Human Resources Specialists

Human Resources

Level 4375 of 1200 points

Job description

Human Resources Specialists

Job purpose

To recruit, screen, interview and place individuals within the organisation, and to interpret and apply HR policies, procedures and employment law across the employee lifecycle, so that the organisation attracts suitable candidates, meets its legal obligations and maintains accurate employment records.

Skills

Specialist knowledge of recruitment and selection practice, employment law and equal opportunity requirements, HR policy, performance management and HR information systems, plus a working understanding of the business areas recruited for. Bachelor's degree or equivalent with several years of related experience.
Interviews candidates, informs applicants of duties, terms and conditions, and conducts exit interviews. Addresses employee relations issues including harassment allegations and work complaints, requiring careful questioning, impartiality and discretion. Confers with managers on policy and trains them in interviewing, appraisal, counselling and documenting performance issues.
Matches applications against requirements and makes reasoned hiring recommendations; interprets policy and law against situations that are rarely identical; investigates employee concerns; analyses employment data; and evaluates selection and testing methods against professional and statistical standards. Judgement is applied within an established policy framework.
Runs recruitment end to end — developing sourcing strategies for current and anticipated needs, searching databases and networks, scheduling interviews and orientations, coordinating with staffing agencies, and keeping organisational charts, handbooks and evaluation forms current. Manages several vacancies and cases concurrently against competing timelines.
Work is carried out at a desk and in meeting and interview rooms, using a computer. No manual handling or dexterity demands.

Responsibilities

No formal line management, but exercises real influence over others' employment through screening, hiring recommendations and the handling of relations issues, and trains and advises managers on people practices.
No budget holding. Informs applicants and employees of compensation and benefit arrangements and may administer benefit plans, but does not set or authorise them.
Ordinary care of a workstation, HR systems and recruitment records.
Prepares and maintains employment records for hiring, termination, leave, transfer and promotion using HR management software; maintains organisational charts, handbooks and directories; and prepares required statutory and management reports. Handles highly confidential personal and case material, including allegations, where mishandling carries legal and reputational consequences.

Effort required

Regular analytical demand: interpreting law and policy against individual circumstances, assessing candidate evidence, investigating complaints and analysing employment data — with accuracy required across concurrent cases and frequent switching between recruitment, casework and advisory work.
Recurrent involvement in situations emotionally charged for others: rejecting applicants, handling harassment allegations and work complaints, conducting exit interviews and processing terminations. Requires composure, impartiality and confidentiality, though the postholder generally advises and administers rather than owning the final decision.
Predominantly seated office work, with movement between rooms for interviews, orientations and recruitment events. No lifting or exertion.

Working conditions

Office-based without physical hazard, with periods away from base at job fairs, recruitment events and other sites. The notable demand is psychosocial: sustained exposure to confidential and sensitive personal information, to applicants receiving unwelcome decisions, and to interpersonal conflict in employee relations casework.
Regular business hours with recurring deadline pressure from recruitment cycles, statutory reporting and case timescales, and frequent interruption from managers and employees seeking advice. Operates with moderate autonomy inside a defined policy, legal and procedural framework.

Skills

40% · 211 points▾

KnowledgeLevel 4 of 8
72 of 144 points
Factual and theoretical knowledge in broad contexts within a field of work. The job requires a range of thinking and practical knowledge to find solutions to specific problems in the job or study area.
Interpersonal and communication skillsLevel 3 of 5
58 of 96 points
Effective communication and interpersonal relationships. The job holder is required to adapt communication to different audiences and foster trust, cooperation and positive working relationships.
Problem-solving skillsLevel 2 of 5
38 of 96 points
Standard problems. The job involves solving problems with defined alternatives. Some judgement is needed, but help is usually available.
Planning and organisational skillsLevel 3 of 5
43 of 72 points
Moderate organisational skills required. The job requires the organising and prioritising of multiple tasks, with some level of adjustment to plans on the basis of changing circumstances or deadlines.
Physical skillsLevel 0 of 5
0 of 72 points
Not applicable. The job does not require any particular physical skills (although there is likely to be some physical activity).

Responsibility

35% · 87 points▾

PeopleLevel 1 of 5
29 of 144 points
Very limited. Not required to supervise or perform a caregiving role. The job may involve providing basic guidance to or orientation for others, such as helping new colleagues settle in.
Goods and equipmentLevel 0 of 5
0 of 84 points
Not applicable. The job does not involve any responsibility for goods or equipment.
InformationLevel 3 of 5
58 of 96 points
Moderate responsibility for information. The job involves managing information to ensure it is accurate, of high quality and secure. The job holder may make decisions about the handling of sensitive data.
Financial resourcesLevel 0 of 5
0 of 96 points
Not applicable. The job does not require any responsibility for financial resources.

Effort

15% · 53 points▾

Mental effortLevel 2 of 5
24 of 60 points
Moderate mental effort. The job involves tasks that require focus, such as analysing straightforward information or performing repetitive tasks that require attention to detail.
Psychosocial and emotional effortLevel 2 of 5
29 of 72 points
Occasional psychosocial and emotional effort. The job requires occasional involvement in emotionally demanding situations, such as handling minor conflicts or dealing with upset individuals.
Physical effortLevel 0 of 5
0 of 48 points
Not applicable. The job does not require any physical effort.

Working Conditions

10% · 24 points▾

Environment (physical, psychological or emotional)Level 1 of 5
17 of 84 points
Minimal exposure to hazards or stress. The job involves little or no exposure to physical hazards (e.g. chemicals, moving equipment, noise) and minimal emotional or psychological risks (e.g. occasional routine tasks with no emotional burden). There is minor exposure to dust, dirt, fumes, noise, waste, poor lighting, etc.
Organisational environmentLevel 1 of 5
7 of 36 points
Minimal organisational demands. The job requires standard working hours with no night shifts or irregular schedules. There is little or no need for travel or digital connectivity beyond typical working hours.