HR Assistant

Oxted School; Old Oxted; On-site; GBP 22,000 - 28,000; Full time

Benefits offered by this job

Mentorship and training

Professional qualification support

Job summary

Oxted School is seeking a dedicated HR Assistant to join the growing HR team. The role offers 36 hours per week, a 52-week arrangement, and a fixed-term contract of 6 to 12 months, with duties spanning recruitment, onboarding and payroll administration.

You reports to the HR Partner and will work across Oxted School and other THPT Schools, enjoying mentoring and opportunities for professional qualifications in a supportive environment.

Qualifications

• Experience providing day-to-day administrative support in HR.
• Experience or exposure to recruitment, onboarding and payroll processes.
• Willingness to engage in mentorship and pursue professional qualifications.

Responsibilities

• Provide day-to-day administrative support for HR processes.
• Assist with recruitment, onboarding and payroll administration.
• Support the HR team and maintain data protection and compliance.

Skills

HR administration

Recruitment

Onboarding

Payroll

Communication

Job description

This role is a full-time, fixed term role, working 36 hours a week, 52 weeks a year, for a period of 6 to 12 months.

We have an exciting opportunity for a HR Assistant to join our growing HR team, based at Oxted School and other locations within THPT Schools. This role is responsible for the day-to-day administrative support to ensure the smooth operation of HR processes.

Reporting to the HR Partner, you will be responsible for key HR functions, including recruitment, employee onboarding, and payroll administration. Strong communication and organisational skills are essential for this role. Whilst this role is based at Oxted School, you will be working for other schools within the Trust.

This role is well-suited for someone with HR experience who is looking to further develop their career. The successful candidate will benefit from mentorship from a team of established HR professionals, with training provided in post and potential support for professional qualifications.

Working in a school environment is desirable but is not essential.

All adults employed by the Trust have a responsibility for data protection and have a duty to observe and follow the principles of the GDPR Regulations.

The Howard Partnership Trust is an inclusive employer and welcomes applications from all individuals, regardless of gender, marital status, disability, race, age, or sexual orientation.

All applicants must be able to provide evidence of their Right to Work in the UK prior to commencement of employment. As part of our need to comply with UK immigration rules, you will be required to provide Home Office stipulated documentation prior to interview.

Early applications are encouraged. We reserve the right to interview and appoint prior to the closing date of this advertisement.

As well as verification of identity, we ask all successful candidates to undertake an enhanced DBS disclosure. In line with Keeping Children Safe in Education (KCSIE) guidance, we may also conduct an online search about any shortlisted candidates as part of our due diligence to identify any matters that might relate directly to our legal duty to meet safeguarding duties, in accordance with Keeping Children Safe in Education (KCSIE).

SAFEGUARDING AND FURTHER INFORMATION

The successful candidate will be subject to a satisfactory enhanced disclosure from the Disclosure and Barring Service (DBS).

The Howard Partnership Trust is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment

Due to the nature of this role, it will be necessary for the appropriate level of criminal record disclosure to be undertaken. In making your application, it is essential you disclose whether you have any pending charges, convictions, bind-overs or cautions and, if so, for which offences. This post will be exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act 1974. Therefore, applicants are not entitled to withhold information about convictions which for other purposes are ‘spent’ under the provision of the Act, and, in the event of the employment being taken up; any failure to disclose such convictions will result in dismissal or disciplinary action. The fact that a pending charge, conviction, bind-over or caution has been recorded against you will not necessarily debar you from consideration for this appointment.