Established in 1986, City in the Community Foundation is the registered charity of Manchester City FC and uses the brand of the parent Club to deliver award-winning programmes centred around Health, Education and Inclusion. The projects engage and impact over 30,000 lives in Manchester annually.
The purpose of this role is to provide support to the HR and Talent Manager and CITC’s management team by administrating and coordinating the key processes related to our people and advising the wider team on first-line HR queries.
Accountabilities with Key Outcomes:
1. Coordinate all HR administration during an individual’s employment lifecycle to ensure an efficient HR support for the business, that is accurate and timely. This includes:
2. Work closely with the Business Admin and CFG HR Ops teams, communicating and processing required updates to ensure monthly deadlines are achieved and Payroll cut off dates adhered to.
3. Maintain accurate departmental systems, hard-copy and digital filing, logs, trackers and HR shared drive to ensure accurate monthly reporting to the business of key workforce statistics.
4. Coordinate general HR administration to ensure business processes are adhered to. This includes raising PO’s, stationery orders, booking facilities for internal and external meetings, and general post. Maintain HR documentation including HR forms, processes and guides and update and develop these where appropriate.
5. Draft ad-hoc business correspondence and general team communication to ensure consistency in tone is achieved. When required, act in the capacity of notetaker in formal meetings to ensure an we have an accurate record of events.
6. Provide support to the HR and Talent Manager with project work related to the CITC people plan, to support HR’s contribution to CITC’s wider strategic objectives.
7. Ensure that CITC’s Safeguarding policy and procedures are embedded to the highest standard across the team. Work to ensure that safeguarding practices and principles are adhered to, ensuring our legal and moral obligations towards the framework.
8. Ensure that all CITC and CFG policies and procedures are adhered to across the team, escalating any breaches as appropriate.
Knowledge, Skills and Experience:
Educated to A-level or equivalent
Previous administration experience in a busy environment
Experience of maintaining internal partnerships and building relationships with external stakeholders
Proficient across Microsoft Office
Ability to work independently and proactively
Able to understand importance of confidentiality and use of discretion
Excellent communication skills; verbal, written and face to face
Resilient and adaptable to change
Ability to work simultaneously across multiple deadlines
Acute attention to detail with the ability to question anomalies and spot trends
Creative and passionate about continuous improvement
HR specific training or qualifications, either achieved or in progress
A knowledge of HR systems, particularly Success Factors (SAP) and/or Payroll processes
Knowledge and understanding of HR policies and practice gained from working in a professional HR environment
Understanding of Right to Work and GDPR legislation and how this affects employment data collection, storage and use
Experience or knowledge of the charitable/voluntary sector
Experience with supporting remote teams
Job Impact/Influence Measures:
People management - The role has no direct reports, but it is expected that the post-holder has an in-depth knowledge of the group’s relevant policies and procedures to assist the team with common queries.
Network – The HR Coordinator role is an integral one for CITC, providing support to every member of the team. The role links the Operations, Fundraising and Partnerships and Business Support teams, helping to ensure consistency in how our people policies are applied.
There is also the requirement to build and maintain relationships with CFG’s HR Operations team and support them with issues or projects where necessary. There will be interaction with other individuals and/or teams within CFG.
Decision-making Authority: (Full / senior / some / limited / little / none)
Limited decision-making authority; the role involves working proactively and independently within administrative processes.
Reports into HR and Talent Manager.
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