeing, engagement and inclusion initiatives, working in partnership with Learning and Organisational Development and other colleagues.
• Promote a positive and inclusive organisational culture, modelling values, challenging practices and decisions that are biased where appropriate.
• Encourage uptake and engagement with wellbeing and employee initiatives, using internal communication channels effectively.
• Contribute as a People representative on organisational projects and change initiatives, providing POD insight and supporting implementation.
• Support workforce:related activity such as role reviews and restructuring exercises, ensuring a fair and consistent approach.
• Contribute to the production of MI reports and provide insight to support decision: making and challenge assumptions.
• Support a culture of continuous improvement, identifying opportunities to enhance People practices, tools and approaches.

This is not meant to be an exhaustive list of duties. The need for flexibility is required and the post holder is expected to carry out any other related duties that are within the employees skills and abilities whenever reasonably instructed.