People Enablement Advisor - FTC 12 months

FTC 12 months - 4 days a week Made Tech wants to positively impact the country's future by using technology to improve society. By default, our people are technologically savvy, and we want the tools and products they use, and the employee experience they have through using those tools, to reflect our status as a progressive, client-centric, supportive employer. As our People Enablement Advisor , you are the ‘first responder’ of the People Team. You are responsible for the execution of the employee lifecycle, ensuring that behind every human experience (like a promotion or a new hire) is an outstanding operational process. You will manage the ‘digital paperwork’ of the enablement - contracts, variations, and recruitment coordination - while also providing the first line of Employee Relations (ER) advice to managers where answers are not available via automation/matters are more sensitive. You are a process-improver who hates manual duplication and loves finding ways to make things happen automatically, accurately, and instantly. Key Responsibilities 1. Lifecycle Management (The Flow): Own the generation and accuracy of all people documentation, including offer letters, contracts of employment, and variations to terms. You are critical to ensuring the HRIS is the single source of truth at every stage. 2. Recruitment Operations: Partner with colleagues in the Experience team to ensure the handover from candidate to employee is seamless. You'll support the maintenance and management of the ATS, manage the background checks, Right to Work compliance, and the administrative pre-boarding that sets new starters up for success. 3. Generalist ER Advisory: Act as the first point of contact for managers on ER matters. You will provide pragmatic support and advice on policy, leave, and performance, escalating complex cases to the team specialist while ensuring low-level friction is resolved quickly and fairly. You will attend formal ER meetings alongside the ER Specialist or to support people managers as required. 4. Cross-Pillar Support: Act as the administrative bridge between the two Heads of function. You will support the Head of People Experience with the logistics of performance cycles and the Head of People Enablement with governance, audits, and handbook updates. 5. Digital Transformation Support: Help the Head of People Enablement identify manual admin ‘sinkholes’. You will play a key role in testing and adopting new AI tools or automation workflows to speed up our response times. 6. Reporting & Compliance: Maintain 100% compliance in our employee files and digital records. You’ll assist in the preparation of regular "People Health" reports, tracking metrics like probation completion rates and time-to-contract. Skills, Knowledge & Expertise Sound HR Generalist Foundation: Strong experience in a fast-paced People team, with a solid grip on the administrative must-haves of the employee lifecycle. ER Competence: A good basic understanding of UK employment law and the ability to give pragmatic and professional advice that protects the business while staying human. Exceptional Accuracy: You take pride in "Right First Time" delivery. You understand that a typo in a contract is a friction point for a new employee. Operational Agility: You are comfortable juggling multiple priorities. Process Curiosity: You consistently ask, "Is there a way we can automate this?" Tech Advocate & Adopter: An obvious desire and ability to source and share innovation in tech to improve the people experience. Empathy and people skills : A genuine care for the people who you work with and those who want to work with us, ensuring they have a great experience and expectations are exceeded Key Success Measures Measures for the Enablement team overall have been distilled to those which are most relevant and applicable to this role here. 1. Operational Efficiency & Automation These measures track how well the People Enablement engine is running and how much manual work has been eliminated. Manual Task Reduction: Percentage of workflows (e.g., offer letters, contract changes, onboarding triggers) that are fully automated via a people system or AI tools. Cost per Transaction: Reduction in the administrative cost of lifecycle events (e.g., the time/resource cost to process a new starter). SLA Achievement: Consistency in meeting Internal Service Level Agreements (e.g., 24-hour turnaround for contract generation or 48-hour response time for payroll queries). 2. Data Integrity & Strategic Insights These measures determine if the business can trust the ‘people numbers.’ Data Accuracy Rate: A "Zero-Error" target for monthly people system data audits. 3. Compliance & Risk Management These measures ensure the legislative safety of the organisation. Audit Compliance: 100% clean scores on internal and external audits regarding Right to Work, GDPR, and employment law compliance. ER Resolution Time: The average time taken to resolve formal Employee Relations cases, balancing speed with legal robustness combined with manager satisfaction on the quality of the support provided. 4. User Experience (The Frictionless Factor) Internal CSAT (Customer Satisfaction): A high satisfaction score from the wider People Team (especially Recruiters and L&D colleagues) regarding the tools and systems provided. Job Benefits We are always listening to our growing teams and evolving the benefits available to our people. As we scale, as do our benefits and we are scaling quickly. We've recently introduced a flexible benefit platform which includes a Smart Tech scheme, Cycle to work scheme, and an individual benefits allowance which you can invest in a Health care cash plan or Pension plan. We’re also big on connection and have an optional social and wellbeing calendar of events for all employees to join should they choose to. Here are some of our most popular benefits listed below: 30 days Holiday - we offer 30 days of paid annual leave plus bank holidays Flexible Working Hours - we are flexible with what hours you work Flexible Parental Leave - we offer flexible parental leave options Remote Working - we offer part time remote working for all our staff Paid counselling - we offer paid counselling as well as financial and legal advice Support in applying If you need this job description in another format, or other support in applying, please email [email protected]. We believe we can use tech to make public services better. We also believe this can happen best when our own team represents the society that actually uses the services we work on. We’re collectively continuing to grow a culture that is happy, healthy, safe and inspiring for people of all backgrounds and experiences, so we encourage people from underrepresented groups to apply for roles with us. When you apply, we’ll put you in touch with a member of our talent team who can help with any needs or adjustments we may need to make to help with your application. We’ve put together this blog as a resource to share more about reasonable adjustments and some examples of what this could include. We also welcome any feedback on how we can improve the experience for future candidates. Life at Made Tech We’re committed to building a happy, inclusive and diverse workforce. You can get a sense of what it’s like working here from our blog, where we talk about mental health, communities of practice and neurodiversity (as well as our client work and best practice). Like many organisations, we use Slack to foster a sense of community and connection. As well as special interest groups such as music, food and pets, we also have 10+ Slack channels dedicated to specific communities, allies, and identities as well as dedicated learning spaces called communities of practice (COPs). If you’d like to speak to someone from one of these groups about their experience as an employee, please do let a member of the Made Tech talent team know.