Birmingham City Council

HR Advisor

Location
The Arthur Terry Learning Partnership Kittoe Road Sutton Coldfield B74 4RZ
Salary
£27,741 to £34,728 FTE – Actual salary £24,181 to £30,271
Posted
18 Nov 2021
Closes
30 Nov 2021
Contact
recruitment@atlp. org.uk
Sector
Education
Contract Type
Permanent
Working Pattern
See advert details
Hours
Full-Time

HR Advisor

£27,741 to £34,728 FTE – Actual salary £24,181 to £30,271

Hours per week: 37 per week, term time only

Contract Type: Permanent

The Arthur Terry Learning Partnership

Kittoe Road

Sutton Coldfield

B74 4RZ

Telephone Number: 0121 323 2221

Email Address: recruitment@atlp.org.uk

Job Start Date: As soon as possible

The Arthur Terry Learning Partnership is a highly successful Multi Academy Trust (MAT) encompassing 5 secondary schools, 11 primary schools, a Teaching School, and School Centred Initial Teacher Training provider. Our schools are based in North Birmingham, Tamworth, Lichfield, and North Warwickshire. A further secondary school and 2 primary schools will join ATLP in January 2022.

The role

As a HR Advisor you will develop and promote the human resources function within our Trust of schools by providing high quality and timely HR advice and support. We have excellent working relationships with our wonderful Headteachers and staff. Our job is to ensure we are legal and compliant by translating policy into practice in a school setting. Most importantly our role is to support and care for our staff so they can support and care for our children and young people.

What you'll need to succeed

• to share our passion for wanting the very best for our staff and students

• experience of working within a HR team, ideally in a school or education setting

• ideally CIPD qualified

• be emotionally intelligent with the ability to build strong working relationships with a variety of stakeholders

• working knowledge of terms and conditions of employment for teachers and support staff and the ability to translate this knowledge into practice

• excellent communication skills

• the ability to work in a face paced, challenging yet rewarding role

What you'll get in return

• a blend of home and office-based working

• a supportive, experienced team

• a competitive salary

• competitive pension scheme, Local Government Pension Scheme

• term time only working, so 13 weeks school holiday

• access to continuous professional development opportunities

Closing Date: 30 November 2021, 9am

For an application pack please see our website: https://atlp.co.uk/vacancies or can be downloaded here

To arrange an informal chat about the role, please contact Sandra Martin, HR Director by emailing: Sandra.Martin@atlp.org.uk

Interviews: Early December

Completed application forms should be emailed to: recruitment@atlp.org.uk

Please note we do not accept CV’s; applications will only be considered if received on an ATLP application form.

Please note we do not accept CV’s; applications will only be considered if received on an ATLP application form.

Please find a link to our safeguarding policy which we would encourage you to read prior to applying to work in our organisation.

Applicants please note: This post is not part of the City Council and the successful candidate will not hold a Birmingham City Council Contract of Employment. Please use the contact details in the advert for information on actual employment conditions.
 


This school is committed to safeguarding and promoting the welfare of children and expect all staff and to share this commitment. The successful candidate will be subject to necessary pre-employment checks, including: an enhanced DBS; Childcare Disqualification (where applicable); qualifications (where applicable); medical fitness; identity and right to work.  All applicants will be required to provide two suitable references. 


Rehabilitation of offenders: This post is exempt from the Rehabilitation of Offenders Act 1974 and the amendments to the Exceptions Order 1975, 2013 and 2020. Which means that when applying for certain jobs and activities certain spent convictions and cautions are ‘protected’, so they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account. Further information about filtering offences can be found in the DBS filtering guide.

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