What we do

[PIAS] champions and supports the best independent music in the world across our unrivalled international network. Established in 1982, we operate 16 global offices – all leveraging local relationships to influence local gatekeepers.

Our Mission

·To be at the very heart of the independent music ecosystem

·To relentlessly and passionately discover, promote, market, sell and distribute the music of independent labels and artists.

·To spread the music we champion with passion, integrity and care. To help it encounter audiences and success.

·To constantly challenge ourselves to improve.

What does an HR Coordinator do at [PIAS]?

The HR Coordinator is member of the HR team, reporting into the HR Manager and will be responsible for HR processes across UK and US.

The role is to deliver an efficient and effective HR service to employees for all HR activities associated with the employee lifecycle (including future, current and former employees). The role focuses on employee service and consistency, increasing efficiency, effectiveness and confidence in the overall HR service delivery within [PIAS]. The role also provides first line HR support to employees and managers across the Company and responding to HR queries.

Key Responsibilities Employee lifecycle HR Administration: Provide an efficient, effective HR administration service, for all employee lifecycle transactional processes and procedures. This will comprise of joiners, leavers, pay changes / promotions, various types of leave, as well as supporting benefits administration. Specifically, the role will provide full HR administration for:

·Joining & Onboarding: from offer letter and contract generation through to coordinating the HR induction and onboarding process for new employees

·Probation periods: track probation periods across the company, liaising with the relevant Manager or dept head in a timely manner. Generate consistent documentation at probation end and escalate any issues or concerns to HR Manager.

·Promotions & pay changes: Once all relevant approvals have been received, administer changes to an employee’s T’s&C’s, which could be via change letter, contract amendment or full contract update

·Employee leave administration and tracking: responsible for various leave types including maternity, paternity, parental, sickness and unpaid time off. Responsible from calculating payments through to generating the relevant consistent documentation

·Leavers: Full responsibility for leaver arrangements from administration through to employee file management. This will include leaver administration, payroll notification and exit interview and any reference requests from future employers

·Data management: Ensure that any employee change is captured appropriately, for example via payroll, systems updates, or via employee files

·Benefits administration: Ensure that employee benefits are managed in a timely manner, including season ticket loans, private medical scheme memberships and Cyclescheme applications

·HR process and policies: good understanding of the HR policies and processes and advice employees of the guidelines where appropriate

·To continually support and/or lead the review, evaluation and recommendations of process improvements with the intention of having standardised, consistent and efficient HR processes:

·Ownership and maintenance of the HR shared drive, ensuring Data Protection/GDPR obligations are met

·HR queries and query resolution: where email queries are responded to with first line HR advice on policies, processes or escalate more complete queries to either HR Manager

·Maintenance of the HR tracker ensuring that visa end dates, long term sickness, probation extensions etc are kept up to date.

·Develop and maintain a log for all/typical employee questions and queries to aid in the further development of information share and self-service

·Ensure employees and managers are receiving a consistent approach and consistent advice, regardless of department or location

·Ensure that service levels are met or exceeded

·Recruitment – to take full ownership of all junior/ mid-level roles within the business. Advertising job adverts, screening candidates, setting up interviews and being a part of the interview process. This would also involve headhunting candidates into mid-level positions that require specialist skillset. · HR Projects – lead on Diversity and Sustainability initiatives within UK office alongside members of the group · Recruitment benchmarking – complete on annual basis recruitment benchmarking for high turnover roles to see what our competitors are offering in terms of benefits and salary

Reporting lines and key stakeholders

This role reports to the HR Manager.

Requirements Key attributes, competencies and experience we’re looking for include: ·Previous experience of recruitment (preferably coming from a recruitment background would be ideal)

· Strong and demonstrable administration experience, including an excellent attention to detail

· A desire for continual improvements and adaptable to change

· Able to work under pressure and with urgency when required

· A ‘can do’ attitude in a complex, matrixed and fast paced environment

· Working with confidential and sensitive information and data

· A self-starter, able to diagnose issues and recommend suitable and appropriate solutions

· Ideally CIPD qualified (Level 5)

· A friendly and approachable manner

· Add to the positive team spirit, and willingness to ‘roll sleeves up’ when necessary