People Operations Advisor

Location: London – Hybrid working (3 days per week in the office)

Contract type: Permanent, Full Time

Reports to: Head of People Operations

Salary: c.£45,000 per annum

About IMPOWER

IMPOWER is the country’s largest independent management consultancy focussed exclusively on helping our public sector clients improve services for their local communities. We hold a profound belief in the innate value of public services; a better public sector is the cornerstone of a better society.

IMPOWER help public service leaders produce lasting, positive change in complex systems. We exist because public services can be – and should be – improved. For us, improving public services is fundamentally about improving the lives of citizens. We have consistently demonstrated that performance can be improved and that this improved performance can be sustained, citizens’ lives made noticeably better and public services left more resilient to manage future challenges.

IMPOWER is ambitious and growing! We are seeking colleagues who are ready for challenge, growth and opportunity over the coming years as we build the blueprint for better public services.

About the role

This role is pivotal to delivering quality People operations and services. The best candidates will be passionate about supporting our people, whether that be through clear communication of our policies and guidance, to onboarding our new talent, and effectively processing our monthly payroll in collaboration with Finance colleagues. You will be highly organised and have a strong eye for detail, as well as being a team player with an approachable and coaching style.

About you

We would be very excited to speak with you if you have:

Demonstrable experience of delivering a range of generalist HR and People activities within previous HR/People Advisor roles.

CIPD Level 5 qualified or equivalent relevant experience, demonstrating a good understanding of HR practice and employment legislation.

Previous experience of payroll and benefits related tasks.

A positive, proactive approach, with experience in recommending solutions and improvements to key internal challenges.

Attention to detail, with excellent organisational skills, ability to multitask, and ability to prioritise own workload.

Desire and drive for delivering quality work and services.

Good personal resilience with an ability to quickly problem solve.

Excellent written and verbal communication skills, with an ability to actively listen.

A high level of personal integrity, with absolute discretion and sensitivity for the information they will have access to.

Team player, with an ability to work collaboratively with their wider People, Delivery and Business Services colleagues. This includes the ability to developing trusted advisor relationship with key stakeholders.

Desire to actively learn and develop, with a mature and professional approach to our supportive feedback culture.

Demonstrable ability of building relationships across all levels of the business.

Interest in and experience of system automation and data analysis.

Experience in the implementation and roll out of a new HRIS would be a great bonus.

About the responsibilities

Payroll and Benefits

Managing the relationships between our payroll and benefits providers, ensuring issues are escalated and responded to quickly in line with service agreements.

End to end processing of monthly payroll and pension schedules, in collaboration with Finance colleagues.

Management and administration of employee benefits, acting as first point of contact for queries and engaging with broker where applicable to coordinate changes and advice.

Managing the annual benefits review, driving improvements, and ensuring our internal processes and external benefits offering remain competitive and aligned with business needs.

Managing payroll-related processes to ensure accurate benefit deductions, contributions, and reporting, including compliance with year-end documentation such as P60s.

Supporting colleagues to enrol into opt-in benefits schemes and preparing auto-enrolment documentation.

Manage the buy/sell/rollover leave process, and update Finance colleagues on leave entitlements for each calendar ear.

HR Systems and Data

Maintaining and managing our HRIS, LMS and payroll systems, acting as a super user, ensuring data accuracy, and driving continuous improvements in data management and system optimisation. This includes conducting regular audits to ensure information is up to date.

Maintaining the HRIS, LMS and other relevant systems with accurate employee data and files. This includes conducting regular audits to ensure information is up to date.

Stay up to date with the latest internal and external AI trends, which would enhance efficiency and operational excellence.

Maintaining data security on all employee data in line with GDPR regulations.

Configuring and pulling of reports from HRIS, and data analysis preparation as required.

Maintaining internal templates including contact letters, forms etc on system.

First point of contact for internal and external enquiries regarding HRIS.

Keeping relevant public files up to date and accessible on HRIS (policies, guidance etc.)

Employee Relations and Advice

Supporting managers with capability procedures, ensuring compliance to company policy. This is including but not limited to:

- Probationary reviews

- Disciplinaries and grievances

- Absence management

- Relationship and working disputes

Providing support to managers with employee relation procedures and processes including:

- Flexible working requests

- Contractual change requests

- Maternity, paternity, adoption, and parental leave guidance

- Risk assessments for supporting health and wellbeing

- Occupational health assessments

- Disability support and reasonable adjustments

Onboarding/Offboarding

Leading on the quality and timely onboarding of new talent, including:

- Checking references and right to work documentation

- Issuing offer letters and employment contracts

- Coordinating performance team structure

- Coordinating new starter kit in collaboration with IT provider

- Updating and sharing HR Welcome pack and related documentation

- Planning and scheduling induction sessions and Corporate Induction Days

- Adding to key HR systems (HRIS, payroll, benefits)

- Issuing and evaluating new starter feedback questionnaires, feeding back analysis to wider People Team.

Leading on the offboarding of talent; including:

- Coordinating return of kit

- Updating key HR systems to remove access

- Supporting Performance Managers in drafting offboarding letters/Issuing offboarding letters confirming leaver details e.g., contract end date, final pay, annual leave, etc.

- Scheduling exit questionnaires/interviews, evaluating feedback and sharing analysis with wider People Team.

General

Be the first point of contact for all People related queries.

Support the business with data, expertise, insights and knowledge to develop D&I and Wellbeing initiatives.

Creation of People policies to ensure they remain current with legislation and internal ways of working.

Support the wider People team with ad-hoc project work were required.

About our offer

Competitive salary, with a personal and company-based performance bonus
28 days annual leave (+ bank holidays), with buy/sell/rollover scheme
Pension scheme
Life assurance and Income Protection
Medical and Dental Insurance
Gym Subsidy contribution, including to online fitness subscriptions
Parent, guardian, and carer friendly policies
Regular training and development opportunities
Paid volunteer/CSR days
Regular team socials and celebrations (even virtual ones!)

About our commitment to Diversity and Inclusion

At IMPOWER, whilst we are committed to being an equal opportunities employer - our commitment to facilitating a safe, inclusive working environment doesn’t just stop at an Equality and Diversity Policy.

We are an organisation that is actively working towards anti-discrimination of any kind against race, gender, gender identity, sexuality, disability, age, religious belief, parental or carer commitments, marital status or civil partnership. We do this through our D&I strategy, constant review of our policies and procedures, via our recruitment processes, and training and development of our staff.

We have signed up to the Disability Confident scheme and we are committed to ensuring our application and interview processes are inclusive for all candidates. Please email Recruitment@impower.co.uk if you have any questions or require any adjustments.

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