WREXHAM AFC - HR Manager

EXPERIENCE/QUALIFICATIONS REQUIRED

• CIPD Level 5 qualification or equivalent
• At least 5 years’ experience in a HR generalist environment
• Demonstrated understanding of employment law with the ability to apply this in a football/sports setting
• Byddai hyfedredd yn y Gymraeg yn fantais amlwg

   

  PERSONAL SPECIFICATION - SKILLS/ABILITIES REQUIRED

• Excellent organisational and administrative skills 
• Ability to think strategically and contribute to the Club’s long term planning
• Strong ability to implement and monitor internal controls – able to anticipate, assess and mitigate risk
• Resilient, flexible and a positive attitude
• Ability to work without supervision when needed, to deadline and with a pro-active desire to improve efficiencies, processes and working practices
• Outstanding verbal and written communication skills; with the ability to present information clearly and concisely
• Excellent analytical and problem-solving skills
• High level of accuracy and attention to detail
• Proficient user of Microsoft Office; particularly Word and Excel and confident user of MS Teams and Sharepoint
• Previous experience of using HR systems would be an advantage
• The ability to maintain confidentiality at all times and in all circumstances
• A keen interest in football and an understanding of the football industry.

CLUB VALUES

Code of Conduct  

Wrexham Football Club expects the highest standards of integrity and conduct in all matters concerning the Club and its employees. The Code of Conduct makes clear the standards of conduct expected from its employees and explains the responsibilities of the Club, as the employer. All employees are expected to always act wholeheartedly in the interests of the Club.  Any conduct detrimental to its interests or its relations with its customers, suppliers, the public or damaging to its public image shall be a breach of Club rules and policies. Discriminatory, offensive, and violent behaviour are unacceptable, and any complaints or concerns will be dealt with and acted upon.  

Equality, Diversity & Inclusion

Wrexham Football Club are committed to ensuring that equality, diversity and inclusion of opportunity is at the very heart of everything we do to ensure we provide fair and non-prejudicial access to the services across the Club. We uphold everyone’s freedom of rights and choice to be different and aim to provide opportunities for everyone to succeed. It is the policy of the Club that no person, whether player, job applicant, employee, volunteer, or customer, shall be discriminated against. The Club opposes all forms of unlawful and unfair discrimination, either direct or indirect, or harassment, on the grounds of the following ‘protected characteristics’: Age, Disability, Gender Reassignment, Marriage & Civil Partnership, Pregnancy & Maternity, Race, Religion or Belief, Sex and Sexual Orientation. Anyone who is found to be in breach of this could receive disciplinary action, which may well include suspension and dismissal.  

The Club is fully committed to the EFL Equality, Diversity & Inclusion Standards and as we are under represented in these areas; we particularly welcome ‘entry level’ applications from women, individuals from Black and Minority Ethnicities, the LGBT community and anyone with a disability.  

Safeguarding and Safer Recruitment

Wrexham Football Club are committed to and has both a moral and legal obligation to ensure that all children and vulnerable adults are protected and kept safe from harm whilst engaged in services organised and provided by the club and believes that the general wellbeing, welfare and safety of all children and vulnerable adults engaged in club activities is of the upmost importance. The Club will fulfil its responsibilities by ensuring it displays best practice in safeguarding matters – including Safer Recruitment - carried out in a spirit of partnership and openness with the child or vulnerable adult, families, and the relevant local authority. 

Having a criminal record will not necessarily bar a potential candidate from working with the Club. This will depend on the nature of the position and the circumstances and background of the offence(s) committed.    As an organisation using the Disclosure and Barring Service (DBS) to assess applicant’s suitability for positions of trust, the Club complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly.   Potential applicants need to check on the government website (https://www.gov.uk/tell-employer-or-college-about-criminal-record/what-information-you-need-to-give) whether cautions / convictions should be disclosed as part of their application.