Why this job matters

This role involves collaborating with, recruiters, and other stakeholders to ensure timely and accurate generation of employment offers that align with company policies, legal requirements oversee and manage the entire onboarding process within an organization.

What I’ll Be Doing – Your Accountabilities

Offer Generation Process

• Collaborate with recruiters to gather necessary information for offer creation, including compensation details, benefits, employment terms, and other relevant components.
• Ensuring compliance with company policies, legal regulations, and industry best practices.
• Ensure accuracy and consistency in offer generation by maintaining templates, job-specific guidelines, and documentation to streamline the process.
• Work closely with the TA team, Payroll, and rewards specialists to determine appropriate salary ranges, bonus structures, and benefits packages for different roles and levels within the organization
  
  

Onboarding Process

• Design and developing comprehensive onboarding programs that align with the organization’s goals and culture. They create a structured onboarding framework that includes orientation sessions, training modules, and a clear roadmap for new hires.
• Works closely with various stakeholders, including HR professionals, department managers, and team leaders, to ensure a coordinated and cohesive onboarding experience. They collaborate with these stakeholders to gather input, share best practices, and ensure that the onboarding process meets the needs of different departments..
• Orientation and Training: check and review onboarding agenda which may cover procedures, culture, and values, as well as providing an overview of the employee’s specific role and responsibilities.
• Ensure materials like employee handbooks, training manuals, and other resources are up-to-date, informative, and reflect the organization’s values, policies, and procedures.
• continuously evaluates the effectiveness of the onboarding process and seeks opportunities for improvement. They gather feedback from new hires, assess key performance indicators, and make data-driven adjustments to enhance the onboarding experience.
• monitors and tracks onboarding metrics to measure the success of the program. This may include tracking time-to-productivity, employee satisfaction, retention rates, and other relevant metrics. They use this data to assess the impact of onboarding initiatives and make data-informed decisions to enhance the process.
  
  

The Skills You Need

• HR Knowledge: A strong understanding of human resources policies, procedures, and practices is essential. This includes knowledge of employment laws, HR best practices, and industry trends. Familiarity with various HR functions such as recruitment, employee relations, benefits, and payroll is beneficial.
• Legal and Compliance Knowledge: Understanding employment laws and regulations is crucial to ensure that offer letters comply with legal requirements. Familiarity with laws related to employment contracts, compensation, benefits, and data privacy is essential
• Time Management: Efficiently managing time and meeting deadlines is important when generating offer letters. Being able to prioritize tasks, handle multiple offer letters simultaneously, and work within established timelines ensures a timely and professional experience for candidates.
• Communication Skills: Excellent communication skills, both verbal and written, are vital for effectively interacting with employees, managers, and external stakeholders. The ability to convey complex information clearly, empathize with individuals, and provide accurate and concise responses is crucial.
• Attention to Detail: Ensuring that you generates accurate and error-free offer letters requires strong attention to detail.. Paying close attention to specific terms, conditions, compensation details, and any special clauses or provisions is important to avoid discrepancies or misunderstandings.
• Technical Skills: Proficiency in using HR information systems, Any HR management offer generation tool like SF, Snow, Oracle, and other relevant software applications is important. This includes the ability to navigate systems, retrieve information, and generate reports.
• Knowledge of Compensation and Benefits: Understanding the components of compensation packages and benefits offered in the IT industry is valuable. This includes knowledge of base salary, bonuses, stock options, health insurance, retirement plans, and other relevant benefits.
• Collaborating and influencing: has a track record to engage and influence people
• HR Mastery –strong technical HR knowledge and it’s practical application
  
  

Onboarding

Organization and Planning: Effective onboarding requires careful planning and organization. This includes developing an onboarding schedule, coordinating various activities and resources, and ensuring all necessary documentation and materials are prepared and ready for the new hires.

Relationship Building: Building relationships with new hires is important for their successful integration into the organization. This involves creating a welcoming and inclusive environment, introducing new hires to key team members and stakeholders, and facilitating connections and networking opportunities.

Knowledge of Company Policies and Procedures: Familiarity with the organization’s policies, procedures, and culture is necessary to effectively communicate and educate new hires. This includes providing information on employee benefits, code of conduct, compliance requirements, and other relevant policies.

Problem-Solving: Onboarding may involve addressing challenges or obstacles that new hires encounter. Having strong problem-solving skills enables the onboarding professional to identify and resolve issues promptly, ensuring a smooth onboarding experience

Experience You Would Be Expected To Have

• Preferrable 5+ years of managing offer generation process, its audit
• Working knowledge of Service Now and SF a must
• Knowledge of Taleo & other HR tool, such as power apps, etc is good to have
• Should have delivered CX in Onboarding in similar organization
• Previous HR Services experience of onboarding or Offer generation required – Essential
• Strong HR knowledge and some understanding of shared services/third party organisation whether through another organisation, CFU or business area or specific to these teams.
• Confident in challenging the status quo
• Experience & passion for agile ways of working
  
  

Why this job matters

The HR Ops. Advisor 3 assists in the delivery of people processes and practices such as payroll programmes, HRIS management and data analysis related to employment, employee relations, employment practices and procedures, and recruiting.

What You’ll Be Doing

1 – Assists with the implementation of related people strategies and standard operating procedures to support the achievement of the overall organisational strategic and operational objectives.

2 – Assists with the delivery of processes and procedures for the organisation and ensures timely and accurate reporting of information, meeting all legal and regulatory requirements as well as performance objectives such as performance reviews and goal setting.

3 – Assists in the delivery of specified function personnel record keeping related to matters such as new hires, employee reviews, promotions, transfers and separations and ensures that personnel records meet all standards of accreditation.

• Works alongside HR professionals to support the implementation of transformation and change projects to improve the effectiveness of the business function.
  
  

The Skills You’ll Need

Regulatory Compliance

Data Analysis

Communication

KPI/Metric Monitoring

Issue Resolution

Change Management

Performance Management

Business Process Improvement

Stakeholder Management

Policy Design

Project/Programme Management

Decision Making

HR Operations

Growth Mindset

Inclusive Leadership

Our leadership standards

Looking in:

Leading inclusively and Safely

I inspire and build trust through self-awareness, honesty and integrity.

Owning outcomes

I take the right decisions that benefit the broader organisation.

Looking out:

Delivering for the customer

I execute brilliantly on clear priorities that add value to our customers and the wider business.

Commercially savvy

I demonstrate strong commercial focus, bringing an external perspective to decision-making.

Looking to the future:

Growth mindset

I experiment and identify opportunities for growth for both myself and the organisation.

Building for the future

I build diverse future-ready teams where all individuals can be at their best.

About Us

BT Group was the world’s first telco and our heritage in the sector is unrivalled. As home to several of the UK’s most recognised and cherished brands – BT, EE, Openreach and Plusnet, we have always played a critical role in creating the future, and we have reached an inflection point in the transformation of our business.

Over the next two years, we will complete the UK’s largest and most successful digital infrastructure project – connecting more than 25 million premises to full fibre broadband. Together with our heavy investment in 5G, we play a central role in revolutionising how people connect with each other.

While we are through the most capital-intensive phase of our fibre investment, meaning we can reward our shareholders for their commitment and patience, we are absolutely focused on how we organise ourselves in the best way to serve our customers in the years to come. This includes radical simplification of systems, structures, and processes on a huge scale. Together with our application of AI and technology, we are on a path to creating the UK’s best telco, reimagining the customer experience and relationship with one of this country’s biggest infrastructure companies.

Change on the scale we will all experience in the coming years is unprecedented. BT Group is committed to being the driving force behind improving connectivity for millions and there has never been a more exciting time to join a company and leadership team with the skills, experience, creativity, and passion to take this company into a new era.

A FEW POINTS TO NOTE:

Although these roles are listed as full-time, if you’re a job share partnership, work reduced hours, or any other way of working flexibly, please still get in touch.

We will also offer reasonable adjustments for the selection process if required, so please do not hesitate to inform us.

DON’T MEET EVERY SINGLE REQUIREMENT?

Studies have shown that women and people who are disabled, LGBTQ+, neurodiverse or from ethnic minority backgrounds are less likely to apply for jobs unless they meet every single qualification and criteria. We’re committed to building a diverse, inclusive, and authentic workplace where everyone can be their best, so if you’re excited about this role but your past experience doesn’t align perfectly with every requirement on the Job Description, please apply anyway – you may just be the right candidate for this or other roles in our wider team.