Farrer & Co is an independent law firm, with a rich history. A centuries-long tradition of advising private families, individuals and charitable institutions is today complemented by our work with Businesses, Financial Services, Individuals, Families and Family Offices (IFFO), Education and Not For Profit organisations.
We look to be the market leader in our chosen areas of expertise, advising clients on the contentious and non-contentious legal, business and personal issues they face.
Our reputation and success is based on the goodwill of numerous close client relationships. We are trusted advisers, acting in our clients' long-term interests and paying careful attention to quality and personal service.
Our clients tell us they value us for our integrity, good judgement and professional excellence, as well as our broad perspective, practical solutions and value for money. They describe us as 'a likeable bunch' too. |
The HR Team is responsible for the development of HR strategy in line with the firm's vision and values, and effecting this through the design and implementation of HR policies, practices and initiatives across all areas of people management including professional development, recruitment and selection, diversity, employee relations, pay and benefits, and organisational change and development. |
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Client groups and Committees HR Generalist
Recruitment
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Manage all aspects of the resourcing process for Secretarial and Business Services (up to Manager level) vacancies including liaising with agencies, drafting job descriptions and agency briefings, posting vacancies, screening applications, conducting in tray exercises and interviews, preparing interview questions, co-ordinating interviews, administering and marking candidate selection assessments, arranging timely production of offer letters and employment contracts and any other activities associated with recruitment and selection as required.
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Assist the HR Management team in all aspects of the resourcing process which relate to vacancies for senior Business Services and fee earners as required.
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Build and maintain strong working relationships with the Firm's recruitment PSL, prepare and distribute briefings and quarterly newsletters, monitor performance annually (in collaboration with the other members of the team) and review and revise the PSL as appropriate.
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Pro-actively seek ways to improve and develop the Firm's recruitment process and the candidate experience.
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Super-user of Allhires system.
Induction of new joiners
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Arrange and conduct inductions for relevant client group new joiners.
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Proactively follow-up with new joiners to help ensure an effective initial integration into their team and the Firm.
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Spearhead any early difficulties or concerns in relation to the new joiner, liaising with the relevant Line Manager or HR Management team member as required.
Employee Correspondence
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Produce letters and memos to employees as required in relation to changes to terms and conditions of employment, maternity leave, secondments, sabbaticals and any other items which require written confirmation of changes
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Prepare correspondence relating to employee relations meetings (including grievance, disciplinary and capability hearings, flexible working request meetings, maternity and return to work from maternity, and exit interviews).
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Attend employee relations meetings (as above) in a note-taking capacity.
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Draft scripts in preparation for employee relations meetings, as requested by HR Management team
Maternity and other family-related leave
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Co-ordinate maternity process for relevant Fee-earning, Business Services and Secretarial client groups including initial meetings, preparing letters and liaising with HR Managers, DSMs, DMPs or PAMs regarding cover
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Prepare pre and post maternity paperwork including correspondence and any other documentation required for all maternity matters in client group
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Provide quarterly analysis of all maternity and working parents’ surveys to HR Management team and make recommendations based on findings.
Employee absence management and wellbeing
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Monitor on a monthly basis client group absence levels, analyse trends, highlight issues and concerns against the Firm’s policy, and make recommendations to HR Management team.
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Conduct return to work meetings as required.
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Organise Work Station assessments when required and manage individual cases to resolution.
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Manage/administer referral process to Occupational Health Advisers, including completion of referral forms and arranging of appointments.
Leaver Process
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Prepare leaver letters and complete relevant leaver administration.
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Manage online exit interview process.
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Conduct face to face exit interviews with Business Services and Secretarial staff and produce written summary of the meeting.
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Arrange face to face exit interviews where required for fee earners with HR Management team
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Co-ordinate feedback from face to face exit interviews and in conjunction with other HR Officer ensure the timely production of quarterly exit interview analysis to HR Management team
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Work with the HR Management Team on actions from exit interviews for client group.
Benefits, Salary and Bonus review
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Assist Junior Reward & Benefits Manager with the annual benefits, salary and bonus review processes.
Float secretarial management
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Monitor and co-ordinate the float secretary rota on a daily and weekly basis.
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Liaise and communicate float availability to the Departmental Secretarial Managers (DSMs) and reallocate and prioritise cover accordingly.
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Produce weekly float allocation list and publish on the intranet. Monitor the long-term plan for float allocation
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Send out weekly float assessment forms
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Attend the float secretary appraisal and mid-term review meetings in a note taking capacity
Human Resource Information Systems and Reporting
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Proficient user of all HR systems:- Bowland (appraisal system), Empower (employee database), Orbit (benefits system), Allhires (recruitment system) and EmpowerMe (employee self-service)
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Generate, maintain and analyse key HR reports including; absence, staff turnover, forthcoming retirements, secondments, family-related leaves, fixed term contracts and Consultants expiry/renewals, highlighting trends and concerns to the HR Management team.
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Generate and maintain accurate monthly reports for the DMPs and BSDs for use by the HR Management team.
Departmental Secretarial Managers (DSMs)
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Build and maintain effective working relationships to support the DSMs.
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Co-ordinate with other HR Officer regular DSM meetings. Circulate the agenda, attend meetings, take minutes and note any actions and circulate to attendees in a timely manner.
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Attend secretarial meetings (where appropriate) with the DSMs to develop relationships and ensure secretaries are aware of their point of contact.
Corporate Responsibility Committee
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Contribute to the Committee, acting as the primary HR representative at committee meetings.
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Follow-up and take forward any HR related actions from each meeting.
Risk Management Committee and BASS
Policies, Projects and Other Duties
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Maintain up to date process notes for all aspects of the HR Officer role.
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Support the annual HR budgeting exercise, as required by the HR Director .
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Update the HR sections of the intranet as required.
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Write news items on behalf of the HR Team for the firm-wide fortnightly news bulletin.
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Continually review the efficiency and usability of the HR intranet and make recommendations for enhancements.
HR team support
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Cover other team members responsibilities as required during periods of absence and/or particularly busy times.
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Assist with any other ad hoc project or task as identified and required by the Firm or HR Management team.
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Provide coaching, guidance and mentoring to the HR Assistant and HR Administrator.
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