Job Title: HR Manager

Department: Governance and Operations

Location: Turf Moor and BFCitC Facilities

Contract Type: Permanent

Working Pattern: Mon – Fri 35 hours per week

Closing Date: Friday 31^st January 2025

Salary: £30,000 - £35,000 per annum

The Role

The HR Manager will oversee/manage the HR operational function of the HR department. They will be the primary point of contact for all HR queries across the organisation. This role will ensure that the objectives of the people strategy are met. You will also 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 primary 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 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.
• To represent the HR department consistently and with professionalism ranging from the Board of Trustees to the wider workforce with confidence and skill.

Staff Engagement (inc Mental Health/Wellbeing and EDI)

• Translate key workforce and engagement data, and work with the Senior Management Team to influence the best course of action.
• Champion a values performance-based culture and continuously review productivity and development making recommendations for improvement.
• Manage and monitor the employee experience and report key findings, and present recommendations.
• Responsible for communicating and implementing the People Strategy
• Support the ongoing development of a culture to enable the development of a workforce which is at the heart of the organisation, in which colleagues feel valued, safe and respected.
• Responsibility for the operational requirements in progressing the EDI and Clarets H.E.L.P (Mental health and wellbeing framework) across the Charity

Policy Development

• Work with the Club HR department to continuously review and develop HR policy and procedures to drive performance and mitigate disputes and relate practices to the Charity
• Responsible for ensuring all HR policies and processes are implemented and followed.

People Plan Project Support

• Contribute to the evolution and implementation of the People Plan, proactively taking on project specific improvements aligned to the people workstreams and prioritisation.
• Support the charity with HR matters relating to Equality and Safeguarding and act as the EDI HR lead for the organisation.

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.
• Work closely with the Safeguarding Manager to ensure we operate safer recruitment and safe working practices.

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.
• To present HR findings and trends to SMT, EXCO and Trustees where applicable and pose recommendations for improvement in people practices and policies.

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 hold effective performance conversations with their teams in respect of training them on process and documentation completion.
• Continuously review and refresh 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.

Employment Legislation

• To continuously develop HR knowledge by keeping up to date with impending employment law changes whilst maintaining HR compliance.

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 occasions, be required to undertake additional or other duties within the context of this job description

Essential Qualifications, Experience & Skills

• CIPD qualified (up to or working towards level 5) or be able to demonstrate demonstrable experience in HR
• Previous experience of working in a HR department (min 2 years).
• Provide first line HR advice.
• Demonstrate an understanding of employment law
• Lead on employee relations and chairing ER meetings
• Developed HR policies and procedures
• Creating a sound onboarding experience includes following sound talent attraction practices.
• Identify skills gaps and work with managers developing learning plans.

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.