👬People circle

Summary

• Recruitment, on boarding and offboarding

• Policy development and compliance

• Anti-oppression work

• Peer-to-peer and appraisals

• Holiday, sick leave, absence

• Manage People-related risk

• Conflict, team dynamics and healthy culture

• HR admin

Circle vision

Up to date, coherent policies mean that coordinators know where to go in cases of absence, sickness, leave, requested changes to their working conditions or other workplace issues. We feel supported to do this by having people at the organisation we can talk things through with.

We have a fair, effective recruitment processes, informed by anti-oppressive practice, that recruit well suited new coordinators. We work to counter injustices and oppressive structures in the wider world so that no one is excluded from working at the Cable.

We have a healthy workplace culture and team dynamics and practices to support this. We have feedback on our work and help identifying our strengths and our personal development goals each year, with budget to support us to get additional training.

The Cable complies with HR law and supports the safety and wellbeing of our staff, board, collaborators and volunteers in our operations. Our role, work and workplace support our individual and collective wellbeing.

Accountabilities

1. Support the work of the People Circle lead

2. Manage recruitment, selection and contracting in collaboration with the relevant coords

3. Manage all employee on and off boarding procedures ensuring the company meets its statutory obligations, delivers an effective probationary process and gathers useful feedback at exit

4. Develop and manage performance appraisals

5. Provide necessary HR administration and remain up to date on employment legislation to ensure that any changes are communicated in a clear and timely manner

6. Develop and manage our organisational policies and procedures in line with our values

7. Ensure that equality, diversity and anti-oppression is at the heart of what we do; work to counter the impact of structural injustice on recruitment, employment and workplace culture

8. Oversee individual and team development and training

9. Maintain and develop systems/practices to support healthy workplace culture, relationships and team dynamics: a culture of care in the Cable where team members can thrive, achieve personal development and contribute to the aims of the organisation.

10. Oversee our peer-to-peer system of mutual support

11. Maintain safe working environments for staff and volunteers in line with our policies and procedures

12. Provide responsive point of contact and support for HR issues: absence, disputes, conflict, sickness, other issues.

13. Provide support around internal conflict, tensions and difficult team dynamics

14. Oversee that social activities are happening regularly

15. Maintain oversight of toil and holiday

Domains

• Recruitment processes, job descriptions, person specifications

• Onboarding: induction plans

• Probation processes

• Exit interviews and onboarding processes

• Appraisal system

• Peer-to-peer system

• Policies and policy handbook draft development

• Holiday and absence records

• Confidential data related to employee’s health and HR requests e.g. flexible working requests, requests for reasonable adjustments; confidential data related to job applicants e.g. data collected for equality and diversity purposes

• Employee, freelance, collaborator contracts