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HR support

HR support

Business and administration

Level 3 - Technical Occupation

Handling day to day queries and providing human resources advice ranging from recruitment through to retirement.

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Reference: OCC0239

Status: assignment_turned_inApproved occupation

Average (median) salary: £28,554 per year

SOC 2020 code: 3571 Human resources and industrial relations officers

SOC 2020 sub unit groups:

  • 3571/02 Human resources advisers
  • 3571/01 Equality and diversity officers
  • 4136/99 Human resources administrative occupations n.e.c.

Technical Education Products

ST0239:

HR support

(Level 3)

Approved for delivery

Employers involved in creating the standard:

Walter Smith Fine Foods LTD, Marks and Spencer’s, Lloyds Bank, Sanctuary Housing, Volvo, BT, Specsavers, EEF, Canon Europe, Bakkavor, Yorkshire Building Society, Marston’s PLC, Severn Trent PLC, Jaguar Land Rover Limited, Civil Service Learning, The Community Housing Group, Carillion PLC, Compass Group plc, McDonald’s UK, Dimension Data UK

Summary

HR Professionals in this role are typically either working in a medium to large organisation as part of the HR function delivering front line support to managers and employees, or are a HR Manager in a small organisation. Their work is likely to include handling day to day queries and providing HR advice; working on a range of HR processes, ranging from transactional to relatively complex, from recruitment through to retirement; using HR systems to keep records; providing relevant HR information to the business; working with the business on HR changes. They will typically be taking ownership for providing advice to managers on a wide range of HR issues using company policy and current law, giving guidance that is compliant and where errors could expose the organisation to employment tribunals or legal risk. In a larger organisation they may also have responsibility for managing a small team – this aspect is outside the scope of this apprenticeship and will need to be covered separately by the employer.

Employers involved in creating the standard:

Walter Smith Fine Foods LTD, Marks and Spencer’s, Lloyds Bank, Sanctuary Housing, Volvo, BT, Specsavers, EEF, Canon Europe, Bakkavor, Yorkshire Building Society, Marston’s PLC, Severn Trent PLC, Jaguar Land Rover Limited, Civil Service Learning, The Community Housing Group, Carillion PLC, Compass Group plc, McDonald’s UK, Dimension Data UK

Typical job titles include:

HR assistant
HR manager
human resource officer
personnel assistant

Keywords:

Hr
Hr Functions
Hr Legislation
Hr Processes
Hr Professionals
Human Resources Management

Knowledge, skills and behaviours (KSBs)

K1: Business Understanding: Understands the structure of the organisation; the products and services it delivers; the external market and sector within which it operates; where their role fits in the organisation; the ‘Values’ by which it operates and how these apply to their role.
K2: HR Legislation and Policy: Basic understanding of HR in their sector and any unique features. Good understanding of HR legislation and the HR Policy framework of the organisation. Sound understanding of the HR Policies that are relevant to their role. Knows where to find expert advice.
K3: HR Function: Understands the role and focus of HR within the organisation; its business plan / priorities and how these apply to their role.
K4: HR Systems and Process: Understands the systems, tools and processes used in the role, together with the standards to be met, including the core HR systems used by the organisation.

S1: Service Delivery: Delivers excellent customer service on a range of HR queries and requirements, providing solutions, advice and support primarily to managers. Builds managers’ expertise in HR matters, improving their ability to handle repeated situations themselves where appropriate. Uses agreed systems and processes to deliver service to customers. Takes the initiative to meet agreed individual and team KPIs in line with company policy, values, standards. Plans and organises their work, often without direct supervision, to meet commitments and KPIs.
S2: Problem Solving: Uses sound questioning and active listening skills to understand requirements and establish root causes before developing HR solutions. Takes ownership through to resolution, escalating complex situations as appropriate.
S3: Communication & Interpersonal: Deals effectively with customers/colleagues, using sound interpersonal skills and communicating well through a range of media eg phone, face to face, email, internet. Adapts their style to their audience. Builds trust and sound relationships with customers. Handles conflict and sensitive HR situations professionally and confidentially.
S4: Teamwork: Consistently supports colleagues /collaborates within the team and HR to achieve results. Builds/maintains strong working relationships with others in the team and across HR where necessary.
S5: Process Improvement: Identifies opportunities to improve HR performance and service; acts on them within the authority of their role. Supports implementation of HR changes/projects with the business.
S6: Managing HR Information: Maintains required HR records as part of services delivered. Prepares reports and management information from HR data, with interpretation as required.
S7: Personal Development: Keeps up to date with business changes and HR legal/policy/process changes relevant to their role. Seeks feedback and acts on it to improve their performance and overall capability.

B1: Honesty & Integrity: Truthful, sincere and trustworthy in their actions. Shows integrity by doing the right thing. Maintains appropriate confidentiality at all times. Has the courage to challenge when appropriate.
B2: Flexibility: Adapts positively to changing work priorities and patterns when new tasks need to be done or requirements change.
B3: Resilience: Displays energy and enthusiasm in the way they go about their role, dealing positively with setbacks when they occur. Stays positive under pressure.

Occupational Progression

This occupational progression map shows technical occupations that have transferable knowledge and skills.

In this map, the focused occupation is highlighted in yellow. The arrows indicate where transferable knowledge and skills exist between two occupations. This map shows some of the strongest progression links between the focused occupation and other occupations.

It is anticipated that individuals would be required to undertake further learning or training to progress to and from occupations. To find out more about an occupation featured in the progression map, including the learning options available, click the occupation.

Progression decisions have been reached by comparing the knowledge and skills statements between occupational standards, combined with individualised learner movement data.

Technical Occupations

Levels 2-3

Higher Technical Occupations

Levels 4-5

Professional Occupations

Levels 6-7

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Level 3

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Level 3

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Level 4

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Level 4

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Level 5

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Level 5

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Level 7

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Level 7

Business and administration

Legal, finance and accounting