HR/L&D Project officer

£134.61 - £150 per day
North London
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Job description

Morgan Hunt are working with an Education Organisation on a current opportunity for a HR/L&D Project Officer on a contract basis. The position will be based in North London and will be for 3 - 6 months paying up to £150 per day.

The main purpose of the HR/L&D Project Officer is:

  • To ensure that a review of actions, activity and outcomes can decide the need for further work on these areas and initiatives.
  • To produce regular updates for senior managers
  • Work on any related activities as agreed

Key initiatives and associated outcomes of the HR/L&D Project Officer:

  • Investors in People reaccreditation
  • Stage 2 of a Hub Project - new ways of working
  • Employer Value Proposition (EVP) - a new approach to staff benefits
  • Health and Wellbeing overview initiatives - next steps for BSC
  • Launch a College IP

College IP

The successful design, launch and introduction of the system throughout the College will mean that we will;

  • Define the processes we have and want in place regarding performance management and staff development.
  • Integrate unseen observations, SAR, probations, objective setting, and standard self-assessment into one system - moving away from our current disjointed separate approaches.
  • Have a mechanism to capture activity through the unseen observation process.
  • Support staff to further engage in their own development and importantly, empower them to drive their areas for development in teaching and learning themselves and facilitate our growth as a reflective organisation.
  • Creating more agile, connected people systems.
  • Deliver a robust training programme to managers on using the system in line with the processes we have defined, but further than this, develop their coach approach when supporting their staff.

Investors in People

As part of the EDI strategy group, this accreditation was discussed with a view to progress through the standard to be assessed wider than the initial standard, use the process in more valuable way and collect feedback from staff and put in place a people strategy incorporating areas of strength and development identified alongside the College strategic plan.

  • A key area of focus identified from the previous assessment was around performance management and the College bolstering the performance conversation process and approach to be more consistent across all teams. This instigated the review of what we have, what we need and what we want to achieve with performance management and staff driven development.
  • If the College decides to remain accredited at the current standard level, this still requires a considerable amount of work to prepare, manage the assessment process and most importantly, use the results meaningfully to drive change based on the feedback we receive from staff.

The Hub (Internal Intranet)

The new Hub was launched in April 2021 in response to the changes in working, offering staff a flexible and accessible way to access and gain information and key messages any time anywhere, using Office365.

The initial launch has been successful with the newly developed online College Knowledge having on average between 700-1000 staff views - this is a huge increase from the previous CK monthly publications with approximately 400 readers.

The next step of the project is taking a strategic view of work practices within business and corporate services and harnessing the technology within Office365 to improve the ways of working, increase efficiency and further focus on staff wellbeing by reducing and removing admin tasks outside of the teaching and learning that are impacting on overall workload.

EVP

This is a new area of work for the College. This takes the aspects of the organisation and it's uniqueness in the market place, aligns it with standard pay and reward and produces a 'proposition' which builds on organisational reputation and allows current staff and potential staff to see where they 'fit' in terms of staff benefits and organisational culture.

"An employee value proposition (EVP) is the value a company offers to employees in return for the value they bring to the organization. It's the benefits and rewards offered to employees in return for their commitment, as well as the skills and capabilities they bring to the table."

Activities associated with this include a review of current staff benefits, identifying organisational USPs, ensuring that the Corporate Plan underpins all the EVP activity and ultimately makes the College a leader in the FE sector, both locally and nationally.

Health and Wellbeing:

To review the current Health and Wellbeing activities, in association with H&SW Team.

Produce a Health and Wellbeing Strategy for the College with associated Action Plan.

Skills/Abilities/Experience:

Key skills and experience required for the HR/L&D Project Officer is:

  • Experience of cross college working with Colleagues at all levels
  • Desirable to have HR or L&D experience
  • Project management experience (formal qualification not required)
  • Good organisational and planning skills
  • Excellent communication skills, both verbal and written
  • Good IT/System skills and knowledge of HR/L&D Systems
  • Have a solution orientated approach
  • Able to work on own initiative and produce desired outcomes
  • Have a professional and flexible approach

If you are interested about finidng out more about this varied and excigting project role then please apply ASAP!

Morgan Hunt is a multi-award-winning recruitment business for interim, contract and temporary recruitment and acts as an Employment Agency in relation to permanent vacancies. Morgan Hunt is an equal opportunities employer. Job suitability is assessed on merit in accordance with the individual's skills, qualifications and abilities to perform the relevant duties required in a particular role.

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