Job Title: HR Officer

Department: Governance & Operations

Location: Turf Moor and BFCitC Facilities

Contract Type: Permanent

Working Pattern: Full time - 35 hours per week (4 days per week will be considered)

Closing Date: 25^th November 2024

Salary: £26,000 - £28,000

The Role

The HR Officer acts as the first point of contact for HR queries at the organisation. This role will support the Head of HR & Governance in executing the People Strategy mapped against the employee lifecycle. The HR officer will be required to line manage a HR Assistant and support them to obtain a sound understanding of basic HR operational duties.

Roles and Responsibilities

Employee Relations

• Act as the first point of contact for all BFCitC HR queries, act in a polite and upbeat manner, providing a high level of customer service, and dealing with enquiries or taking messages as appropriate.
• Provide confidential support and advice to staff and line managers independently and under supervision to ensure that the Charity is fully compliant in HR practices.
• Be confident in dealing with family friendly requests and queries (maternity, paternity shared parental etc).
• Ensure any flexible working requests are administered and recorded in accordance with policy.
• To be confident to advise of disciplinary and grievance instances and minute take where appropriate.
• Promote an open, consistent, equitable and approachable stance when dealing with people matters whether this is directly with staff and/or line managers.

People Plan Project Support

• Assist with the evolution and implementation of People Plan, taking on project specific improvements aligned to the people workstreams and prioritisation.
• Support the charity with HR matters relating to Equality and Safeguarding.

Talent Attraction

• Oversee the administration of the recruitment and selection process across the organisation with a specific emphasis on maintaining the effectiveness of the Applicant Tracking System (ATS).
• Ensure all job descriptions are reflective on job responsibilities by liaising with managers at specific milestones.
• Ensure that communication is upheld with relevant job sites and organisations to promote all vacancies.
• Lead the induction/onboarding process with full-time and casual members of staff and volunteers.
• Undertake right to work checks for all new starters and ensure new starters and existing staff hold an up-to-date DBS clearance.

Learning & Development

• Collate, recommend and implement relevant CPD opportunities for all staff based on training needs identified through the performance management process and external enquiries.
• Support the coordination of learning and development system, ensuring training completion compliance is met.

HR Management Information

• Responsibility for the day-to-day upkeep and data input of the Charity’s HR systems, ensuring that HR files are up to date.
• Collate information and present workforce, engagement, recruitment and absence analytics on HR dashboards.
• Send new starter and exit interview links and ensure staff completion.

Absence Management

• Liaise with team leaders to ensure all sickness and absence is appropriately reported and recorded and the return-to-work process is followed.
• Assist managers in dealing with wellbeing at work queries and have a sound understanding of internal capability procedure.

Performance Management

• Ensure managers can have performance conversations with their teams in respect of training them on process and documentation completion.
• Support the Head of HR & Governance on reviewing and refreshing the performance management process
• Ensure learning needs are reviewed and actioned by working with managers to develop training gaps.

HR Documentation

• Liaise with Burnley Football Club’s HR team to: - ensure all documentation is aligned with the Club’s HR department - ensure all policies and procedures are aligned and up to date.
• Ensure that all correspondence is recorded on the intranet and within personnel files to provide robust audit trails.

Line Management

• You will be required to provide line management responsibilities which includes but not exhaustive undertaking regular one to ones, appraisals and day to day support.

General

• To be able to work flexible hours where the role of the job requires which may involve match days or community days that fall on an evening or weekend.
• To work towards agreed Key Performance Indicators (KPIs) and objectives
• Comply with all Charity policies.
• Promote Burnley FC and Burnley FC in the Community brand and ethos in a professional, strong, and positive manner.
• Work alongside other team members to support in other areas of the organisation as and when required to promote best practice.
• To understand and implement the Charity’s Safeguarding policy, procedures, and best practice guidelines in your role. To use this understanding to ensure safe working practices, appropriate reporting of concerns and contribute positively to a safe environment.
• To use this understanding to ensure safe working practices, appropriate reporting of concerns and contribute positively to a safe environment.
• Hold a commitment to equality and diversity in the workplace.
• Willingness to attend training courses to enhance professional development including Safeguarding and Equality and Diversity.
• Always demonstrate the Charity’s values.

This job description is issued as a guideline to assist you in your duties and is not exhaustive. You may, on occasion, be required to undertake additional or other duties within the context of this job description.

Essential Qualifications, Experience & Skills

• Level 3 CIPD
• Previous experience of working in a HR department.
• Provide first line HR advice.
• Basic employment law knowledge.

Please email hr@burnleyfc.com to request a copy of the full Job Description and Person Specification

Safeguarding Statement

Burnley FC in the Community are committed to safeguarding children and young people and expects all staff and volunteers to share this commitment. Successful applicants will be subject to an Enhanced Criminal Record Check (DBS), which will be paid for by the Charity.

Please note that in line with Keeping Children Safe in Education 2022, an online safeguarding search will also be carried out by a member of our HR or Safeguarding Team for all shortlisted candidates. The post is exempt from the provisions of the Rehabilitation of Offenders Act 1974 and any offer of employment will be subject to satisfactory references and an Enhanced DBS check.

E,D & I Statement

Burnley FC in the Community are committed to equality and diversity within the workplace. We are proud to be an equal opportunities employer and encourage qualified applicants from all backgrounds to apply. Reasonable adjustments are available for candidates and those employed by BFCitC who disclose.

Veteran Statement

Burnley FC in the Community are committed to supporting veterans, reservists and the wider armed forces community. We are actively engaged in the recruitment of Service Leavers.

Mental Health Statement

Burnley FC in the Community are committed to promoting and protecting the physical and Mental Health of all of our staff.