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The HR Advisor provides proactive and responsive advisory and administration support for the HR Manager, HR Business Partners and business client groups in London (Circa 300 employees).
Employee Lifecycle Provide advice, guidance, coaching and assistance on a variety of queries during the employee lifecycle. Proactively seeks to collaborate and help managers and their team members.Builds trust by being approachable, knowledgeable, discreet and demonstrating empathy where appropriate. Demonstrates good knowledge of Scotiabank HR policies, processes and previous precedents.Escalates more complex queries to the HR Manager as necessary.
Coordinate the Leaver process, notifying relevant internal stakeholders and providing information necessary to ensure systems are updated. Producing leaver letter, quarterly resignation analysis for EXCO, conducting exit interview, and providing useful feedback to business heads.
Carry out Job Evaluations, analyzing the proposed job description against the internal matrix and meeting with the Manager to discuss the requirements in more detail where necessary.Providing an evaluation outcome report and recommendation for review/approval by the HR Manager and HR Director.
Preparing and issuing nonstandard HR letters, promotional documentation, contracts of employment and changes to terms of employment.
Employee Relations / Employee Engagement
Sickness absence Work with the Payroll Manager to monitor sickness absence levels.Proactively discuss high levels of sickness absence with the relevant manager and employee, offering further support and advice as appropriate.
Referring cases to Occupational Health as appropriate and advising the manager and employee on any recommended adjustments.Maintaining regular follow up communication with the manager and employee and ensuring further Occupational Health appointments are authorised and booked. Tracking all information on the ER Tracker spreadsheet and providing regular updates to the HR Manager.
Family leave Managing Maternity and Shared Parental Leave requests. Acting as the main point of contact throughout the pregnancy, advising the employee and manager on the policy and benefits available.Coordinating the New Parent Support Scheme and assigning a buddy to expectant parents.
Flexible Working Applications Advising the employee and the line manager on the statutory process, understanding the needs of both, and contributing to a beneficial outcome for all parties.Working with the Senior Manager, Recruitment to obtain approval and advertising part-time (job share) positions if necessary.Proactively monitoring the success of any trial periods and formalising the arrangement.
Redundancy/Termination Processes Supporting the HR Manager and/or HR Business Partners with document production for redundancy/termination processes (producing redundancy pay calculations, scripts, letters and settlement agreements, coordinating the delivery/collection of personal belongings and company equipment).
Confidential minute taking at employee consultation meetings.
Developing a good understanding of the redundancy process and working towards being able to run an employee consultation process independently.
Supporting the distribution of Scotia Pulse employee surveys, ensuring UK employee data is accurate.
Confidential minute taking at sensitive employee meetings where required.
Keeping the HR Manager regularly updated on the progress of ER casework and updating the ER tracking spreadsheet on a weekly basis.
Immigration / Global Mobility
Pro-actively monitor and maintain the Visa and Immigration status spreadsheet for all Non-EU workers. Ensure all records are accurate and HR have copies of all relevant documentation.
Coordinate the bi-annual attestations for sponsored migrants, ensuring managers and employees understand the reporting obligations
Engaging with Global Mobility and external immigration advisors and overseeing work visa applications. Completing Resident Labour Market Test process and advertising the role, as required.
Checking and signing off new employee files prepared by the HR Officer. Ensuring all processes and documents are complete and evidenced on the file before passing to the HR Manager for final sign off.
Reviewing the monthly Probation/Mid Probation and Contract Expiry Reports produced by the HR Officer, highlighting any known ER issues as appropriate.
Point of contact for Total Rewards team during the Annual Compensation Process. Accessing and updating the Global Compensation Planner, ensuring employee data is accurate, highlighting any anomalies and producing manual compensation statements as required.
Reviewing and processing Education Assistance/Loan submissions.
Work closely with HR Manager and HR Officer on reporting and monthly metrics as required.
Supporting the HR Business Partners with annual projects (for example, 9 box performance assessments, job description reviews).
Actively contributing to and implementing other projects that improve HR processes and/or improve the employee experience.
Assisting when required with the input of sensitive data to Empower, ensuring accuracy.
Providing cover for the HR Officers as and when necessary.
Any other duties as reasonably requested.
- Educated to a high standard – minimum A levels (or equivalent) as standard
- Relevant work experience in Human Resources in an advisory role (essential)
- CIPD qualification or an interest/ambition in working towards (desirable).
- Demonstrated collaborative working and having a ‘client service’ approach to work
- Familiar and comfortable with the HR space/terminology/employee lifecycle.
- Excellent written skills and articulate in speech
- Ability to work autonomously with established practices and co-operate with others
- Displays initiative and ability to apply previous knowledge/precedents when presented with a problem
- Comfortable with managing multiple stakeholders and priorities.
- Excellent Microsoft Office skills (including Outlook) are essential.
- Strong attention to detail and accuracy
- Ability to remain calm when working under pressure, often to tight deadlines
- Flexible in approach
- Strong ‘customer’ focus with a ‘can-do’ attitude.
- Team player
- Ability to deal with employees at all levels of seniority in a confident manner.
- Ability to gain the confidence and trust of internal stakeholders
- Demonstrated discretion in sensitive and confidential matters
Scotiabank is committed to providing an inclusive and accessible candidate experience. Only those candidates selected for an interview will be contacted. If you require accommodation during the recruitment and selection process, please let us know. We will work with you to meet your needs.