Bradfield College Vacancy.
HR Co-ordinator/ System Administrator (Temporary Maternity Cover to commence May/June 2022)
Salary: Up to £30k per annum
Hours: 40 hours per week, Monday to Friday,
Bradfield College are looking for the right person to cover the maternity leave of our HR Coordinator/ System Administrator in our friendly, fast-paced HR team.
Reporting to the Head of HR Operations, you will work with the HR Apprentice to manage the College’s recruitment administration, from the initiation of the recruitment process through to the onboarding of the new starter. This includes liaising with applicants, arranging interviews, and managing all post offer employment checks. You will act as the team’s compliance officer maintaining the College’s Single Central Register.
You will also act as the system administrator for our HR Information system. Previous experience of working as a system administrator is essential as we will be implementing phase 2 of our new HR Information System during this period and this role will be key.
You will have excellent organisational skills, a meticulous eye for detail and accuracy, excellent interpersonal skills both oral and written, able to act on your own initiative. Knowledge of employment law and experience in working in a similar role is desirable. You will be proficient in the use of MS Office including Word, Excel and Outlook.
For informal enquiries, please contact Kay Toms, Head of HR Operations on (firstname.lastname@example.org).
This is a temporary post until May 2023 or until the return of the postholder.The role is due to start in mid-April 2022 with a period of handover with the current postholder.
The post is based on site during term time with some flexibly for remote/ home working during school holidays subject to operational needs.
Extended Closing Date: Thursday 30 June 2022
St Andrew’s School is an equal opportunities employer. The School operates a No Smoking policy. The School is committed to safeguarding and promoting the welfare of children. Applicants must be willing to undergo child protection screening appropriate to the post, including checks with past employers and subject to a successful enhanced DBS check with the Disclosure and Barring Services.