HR Support Officer

Join Our Growing HR Team at Invictus Education Trust!

Vacancy for HR Support Officer

Commencing as soon as possible

Permanent, 37 hours per week, all year round

Grade 7 Spine Points 18-23 (£30,559 - £33,366)

Are you looking to kick-start your career in HR within a supportive, growing team?

Invictus Education Trust is excited to announce a new HR Support Officer position, created due to the continued growth of our HR team. This is an excellent opportunity to develop your HR career while making a positive impact on our schools and staff.

About the Role:

As an HR Support Officer, you will play a crucial role in supporting the day-to-day HR operations by being a visible presence in our schools. You will provide vital administrative assistance in recruitment, employee relations, training and development, and compliance. This role offers variety, challenge, and the chance to develop your HR skills in an educational setting.

What We Offer:

• Full training and Continuous Professional Development (CPD)
• Clear career pathways with opportunities to progress within the HR team
• A supportive, friendly team environment where you’ll receive mentoring and guidance
• The chance to make a real difference to school improvement through the Workforce Strategy
• Nationally agreed terms and conditions in line with NJC Green Book provision
• Local Government Pension Scheme
• Generous annual leave in addition to bank holidays and concessionary day
• Free onsite parking
• Free annual flu vaccinations

Key Responsibilities:

• Provide HR support on the ground in schools within the Trust
• Assist with recruitment, onboarding, and induction processes
• Maintain accurate HR records and ensure compliance with policies and procedures
• Support the school leaders with employee relations issues and staff welfare
• Coordinate and assist with staff training and development opportunities
• Handle HR queries from staff and provide guidance where appropriate

What We’re Looking For: To succeed in this role, you will need to have:

• Qualifications: NVQ Level 3/CIPD Level 3 or equivalent relevant experience, with a good standard of English and Maths
• Experience: A successful track record in managing and developing HR processes such as recruitment, payroll, probationary periods, and low-level casework
• Skills: Highly skilled in Microsoft Word, Excel, PowerPoint, Publisher, and MIS systems, as well as applicant tracking systems
• Analytical Ability: The ability to analyse data and present findings clearly to various audiences
• Attention to Detail: Consistently accurate in your work
• Independence & Teamwork: Able to work independently, while also collaborating effectively with others
• Values: A strong commitment to the values of the Trust and the highest standards of child protection and safeguarding
• Relationships: Ability to form and maintain professional relationships quickly and effectively
• Tenacity: A resilient and determined approach to challenges

Why Choose Invictus Education Trust?

At Invictus Education Trust, we’re committed to nurturing talent and supporting career growth. This role offers more than just a job – it’s the opportunity to develop a rewarding career within HR, with clear pathways for advancement and ongoing professional support.

If you are enthusiastic, eager to learn, and ready to make a meaningful contribution, we would love to hear from you.

Interested? If you’re ready to make a positive impact and build your HR career in a vibrant educational setting, we’d love to hear from you. We encourage informal telephone discussions, virtual meetings, or visits to the Trust before the closing date. Please contact Jodie Wallwork, Employee Relations Manager, at jwallwork@invictus.education or by phone on 01384 686558/07939 982295.

Interviews will be held on a rolling basis; shortlisted candidates will be offered an interview and should a successful appointment be made; the advert will be closed and candidates informed.

In line with Keeping Children Safe in Education 2024, as a part of our recruitment process, we will carry out an online search on shortlisted candidates to identify any comment, image or other content that could cause reputational damage to the trust and/or give rise to a safeguarding concern. If we discover anything during our searches this will be passed onto the recruitment manager and discussed during interview.

We are deeply committed to safeguarding and promoting the welfare of Children and expect all Staff and Volunteers to share this commitment. All necessary Safeguarding checks will be undertaken which must have satisfactory outcomes, otherwise the conditional job offer may be withdrawn. Details of the checks that will be undertake can be found at: Keeping Children Safe in Education, 2024

This role has been assessed as working in regulated activity and is subject to an Enhanced DBS plus Children’s Barred List Check.

It is an offence to apply for this role if you are barred from engaging in regulated activity relevant to children.

This post is exempt from the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020). This means that certain convictions and cautions are considered ‘protected’ and do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account. Guidance about whether a conviction or caution should be disclosed can be found on the Ministry of Justice website:

https://www.gov.uk/government/publications/new-guidance-on-the-rehabilitation-of-offenders-act-1974.

Positions at the school are exempt under the Rehabilitation of Offenders Act 1974 and as such appointment to a post will be conditional upon the receipt of a satisfactory response to a check of police records via the Disclosure and Barring Service (DBS). DBS Filtering guidance can be found on the GOV.UK website.

https://www.gov.uk/government/publications/dbs-filtering-guidance/dbs-filtering-guide

As a Trust we are committed to ensuring that throughout our recruitment and selection process, no applicant will be disadvantaged or discriminated against because of the protected characteristics under the Equality Act 2010.