HR Tech and Trends

HR Technology and Trends for 2018

Here we look ahead to what’s coming up for the world of HR in the coming year…

People management never keeps still – there are always developments to keep on top of –  like the changes from last month’s budget that we mentioned in our November blog. Read it here.

Artificial Intelligence

AI (or Artificial Intelligence) is making great strides at the moment – and chatbots and other automated re-creations of HR ‘people’ are starting to appear. It’s not quite as weird as you may first think, though! Don’t worry that chatbots will replace you – but what they can do is help to automate some of the time-consuming tasks that you don’t have time for, or speed up certain processes.

For instance, they allow employees to connect with the HR department via their mobile devices and they can also respond really quickly to employee questions that need instant answers. You can’t be in two places at once, so it makes sense to let them deal with these things.

Chatbots also offer a really efficient way to collect employee data – then you can do the clever stuff by analysing what that data tells you.

See! Nothing to be afraid of – it’s like having another assistant.

Job Seeking

In the old days (well, not that old really!) the newspaper was the only place to look for jobs.

Social media is where it’s all happening nowadays – LinkedIn has long been identified as one of the best job sites around – and Facebook has recently introduced its new job posting feature. You’ll know from your own experience with Facebook that it is very clever at targeting its ads to the right people – and the job postings are proving popular already with local companies. It will be interesting to see how long it takes to be picked up by the bigger corporations – one to watch.

Recruitment

Another interesting development around recruiting is collaborative hiring. One of the best ways to recruit new people is to enlist your staff – they are the best ambassadors for your company, they are in your workplace, are (hopefully) happy there, and will be keen to let people they want to work with have the opportunity to join them.

There’s a number of ways in which you can encourage them to help you recruit new staff – for instance employee referral programs are a good idea, teamed with incentives.

You can also take advantage of content such as employee testimonials, which can be shared to prospective candidates, and use communication tools for the team – you could collaborate using an online project tool such as Slack or Asana.

Finally, you could look at the Interactive rating and ranking of candidates with an ATS (applicant tracking system see www.recruitee.com).

Increased Engagement

Interestingly, the use of technology will enable HR to engage more with candidates. In the past, with so many people applying for each position, it has often been impossible to respond to each one, unless you are inviting them for interview. Using mail templates, you can now create personalised responses to candidates – adding in feedback and so on.

One of the great things about the technological advances being made is that the routine, admin-type tasks can now be handled by specific software, freeing the HR professional up to work on the more complex jobs, such as ensuring staff are happy and offering development opportunities.

HR Software

There are many HR software solutions which enable you to automate many of those admin tasks – such as employee personnel details, managing time off like holidays, sickness absence and family friendly leave among others. They enable workflows that offer best practice for jobs such as recruitment, training and induction.

 

If you would like to discuss this subject further and find out how we can help you embrace the latest developments in managing people, please contact Cecily Lalloo at Embrace HR Limited.

T: 07767 308717 or contact us via our website.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Embrace HR Autumn Budget and Employment Update

Changes for HR as 2017 draws to a close

What will the latest Autumn Budget statement mean for HR, plus an update on changes in employment law in the past year…

While much of the budget statement from 22 November tackled the housing crisis in the UK, there were a number of changes that will be useful for HR folk.

First, Chancellor Philip Hammond declared that the National Living Wage was to increase – rising to £7.83 for employees aged 25 plus from next year. Also, the tax-free personal allowance will rise to £11,850 in April 2018, while the higher-rate tax threshold will also increase to £46,350.

Good news for HR and training departments was the announcement of an investment in skills development – more specifically digital learning – with the launch of a partnership between the Government, CBI and TUC. It is estimated that poorly performing managers cost the UK £84 billion in lost productivity, so an investment in professional skills can only be a good thing – it can also help to tackle the skills gap.

In terms of employment, the Chancellor also committed to future jobs, with a budget of £500m for projects covering fibre broadband, AI and 5G. The future of work for HR professionals is to ensure that skills in the digital arena are updated and we continue to train in soft and transferrable skills. Who knows what is the future of jobs! Ten years ago we did not have social media professionals, nor drone operatives! Read one of our previous blogs on the subject here. [Skills Crisis Ahead dated September 2017]

Updates in employment law

It’s important to keep up to date with employment law – there are always changes being implemented – and while we usually catch the major alterations, sometimes those ‘tweaks’ slip through without us noticing.

One set of changes that did receive a lot of press were the reforms to tackle the gender pay gap.

The Government introduced a new requirement, which means large organisations must reveal their gender pay gap by publishing key wage information. This will include the difference in hourly earnings as well as gaps in bonus pay.

Other reforms made in 2017 included:

Union action: The Trade Unions Act underwent a number of reforms relating to trade union ballots, including the necessity for a 50% turnout for ballots to be valid; 40% of members to support industrial action and a four-month time limit for a ballot remaining valid to authorise industrial action.

Apprenticeship Levy: Employers paying more than £3 million a year in wages will have to pay a new apprenticeship levy to help meet the cost of apprenticeship schemes across the country. More on the subject here. [See ACAS Apprentices]

The Immigration Skills Charge Regulations 2017: Employers who sponsor skilled workers under tier 2 of the points-based system now must pay £1,000 per certificate. A paper trail should be in place to show that the employer has checked that this employee has the right to work in the UK. [See The Immigration Skills Charge Regulations 2017 on the legislation.gov website]

General Data Protection Regulations: From May 2018 employers will have to carry out audits of employee personal data that they collect and process  – see the ICO booklet: ‘Preparing for the General Data Protection Regulations – 12 steps to take‘ [See the ICO website/Request for Publications].

If you would like to discuss this subject further and find out how we can help you manage your HR requirements, please contact Cecily Lalloo at Embrace HR Limited on telephone: 07767 308717 or contact us via our website. 

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Business Planning Image

Planning Ahead for 2018

Don’t leave it until the last minute, human resources planning for 2018 should start now!

No doubt the business planning process within your organisation has already started, so you’ll want to consider any impact on your staffing capabilities.

Here’s some tips to help with any resultant impact and at the same time to improve your HR department’s performance by looking at the following areas:

Talent acquisition and development

The world of business never stands still, and there is always a need to recruit new staff. Think about how you could improve your recruitment programme – fill more positions within the target deadline maybe and improve your employee retention rates.

One way to improve retention is to ensure that staff are well trained and being developed so that they can achieve their potential. Look at ways to improve your development programmes; ask yourself how more employees could achieve development goals – and how you can improve the feedback you receive on the development and training programmes.

Performance management

The ultimate goal is that your staff perform to their very best within their targets. Make sure you’re on top of the game by managing performance reviews, so that they happen by the target date and also ensuring that the reviews are a positive exercise, rather than just a box-ticking one. Read more on appraisals here. [Appraisals and Why once a Year is not Enough Blog January 2017]

What incentives are there to help keep employees motivated? Revisit your company’s benefits and incentives programme and decide whether you need to improve it.

Boost employee morale

Consider the morale levels in your company. This is especially important in a worrying economic climate. Are there ways that you could improve the working conditions and recognise achievements that will keep your staff happy? Find ideas on keeping your staff happy on an earlier blog of ours here. [Happy Employees in the Workplace Blog August 2017]

Develop your leaders

Training, professional development and mentor programmes are really valuable to managers and would-be managers within an organisation. Helping people to progress on their career path will encourage them to stay within your company and to pass on the skills they have learned.

Improve efficiency

Work with your managers to increase the efficiency of both individuals and teams within your organisation. Look at work routines and keep an eye out for areas where work is duplicated – encouraging departments to work together can easily eliminate this.

Another way of doing this, would be to automate your HR administration. If you haven’t yet looked at HR software or an automation tool, then now would be a great time to do so – get it in place for 1 January 2018!

HR software takes the hassle out of everyday HR management; providing a self-managing role for staff, managing attendance, family friendly leave, performance, communication and other HR processes. Staff can easily access holiday information, and review and request holiday time from their own home. Find out more on that here. [HR Software Free Trial]

If you would like to discuss this subject further and find out how we can help you achieve your new year goals, please contact Cecily Lalloo at Embrace HR Limited.

T: 07767 308717 or send an email.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

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Admin Assistant

Full-time Admin Assistant with

HR Admin experience

based in Aylesbury, Buckinghamshire

Are you looking for a full-time [or would consider job-share] role?

Are you an experienced administrator?

Are you looking for a new challenge?

Yes? Then please read on …

About us

We are a small, but busy HR consultancy, based in the Smeaton Road area, Aylesbury, looking for you to join us on a full-time basis or job share, on-site Administrative Assistant. Our company provides HR services to a range of SMEs, mainly in the south east. We have clients in all sectors as well as the private care sector. We manage a full range of HR services for our clients, from recruitment through to exiting the business.

Our Admin Assistant will report to the MD on a day-to-day basis, providing a general office administrator service and specifically ensuring that HR processes are followed on behalf of clients. You will be confident to work on your own and manage your time effectively.

What skills, knowledge, experience are needed?

  • Experienced in roles that require HR administration, such as pre-employment checks, maintaining personnel records, including holidays and sickness absence, family friendly leave. You may have worked as an administrator in finance, HR, or for a senior manager where you had responsibility for HR or people in the team
  • You know the importance and security for client-sensitive personal and confidential information including offers and contracts, disciplinary and grievance information
  • An experienced MS Office user, your Word skills are at an advanced level to format or amend documents, generate contents/indexes, hyperlinks, automatic numbering
  • In order to produce, review and proof-read documents, you have a good command of English, including grammar and spelling
  • Working on your own is not a problem and your time management, planning and organisational skills help you prioritise the many tasks our clients require in a timely manner
  • You are comfortable and confident on the phone or face-to-face with  clients or suppliers such as payroll and pensions providers
  • To support consultants and administrators who work remotely, yours is the friendly voice on the end of the phone
  • The company uses software and apps to manage HR processes, share documents and keep records such as timesheets and task management. You are IT-literate with the ability to quickly learn different software packages. Ideally you are a Mac user.
  • Attention to detail is important, not only in producing word-processed documents, but when carrying out tasks requiring you to follow processes and procedures.
  • The general admin role will include various tasks including managing stationery, cleaning, printing, all within budget and raising invoices on occasion.

Who are you?

A happy, person with a responsible attitude to work, trustworthy, reliable and punctual. You are a people person and comfortably speak with anyone at any level in a business. You are not afraid to tackle jobs that are mundane or complex, or that require creativity, and will follow through tasks to completion. You easily prioritise important from urgent tasks. Your telephone manner is professional, confident but friendly. You enjoy working with people but when faced with a difficult situation, you remain firm. You understand the need for confidentiality at all times to safeguard our clients, their families and employees.

What are the terms?

Working time : Monday to Friday, 37.5 hours per week will consider some flexibility

Salary :  Full-time : £19,500 p.a. dependent on experience

Statutory holidays :  5.6 weeks  (28 days inclusive of bank holidays)

How do I find out more?

Click here to send a message leaving your name, mobile number, email address and quote EMB-AdminOCT2017. We will contact you or send a job description and application form if you wish to apply.

This post operates a strictly non-smoking environment

Closing date : 18th November 2017

 


No agencies please

Embrace HR Limited is not an agency. We recruit directly for our clients.

 

Embrace HR Limited is the proud winner of the SME Buckinghamshire Business Awards 2017

Based in Aylesbury, Buckinghamshire, Embrace HR supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Skills crisis

Skills Crisis Ahead

As Brexit gets ever-nearer, and the world of work changes with technological advances, the UK is heading towards a skills shortage that will hit employers hard…

The UK is falling behind its European counterparts when it comes to education levels and training in the workplace, according to research from the Chartered Institute of Personnel and Development (CIPD).

As Britain heads towards a future out of Europe, the CIPD’s report – From ‘inadequate’ to ‘outstanding’: making the UK’s skills system world-class – shows that the UK lags behind most OECD (The Organisation for Economic Cooperation and Development) countries in at least four major skillsets.

You can download and read the full report here [CIPD Policy Report April 2017].

To put this in perspective – the UK and Northern Ireland are at the bottom of 19 countries in terms of young people’s computer-solving skills and in the bottom four for literacy and numeracy for 16- to 24-year-olds.

The research also shows that UK employers spend less on training than the other main EU countries. Back in 2010 the average cost was 266 per employee compared to 511 across the EU – and this disparity is only getting wider.

Employers have been highlighting this lack of skills and the lack of development for more than a decade, but little practical action appears to have taken place. The CIPD has already called for the government to put skills at the core of the national industrial strategy, as well as looking for organisations to invest in more training in the workplace and to look to increase their skills bases. This also means that HR professionals will have a major role to play in identifying where there are skills deficits, and devising strategies to compensate.

When it comes to digital skills, the problem is that some of the jobs that are available now hadn’t really been thought of 15 years ago – just consider social media and digital content vacancies. When Facebook first began 13 years ago, how many people would have imagined that it would be possible to make a living running a social media strategy for a company!

And as technology advances, there are going to be more – not less – jobs that we could not have imagined. HR staff can help by staying on top of advances and identifying where training existing staff will help productivity or where it is necessary to being in employees skilled in certain areas.

It is not only in digital skills that the UK is lacking either – a recent CBI survey [Independent: UK migration figures underscore acute risk of labour shortage, leading business groups warn – 24 August 2017] suggests that the skills shortage in the services sector – is the worst it has been for 19 years. And with the likely exit of many Eastern European nationals – who are at the heart of a number of our industries such as construction and care – who is going to be building all the new homes the government is planning or caring for our elderly in a nation where we are all living longer than ever before?

“The loss of these vital skills should concern us all,” says Matthew Percival, head of employment at the Confederation of British Industry.

Vocational training is necessary to plug this gap – and it needs to happen quickly – with Brexit happening in the very near future, we need to get people trained and ready to work as soon as possible.

If you would like to discuss this subject further and how it may affect your business, please contact Cecily Lalloo at Embrace HR Limited.

T: 07767 308717 or contact us via our website.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

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Events Executive – CLOSED

Lovely independent company needs a top-class part-time Events Executive with exceptional organisational and administrative skills. A can-do attitude, and an interest in arranging conferences and awards with a track record to evidence.

Where’s the job?

Office in Central Harrow HA1, less than 5 minutes’ walk from Harrow-on-the-Hill station. It couldn’t be more convenient, you don’t need to experience the City commute.

For a full job description, or to register your interest, complete our contact form quoting TMLSep2017/005.

What’s the pay?

Circa. £23,625 per annum Full Time Equivalent, pro rata for part-time.

What about the hours?

Yes, it’s a part-time, permanent position.

Monday to Friday, circa. 20 hours a week to be discussed. There is a need for flexibility. When there is an event you would put in more hours and have time off to compensate.

About the company

The company is a leading provider of innovative media solutions to the kitchens, bedrooms and bathrooms, and electrical retailing industries. Working alongside the Events and Operations Director you will support the Events Team including day-to-day administrative tasks, communication with clients and suppliers and undertake research and analysis.

The client’s B2B and B2C publications are well renowned, as are their successful industry events and conferences.

About you

As the ideal person, you are adept at prioritising workload, managing your time effectively and multitasking. You are numerate, accurate and analytical. Your communication skills, both verbal and written, are excellent and you have a confident telephone manner and a strong customer service persona with the internal teams and with external stakeholders, enabling you to build relationships at all levels.

As an Events Executive are proactive, reliable, motivated, detail conscious with a conscientious work ethic. You contribute to generating ideas for team and client initiatives, and are open-minded to changing environments and circumstances. You observe, listen and contribute to both client and teams, and have a winning attitude and can demonstrate a commitment to business goals and objectives.

You may have a marketing or customer service qualification which you may have obtained working in other events roles which is an advantage, but is not essential. A driver’s licence is essential for mobility to attend events.

You have the flexibility to travel within the UK with overnight stays as required during events, and the flexibility to extend your working hours in the run-up to events.

Main responsibilities:

  • Support to the Events and Operations Director and the Sales Team
  • Develop procedures to enhance the smooth operation of the events portfolio, including supporting the team in the planning and delivery of current and new events
  • Liaise with and support sponsors, guests, finalists, winners, delegates before, during and after prestigious industry events
  • Liaise with judging panels and speakers, arrange judging sessions
  • Organise event industry catering
  • Manage seating plans, guest lists, table seating plans
  • Active involvement on site during build-up, open period and breakdown
  • Manage event databases
  • Build relationships with entrants, guests, external suppliers and venues
  • Contribute to digital marketing and social media, assist with marketing events including creating campaigns
  • Proficient user of Microsoft Office products
  • Other duties assigned by the Events and Operations Director

Benefits include:

  • Circa. 20 hour working week from Monday-Friday
  • Holidays 20 + 8 bank holidays, increasing to maximum of 25 + 8 bank holidays pro rata for part-time
  • Contributory company pension scheme
  • Attendance at prestigious industry events in the UK, including award evenings, conferences and exhibitions
  • Less than a 5-minute walk from Harrow-on-the-Hill Station
  • Friendly open working environment.

APPLY TODAY for this Events Executive role in Harrow. Complete our contact form quoting TMLSep2017/005.

Our client is an equal opportunities employer.

Embrace HR Limited is not a recruitment agency.

We recruit and select for our clients acting as their HR department.

No agencies please.

For further information please contact Amanda Shons by completing our contact form with your name, telephone number and email address and she will be in touch.

Please quote TMLAug2017/005


Embrace HR Limited is the proud winner of the SME Buckinghamshire Business Awards 2017

Based in Aylesbury, Buckinghamshire, Embrace HR supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Satisfied employees
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Happy Employees in the Workplace

From a rather way out suggestion from a Swedish politician, to some rather more reserved suggestions – there are plenty of ways you can make your workplace a happier place!

HR professionals must have been left reeling in Sweden after a politician suggested that sex breaks in the workplace would be good for the physical and mental health of employees! The vote on his proposal is due in the spring, so we will look forward to seeing the results…

In the meantime, it is worth looking at how you can keep your employees happy in more conventional ways. After all, we all know how ensuring your workforce is content can result in better productivity for any company. It also encourages your people to stay with you, cutting back on time and resources spent on recruiting and training new staff.

Work/Life Balance

We are certainly not suggesting that you introduce conjugal breaks, but ensuring that your staff have a healthy work/life balance will help them maintain healthy relationships outside of work. And people who are in happy, healthy relationships tend to work better and be more focused, which can only be of benefit for your organisation. Considering policies that allow flexible working and discouraging a workplace culture of outside-hours working will also help.

When it comes to relationships at work, you need to consider whether you have some sort of Romance Policy in place, and what needs to happen should romances between colleagues flourish – according to reports around 15% of people meet partners at work, so it’s something that needs to be addressed by HR. I have written about this subject before.

Employee Benefits

A study in the Journal of Labor Economics in October 2015 found that happy employees generated about 12% more work than others, so it really is worth spending the time to ensure your staff are content, especially if you consider that research by employee benefits and perks company Perkbox found that 30% (that’s 6.5 million!) of UK workers are unhappy at work and would move jobs for better benefits.

A massive 69% said company perks and benefits were important to their overall satisfaction and more than a quarter pointed out that lack of reward and recognition for good work was their main grievance at work.

Recognition & Praise

Recognising and acknowledging good work and effort is not hard to do – encourage your managers to praise on a daily basis where it is due – and make sure that it is widely known that recognition can come in several forms, whether verbally, by email or for more major achievements using a more public vehicle such as company newsletter or intranet.

Holiday Entitlement

Finally, while it is still summer – though we think someone may have forgotten to tell the weather – do remember that it is vitally important to have a break. Managers should not only encourage their staff to take at least one long break, rather than lots of odd days, but should also plan in advance for cover and ensure there is a sufficient handover. This will help your staff to go away without fear of being contacted while they are on holiday – and also ensure that the remaining staff members don’t end up doing two jobs while their colleague is away. More advice on this here.

If you would like to discuss this subject further and how it may affect your business, please contact Cecily Lalloo at Embrace HR.

T: 07767 308717 or send an email.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

Cybercrime Image courtesy of Stuart Miles at FreeDigitalPhotos.net
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Fighting Cybercrime

The threat of cybercrime to British businesses is very real – and increasing all the time. This is one subject you shouldn’t ignore…

British businesses lost almost £30 billion due to cybercrime in 2016*. And nearly half fell victim to some kind of cybercrime, whether that was phishing, hacking, denial of service attacks or viruses.

If you are unaware of the damage cybercrime can do – just think back to May, when the NHS was subject to a ransomware attack, which brought down systems around the country, resulting in chaos and cancelled operations.

Is your data safe from hackers?

As hackers increasingly exploit human vulnerability, what can HR do to fight back? Protecting against cyber assaults is a more complex issue than just throwing money into better software and training your IT department. Read People Management’s new report [CIPD: Cybersecurity is too important to be left to the IT department 27/06/2017] to find out about the vital role HR has to play in educating employees and addressing organisational vulnerabilities.

People Management’s report reveals that 46% of UK employees spent half an hour or less on cyber security training in 2016, with 27% having done none at all. A new attitude towards training is clearly needed and Peter Cheese, CIPD Chief Executive, believes the trick to delivering effective cyber security training is to show how cybercrime could affect staff in their personal lives.

Take this free e-learning module [CIPD: Cyber Security for HR Professionals] on cyber security for HR professionals, to learn how to protect yourself and your organisation.

Speaking recently at an event with the Financial Times, Peter Cheese said that lifelong learning will be vital to future sustainability in a world where ‘data is the new electricity’.

So, it’s vital that companies are protected – and it is not just down to the IT department, HR has a role to play too.

HR’s role in cybercrime

The HR role is to educate employees, after all that is your strength. IT staff may know all the ins and out of cybersecurity, but it is the HR staff who have the skills to pass that knowledge on to the staff. And at present, according to Government research, only 17% of businesses are training their staff to be aware of cyber security.

It is obvious that that figure needs to change – and fast. This has to be a culture change within the organisation: you need to make sure employees buy in to the very real threat that cybercrime can pose to the company. They need to be aware, for instance, that you can’t just use random USB sticks in company computers without knowing what’s on them and where they come from.

And it’s not just in-house staff that need to be part of the culture change – freelancers and contractors need to be brought on board and made aware of the risks and the protocol to follow within your organisation.

When it comes to your training methods, if you can make it fun and engaging, you’ll be halfway to winning the battle. For consultancy firm PwC, the answer was to introduce a digital game called Game of Threats, which mimics a cyber-attack on an organisation.

And at the end of the day, companies also need people who are experts in the matter. HR has a role to play in ensuring that IT staff or consultants with specialist knowledge in this area are brought on board and are up to speed with the varying threats from cybercrime, as well as having the tools to tackle it.

If you would like to discuss this subject further and how it may affect your business, please contact Cecily Lalloo at Embrace HR.

T: 07767 308717 or send a message.

Based in Aylesbury, Buckinghamshire, Embrace HR Limited supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.

*Data from a report by Beaming [Beaming Ltd: Cyber security breaches cost British Businesses almost £30 billion in 2016 01/03/2017]

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Senior Mechanic / Technician in Haddenham near Thame – CLOSED

Great job for the right person!

A well-established, family run business is recruiting a Senior Mechanic / Technician to join their team as soon as possible.

The company is expanding rapidly and so is the team.

Along with a vehicle hire service, the company supplies vans, minibuses and cars to local companies and individuals.  They have a well-equipped garage offering a full range of servicing, maintenance and replacement tyres.

Where is the job?

Based in Haddenham HP17 the company is an easy commute from Aylesbury or Thame

What’s the pay?

£23,000 – £28,000 per annum (dependent upon experience)

What hours will I work?

Working hours are Monday to Friday 08:00 to 18:00 with an hour for lunch.

What you I do?

  • Carry out services and repairs on cars and light commercial vehicles
  • Diagnose and fix problems on vehicles
  • Fit tyres and check tracking
  • Move vehicles in the yard and collect customers’ cars from the MOT centre
  • Maintain MOT and client records as appropriate using current IT systems
  • Ensure client personal and financial details are handled in accordance with ICO rules
  • Willingly work in a small team, supporting and sharing your experience with junior members of the team i.e. apprentices, trainees or less experienced mechanics, and champion their cause.
  • Support other areas of the business including checking hire vehicles and making deliveries
  • Ensure that the workplace is kept clean and tidy and in line with Health & Safety procedures
  • Use your initiative and experience to suggest and implement policies and procedures applicable to staff to help make it a great place to work
  • Demonstrate excellent customer service as you will be front-facing to our customers, including taking responding to telephone calls, taking messages, follow up client calls and booking in vehicles.

Key Skills & Experience

 We are looking for the following qualities and experience:

  • Recognised qualification as a motor mechanic / engineer; City and Guilds, NVQ or equivalent
  • A track record of working in a similar automotive workshop role
  • Excellent customer service and communication skills
  • Flexible, adaptable and a good team player
  • A full current and clean driving licence to drive in the UK (endorsements to be disclosed)
  • Experience in your trade, supported by references, (training, support and guidance will be provided as required)
  • You will have a positive attitude, be responsible and reliable
  • Your time keeping will be exemplary and you will deliver work within specified deadlines
  • As a senior in the team you will work on your own initiative
  • Your literacy, numeracy and IT skills will be at a good level.

 

This post operates a non-smoking environment

No agencies please

Embrace HR Limited is not an agency. We recruit for our clients.

 

For further information please contact Amanda Shons by completing our contact form with your name, telephone number and email address and she will be in touch.

Please quote reference BHJUN2017


Embrace HR Limited is the proud winner of the SME Buckinghamshire Business Awards 2017

Based in Aylesbury, Buckinghamshire, Embrace HR supports business owners who do not have their own HR department or those that do but need help from time to time. We also work across the Home Counties of Oxfordshire, Bedfordshire and Hertfordshire, and also SMEs based in London.