JOB DESCRIPTION
JOB TITLE HR Admin & People Analytics Coordinator
LOCATION London, UK
DEPARTMENT Human Resources
REPORTS TO Head of HR
Background of organization-
Established in 1977, Longulf specialises in supplying Raw Materials and Machinery to meet the needs of manufacturing companies. We have complemented these activities by investing in key manufacturing businesses, this includes Cepac, one of the UK's leading independent packaging companies. With a global network of suppliers, we provide services for all aspects of international trading, including marketing, logistics, finance and after sales support. We provide dependable, responsive, and innovative sources for materials and resources that are essential for our customers’ success. For suppliers, we offer a secure and valuable channel into alternative markets and place goods advantageously with competitive pricing.
Overview
The HR Administrator is responsible for supporting the digitalisation, reporting, and operational effectiveness of the HR function. The role combines HR administration with responsibility for maintaining workforce data integrity, producing HR analytics, supporting HR systems, and driving process improvements through technology and automation.
The role will play a key part in supporting Longulf's HR transformation agenda, ensuring accurate people data, meaningful workforce insights, and effective utilisation of HR technology to support business decision-making.
Working closely with the Head of HR and HR Generalist, the role will be responsible for maintaining HR systems, producing people metrics and dashboards, supporting HR projects, and delivering efficient employee lifecycle administration.
Key deliverables (Essential duties and responsibilities)
HR Systems, Reporting & People Analytics
- Act as the HR systems super-user, maintaining accurate employee data across BambooHR and other new HR platforms.
- Produce monthly HR dashboards and management reports.
- Develop and maintain automated reporting tools and HR metrics.
- Analyse workforce trends and provide insights to support business decision-making.
- Ensure data accuracy through regular audits and data cleansing activities.
- Support continuous improvement and optimisation of HR systems.
- Identify opportunities to automate manual HR processes and reporting.
- Support implementation and development of new HR technologies and digital tools.
Recruitment & Onboarding
- Coordinate recruitment activities, interview scheduling, and candidate communications.
- Post vacancies on Job board, monitor application, screen & shortlist them
- Conduct telephonic interviews
- Prepare offer documentation and new starter paperwork.
- Manage onboarding logistics, equipment, and system access.
- Support offboarding processes and ensure completion of leaver administration.
- Employee Lifecycle Administration
- Route contracts, letters, and other HR documentation through HRIS.
Learning & Development
- Coordinate training activities, bookings, and logistics.
- Maintain training records and attendance data.
- Monitor completion of mandatory training programmes.
- Employee Engagement & HR Projects
- Support employee engagement and wellbeing initiatives.
- Assist with HR projects and people-related activities.
- Coordinate meetings, events, and project administration.
General HR Administration
- Manage the HR inbox and respond to routine enquiries.
- Provide day-to-day administrative support to the HR team.
- Prepare reports, presentations, and HR documentation.
- Contribute to continuous improvement of HR processes and administration.
HR Digital Transformation & Projects
- Support delivery of HR digitalisation initiatives and transformation projects.
- Assist with implementation and ongoing development of:
- Performance Management System (PMS)
- HR Dashboard and Analytics Platform
- Employee Engagement Survey Tools
- Support system testing, user training, and process documentation.
- Create standard operating procedures and process maps for HR activities.
- Assist in digitising HR records and improving data accessibility.
- Monitor project milestones and provide project coordination support.
- Support continuous improvement initiatives aimed at increasing efficiency and reducing administrative workload.
Workforce Planning & Organisational Analytics
- Prepare workforce planning reports and staffing forecasts.
- Monitor vacancy trends and recruitment pipelines.
- Support succession planning data and talent mapping exercises.
- Assist in analysing organisational structures and workforce demographics.
- Maintain job description and role-mapping databases.
- Support salary benchmarking and market data analysis where required.
Essential Skills & Experience (Must-Haves)
- Minimum 2 years' experience in HR Administration, HR Coordinator, or People Administration role.
- Experience supporting the full employee lifecycle, including onboarding, contractual changes, and offboarding.
- Advanced Excel skills, including Pivot Tables, VLOOKUP/XLOOKUP, reporting and data analysis.
- Experience producing HR reports, dashboards and management information.
- Strong analytical skills with ability to interpret workforce data and identify trends.
- Experience maintaining data accuracy within HRIS systems.
- Excellent attention to detail and data management capability.
- Strong organisational and project coordination skills.
Desirable
- CIPD Level 3 qualified or working towards a CIPD qualification.
- Experience coordinating training and employee engagement activities.
- Experience working in a multi-site or international organization.
- Experience developing HR dashboards and workforce analytics.
- Experience supporting HR digital transformation projects.
- Knowledge of Power BI, HR reporting tools or business intelligence platforms.
- Experience with process mapping and workflow improvement.
- Exposure to workforce planning, people analytics and organisational development initiatives.
The duties and responsibilities listed above are representative of the nature and level of work assigned and are not necessarily all inclusive. This job description is subject to review to ensure that it truly reflects the strategic direction requirements of Longulf.
