ABOUT HOMEPROTECT
Cover for Almost every Home
We founded Homeprotect on a simple principle - to provide protection to people underserved by the home insurance industry. Since 2002, we've been combining smart technology with real human expertise to protect hundreds of thousands of unique homes across the UK, and we're just getting started.
If you're someone who loves solving interesting problems, taking ownership and working with a team that aims high, speaks up and lifts each other, Homeprotect is a place where you can do meaningful work, grow your career and make a real difference for our customers.
What It's Like to Work Here
Our customers come from all walks of life and so do our people. We're a small but perfectly formed team of insurance specialists, technologists, data scientists and customer champions - all bringing individual expertise, an appetite for innovation and a shared ambition to protect the homes and things people love.
We work at pace, but we trust our people to work in a way that brings out their best. You'll collaborate closely across teams, have real ownership from day one and see the impact you have first-hand with flexible working to help you balance the needs of your role with the rhythm of your life.
We've been recognised as a Great Place to Work UK for seven consecutive years - most recently ranked 29th nationally, jumping 71 places in a single year.
ROLE PURPOSE
As our Senior HR Administrator, you’ll be the operational backbone of the people team - the person who makes sure every colleague’s experience of HR, from their contract arriving to their final payslip, is accurate, timely and handled with care.
You’ll own the administration of the full employee lifecycle in The Hive, our HR system and single source of truth for people data. Accuracy is the heart of this role – the payroll we submit, the management information we report and the regulatory records we hold all need to be right first time, so that nobody has to check them twice.
Here is what makes this one different. We’re a small team, which means no part of HR stays out of your reach – payroll, reward, employee relations, regulatory work and people insight all happen close enough to learn from, and there is real room to grow into the areas that interest you most. We learn from each other here, and we will back you to keep building. We’ll also expect you to put AI and automation to work on the routine stuff, because the more effort you take out of the process, the more of the interesting work comes your way.
KEY RESPONSIBILITIES
1. Own the HR mailbox so no colleague is left waiting
The HR mailbox is the front door to our function, and how quickly and well we respond shapes how the whole business experiences HR. You own it.
Act as the first point of contact for all HR queries from internal and external stakeholders, resolving routine matters yourself and triaging anything sensitive or requiring judgement to the Senior HR Business Partner.
Respond to all employee queries within 48 hours – with a full answer where you can, or a clear acknowledgement, owner and expected timescale where you cannot.
Keep the mailbox organised and current, with nothing sitting unactioned and a clear record of what was asked and answered.
Track recurring query themes and use them to suggest better guidance, clearer comms or a process fix, so the same question stops arriving.
2. Own our HRIS as the single source of truth
You own all administrative processes in our HRIS, The Hive, so that the data in it is complete, current and trusted by HR, Finance, managers and our regulators alike.
Enter and maintain all employment, pay, work pattern, benefits and documentation records accurately and on time.
Run periodic data accuracy audits, resolve exceptions and flag the root causes so they stop recurring.
Maintain the organisation chart monthly and on request.
Independently produce a range of employee communication, including pay increases, promotions, amended hours, job title changes and study support agreements, and action each change in The Hive.
Administer family leave – maternity, paternity and shared parental – including entitlement records, documentation, letters and return-to-work changes.
Keep pace with system updates and new functionality, and support testing of new features.
3. Deliver an accurate, on-time monthly payroll input every cycle
Compile the monthly payroll submission to Finance and maintain the master payroll tracker, keeping it reconciled to The Hive and ready for the payroll sign-off meeting, resolving or escalating any discrepancies.
Process and log all in-month changes, including approved overtime, referral and one-off bonuses, sickness and fit notes, sick pay entitlement, advance deductions, work pattern and shift changes, promotions and holiday buy/sell.
Apply the correct statutory and company family leave pay entitlements, and instruct payroll accordingly.
Produce the monthly benefits reporting pack for our providers.
4. Deliver a seamless joiner-to-leaver experience
From first contract to final payslip, you own the administration that shapes how people join us and how they leave.
Check pre-joining documentation is complete and accurate, draft employment contracts, and manage pre-joining forms, reference requests and manager checklists in The Hive.
Set new joiners up across all people and benefits systems, check HMRC starter documentation is complete and notify our payroll and benefits providers.
Confidently deliver the HR induction to small groups of new joiners, and carry out post-induction check-ins.
Support the probation process, ensuring line managers complete the correct documentation on time and escalating any performance concerns to the Senior HR Business Partner.
Manage the leaver process end to end – confirmation letters, marking the leaver in The Hive, benefits removal, and calculating holiday balances, clawbacks and outstanding payments for the payroll submission.
Maintain temporary worker and contractor administration, including contract copies, start, end and extension dates, and inductions.
Run the new joiner survey and support exit interviews, sharing emerging themes with the wider HR team.
5. Complete every vetting and SM&CR check to a standard that would stand up to audit
Complete every pre-employment and SM&CR new joiner check end to end - identity verification, right to work, DBS, credit checks and six-year references - chasing each to deadline and issuing Fit and Proper certification.
Administer the recertification cycle for the certified population, including periodic DBS and credit checks and ongoing right to work and visa tracking.
Maintain accurate, audit-ready SM&CR records and evidence, chasing colleagues to complete certification requirements on time.
6. Produce people data and MI that others can act on with confidence
Produce recurring employee demographic reports, including training and competence, CPD completion and objective-setting reporting.
Prepare clean, reliable datasets for the wider HR team, and provide ad hoc datasets to other functions when required, drawing out insights from the raw data rather than just supplying numbers.
Produce the attendance tracker every month for all locations, to ensure all employees are in compliance with our attendance policy.
Respond to routine ad hoc data requests accurately and on time.
7. Use AI and automation to take the manual effort out of HR
This is a high-volume role, and we don’t want you spending your day on work a tool could do. We expect you to actively look for where AI and automation can take effort out of the process, and to use them well and safely - applying your own judgement to every output, and only ever using tools approved for the data you are putting into them.
Alongside these, you’ll provide ad-hoc administrative support to HR colleagues where required.
KNOWLEDGE, SKILLS & EXPERIENCE
We would love to hear from people with the following skills and experience for this role.
Meticulous attention to detail – this is the heart of the role. You get it right first time, on records that other people, other systems, Finance and our regulators all depend on
Calm and organised under pressure – able to prioritise, multi-task and own a busy recurring calendar of activity without being chased
Creative and solutions-focused – we are small but complex, and our challenges are genuinely our own, so the textbook answer often will not fit. We are looking for someone who enjoys working out a better way rather than waiting to be told one
Keen to keep learning – curious about the parts of HR beyond your own remit, and ready to take the opportunities that a small team gives you
A self-starter who is comfortable assuming responsibility and accountability, and confident tackling things independently – the team will always be there to help, but the pace and variety of the role mean you need to be able to run with things
Strong written and verbal communication skills, and a confident, friendly manner with people at all levels of the organisation – including the sensitivity to handle personal conversations, such as family leave, with care
A great team player who is enthusiastic about the impact our team can have
Proven experience as an HR Administrator, with exposure to the full employee lifecycle from onboarding through to leavers
Graduate, or CIPD Level 5 qualified or above. We are looking for someone who has invested in the professional side of HR, not just picked it up along the way – you should bring a working knowledge of employment practice and the reasoning behind the processes you run, and the appetite to keep building on that qualification with us
Experience of compiling or substantially supporting a monthly payroll submission, and comfortable working accurately with pay and reward data
Proven experience of working with an HR information system – CIPHR experience is helpful but by no means essential, as what matters is that you are confident owning, maintaining and reporting from a people system – plus MS Office and strong Excel skills (lookups, pivot tables)
Comfortable using AI tools as part of everyday work to reduce manual effort, with the judgement to check and own the output rather than take it at face value
BENEFITS
We want you to feel rewarded, supported and set up to thrive throughout your career with us.
Learning and Growth: We invest in your development through structured learning, mentoring, buddying, on-the-job experience and cross-functional projects. We support role-relevant professional qualifications where they'll make the biggest difference, and our Lunch and Learn sessions to help you stay connected to what’s going on right across the business.
Health and Wellbeing: Your wellbeing matters here. We offer private healthcare through BUPA, an Employee Assistance Programme covering legal, financial and counselling support for you, a Wellbeing Centre with online tools and resources, regular wellbeing seminars and workshops, annual flu jabs and an annual eye care voucher.
Financial Security and Reward: We offer an annual discretionary bonus scheme upto 30% of your base pay, life insurance at four times your salary, and a pension with Aegon. You'll also receive a significant discount on Homeprotect home insurance - with a friends and family discount too, and a staff referral bonus when someone you recommend joins the team.
Time Off: 25 days' annual leave plus bank holidays, with the option to buy or sell up to five additional days each year.
Genuine Flexible Working We trust our people to work in a way that best suits them - with flexible working to balance the needs of your role with the rhythm of your life. We ask that everyone comes into the office at least once a week, as we believe in-person connection is important for collaboration, culture and building great relationships. You'll receive a homeworking starter kit from day one and can claim towards additional home office equipment within your first six months.
Purpose and Community: We care about more than just the work. Through our charity partnership with Refuge, the UK's largest specialist domestic abuse charity and regular social, wellbeing and charitable events throughout the year, there are plenty of ways to connect, give back and feel part of something bigger.
UNIQUE AS STANDARD
We're proud to be an equal opportunity employer and actively encourage applications from all backgrounds. We believe in celebrating difference - everything that makes both our customers and our people unique. We consider visa sponsorship on a case by case basis for the right candidate, so please don't let that stop you from applying.
We encourage you to let us know if you need any extra help with your application or have any requirements at any stage of the recruitment journey, we want the process to work for you.
Your data will be maintained in line with our recruitment data privacy policy.
Regulatory Responsibilities
As an FCA regulated insurer, doing the right thing isn't a compliance requirement - it's simply how we work. All colleagues are expected to uphold the FCA Individual Conduct Rules (1–6) and act with integrity, due skill and care, openness with regulators and a genuine commitment to delivering good outcomes for our customers.
You'll work within approved processes and authority limits, keep accurate and auditable records, protect data under UK GDPR and our information security policies, escalate risks and exceptions promptly, report incidents, breaches and any financial crime or sanctions concerns (including via whistleblowing), support vulnerable customers with reasonable adjustments, and complete all mandatory training to maintain competence.
If the role falls within SM&CR, a supplementary document outlining the key regulatory responsibilities will be provided.
