Total 200 Full-time human resources job vacancies in camden north west london

Human Resources Manager

Do you thrive on inspiring teams and driving results? If so, we want you to be part of our team as the Human Resources Manager at our stunning Park Plaza Westminster Bridge Hotel.

As our Human Resources manager, the friendly face of the 1023 bedrooms Park Plaza Westminster Bridge, you will create, support and lead by example by having a positive, open, and results-orientated mindset.

Why you'll love working for us:

• Discounted PPHE hotel rates (extends to the Radisson Hotel Group and family & friends)
• F&B discounts at our restaurants and bars (for your whole party)
• 2 wellness days meaning you start with 30 days of holiday per year (pro rata) including bank holidays, increasing with years of service
• Two free meals per day
• Access to 40% of your pay before payday through Wagestream
• Recommend a friend scheme - up to £750!
• Vitality at work scheme with great gym discounts & more
• Ride to Work scheme & free cycling lessons
• 24/7 employee assistance programme
• Benefit Hub - Discounted prices at hundreds of stores, supermarkets, major retailers, attractions, restaurants, and cinemas
• Free dry cleaning for work uniform
• Annual Staff parties and events
• Company pension plan & award-winning training

Your key role responsibilities:

• Communication: Have strong interpersonal and influencing skills with a background in collaborating with a wide range of stakeholders
• Strategy: Support the General Manager to achieve the hotel's agreed People Plans, as measured in the People Management metrics
• Development: Support and coach HODs in engagement and employee relations. Work closely with department heads to nurture and develop talent
• Compliance & Policy: Ensure compliance with hotel Human Resources guidelines, policies and procedures, as well as employment law
• Flexibility: Dealing with multiple HR tasks at a time

About you:

• Proven HR Experience: Ideally in a hotel or hospitality setting
• Excellent Communication Skills: You'll be collaborating with a diverse range of stakeholders
• HR Expertise: Solid experience with Employee relations, Employment law, and best practices
• Passion for People: You live our core values: Trust, Respect, Teamwork, Enthusiasm, Commitment, and Care.

Renowned for creating memorable moments, Park Plaza caters to both leisure and business travellers with stylish guest rooms and versatile meeting facilities that are perfectly complemented by award-winning restaurants and bars.

Park Plaza. Be part of it.

• Plans, organizes, and directs the activities of the Civilian Personnel Section, ensuring that human resources work complies with legal and regulatory requirements and meets customer needs.
• Exercises supervisory personnel management responsibilities.
• Represents the Force Support Squadron with a variety of installation and functional area organizations.
• Establishes, defines, and implements requirements for personnel programs to ensure operations are in line with regulatory and fiscal requirements, support goals, and mission requirements.
• Administers appointing and associated authorities on behalf of the Commander for appropriated fund federal civil service personnel at an Air Force (AF) installation.

• Participates in the planning, developing, and evaluating organizational development functions, including developing recommendations for improving the complex Career Program processes.
• Plans and/or conducts assessments and evaluations of overall Career Program and leader development programs. Evaluates problems, deficiencies, and inadequacies in the administration of the Career Program and leader development programs.
• Facilitates a wide-ranging variety of professional development program opportunities to include other essential programs to enhance the effectiveness of the workforce.
• Performs liaison functions (internally and with the Civilian Personnel Advisory Center (CPAC).

You will serve as a subject matter expert responsible for a variety of assignments involving advice, consultation, and guidance on various issues relating to the management of employees, discipline and bargaining, and other labor and employee relations issues for U.S. Customs and Border Protection.
This position starts at a salary of $103,409.00 (GS-13, Step 1) to $134,435.00 (GS-13, Step 10)

GS Salary: Visit this link to view the locality pay tables by geographic area. If you do not see your geographic area listed, select the "Rest of United States" pay table. Some positions fall under a special pay rate depending on the series, grade level and location of the position.Please visit this link to view special pay rate charts.

Salary: Salary listed reflects the rest of U.S. scale and, if applicable, will be adjusted to meet the locality pay or cost of living expenses of the duty location upon selection.

Typical duties include:

• Applying a range of employee and labor relations concepts, laws, policies, practices and analytical/diagnostic methods and techniques to address substantive technical issues or problems characterized by controversial and/or sensitive matters such as discipline, leave, attendance questions or disputes, and the grievance process.
• Reviewing and drafting employee discipline and support documents, unfair labor practices, arbitration, negotiability, and other issues.
• Researching applicable laws and regulations to provide guidance to employees and supervisors.
• Developing and delivering briefings, project papers, status/staff reports, and correspondence to managers to foster understanding and acceptance of findings and recommendations.
• Applying fact-finding techniques to review and gather evidence related to applicable employee relations laws and procedures in order to identify, evaluate, and recommend to management the appropriate human resources interventions to resolve interrelated human resources problems and issues.

Serves as the manager of the Human Resource Office at a Bureau of Prisons (BOP) federal prison camp.

Responsible for planning immediate and long range staffing needs.

Develops a recruitment and staffing plan to identify management's needs.

Responsible for overseeing staffing functions that include requesting certificates of eligibles, scheduling and conducting interviews, BOP-HIRES issues, and preparation of security clearance requests.

Responsible for ensuring accurate guidance is provided on pay administration issues.

Along with all other correctional institution employees, incumbent is charged with responsibility for maintaining security of the institution. The staff correctional responsibilities precede all others required by this position and is performed on a regular and recurring basis.

Serves as the manager of the Human Resource Office at a Bureau of Prisons (BOP) federal prison camp.

Responsible for planning immediate and long-range staffing needs.

Develops a recruitment and staffing plan to identify management's needs.

Responsible for overseeing staffing functions that include requesting certificates of eligibles, scheduling and conducting interviews, BOP-HIRES issues, and preparation of security clearance requests.

Responsible for ensuring accurate guidance is provided on pay administration issues.

Along with all other correctional institution employees, incumbent is charged with responsibility for maintaining security of the institution. The staff correctional responsibilities precede all others required by this position and is performed on a regular and recurring basis.

(Continued from Summary)

GS-09
The primary purpose of this position is to serve as a Human Resources Specialist (Recruitment & Placement) at an Air Force (AF) installation with responsibility for planning, developing, and carrying out a variety of moderately complex staffing and related management advisory services for assigned organizations.

Duties

• Provides management advisory and staffing services to installation-level organizations
• Advises managers and/or employees of legal or regulatory requirements, pertinent policies, procedures, and/or entitlements
• Serves as the HR focal point for one or more employee and management support programs
• Participates in special initiatives, studies, projects, and affirmative employment activities
• Prepares written correspondence and other documents
• Resolves a wide variety of security clearance problems that require choosing alternative responses through coordination with unit security managers, DoD Central Adjudication Facility, Defense Security Service (DSS), Office of Personnel Management (OPM), higher headquarters, etc

• Function as the Systems Personnel Automation Section (PAS) manager and technical expert on all matters related to Army military personnel information systems
• Monitor IPPS-A, Human Capital Management (HCM), Customer Relationship Management *CRM), Oracle Business Intelligence Enterprise Edition (OBIEE) and Service For Analytics and Business Intelligence (SABIR) and resolves all questions and problems.
• Create a security program for military personnel automation systems known as Department Security Tree, security controlling system permissions.
• Schedule work and guides subordinate team leaders in the Branch to meet program goals, objectives, and broad priorities established by the HRC, HQ IMCOM, DHR, and Chief, MPD.
• Formulate procedures to assist and directs automation support to ID cards, separations, reassignment processing, retirement services, casualty/mortuary affairs, postal, retirement services, mobilization/demobilization operations, and manifest.

• Provide expert civilian personnel management advisory and counsel to the Office of the Chief, Army Reserve (OCAR), human resources officers, and command staff.
• Direct Headquarters Civilian Personnel Programs, including management and program analysis, manpower and budget administration, civilian human resources management, and mobilization and contingency plans.
• Develop briefings, talking points, executive summaries, and information papers for the Director and senior Army Reserve leadership.
• Interpret, develop, and direct the implementation of the Army Reserve civilian and Military Technician personnel program in accordance with laws, regulations and directives.
• Monitor the Defense Authorization Bill from deliberation to final signature for legislative or budgetary issues and concerns that will impact the Army Reserve.
• Participate as a senior advisor in resource management and strategic planning meetings that affect the function, structure, and staffing of the Army Reserve civilian workforce.
• Formulate official written responses to Congress, Professional Staff Members, Department of Defense, and Department of Army regarding Army Reserve statutes, policies, and issues involving civilian personnel management.
• Collaborate with representatives from the Department of Defense, Department of Army, Office of Personnel Management, and state and local governments on personnel projects, providing technical expertise and professional judgement.

• Serve as the Civilian Personnel Management Office’s (CPMO) Executive Officer and a staff level Civilian Human Resources (CHR) consultant/advisor at the United States Army Reserve Command.
• Exercise responsibility for all facets of program administration for various HR programs to include identification of program needs, development of programs, and answering inquiries concerning the nature and purpose of programs.
• Advise on current and proposed Federal laws, executive orders, directives, OPM decisions, and policies regarding civilian personnel implications for assigned HR program area(s).
• Review responses to Congressional Inquiries, Army Audit Reports, Inspector General (IG) Inspections, DA and OPM Surveys, etc., regarding policies and practices.
• Prepare reports for the CPMO to analyze the personnel program for assigned activities.
• Maintain automated suspense systems for external and internal taskings and staff actions.
• Responsible for all Directorate publications such as establishing administrative policies, standard operating procedures, and/or directives related to the operations of the Directorate, personnel and administrative rosters.
• Review correspondence for administrative and technical accuracy, and rewrites if necessary before it goes to the appropriate level for signature.
• Maintain the Director and Deputy Director’s schedule, forecasting potential requirements, de-conflicting problems, and plan and project timeframes for historical recurring requirements.
• Execute priorities for daily operations based upon guidance from the Director and Deputy Director.
• Collaborate with senior specialist to evaluate, design, and implement command wide personnel programs and guidance.
• Provide recommended courses of action and other efficiencies that may aid in the achievement of desired goals and objectives.
• Initiate all Request for Personnel Actions (RPAs) upon request for a variety of civilian personnel actions for the CPMO and other Directorates in USARC or OCAR.
• Monitor and track civilian personnel actions through the Civilian Personnel Data System.