Associate HR Consultant (part-time 16hrs, 3 days/week)
Location: Prestwood, Buckinghamshire HP16 with occasional travel to clients' sites.
We're a growing HR consultancy working with clients in France and the UK mainly in high growth and/or SME environments. We're looking for a professional Associate HR Consultant to support our clients primarily on employment law matters, HR documentation and generalist HR advice. Our team currently consists of a Principal Consultant and of another HR Consultant specialising in specific industries. This new role is created to support the Principal Consultant in both client delivery work and business development activities.
For many people, life is fast-paced and ever-evolving, especially in the workplace where our culture dictates an environment of speed and change. Successful change is a modern-day challenge, so it’s vital that both HR professionals and business leaders understand the aspects and impact that change can have on employees and other leaders. Successful results depend on workforce engagement and effective leadership, which applies whether the change relates directly to them as an individual, or not.
In today’s business world, change is inevitable. Be it processes, consumers, systems or technology, there are no guarantees that things will stay the same; so although you can’t predict what will happen, you can predict that change will happen and plan accordingly.
Employee engagement continues to be a topic of great interest for HR professionals and organisations. In fact, the UK Working Lives survey carried out by the Chartered Institute of Personnel and Development (CIPD) at the beginning of 2018 revealed that “just half of workers feel enthusiastic about their jobs or are willing to work harder than necessary to help their employer or clients”.
The survey also described the seven dimensions that make up the Job Quality Index with Health and Wellbeing being the most important dimension. This highlights the importance of employee engagement and its relationship to well-being should be a critical consideration for every Business Leader.
At the management level, how do you get your employees to engage with the business?
Here comes the festive season yet again with the routine end of year parties and office celebrations. Under those wonderful celebrations lie the murky waters of potential litigations and reputational damage that may result from reckless incidents.
Whether the Christmas party takes place outside of working hours and/or off company premises, the normal laws that protect employees and their rights still apply under the Safety at work Act. If an employee is injured or abused in any way, the company may well be legally liable.
Furthermore, employee relations issues can arise when an office party is planned insensitively; when this follows a period of cost-cutting and redundancies or when no consideration was given to staff from a different faith.
A few tips to consider: