Queens Court, 24 Queen Street, Manchester, M2 5HX
- Specialism: HR
- Sector: Commerce & Industry and Public Sector
- Roles: Permanent, contract, temporary and interim
- Location: Nationwide
Type a day in the life of sellick from Mark Croston
Manchester, Greater Manchester | Contract/Interim
£14.50 - £17.50 per hour + Flexible working hours and free parking
Executive Assistant. Hourly rate: £14.50 - £17.50 per hour. Location: Manchester. Duration: 3 months plus, with the potential that the role will become permanent. Sellick Partnership are seeking an Executive Assistant to support a senior stakeholder within a not fot profit organisation. The successful individual will be a highly experienced Executive Assistant with strong and pro-active organisational skills, and the ability to work independently and within the wider teams as necessary. You will maintain the highest level of discretion dealing with sensitive information on a daily basis and will be the main point of contact for internal and external enquiries. Key responsibilities of the Executive Assistant: Provide comprehensive, proactive and professional executive support for a senior stakeholder as well as supporting the wider executive team, across contact and communications management, travel, logistics, diary planning, internal / external contacts, administration, document production and event attendance. Assist in the creation and maintenance of risk registers, inventories, plans, budgets, operational procedures and other key documents. Provide support to ensure the delivery of a wide range of projects, taking delegated responsibility for the support of project planning, effective documentation and evaluation. Assist with managing and monitoring of budgets and the procurement of goods and services. Key requirements for the Executive Assistant: Must have previous experience as an Executive Assistant working with and supporting Senior Stakeholders. Experience and understanding of corporate governance processes and related document administration. Highly organised with strong attention to detail and the ability to proactively manage a full workload. Advanced computer skills - Word, Excel, and Powerpoint. If you believe you have the necessary skills and experience for this Executive Assistant position then please apply now, or contact Mark Croston at Sellick Partnership Manchester office. Disclaimer: Please note our advertisements use years' experience and salary levels purely as a guide. We are happy to consider applications from all candidates who are able to demonstrate the skills necessary to fulfil the role. Sellick Partnership is a market-leading professional services recruitment specialist operating across the UK. Over the years we have built up an enviable relationship with employers and our expert team of consultants boast up-to-date market knowledge and a strong reputation making Sellick Partnership best placed to help you. Sellick Partnership is proud to be an equal opportunities employer. Please note our advertisements use years' experience and salary levels purely as a guide. We are happy to consider applications from all candidates who are able to demonstrate the skills necessary to fulfil the role. For information on how your personal details may be used by Sellick Partnership, please review our data processing notice which can be found in the footer on our website.
Manchester, Greater Manchester | Permanent
£45000 - £50000 per annum + highly attractive benefits package & bonus
Reward & Organisation Design Manager. Salary: £45,000 - £50,000 per annum plus highly competitive benefits package including attractive bonus. Location: Manchester city centre. Duration: Permanent. Sellick Partnership have been tasked to source an experienced Reward Manager for a large multisite retailer based in Manchester City Centre. The successful individual will provide tailored advice to HR and a range of stakeholders on all aspects of reward and benefits and they will play an integral role in acquiring and retaining core talent within the business. Key responsibilities of the Reward & Organisation Design Manager: Develop the reward and benefits packages in line with overall business reward strategy. Provide research, analysis and data management, including market benchmarking to ensure packages remain competitive. Chair the Job Evaluation process and evaluate job roles in line with hay methodology. Collaborate with the finance division to inform budgeting and forecasting processes. Manage 3rd part supplier relationships. Key requirements for the Reward & Organisation Design Manager: You must have strong analytical experience specifically within employee rewards and benefits. Ideally you will be MCIPD qualified or part qualified, however this is not essential criteria to be considered for the role. You will be well versed in Job Evaluation methodology, ideally with knowledge and experience of the hay model. You will be a strong team player with a 'can do' attitude and the ability to challenge others. If you believe you have the necessary skills and experience for the position then please apply now, or contact Kerry Norman at Sellick Partnership's Manchester office. Disclaimer: Please note our advertisements use years' experience and salary levels purely as a guide. We are happy to consider applications from all candidates who are able to demonstrate the skills necessary to fulfil the role. Sellick Partnership is a market-leading professional services recruitment specialist operating across the UK. Over the years we have built up an enviable relationship with employers and our expert team of consultants boast up-to-date market knowledge and a strong reputation making Sellick Partnership best placed to help you. Sellick Partnership is proud to be an equal opportunities employer. Please note our advertisements use years' experience and salary levels purely as a guide. We are happy to consider applications from all candidates who are able to demonstrate the skills necessary to fulfil the role. For information on how your personal details may be used by Sellick Partnership, please review our data processing notice which can be found in the footer on our website.
Cheshire, England | Contract/Interim
£13.00 - £17.00 per hour + flexible working hours
Human Resources Advisor. Rate: £13.00 - £17.00 per hour. Location: Cheshire. Duration: 3 months temporary with the potential that the role will become permanent. Sellick Partnership are seeking an experienced Human Resources Advisor for a Cheshire based not for profit organisation. The successful individual will provide a professional HR advisory service to a wide range of stakeholders and managers. Key responsibilities of the Human Resources Advisor: Responsible for offering support, advice and coaching managers on a wide range of Employee Relations casework. Casework will likely include, disciplinary investigations, performance management and absence management. Ensure managers are correctly following all HR policies and procedures. Develop, renew and update a wide range of employment policies and procedures as and when necessary. Key requirements for the Human Resources Advisor: You must have previous experience of successfully managing and advising on employee relations caseloads. Ideally you will be CIPD qualified or part qualified, however this is not essential criteria to be considered for the role. You will have in-depth and up-to-date employment law knowledge. You will be a strong team player with a 'can do' attitude. If you believe you have the necessary skills and experience for the position then please apply now, or contact Natalie Ferguson or Mark Croston at Sellick Partnership's Manchester office. Disclaimer: Please note our advertisements use years' experience and salary levels purely as a guide. We are happy to consider applications from all candidates who are able to demonstrate the skills necessary to fulfil the role. Sellick Partnership is a market-leading professional services recruitment specialist operating across the UK. Over the years we have built up an enviable relationship with employers and our expert team of consultants boast up-to-date market knowledge and a strong reputation making Sellick Partnership best placed to help you. Sellick Partnership is proud to be an equal opportunities employer. Please note our advertisements use years' experience and salary levels purely as a guide. We are happy to consider applications from all candidates who are able to demonstrate the skills necessary to fulfil the role. For information on how your personal details may be used by Sellick Partnership, please review our data processing notice which can be found in the footer on our website.
In preparation for the HR Professionals Breakfast event on gender pay in association with Brabners, Principal Consultant Kerry Norman takes a look at the current state of gender pay here in the UK, and what she thinks employers must do to eradicate it. The gender pay gap is an issue still rife across the majority of all business sectors in the UK. It is a vast and complicated issue that should not be occurring in the 21st century. Even the Gender Pay Reporting that was introduced last year has failed to stop some businesses paying their female employees less than their male counterparts. This is something that greatly saddens me. Taking into account how far we have come in so many aspects of our lives. From incredible achievements like women winning the right to vote and the countless laws around diverse and protected characteristics such as LGBT, disability and ethnicity, it still surprises me that some of our biggest and most loved organisations can still pay women less than men. Gender inequality, and gender pay in the workplace is evident in all industries and sectors across the globe. In the UK, it has been almost half a century since female Ford machinists went on strike to demand equal pay for equal work and yet, in 2017, the national average gender pay gap for all workers was still 18.4 percent according to the Office for National Statistics. In an effort to address pay inequality, the government introduced the Gender Pay Gap Reporting Regulations last year which required employers with 250 or more employees to publish gender pay information by 4 April 2018. However, significant gaps quickly became apparent from this data. For example, it was reported that the hourly rate of pay for female employees at EasyJet is 51.7 percent lower than their male counterparts, which is almost unforgivable in today’s modern climate. Despite these revelations there are still no regulations or any penalties under the new system, or any full proof way of auditing the information published under the new system. It is unlikely that the proposed enforcement strategy from the Equality and Human Rights Commission would have a significant impact on effectively enforcing the regulations or result in penalties being issued. Neither is there any way to deal with the pay inequality the information reveals – it is left to employers to voluntarily 'do the right thing' or to individual employees to bring equal pay claims. Yet the information provided will not give sufficient detail to assist most women with such claims even if something may be wrong. Gender Pay Gap Reporting is clearly supporting a movement which is determined to shine a spotlight on the inequalities between men and women in the workplace, but it is not enough to bring about the change that is needed to achieve gender equality in our time. I firmly believe it is time for employers to step in and make some real changes that could go some way in eradicating gender pay inequality once and for all. The first, and most important way we can do this is by creating truly inclusive workplaces where women have the opportunity to deliver, perform and progress. This may seem like a simple suggestion, but it is surprising how many organisations do not have the provisions in place to create such a culture. Businesses should be introducing adequate maternity provisions, processes to support women returning to work and offering flexible working schemes to all employees as a bare minimum. The government should also take stock and do more to close the gap once and for all. We should have stricter sanctions, and organisations should be held more accountable for their actions. That way Gender Pay Gap Reporting could be used as data to enforce regulations, and companies that are deliberately paying female workers less could be forced to analyse their current pay structure. That all being said, we are in a much better place now than we were ten or so years ago, and I would hope there is now a light at the end of the tunnel. More and more businesses are taking action, and changing the way they work which is very positive, however more still needs to be done. Our HR Professionals Breakfast event on gender pay in association with Brabners is taking place on Thursday 8 November, between 08:00 and 10:00AM at Brabners Offices, 55 King Street, Manchester, M2 4LQ. If you would like to come along please get in touch with me directly. Alternatively you can check out blogs from my colleagues at Sellick Partnership here.
Diversity in the workplace is a hot topic in today’s business environment. The term diversity is nowadays widely understood, and most people understand its importance in the workplace, but when you take a good step back and take time to assess can you truly say your company is diverse? Managing diversity is about having the right person for the job regardless of sex, race and disability. It combats prejudice, stereotyping, harassment and other undignified behaviour and creates an environment in which people from all backgrounds can work together harmoniously. With strengthening laws surrounding LGBTQ+ rights and the global movement of different cultures coming together means that that the need to consider diversity in the workplace has become a prominent issue for business leaders. A complex global issue Diversity is a complex issue globally and has become a bit of a minefield for businesses who don’t fully understand it and are finding it increasingly difficult to stay up-to-date and adapt. Business leaders have to consider different races and genders, as well as considering the full spectrum of what diversity is about. Diversity laws nowadays cover race, gender, ethnic groups, age, personality, cognitive style, tenure, organisational function, education, and background, with the list constantly growing. It has become a hiring managers’ nightmare, and almost impossible to ensure all the boxes are being ticked when building a diverse workforce, which is possibly the reason why many tend to hire the same sorts of people. Human nature We instinctively strive to find our own ‘tribe’ in life and fit in with like-minded people, which in business can often lead to issues when hiring a diverse workforce. We are all drawn to traits and personalities we can relate to, and are most comfortable with. However, constantly hiring the same type of employee can do a disservice to your business, team and overall business reputation. On the other hand, creating, nurturing and building a diverse workforce can bring with it an abundance of different skillsets, experiences and points of view and can help promote growth, new collaborations, and huge success. It is difficult to do, but recruiters and hiring managers need to step out of their own comfort zone, and leave personal preferences at the door when taking new staff into the business. Diversify and get noticed While diversity in hiring is one part of the task at hand, promoting complete inclusion within your organisation on every operational level is essential. Businesses adopting innovative diversity business models are reporting huge success and being recognised for it. For example, PwC was named the 2017 LGBTQ+ employer of the year at the British LGBT Awards (with the likes of HSBC, Deloitte and EY vying for the 2018 prize), IBM are the current top employer for women, and Barclays, Santander and Tesco are among those honoured in the Stonewall Equality Index. Receiving accolades like this is not only good for team morale, but also your overall brand reputation which is of the upmost importance. Progression aside, we still have a long way to go to truly achieve what the Equal Opportunities Commission (EOC) strives for, and even the most forward thinking and reputable companies have come under fire in recent years. Facebook, seen to be at the forefront of diversity success in recent years has recently been under scrutiny for having a “predominantly white male workforce” with the release of their annual diversity report showing only minor changes, and the likes of the BBC coming under fire for the pay parity between their male and female actors. It is instances like this that we still need to shout about to ensure we achieve complete gender equality in our time. The EOC is working tirelessly to ensure all businesses, big or small are complying with legislation but this is incredibly difficult to enforce, but we can live in the hope that one day, all inequalities within the workplace will be a thing of the past. Getting the business advantage When the EOC was set up, it was to tackle the issue of gender discrimination predominantly and to offer women the same working rights as their male counterparts. However equal opportunities has now been broadened and backed up by law to provide the same level of protection to other minority groups in the workforce. So today, we have a Race Relations Policy, a Disability Discrimination Policy and an Equal Pay Policy, and great steps forward to achieving total equality. Today, diversity in the workplace is much more than a vital social goal. Forward-thinking companies understand that building diverse teams of employees within their ranks at every level is actually critical to their organisational and operational success. In other words, diversity is not just a business requirement, and it is not just the right thing to do; it is the basis of a powerful business advantage – sparking innovation, creativity and efficiency. To capitalise on the remarkable workplace culture that results when differences in talents, viewpoints and experiences are embraced, organisations should start by developing a clear strategy to embed the search for diversity within their core principles. Manage diversity effectively Your employees should be a true reflection of your diverse customer base. Injecting multiple world perspectives into your teams, attracting and retaining employees who speak a variety of languages, and seeking out individuals from different backgrounds can only enhance your offering. The benefits are clear: a more collaborative workplace, the promotion of innovation, greater synergies with customers and a powerful business reputation. For more information about Sellick Partnership’s own diversity strategy contact our Diversity Champions on email@example.com.
New technology is changing the way we do business every day, and that includes the way we recruit and hire the best people. In the past, it was all about paper CV’s and traditional sit-down interviews. Now job seekers are applying for roles from their phones, connecting with employers over social media platforms like Twitter and LinkedIn, and constantly developing new and innovative ways to secure their dream jobs. Here are some of our thoughts, and those of our specialist job boards on how digital has changed applying for roles Reviews in job hunting may become the norm Employer-review tools like Glassdoor allow candidates to go behind the scene and see what the culture and environments are like at companies. Platforms like this allow ex and current employees to review the organisations, giving prospective candidates a real insight into what the organisation is really like. Platforms like this mean that job seekers can prepare for job-specific interviews and determine whether a company is a good fit before the first interview simply by checking out what other people have said about them. This is a trend we believe will continue to grow, and we expect sites like Glassdoor to become even more popular. Make applying as easy as possible and accessible for all devices Job site CV Library believe that job applications need to be simplified, and digital has really helped this happen. Lee Biggins, founder and managing director said “Nowadays, most candidates want to apply for jobs at the click of a button, which means that lengthy application forms no longer cut it. In fact, our research tells us that job hunters will abandon an application entirely if they feel it’s taking too long to complete. What’s more, people tend to search for relevant jobs on their mobile, whilst on the move. Therefore, employers are under pressure to ensure they optimise their pages for mobile and are as engaging as possible. “Think about the vital information you want to gain from candidates and shape your application page around this. For example, is a long form necessary or will the CV and cover letter suffice? How are you shaping your job descriptions? Are you using bullet points to break up your text? Put yourself in the candidate’s shoes and you’ll stand a better chance of attracting the right people to your roles.” Digital has helped streamline job hunting GAAPweb believe digital has had a positive impact, and is helping recruiters work more efficiently. They said that “one of the biggest effects of digital recruitment technologies for candidates has been the accessibility of a much wider range of relevant opportunities, and the ease with which they are able to access and apply for them. This creates high levels of competition, meaning recruiters have to work harder to compete for available talent and skills. Fortunately GAAPweb, the UK’s #1 job site for accountancy & finance professionals, helps streamline that process for both recruiters and candidates by capitalising on the wealth of data available and applying those learnings through targeted and personalised digital messaging, both on-site and through email. A data-led, personalised marketing strategy ensures that both candidates and recruiters save time and increase their chances of finding that new role or ideal candidate via GAAPweb.” The rise in social media As the go-to professional social network, LinkedIn has played a major role in how we search for jobs and how recruiters find candidates. With a strong profile, you can attract hiring managers and recruiters — bringing jobs straight to your inbox. Using social media platforms like LinkedIn and Twitter allows job seekers to see who they know at each company, and learn about prospective interviewers prior to meeting them — allowing them to vet what the culture and environments are really like. If you have any further comments on how you think digital has changed applying for roles we would love to hear them! Send your comments across to us at firstname.lastname@example.org. Alternatively you can check out more content on the power of digital using the link below.