HR Management Information Intern

Octavia believes that good homes make for better lives.

Inspired by our founders, the social reformer Octavia Hill, we are a not-for-profit organisation providing thousands of people with good quality affordable homes in inner London. Like her, we believe in the power of well-planned, well-managed housing to make a difference – to the people we house, to the vitality of the areas where we work and to London as a whole.

We aim to build happier lives and resilient communities by focussing on people as individuals, providing them with a range of services and the opportunity to support themselves.

The HR department is responsible for the development of Octavia’s HR strategy, policies and procedures on all aspects of people management, including, recruitment and selection, learning and development, terms and conditions of service, pay, management development and employee relations.

Role Purpose

The role will play an important part in analysing and providing data across the HR service, with a key focus on reward, strategic workforce planning and talent analytics. The role holder will gather and analyse data, using statistical models and continuously learning about new ways to mine data and distil meaning out of the increasing amount of data available.

Reporting into the Assistant Director HR and working as part a generalist HR team the post holder will provide excellent customer service by fulfilling a number of key HRIS/Management Information (MI), pensions, reward and Diversity & Inclusion related responsibilities.

Please note that this role is suitable for HR graduates looking for their first position, and non-HR graduates or non-graduates looking to move into HR who can demonstrate that they meet the requirements for the role.

Key Competencies

Octavia operates a Skills and Behaviours Competency Framework.

• Responsive
• Respectful
• Reliable

These are set out in the person specification below and the role holder is expected to fully demonstrate these in undertaking all aspects of the role and in representing the service.

Key Responsibilities – to be undertaken in association with the Key Competencies

• Act as the HR system expert to ensure that the HR team are able to provide the management information (MI) that the organisation requires.
• To build and develop a dashboard of tools to bring key workforce insights to HR colleagues, business leaders and a wider organisation to drive actions and self-service, alongside assisting in various HR projects and continuous improvement.
• Writing and providing reports and analysis of staff and management information from HR systems for the HR team (including L&D, sickness absence / turnover/ recruitment data and diversity / workforce profile data and leadership Group.
• Ensuring the organisation structure is correct and up to date within the HR
• Producing monthly analytics including headcount reports
• Ensure data integrity, and provide accurate reporting, and analysis for the business, with recommendations.
• Researching and providing information on appropriate HR benchmarks to ensure accurate and relevant HR KPI’s and to measure organisational people performance.
• Lead on implementation of all company pension schemes including preparation of data, pension consultations with staff and review of schemes working with appropriate external Pension Trustees and Administrators; providing Board reports where required.
• Taking ownership of specific projects, e.g. gender / disability / ethnicity pay gap reporting, as well as other ad hoc requirements.
• Supporting on cyclical reward activities including salary benchmarking, PRP/ Bonus and pay reviews.
• Working on HR business improvement projects throughout the year

The key tasks listed above are only an indication of the main tasks required to be performed. It is not an exhaustive list of duties and responsibilities and may be subject to amendment to take account of changing circumstances.  Any changes will be made following discussion with the role holder. The role holder will need to ensure they remain co-operative and flexible undertaking all tasks as required in line with the Octavia’s values, policies/procedures and regulations.