The job holder works closely with the senior HR management team and the partnership to determine the firm’s strategy on the recruitment and development of its trainee solicitors to ensure the best talent for the future business. The role acts as senior point of contact and primary adviser within the firm for all trainee related issues ensuring the development and welfare of current and future trainees. The graduate recruitment and development manager is responsible for the direction and development of the graduate recruitment and development team.

Key areas of focus are:

Manages all marketing activities within the global graduate market designed to attract the highest calibre of graduates to the firm. This encompasses all external branding working in conjunction with the firm’s HR and Business Development teams, advertising and sponsorship both on and off campus.

Builds relationships on campus with Heads of Faculty, career services and students, and off campus with key publications and other advertising media.

Works with the Head of PR to cultivate a relationship with the legal and graduate press to enhance the firm’s reputation.

Promotes the graduate recruitment and development function to the partnership, to associates and to trainees with a view to encouraging participation in events both on campus and internally.

Plans and oversees the annual milk round at universities, samples law fairs for quality and makes recommendations or improvements.

Determines resource plans to deliver a pipeline of trainees and NQs to meet business requirements taking into account the future needs of practice areas for trainees and newly qualifieds.

Consults and guides heads of practice and heads of office in conjunction with the Senior HR Manager and appropriate partners as to their ongoing needs and plans future seat rotations to meet those needs.

Is responsible for budgeting and monitoring all costs related to recruitment and development.

Keeps up-to-date with SRA regulations and developments governing trainee solicitors and proposes changes to current polices and practices as appropriate in relation to graduate recruitment.

Manages the recruitment and assessment process for Training Contracts, vacation schemes, ad hoc internships and open days.

Identifies opportunities to continually improve the firm’s graduate trainee recruitment processes ensuring that they are cutting edge and deliver the recruitment of the highest calibre trainees.

Manages the relationships with Law schools and LPC provider to ensure a consistently high standard of training for prospective trainees.

Manages the firm’s induction for graduate trainees and contributes to practice areas induction programmes.

Works collaboratively with the L&D team to ensure that all SRA and PSC requirements are met.

Manages the seat rotation process including UK, overseas and client secondments.

Oversees the internal secondment process for trainees.

Management of the mid seat and end of seat review/appraisal process for trainees including liaison with the L&D team to ensure that group and individual training needs are met.

Undertakes a review of trainee appraisal process to ensure quality and provides guidance to supervisors and partners where necessary.

Keeps under review the role, and performance, of graduate trainee supervisors to ensure all trainees receive thorough and varied training throughout the seat.

Work with L&D to improve the skills of trainee supervisors though the appropriate learning interventions.

Promotes current and future trainee welfare including the maintenance of a programme of liaison with future trainees.

With assistance from the wider HR team takes responsibility for all aspects of performance management.

Monitors trainee performance from the GDL to qualification and proactively deals with any performance issues in line with the firm’s practice.

Provides advice to partners and supervisors on performance, conducting appraisals and providing feedback.

Advises partners and supervisors on all aspects of policy and procedure.

Develops and engenders a culture of regular and constructive feedback.

Manages the qualification process with a view to maximising retention rates for graduate trainees each intake in line with future business requirements.

Liaises with the HR managers and practice/office heads to identify opportunities and forecast resourcing needs.

Advises on all aspects of  graduate trainee and newly qualified lawyer remuneration.

Regularly reviews and measures the impact of recruitment and development practices.

Assesses the return on investment from marketing campaigns and takes necessary action.

Reviews the number, calibre and demographic of applicants and NQs.

Monitors costs against budget

Manages and develops the members of the graduate recruitment and development team.

Chairs regular team meetings.

Chairs quarterly strategy and planning meetings with the team and the partners responsible for graduate recruitment and development and involves senior Hr management as appropriate.

Keeps other members of HR up to date with developments in practice areas.  

Plans, delivers and executes projects as agreed with the senior HR management team and the partners.

For more information or please call Paul Knight on 020 7638 0303 or email paulknight@hyf.co.uk

HYF Human Resources recruits into Legal, Financial Services, Media, Commerce and Industry, Pharmaceuticals, Investment Banking, Asset Management, Management Consultancy, Accountancy, Architects, Insurance; Publishing, and FMCG.

IMPORTANT NOTICE

It is HYF’s policy, as a matter of courtesy to respond to all applications within three working days. However because of the volume of applications, we are sometimes unable to respond to individual candidates. If we have not contacted you within three working days your application has been unsuccessful and your details have not been retained. Please apply for any other position that you may see in the future. Thank you.

HYF is a Recruitment Agency and is advertising this vacancy on behalf of one of its Clients.

Expires: 21/06/2011

Our client, a highly respected global blue chip organisation with an excellent reputation and brand name are seeking an Interim Compensation Manager, to essentially support the Head of Reward. Analytically and value adding, the role requires a consulting support in all areas of reward and recognition, including program design, implementation and communication.

Key responsibilities include developing and implementing reward initiatives, contribute from a Reward function to develop the overall business compensation strategy and participate on both regional and global projects on an ad hoc basis. The Compensation and Benefits Manager will also be required to conduct analysis and evaluate current programs and determine their competitiveness within the market and recommend improvements where needed. Furthermore, participation in annual activities such as salary reviews and bonus payments and monitor such programmes for regulatory compliance will be major areas of accountability.

Knowledge of job design, job evaluation, salary administration and the UK remuneration market are essential. Additionally, the successful candidate will exhibit strong communication skills, both verbal and written coupled with exceptional interpersonal skills. With the ability to deliver results and work independently , the Compensation Manager will have a great current work understanding of UK regulations, in particular regarding the Remuneration field.

Degree qualified with at least 3 years experience within the Compensation and Benefits arena, including consulting positions. Commercially savvy and proactive, the Compensation Manager will possess high analytical and problem solving skills that can be displayed in a fast paced complex organisation.

If you are interested in this role, please send your application to permanent@riltd.com with the reference LS11466.
Expires: 11/05/2011

My client is a not-for-profit company that runs a Car Scheme and is owned by the major banks in the UK. They are looking for a HR Service Centre Manager to join their team in London.

As HR Service Centre Manager you will lead the HR Service Centre to deliver day to day activities so that all transactions relating to the employees lifecycle are delivered efficiently through a one stop shop and right first time approach. You will review and re-engineer core HR processes and technology to ensure they are fit for purpose and reduce duplication. You will work with suppliers to reduce costs, optimise efficiency and improve partnerships.

The successful candidate will understand the HR structure, strategy and operational needs. You will understand financial issues, the cost of HR, how HR can positively impact bottom line. You will be a graduate and have people management experience.

If you feel you have the experience highlighted above then please submit your CV.

Expires: 10/05/2011

Job Purpose

To lead the HR functions within the Aberdeen store to ensure that, through working with the Store Management team, you have the ability to deliver the HR business plan in the short, medium and long term and in line with business strategy and objectives.

Key Responsibilities & Accountabilities

• Working with the SGM you will be accountable for the achievement of the store HR KPI’s through the management team.
• Working with the SGM and regional HR you implement a performance management culture that is recognised by the management team as supportive and engaging.Accelerating those individuals that demonstrate their stretch potential and dealing with those individuals who are under performing.
• To fully implement an effective MMP and appraisal framework within the store.Ensuring that individuals are fully trained and understand their responsibilities and time frames.
• Working with the SGM you are the final point of contact for resolving store disciplinary and grievance matters in accordance with operational and legal requirements.Ensuring that employees are treated fairly in line with best practice and employment legislation.
• Working with the SGM, establish a learning and development framework that supports the manpower and succession planning objectives of the store.Ensuring that individuals are encouraged and supported to maximise their capability, through clear and engaging learning and development plans which deliver against the store, regional and corporate objectives.
• You will be accountable for ensuring that the management team are fully trained in employment legislation, its importance, their role and its implications.
• Working with the SGM you are responsible for ensuring that all Statutory and Company regulations regarding Hygiene, Fire, Health and Safety and Store Security are followed to protect customers, colleagues and the business interests of the company.Ensuring that all training is given by fully trained individuals and thorough validations are carried out to check understanding and record training.Working with the SGM and line managers you are to ensure that your store training record cards are constantly kept up to date.
• Working with the SGM and management team you are responsible for ensuring the full integration of core training within departments and across the store ensuring competent delivery, evaluation and tracking of all department training initiatives and core activities.
• Working with your management colleagues you are responsible for ensuring the security of employees, customers, stock and other Company assets by ensuring that Company procedures are implemented, employees are trained, and all sensible precautions are taken.
• As the HR Manager for the store it will be down to you to ensure that you and your HR team provide accurate advice to the management team on all HR issues.Ensuring that employees are treated with dignity and respect and in line with best practice and employment law legislation.
• Working with the SGM you will be responsible for ensuring that employee engagement and Q12 form part of the fabric of the communication and engagement within the store and underpins all that you do.You will be responsible for ensuring that employee engagement action plans are in place and reviewed regularly with the SGM and their direct reports.
• You are the store champion for promoting Equality and Diversity principles across the management team.Ensuring that line managers understand what this looks like within their department and their responsibility for role modelling what good likes across the store.
• To be accountable for establishing, in conjunction with the resourcing team, SGM and Divisional Manager, a store manpower and resourcing plan taking into consideration short, medium and long term business objectives.
• You will be responsible for delivering a fit for purpose’ store structure in line with corporate best practice, that ensures that you have the right people in the right place, maximising customer interaction at every opportunity and delivering against store and corporate efficiencies at all levels.
• You are accountable for ensuring that all work permits held within the store are valid and take a proactive role in ensuring that permits that are due to expire are managed in the correct way, so that the store is not left legally exposed and that you comply with the immigration legislation at all times.
• Working with your HRM colleagues around the division, you actively share key learning and best practice with your colleagues and HRBP.Continuously looking for ways to improve your operation and sharing success with the group.
• Working with the SGM utilise the Divisional and Head Office HR teams so that you have the very best processes in place.Establishing ways of working that are second to none and delivering a store that not only demonstrates excellent HR practice but also competence within its management team.
• You are accountable for managing the efficient administration of all HR systems through the HR team.Ensuring that Line Managers and staff understand their responsibilities to supporting them.
• You are accountable for constructing accurate budgets to meet personnel costs targets, and provide support and advice to managers to ensure budgetary constraints are met.

  Skills & Experience

• Sound commercial judgment and understanding of business needs
• Influencing skills
• Planning and organizational skills
• Ability to follow procedures
• Good communication skills – written, verbal and presentation skills
• Training skills
• Coaching skills
• Sound knowledge of Health and Safety; COSHH, Food Safety and due diligence legislation
• Good knowledge of HR best practice, Equal opportunities and Employment Law legislation
• Ability to follow up and take action
• Ability to motivate
• Ideally should have CIPD qualification (not essential)

  Competencies

• Leadership
• Results Orientation
• Market and Customer Orientation
• Social Competence
• Intercultural Awareness
• Analytical and Strategic Competence
• Ability to bring about change.

Expires: 11/05/2011

The role is for an experienced and highly confident HR Manager who has extensive experience working in a blue collar or manufacturing environment. The successful candidate must have experience of a unionised environment dealing with complex industrial relations and employee relations issues. You must be able to show in-depth experience working with unions.

This is a 6 month contract position requiring an immediate start.

To apply for this position, candidates must be eligible to live and work in the UK

Matchtech Group Plc is acting as an Employment Business in relation to this vacancy.Expires: 10/05/2011

HR Manager
Northampton
Permanent
To £42,000 plus excellent benefits

Our client is a well known and exciting business based in Northampton. They are currently looking for a HR Manager to join their fantastic HR team on a permanent basis. The role will work as part of a larger team and will be responsible for working with a dedicated client group of circa 250.

Key Responsibilities:

· To support the effective diagnosis of business issues/ strategy and goals, feeding these into People Plans and delivering solutions to address issues identified.

· To feed into the HR Priorities and support the implementation of this and other major change as required within business areas.

· To work with business leadership teams and HR leadership team to develop and deliver against defined action plans.

· To provide pro-active support to business leadership teams, on HR issues such as reward, employee relations, talent, performance, organisation development/change, culture, leadership and learning and development.

· To challenge, provoke and coach business leaders on how to engage employees and address resulting people issues and build people capabilities effectively. To drive the raising of the performance bar and build a strong and rigorous development culture.

Key Experience:

· Good level of business acumen
· Appreciation of key financial metrics
· Strong generalist HR experience (3-5 years)
· Proven track record of managing stakeholders and strong relationship building approach

Please note you will receive an automated response advising you that we have received your CV.

Hudson Global Resources Limited offers the services of an employment agency for permanent work and an employment business for temporary work

Please note you will receive an automated response advising you that we have received your CV

Hudson is a leading provider of permanent recruitment, contract professionals and talent management solutions worldwideExpires: 10/05/2011

Key responsibilities include:
-Subject matter expert to functional leaders and HR in the area of compensation design and management (i.e.setting of pay levels and packages, reviewing competitiveness, developing reward solutions specific to functional requirements)

-Manage annual global compensation processes

-Oversee the coordination, analysis and interpretation of market data

A signficant depth and breadth of Reward Management experience is of course taken for granted, but the successful applicant will probably have boader HR knowledge too. Excellent influencing and communication skills will be essential and you will need to be capable of providing review and challenge up to and including VP’s as well as displaying demonstrable evidence of dealing with the demands of executive level management. You will be up to date with the latest thinking, legislation and developments affecting Reward and HR more generally. Lastly, you will have a strong track record of dealing and working within multi national organisations and within different International cultures.
Please note you will receive an automated response advising you that we have received your CV

Hudson is a leading provider of permanent recruitment, contract professionals and talent management solutions worldwideExpires: 10/05/2011

Job Purpose

To lead the HR functions within the Nottingham store to ensure that, through working with the Store Management team, you have the ability to deliver the HR business plan in the short, medium and long term and in line with business strategy and objectives.

Key Responsibilities & Accountabilities

• Working with the SGM you will be accountable for the achievement of the store HR KPI’s through the management team.
• Working with the SGM and regional HR you implement a performance management culture that is recognised by the management team as supportive and engaging.Accelerating those individuals that demonstrate their stretch potential and dealing with those individuals who are under performing.
• To fully implement an effective MMP and appraisal framework within the store.Ensuring that individuals are fully trained and understand their responsibilities and time frames.
• Working with the SGM you are the final point of contact for resolving store disciplinary and grievance matters in accordance with operational and legal requirements.Ensuring that employees are treated fairly in line with best practice and employment legislation.
• Working with the SGM, establish a learning and development framework that supports the manpower and succession planning objectives of the store.Ensuring that individuals are encouraged and supported to maximise their capability, through clear and engaging learning and development plans which deliver against the store, regional and corporate objectives.
• You will be accountable for ensuring that the management team are fully trained in employment legislation, its importance, their role and its implications.
• Working with the SGM you are responsible for ensuring that all Statutory and Company regulations regarding Hygiene, Fire, Health and Safety and Store Security are followed to protect customers, colleagues and the business interests of the company.Ensuring that all training is given by fully trained individuals and thorough validations are carried out to check understanding and record training.Working with the SGM and line managers you are to ensure that your store training record cards are constantly kept up to date.
• Working with the SGM and management team you are responsible for ensuring the full integration of core training within departments and across the store ensuring competent delivery, evaluation and tracking of all department training initiatives and core activities.
• Working with your management colleagues you are responsible for ensuring the security of employees, customers, stock and other Company assets by ensuring that Company procedures are implemented, employees are trained, and all sensible precautions are taken.
• As the HR Manager for the store it will be down to you to ensure that you and your HR team provide accurate advice to the management team on all HR issues.Ensuring that employees are treated with dignity and respect and in line with best practice and employment law legislation.
• Working with the SGM you will be responsible for ensuring that employee engagement and Q12 form part of the fabric of the communication and engagement within the store and underpins all that you do.You will be responsible for ensuring that employee engagement action plans are in place and reviewed regularly with the SGM and their direct reports.
• You are the store champion for promoting Equality and Diversity principles across the management team.Ensuring that line managers understand what this looks like within their department and their responsibility for role modelling what good likes across the store.
• To be accountable for establishing, in conjunction with the resourcing team, SGM and Divisional Manager, a store manpower and resourcing plan taking into consideration short, medium and long term business objectives.
• You will be responsible for delivering a fit for purpose’ store structure in line with corporate best practice, that ensures that you have the right people in the right place, maximising customer interaction at every opportunity and delivering against store and corporate efficiencies at all levels.
• You are accountable for ensuring that all work permits held within the store are valid and take a proactive role in ensuring that permits that are due to expire are managed in the correct way, so that the store is not left legally exposed and that you comply with the immigration legislation at all times.
• Working with your HRM colleagues around the division, you actively share key learning and best practice with your colleagues and HRBP.Continuously looking for ways to improve your operation and sharing success with the group.
• Working with the SGM utilise the Divisional and Head Office HR teams so that you have the very best processes in place.Establishing ways of working that are second to none and delivering a store that not only demonstrates excellent HR practice but also competence within its management team.
• You are accountable for managing the efficient administration of all HR systems through the HR team.Ensuring that Line Managers and staff understand their responsibilities to supporting them.
• You are accountable for constructing accurate budgets to meet personnel costs targets, and provide support and advice to managers to ensure budgetary constraints are met.

  Skills & Experience

• Sound commercial judgment and understanding of business needs
• Influencing skills
• Planning and organizational skills
• Ability to follow procedures
• Good communication skills – written, verbal and presentation skills
• Training skills
• Coaching skills
• Sound knowledge of Health and Safety; COSHH, Food Safety and due diligence legislation
• Good knowledge of HR best practice, Equal opportunities and Employment Law legislation
• Ability to follow up and take action
• Ability to motivate
• Ideally should have CIPD qualification (not essential)

  Competencies

• Leadership
• Results Orientation
• Market and Customer Orientation
• Social Competence
• Intercultural Awareness
• Analytical and Strategic Competence
• Ability to bring about change.

Expires: 11/05/2011

Our client offers a pretty unique place to work. Every year they provide a service to 80 million people with exceptional customer service and that's down to their brilliant people. With world-class learning, development and support services, your role will be to keep the team inspired, motivated and continually delivering first class customer service. Combined with developing management and leadership skills, creating a virtual team of training managers and putting in place the right attraction and reward systems.

It's a fast-paced, fun environment. So along with a proven background in learning and development strategy, superb leadership skills and multi-unit high volume experience, you'll need bags of energy and passion. This is brilliant opportunity, teamed with benefits like car allowance, subsidised meals, up to 70% discount on food and retail on site, discounted hotel rooms, 30 days holiday and stakeholder pension.

HRi is a specialist HR recruitment consultancy – we resource generalist and specialist HR professionals at all levels, for permanent, contract, interim and temporary roles, across a wide range of clients throughout the UK and internationally. HRi act as an employment agency for permanent placements and as an employment business for temporary assignments. For more information about us please visit our website www.hri.co.uk
Expires: 10/05/2011