PART I: ABOUT THE HR DEPARTMENT
We are looking for a dynamic, efficient and highly motivated individual to join our busy, fast paced HR Department.
The HR Department, which is located in the Bursary on College Street, comprises of:
Main Purpose
The HR Administrator has specific responsibility for carrying out all pre-employment checks on new members of staff and ensures that the necessary information about the checks is recorded in one central record (the Single Central Register (SCR)). They will develop a thorough understanding of the regulations that determine the nature of the SCR; including prohibition from teaching, overseas and criminal record checks.
They will follow and apply the rules and regulations of the school’s Recruitment and Selection Policy when checking prospective employees.
In addition, this role will provide general administrative support to the HR department.
This role reports to the Senior HR Manager.
This role requires an appreciation of the importance of confidentiality and professionalism when dealing with employee information.
Key Responsibilities
The following summary of duties is intended to assist the successful applicant in their respective responsibilities.
i) Pre-employment checks
iii) Recruitment
iv) Training
v) General Administration
PART III: PERSON SPECIFICATION AND KEY QUALITIES
Essential qualities
The individual must be/have:
An understanding of the educational environment would be an advantage, but is not essential.
PART III: BENEFITS, TERMS AND CONDITIONS, AND APPLICATION
Start date
The College is looking to make an appointment to start in early September 2022.
Hours of Work
This is a full-time role, Monday to Friday, 8.30am – 5.00pm throughout the year. Flexible working options may be considered.
Salary
The salary for this position is c. £24,000 (FTE), dependant on experience. Salary is paid monthly, in arrears, to a nominated back account in 12 equal payments. Salary levels are reviewed on 1 September annually and this appointment will be next reviewed in September 2023.
Probation, Notice Periods
The first four months of employment will be a probationary period. Regular reviews with the HR Administrator’s line manager will take place over the probation period with the opportunity to review conduct and performance, discuss progress, identify any areas for action and ensure that there is appropriate guidance and support in place to enable successful completion of the probationary period. The College may extend the probationary period if it is deemed to be required.
During the probationary period, the notice required by either party to terminate employment will be one week. Once employment is confirmed, the notice period will increase to one month.
Induction and Continuous Training and Development
The school is fully committed to the induction, training and development of all our staff, with staff supported to grow and reach their full potential.
We deliver a range of training, run by both our own staff and external providers, varying from highly practical First Aid courses to seminars and learning lunches.
There is an annual cycle of appraisal offering the opportunity to reflect on professional practice and development opportunities.
The school also offers a wide range of apprenticeships supporting staff development and progression.
Pension and Life Cover
On employment, employees will be auto-enrolled into the College’s pension scheme according to legislative thresholds. Those who are not eligible for auto-enrolment may still elect to join the College’s pension scheme.
Initially, when joining the College’s pension scheme, employees will become a member of the College’s Group Personal Pension Plan (GPP). For this Plan, known as Tier 1, the employee contributes 4% and the employer 3%.
After 9 month’s membership of the Tier 1 plan, employees may opt to join Tier 2, which is also a GPP, where the employee contributes 5% and the employer 9%.
Employees in Tier 1 automatically qualify for a Life Cover of 2 times salary. On entry to Tier 2, Life Cover changes to 4 times salary.
Annual Leave
The College leave year runs from 1 September to 31 August. This position will be entitled to the statutory holiday requirements. These are presently 28 days. Any Public Bank Holiday occurring during term time is deemed to be a normal working day. All leave must be taken by prior arrangement and must be taken outside of the school’s term times.
Subject to the discretion of the school’s Bursar, a gift may also be given of extra time off during the Christmas period.
Sports Facilities
The school offers all staff free access to its excellent sports facilities, including gym membership, tennis courts and in 2023, a new 25m swimming pool. Exercise classes, including spinning and circuits are also available.
Wider Benefits
Winchester College is situated in the heart of beautiful, historic Winchester. Staff are offered a free tour of the College, with discounted rates available for booking venues within the school’s grounds for hospitality events. Car-parking is also available.
Disclosure Check
As Winchester College is an educational establishment, a condition of employment will be that the successful candidate must consent to the school obtaining an Enhanced Level Disclosure check through the Disclosure and Barring Service (DBS). This will reveal all spent and unspent convictions, warnings, cautions and bind-overs. A policy on the recruitment of ex-offenders is available on the school’s website.
Safeguarding is one of the primary responsibilities of this role. The jobholder is responsible for promoting and safeguarding the welfare of children and young persons for whom they are responsible, or with whom they come into contact with, and will be required to adhere to and ensure compliance with the school’s Child Protection and Safeguarding Policy at all times. If, in the course of carrying out the duties of the post, the HR Administrator becomes aware of any actual or potential risks to the safety or welfare of children in the school, they must report any concerns to the school’s Designated Safeguarding Lead or in their absence the Deputy Designated Safeguarding Lead.
References and Other Pre-employment Checks
The appointment will be dependent upon the receipt of a successful medical check and satisfactory references. The College will usually seek references from shortlisted candidates before interview and may approach previous employers for information to verify particular experience or qualifications. At least one referee must be the current or most recent employer. Where applicants are not currently working with children but have done so in the past, one referee must be the person by whom they were most recently employed when working with children.
Winchester College embraces diversity and inclusion in the workplace and is committed to promoting a fair and supportive environment for all our employees. We are keen to welcome applications from all applicants that feel that they meet the requirements of the post, regardless of their background and culture.
Data Protection
Winchester College collects and processes relevant personal data as part of its everyday operations and is obliged to process it in accordance with the Data Protection Act 2018. The school is the Data Controller of this data under the Act and is registered with the Information Commissioner’s Office; its registration number is Z5751669. Any queries about this policy or how personal data is processed by the school should be referred to the Data Protection Liaison Officer.