The British Academy – the UK’s national body for the humanities and social sciences - is seeking a HR Officer to join our HR Team, providing key support in the delivery of the British Academy’s recruitment, onboarding and induction processes, pay and benefits, and wellbeing services.

ROLE PURPOSE / OVERVIEW

The HR Officer works closely with the other five members of the HR Team and business partnering colleagues across the British Academy. The HR Team is a friendly team, part of the Academy’s Resources Directorate comprising HR, Finance, IT, Facilities and Venue Sales & Marketing services. We take great pride in supporting our colleagues in the Academy, as HR generalists and through our overarching People Strategy, which has been successful in recognising and reinforcing the structures, policies and procedures we have in place. Key to this success has been our engagement with staff.

 A core duty of the HR Officer role is taking the lead in overseeing day-to-day operational recruitment from beginning to end, including providing support and guidance to line managers as part of the onboarding process. This is a key opportunity to establish relationships and make an early positive impact. You will be an effective communicator, able to collaborate with both external and internal stakeholders. The role also helps facilitate the monthly payroll and a keen attention to detail and a proactive approach to problem solving, in terms of planning and prioritisation is essential.

 You will also contribute to the Academy’s onboarding and induction processes, ensuring that new starters and line managers are adequately prepared and supported. You will also support the delivery of the Academy’s wellbeing services which includes acting as a key contact with internal and external stakeholders and providers, arranging essential mental health and first aid training and engaging with staff to keep wellbeing a primary focus for the Academy.

OFFICE LOCATION - 10-11 Carlton House Terrace, St James Park, London, SW1Y 5AH

KEY RESPONSIBILITIES

Recruitment & Selection

• Providing recruitment advice and support to hiring managers, working with them collaboratively to agree the appropriate recruitment approach.

• Overseeing the recruitment & selection process, ensuring that best practice is applied and that actions are timely / delivered efficiently.

• Proactively maintaining an accurate and up-to-date recruitment tracker, and document folders.

Appointments, onboarding & induction

• Making job offers and negotiating starting salary.

• Liaising with the HR Assistant to ensure that offer, contract, and new starter documentation is completed accurately and promptly.

• Liaising with hiring manager, Facilities, and IT to ensure a smooth onboarding and induction experience for new starters on arrival.

• Liaising with the HR Assistant to ensure that personal files and CezanneHR are kept up-to-date.

Pay, benefits & pensions

• Providing good quality and informed advice to managers and staff, escalating matters to HR colleagues as required.

• Collating monthly pay changes and reviewing submissions with the HR Manager (Employee Resourcing).

• Processing monthly contributions and joiner/leaver actions for SAUL pension scheme, ensuring that the work is completed accurately and on time.

Wellbeing policies & services

• Key contact for external wellbeing partners and related services.

• Arranging mental health training, co-ordinating the Mental Health First Aiders network and initiating wellbeing interventions and learning sessions for staff.

• HR representative on the Wellbeing Staff Group, identifying wellbeing-related awareness days and leading on wellbeing staff communications in the weekly staff bulletin.

KEY STAKEHOLDERS

Internal

• Hiring managers at all levels

• Staff, including new joiners

• Colleagues in IT, Facilities, Front of House and Digital & Marketing teams

External

• Job applicants

• Referees

• Recruitment agencies

• Training and service providers

• External suppliers (payroll and pensions)

ROLE REQUIREMENTS

QUALIFICATIONS

• Level 3 or 5 CIPD qualified or willing to work towards achieving this.

WORKING RELATIONSHIPS

Works and communicates effectively

• Is proactive in developing and maintaining effective working relationships with others internally and externally

• Demonstrates a positive attitude towards helping others by providing appropriate support, using initiative and not waiting to be asked

• Adopts a communication style appropriate to the situation and the audience, understanding that communication is two-way

• Is sensitive to different working styles and views, adapting where appropriate

• Is willing and able to compromise and negotiate, including to resolve possible conflicts

• Handles difficult situations with sensitivity & respect

• Communicates effectively with staff across departments

• Promotes a positive impression of the Academy both internally and externally

KNOWLEDGE AND SKILLS

Demonstrates and develops appropriate knowledge and skills

• Demonstrates credible HR experience

• Is receptive to new ideas and change, adapting own ways of working as appropriate

• Makes suggestions for improving the way things are done

• Is aware of own strengths and weaknesses, and prepared to admit own mistakes

• Seeks and uses opportunities to learn and develop, and is quick in picking up new tasks

• Shares knowledge and skills with others

PROACTIVITY AND PLANNING

Manages time and resources effectively in order to achieve own and organisational objectives

• Prioritises tasks to meet deadlines

• Displays resilience in coping with workload

• Keeps relevant colleagues informed and seeks input

• Evaluates and manages risks effectively

• Takes ownership of tasks, including delegating effectively where appropriate

• Monitors progress effectively and adapts plans where possible

PROBLEM SOLVING AND DECISION MAKING

Ensures good decisions are made through a rational and methodical approach

• Identifies problems and opportunities and acts on them

• Has a pro-active, can do, attitude, taking personal responsibility for correcting problems or resolving issues

• Focuses on solutions and manages pressure

• Anticipates obstacles and thinks ahead

• Copes with the unexpected

• Sets the right balance between referring decisions to the appropriate level and taking things forward without referral

OTHER

• Takes a flexible approach to their work, happy to take on different responsibilities in the interests of the HR Team and the Academy

WORKPLACE VALUES

The Academy’s workplace values and supporting text are set out below. We share these core values with each other. They guide how we work together and with others. We demonstrate them through our behaviours.

COLLABORATION- We consistently work together to a common purpose, supporting each other, communicating openly and sharing knowledge. We are flexible and adaptable, receiving feedback constructively

CREATIVITY - We bring imagination and curiosity to our work, valuing learning, diverse thinking, and innovation. We are open-minded, receptive, and responsive, taking account of alternative perspectives

EMPATHY-We are understanding, sensitive, compassionate, and considerate, mindful of our own wellbeing alongside that of others

EXCELLENCE - We always do our best, without striving to be perfect, applying our expertise and experience to develop and grow

INTEGRITY - We are open and honest with each other, accepting personal responsibility and demonstrating loyalty. We are reliable and dependable, having belief that we will be transparent and clear

RESILIENCE - We are confident, bold, and tenacious, knowing when to listen as well as when to speak up. We respond positively to challenges and overcome problems

RESPECT - We are inclusive in our regard for each other, showing courtesy and appreciation. We treat people fairly and equally, welcoming everyone’s contribution and difference

APPLICATION PROCESS

We have a two-step approach to hiring, beginning with submitting an application through the Applied platform. This will be followed by a panel interview and may involve a task component.

Please note that you may be asked to reference any literature that you may refer to, as applications that are highly plagiarised and not your own work. e.g. ChatGPT, will be declined.

The deadline for applications is 7 June 2024, however, we may close this role sooner if we receive a high volume of applications.  In these circumstances we will give those who have shown interest 24 hours notice of the change of deadline.

Interviews for this role are currently scheduled for 19 June 2024 but this may be subject to change.