HR Officer

Reporting into the Chief Operating Officer, you will oversee the day-to-day management of our people by leading our HR function

Working across GTFC, the Academy and the Foundation, you will manage the whole employee lifecycle from recruitment, onboarding, employee development, to improving performance and advising managers on employee issues. You will be involved in anything people related ensuring queries are dealt with promptly and reliably.

Main Roles & Responsibilities

• Embed the Club values throughout the Club, Foundation and Academy
• Manage the employee lifecycle from recruitment through to exit, including all associated administration, processes and letters
• Manage recruitment campaigns, preparing/creating job descriptions, posting adverts in line with company/EFL procedures and guidelines, arranging interviews, liaising with candidates / agencies, conducting interviews, developing best practice recruitment processes
• Manage and update the online recruitment portal (EFL iRecruit)
• Manage Employee Satisfaction Surveys and respond to staff input including engagement around major decisions / changes taken
• Manage the salary review process and undertake Gender Pay Gap reporting
• Support the Equality Code of Practice, emphasising diversity, equity and inclusion
• Administration of new starters – draft offer letters and contracts, coordinate pre-employment checks, liaising with the Lead Safeguarding Officer for DBS checks where relevant, and manage/develop an engaging onboarding programme
• Liaise with payroll departments regarding new starters, leavers and employment changes
• Carry out inductions for new employees and arrange a full induction plan, ensuring a structured introduction that promotes a smooth transition and a warm welcome to the team
• Ensure policies are reviewed and updated as required and are available internally and externally where required
• Drive the performance framework cycle supporting managers and team members to have meaningful conversations about personal development and growth
• Identify and co-ordinate development programmes to support staff CPD
• Help with policies, procedures, legislation, and enterprise agreements. Update all HR related policies, procedures, processes and contracts, ensuring these are in line with current legislation
• Main point of contact providing day-to-day advice to line managers/employees regarding HR related queries, requests, policies and procedures
• Support the Club’s social and environmental performance as measured by the Club’s ESG dashboard on a quarterly basis
• Support succession planning and talent development
• Assist and advise with employee relation matters including investigations, disciplinary and grievances. Help managers navigate difficult conversations to effectively support these processes.
• Monitor sickness absence management and recording, performance management and employee wellbeing activities
• Monitor and report on key people metrics, such as turnover, retention rates, cost per hire, absence and using this insight to make recommendations for improvement and progress
• Explore opportunities to expand the workforce i.e. with students, placements, apprenticeships etc.
• Maintain and update personnel files, ensuring they are up to date and hold relevant information

PA to CEO Duties

• Manage the day-to-day aspects of the CEO’s diary, including organising both internal and external meetings, booking travel, accommodation and meeting rooms (internal and external) where necessary
• Communication with internal and external stakeholders to ensure smooth arrangements are made for in person and virtual meetings
• Administer Board and Committee meetings including sending invites, agenda, document preparation, typing up minutes and circulation

Safeguarding Statement

Grimsby Town Football Club is committed to safeguarding the welfare of children and young people and expects all employees, workers, students and volunteers to endorse this commitment. This post requires an Enhanced Disclosure and Barring Service Check (DBS) as such it is exempt from Rehabilitation of Offenders Act (1974). Therefore, all convictions including spent convictions that have not been subject to filtering by the DBS should be declared. Relevant information and / or documents will be distributed as part of the recruitment process.

Equality, Diversity and Inclusion

Grimsby Town Football Club’s commitment to Equality, Diversity and Inclusion is to confront and eliminate discrimination whether by reason of age, gender, gender reassignment, sexual orientation, marital status or civil partnership, nationality, ethnicity (race), religion or belief, ability or disability, pregnancy or maternity and to encourage equal opportunities (Protected Characteristics, Equality Act 2010).

Employees, workers and volunteers of Grimsby Town Football Club must ensure a positive commitment towards equality, diversity and inclusion by treating others fairly and not committing any form of direct or indirect discrimination, victimisation or harassment of any description and to promote positive working relationships between all internal and external stakeholders.

Disability Confident Committed Employer