HR Generalist UK (Maternity Cover)

Summary

The HR Generalist will provide proactive administrative and HR representative support to our UK team. They will maintain multiple HR processes including new hires, separations and transfers in addition to the monthly coordination of UK payroll input. User of our HRIS system (Workday) and other UK benefit portals.

Essential duties and responsibilities

Include the following.  Other duties may be assigned.

Coordination of monthly payroll input:

• Ensuring the timely and accurate completion of all documentation, processes and Workday input for new hires, separations, transfers.
• Work alongside the Sr HR Generalist to ensure all new hire actions are complete in Workday prior to payroll cut off.
• Ensuring accurate input of sick pay and ensuring payroll is notified in a timely manner of changes to sick pay. Ensuring all sickness data is logged on the Sickness Tracker sheet for payroll and entered in Workday.
• Responsible for checking and tracking all one-time payments in Workday and ensuring approval completion before payroll cut-off.
• Responsible for tracking all leave types in Workday and ensuring approval completion before payroll cut-off.
• Creating HRAF’s for all adhoc payroll changes ensuring a clear factual explanation is provided for every change.
• Processing relocation allowances and Global Path salary advances with Finance and ensuring salary deduction letters are signed and the deduction arranged via an HRAF in the correct months.
• Ensuring that all changes with a payroll impact are entered onto the Payroll Validation sheet.
• Ensuring that all payroll actions have been completed and documented prior to the monthly payroll preparation meeting.

Benefits Administration:

New hire benefit administration:

• Run a monthly benefits overview meeting explaining the benefits package to all new hires.

Leave of absence:

• Check and approve all maternity, paternity, adoption and parental leave in Workday.
• Enter dates on the Payroll Validation Sheet and the Maternity, Paternity and AdoptionTracker.
• Ensure all leave in Workday is approved before payroll cut-off where possible
• Draft accurate maternity leave letters and ensure these are sent out in a timely manner. Track returns to work with line manager.
• Complete maternity risk assessments and ensure that these are documented on file and all risk areas are shared with the HR Director and manager and an action plan created.
• Ensure maternity/paternity actual birth dates are updated in Workday and notify Carol Heywood (to arrange baby gift).
• Ensure employees taking maternity, paternity or adoption leave complete the relevant benefit forms to add their child to the medical insurance and travel insurance.
• Ensure all other leave of absence is accurately documented in Workday. 

Sickness absence management:

• Receive all sickness absence notifications and ensure the Sr HR Generalist also has these. Ensure that Workday is updated on the employees return to work. In the case of long-term sickness update workday on a monthly basis prior to payroll cut-off and create HRAF when pay reduces from 100%.
• Complete a return to work interview when an employee has been off sick continuously for 2-weeks.
• Create Group Income Protection applications when an employee has been continuously off sick for 6-weeks.
• Send communication letter with 4 weeks’ notice of someone’s sick pay decreasing to 50%.
• Implement Occupational Health procedure where required.
• Effective case management of sickness cases including long term sickness cases

Global Mobility:

• Complete the Workday transfer process for all Global Path assignments.
• Ensure new global path hire receives the correct relocation allowance
• Ensure new global path assignee has timely appointments scheduled to open a bank account.
• Support new global path employees with enrollment to benefits.

New hires administration:

• Complete new hire check-in meetings with new hires and ensure that these are documented in Workday and on file.
• Complete all probationary period administration with EMEA Sr HR Generalist.

Separations:

• Complete all required actions on the leaver checklist.
• Ensure accurate calculations of vacation balance.
• Conduct exit interviews to determine reasons behind separations and write up exit interviews into global exit interview report for monthly Ops Review.  Review output with HR Director.

Employee Relations:

• Draft performance improvement plan letters for the review and approval of the HR Director.
• Attend PIP meetings, track processes and give guidance to managers. Ensure all PIP actions/activities are effectively communicated to the HR Director to strategic direction.

Programme Management:

Oversee the coordination of multiple People Programmes. Ensure all items are completed in an efficient and timely manner:

• MPOWER: reviewing data and chasing outstanding Priorities, MPOWER Connects, and Year-End Reviews. Support the HR Director with the annual merit process and promotion cycles.
• Top Talent: supporting with coordinating activities as required.

Other administrative tasks could include but are not limited to: raising purchase orders, documenting file notes, acting as a witness and notetaker in formal meetings, completing Workday testing and supporting the HR Director with other administrative tasks as required.

DISCLAIMER

This job description indicates the general nature and level of work of the incumbent.  It is designed to cover or contain a comprehensive listing of activities, duties or responsibilities required of the incumbent. Incumbent may be asked to perform other duties as required.

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