Queens Court, 24 Queen Street, Manchester, M2 5HX
- Specialism: HR
- Sector: Public Sector
- Roles: Permanent, contract, temporary and interim
- Location: Nationwide
Type a day in the life of sellick from Natalie Ferguson
Cardiff, Wales | Permanent
Up to £30000 per annum + D.O.E
HR Manager Part time (3 days per week) Location: Cardiff Working for a busy Manufacturing business in Cardiff, we are currently recruiting for an experienced, part time HR Manager. This is a newly created role to this multi-site business. The newly appointed HR Manager will be based at the Cardiff site and will work 3 days per week. Role summary Help build/transform and continually improve the business through the people and people processes we have in our business e.g. talent acquisition, learning & development, reward, people management, culture, employee engagement, employee relations. have full responsibility and accountability for all the HR and HR Admin related activity, both long term and on a day to day basis. This includes, but is not limited to, the organisation structure design, recruitment and termination, process and policy composition, benefits management, reward, payroll, sickness absence management, Induction, starters and leavers learning and development, etc Be the HR Partner with all other functional heads/managers facilitation their ability to deliver business goals. Build positive sustainable working relationships with employee representatives and representative groups including trade unions. Works to deliver in the core HR strategic areas of: organisational design; values and engagement; creating a high performing culture; reward and recognition; HR operational excellence Person specification We are ideally looking for candidates who are CIPD qualified with experience of working within a manufacturing and unionised environment. This role requires demonstrable experience of working in a progressive HR role with a deep understanding of UK labour regulations. Candidates will need to be able to demonstrate the ability to act confidently, consciously and able to cope with ambiguity and change. Someone who is able to drive improvements across the business. If you believe you have the necessary skills and experience for this part time HR Manager position then please apply now, or contact Natalie Ferguson, Specialist HR Recruiter at Sellick Partnership. I will be reviewing CVs on a weekly basis and suitable candidates will be contacted as soon as possible. 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
£20800 - £22000 per annum + flexible working, competitive benefits
Key Account Support Coordinator A highly respected not for profit organisation based in Manchester City Centre is looking to recruit a driven and business focused individual to join their key accounts team. Working to support the Key Account Manager, you will provide administrative support and play a pivotal part in the smooth running of the day to day running of the team. Key responsibilities include: Professional handling of enquires (over the telephone, email, face-to face) Handling data and information accurately. Inputting information onto the CRM system and other databases. Support the administration of meetings including: travel arrangements, booking rooms, meeting papers, refreshments and note taking. Processing expenses. Financial administration including: raising purchase orders, sales invoices, processing invoices and claims. Liaising with suppliers and contractors. Knowledge, Skills and Experience: Excellent communication skills both written and verbal. Excellent IT skills with the ability to utilise databases and CRM systems to produce management data. Good working knowledge of IT applications including MS Word and Excel. Ability to prioritise workload and adapt to changing business needs. Ability to deliver projects of work in order to meet defined targets and competing priorities. Previous experience of tracking and producing performance management data. This role will suit a recent graduate at the start of their career or a candidates wishing to secure a role that will provide a solid foundation in understanding business processes. We are looking for candidates who are driven and motivated to provide an exceptional service to the organisation and its stakeholders. Confidence to work with a high degree of autonomy alongside being a strong team player. In return the successful applicant will benefit from working as part of a supportive and nurturing team. Homeworking and flexible working hours are available alongside a competitive holiday and benefits package. If you believe you have the necessary skills and experience for this Support Coordinator position then please apply now, or contact Natalie Ferguson, Specialist Recruiter at Sellick Partnership. I will be reviewing CVs on a weekly basis and suitable candidates will be contacted as soon as possible. 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.
Greater Manchester, England | Permanent
£33000 - £35000 per annum + Pension, homeworking, benefits
Human Resources Business Partner Location: Manchester Salary: £33,000-£35,000 D.O.E + benefits The role This is a fantastic opportunity to join a highly respected not for profit organisation in Greater Manchester. As HRBP you will provide a bespoke partnering service to your business unit, whereby you will offer comprehensive, pragmatic advice, support and HR guidance to managers. Responsibilities will include: Working with the senior management team to support the development and achievement of strategic goals within the business to improve organisational performance. Working with the senior management team to develop a framework of people plans and performance metrics to improve organisational effectiveness. Act as project lead for all complex HR operational activity. Provide advice and support to managers on complex employee relations issues, company policies and procedures. To successfully guide and project manage successful HR solutions during restructuring, redeployment, redundancy and TUPE matters. Provide advice and options to managers relating to any associated potential risks to enable their decision making in relation to people management issues. Provide and deliver ongoing coaching, training and development of managers on key management practices such as staff performance and capability issues, conflict, and dispute situations, recruitment and selection and sickness absence management. Person specification The ideal candidate for this HRBP role will be part or full CIPD Qualified (Chartered, Graduate, Associate membership) with relevant professional experience/qualification. Applicants will have a minimum of 5 years recent broad generalist experience of HR function and or advisor level. Previous experience of managing large scale change projects including restructuring and redundancies. Candidates will need to demonstrate they have recent experience with dealing with and leading on high volume, complex ER work. This role would suit candidates who demonstrate a solution focused attitude who are adaptable and flexible and able to cope with changing and completing priorities and direction. The role offers both agile working and flexible working hours whereby you will be able to work from home or at another of the organisations many locations across Greater Manchester. If you feel you have the necessary skills for this HRBP role, please apply now or contact Natalie Ferguson - HR Specialist at Sellick Partnership for more information. 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.
Liverpool, Merseyside | Contract/Interim
£17000 - £19000 per annum
An experienced HR Assistant is required to join a leading professional services business in Liverpool City Centre. As HR Assistant, you will be working as part of an established HR team, acting as first point of contact for all HR queries. Key responsibilities include: Preparing offers of employment and contracts for new starters and variations Undertaking pre-employment checks Full administration of the leaver process Advising payroll of monthly changes Accurate inputting of data on the HR system Working with colleagues to identify patterns of sickness and report to the HR Advisors/managers regarding matters of concern; Completing all maternity/paternity administration Involvement in recruitment activity Assisting with the induction process Assisting in the implementation and improvement of HR systems and procedures Producing regular and ad hoc reports from the HR system Arranging payment of invoices Covering administration work of colleagues in their absence Involvement in any ad-hoc HR projects as required Skills and experience required: Previous experience of working in HR administration Minimum grades of A-C GCSE or equivalent qualification in English, Maths Competence in all Microsoft IT software Self-confident, assertive, organised and highly motivated; A strong team player Ability to work well under pressure, multi-task and ensure deadlines are met A calm and professional manner Excellent telephone and communication skills Ability to operate in a busy environment Ability to use initiative, taking a proactive approach to working Ability to work with little supervision Aptitude to deal with people at all levels Excellent attention to detail and high accuracy Willingness to travel to other UK offices when required Flexibility in approach Desirable: HR Administration and/or payroll experience gained in a previous professional services organisation. If you believe you have the necessary skills and experience for this HR Assistant position then please apply now, or contact Natalie Ferguson, Specialist HR Recruiter at Sellick Partnership. I will be reviewing CVs on a weekly basis and suitable candidates will be contacted as soon as possible. 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.
With increased workloads comes heightened stress, and many of today’s working population are reported to feel overwhelmed and unhappy in their jobs. More than 300million people suffer from mental health issues globally meaning it’s a hot topic and it needs to be taken seriously. In this blog, Kerry Norman, Principal Consultant and HR recruitment specialist offers her advice for business leaders on promoting health and wellbeing in work to ensure staff remain well and productive. Mental health and wellbeing in the workplace is an increasingly important part of a company’s culture. Not only can it help your employer brand and staff retention, but a strong wellbeing policy can also save money in the long run by reducing stress–related absences and increasing productivity. If you are in the early stages of putting a mental health and wellbeing policy in place, take a look at these top five tips from our HR clients to help get you started. Conduct a thorough risk assessment There are many triggers for stress and mental illness in the workplace, and some of them can be seemingly small issues that are easy to fix. Conducting a thorough risk assessment will allow you to see the common causes or triggers of stress within your organisation. You could start with an anonymous survey to ask employees for honest feedback on their pain points, then analyse the data to see what patterns emerge. You might find that something as simple as failing to take a lunch break is causing people to feel more pressured at work, so encouraging this for everyone and making sure there is a dedicated area for people to take a break from their screens would be a simple solution. Your risk assessment could also reveal that people feel overworked and lacking recognition from their managers, so more regular catch ups and discussions about their workload would minimise this. Train yourself and business leaders While some signs of poor mental health are obvious, others can be much harder to recognise. If you are in charge of your company’s HR you should consider undertaking mental health training so that you are in the best possible position to spot any problems at the earliest stage. Business leaders should also explore mental health training to give them a better understanding of potential issues and the impact workplace stress can have on these. Finally, you should also look at training managers and people throughout the business so that there is a good number of well-informed people at different levels. This will ensure there is always somebody that each employee feels comfortable approaching about any wellbeing concerns and discussing their mental health. Take a look at MHFA website for their fully accredited courses on mental health in the workplace. Offer a healthcare plan Many businesses already offer healthcare plans to cover physical care like optical, physiotherapy, chiropody and dental treatments, but does your policy also include wellbeing and mental health? At Sellick Partnership, we opted for a plan that gives staff access to alternative therapies that help to relieve stress, as well as a 24/7 helpline to discuss any wellbeing concerns in confidence. The Medicash plan is offered to all eligible employees after 12 months of service and it is another way to show employees that we care about every aspect of their health & wellbeing. Healthcare plans are particularly useful if you struggle for HR resources in your organisation, as it can remove some of the burden from managers and provide professional assistance to those in need. They are a highly valued benefit and will also help to set your business apart from its competitors when employees are considering who they would like to work for. Look at your physical surroundings Our physical surroundings have a huge impact on the way we feel in the workplace. Natural light, plants and ambient temperatures can all have a positive effect on wellbeing, so consider whether your office could benefit from a few tweaks or something more substantial. A study of people in the United States, India and an online panel concluded that: “Natural elements and sunlight exposure related positively to job satisfaction and organisational commitment, and negatively to depressed mood and anxiety”. If you are unable to get enough natural light in your workplace, consider how best you can imitate this with artificial lighting and encourage employees to take regular breaks outdoors during lunchtimes. You should also encourage staff to take time out of the workplace for longer periods, arranging lunches and teambuilding days that let people step away from their usual surroundings with their colleagues and managers. We host regular teambuilding events at Sellick Partnership where we go to different locations – sometimes overseas – to give staff the chance to reconnect with their peers. Create an open culture All wellbeing and mental health policies should be underpinned by good communication and an open culture. It is crucial that employees feel able to discuss their emotions and share any concerns, either with their manager, HR team or appointed mental health first aider. At Sellick Partnership, we have regular one–to–one review meetings between managers and their teams where staff are encouraged to be completely honest about their feelings in and outside of work. These are supported by annual personal development plans that support their career progression, and informal catch ups to discuss anything that falls outside of their role that they would like to talk about. It means our managers are always well aware of any worries before they progress and they can put measures in place to rectify them. Sharing tips on wellbeing and discussing mental health openly will also add to a more transparent culture that supports all additional measures. We regularly advise employers on how to implement mental health strategies, so contact us today to discuss your requirements, or take a look at our suite of employer and candidate resources for tips on everything from getting your culture right to writing job descriptions that will attract the perfect candidates for your business. Alternatively, if you are interested in discussing how Sellick Partnership could help with your HR recruitment needs, get in touch with me, or a member of our HR recruitment team directly.
Do you work in a stressful environment and worried that your employees may be anxious and considering a move? Are you a HR Manager concerned about how to approach employees about stress? You are not alone as many HR departments agree with these challenges and this is an issue we regularly talk about with our clients. In this blog, our HR recruitment team discuss the importance of recognising stress in the workplace, and also uses advice from our HR client base to discuss what employers and HR departments should be doing to ensure productivity and morale is not lost as a result. Stress can be a debilitating condition for employees, and the ripple effects of it can lead to numerous downsides for a company. According to the Health and Safety Executive (HSE), stress, depression and anxiety accounted for 44% of all work–related illness in 2017–18. This equates to a loss of 15.4 million working days – an average of 25.8 days per person. Due to this, it is now more important than ever for businesses and HR professionals to be aware of their responsibilities with regard to maintaining and supporting the wellbeing of employees. Without a wellbeing strategy in place, organisations stand to lose out on two fronts: time and resources spent on resolving situations caused by stress that could have been avoided in the first place; and the loss of talented and valuable employees to absenteeism or resignation. Both of these instances can lead to deadlines being missed or the quality of work produced for consumers and clients to be below-par. Long-term, a company may lose out on business as clients move away or they may simply find themselves short-staffed and struggling to fulfil the work required of them by customers or clients. None of which makes for good business sense. In this article, we will examine the role of business leaders and HR managers with regard to stress, how stress can be spotted, what to do when it is spotted, and why it is important to engage with employees on this issue. What does stress look like at work? There are two behavioural components that HR managers and line managers should be on the lookout for; changes in the way someone acts, and changes in the way they think or feel. Absenteeism is the most obvious indicator of stress in the way someone acts, however business leaders should also be on the lookout for individuals who start being late for work, or who take longer and more frequent breaks during the day. This type of behaviour can often be dismissed as the staff member being lazy or uncommitted – yet this can be key signals for managers to intervene. Heightened emotions, mood swings or more volatile moods can indicate stress, as can employees who withdraw themselves from their colleagues, exhibit a loss of motivation or speak of a lack of self-esteem. These signs can be harder to pick up, and so it is important for line managers to check in with all of those who work under them on a regular basis – such as an informal weekly catch up – in order to monitor for any changes in behaviour. What can cause stress in the workplace? Excessively high workloads are the most common cause of stress according to the HSE, with survey participants struggling to get through their work, and becoming increasingly weighed down as more and more work is given to them to complete. Linked to high workloads are the issues surrounding long working hours and employees being given tight or unrealistic deadlines. While the average employee works around 38 hours per week, this can skyrocket to upwards of 50 hours depending on the industry or the job position, impacting on family life, the time to relax, enjoy hobbies or exercise – all of which are important for good mental health. Fears or concerns about their position and job security as well as the lack of opportunity for growth or development can be pain points for employees. Business leaders should take steps to ensure their staff members feel confident in the company, in their current role, and in their future. Finally, interpersonal relationships are also a significant cause of stress in the workplace – such as bullying or cliquey, exclusionary behaviour as well as more explicit clashes in personality – especially if the poor relationship has developed across job levels. If combined with little or no support from peers or managers, employees can end up feeling isolated or neglected, which can lead to poor performance or preventable mistakes occurring. How can HR prevent, address and alleviate stress? Prevention is always best practice, so HR departments should implement a structured system of practical support that facilitates a culture focused on preventing stress. As a first point of call, all companies should undertake a risk assessment to identify likely causes of stress and take steps to address any flagged issues. From here, HR should work with the wider senior management team to introduce and implement a wellbeing strategy or employee assistance programme (EAP) that is specific to the organisation. This should be communicated regularly and effectively to employees across all levels and departments so they know where to turn for assistance. In this way, organisations can hope to encourage employees to come forward before the situation escalates rather than needing a more lengthy or intensive strategy to resolve it – which can end up costing the business more. The EAP could include wellbeing initiatives to encourage healthy eating, getting active, taking a full lunch hour, smoking cessation, and reducing alcohol and caffeine intake and so on. A workforce that is physically healthy often equates to a mentally healthy workplace. To maintain this culture, HR leaders should also work with managers to regularly monitor staff satisfaction levels, and implement improvements for any flagged issues. Once an employee has come forward and raised that they are suffering from stress, then the HR department should arrange a private meeting with the employee to discuss their problems and what might be causing them in order to propose and agree on solutions as a way forward. These could include offering training to help the employee feel better equipped to perform their role, medical treatment or counselling. Organisationally, HR may wish to work with the employee and relevant manager to redesign the job role more appropriately or move the employee into a different department. Additionally, giving the employee greater control over how and when they deliver their work could help reduce stress. We are aware this may not be possible in every business, but going some way to try and allow your employees to enjoy a greater work/life balance would go a long way. For example, the introduction of flexi-time, job-sharing or the ability to work from home – incentives that have also been known to improve productivity and are frequently voted among the top desirable benefits of jobseekers. Finally, more in-depth support and interaction from line managers and peers should be offered to allow the employee to feel more engaged and connected with their colleagues. This blog is intended as a resource to help HR professionals understand and spot stress in the workplace. Should you have any concerns about employees who are exhibiting symptoms, you may wish to signpost them to Mind or their GP for professional support and advice. Alternatively, you can check out more handy resources in our Client Resources section.
In April 2018 public and private sector businesses across the UK were asked to publish their gender pay data for the first time to try and close the gender pay gap once and for all, a move that I hoped would help eradicate pay inequalities for good. But has it? Under the new regulations, private and voluntary sector employers with 250 or more employees have to calculate their gender pay gap on 5 April each year, publishing their data on the Government’s gender pay gap reporting service by 4 April the following year. For public sector organisations, the snapshot date is 31 March, so the data has to be published no later than 30 March the following year. In this blog Principal Consultant and specialist HR recruiter Kerry Norman takes a look at what impact the new Gender Pay Gap Reporting has had, and what the current state of play is across the UK. 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. As a specialist HR recruiter this is something that greatly saddens me. Taking into account how far we have come in so many aspects of our lives it is upsetting that we are still in this situation today. 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 pay 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. Do you think you are being underpaid and thinking about a new role in HR? Get in touch with me or a member of the HR recruitment team today and find out if I can help. Or, check out my latest HR jobs here. Alternatively, you can find out how Sellick Partnership compare with our own Gender Pay Gap report here!