Job Title HR Administrator – Domiciliary Care (JCC-Regulated Service)

Location Ground Floor, Channel Television House, La Pouquelaye, St. Helier, JE2 3TP, Jersey

Responsible to Registered Manager

Job Purpose To provide comprehensive, confidential human resources and recruitment administrative support within a regulated care environment across the full employee lifecycle. The post holder will work closely with the Registered Manager to ensure that all HR practices, staffing processes, and employment records comply with Jersey employment law, Jersey Care Commission (JCC) standards, and internal policies, thereby supporting the delivery of safe, effective, and high-quality care. The post holder will support the Registered Manager and senior leadership team by maintaining accurate up to date and confidential personnel files; and be responsible for coordinating recruitment, selection, onboarding and induction processes, maintaining learning and development records, supporting benefits administration, and accurately processing employee exits and offboarding paperwork. The role focuses on maintaining well-organised HR systems, accurate employee records, and efficient administrative processes that contribute to a safe, well-governed, and supportive service for all staff.

Key Responsibilities HR & Recruitment

• Support the end-to-end recruitment process for care and office staff in accordance with Jersey Care Commission safer recruitment practices, including:

o Advertising vacancies; o Shortlisting support; o Arranging interviews and recruitment coordination; and o Preparing and issuing offer letters, contracts of employment and

induction documentation.

• Maintain accurate up to date and confidential personnel files for all staff in line with JCC requirements, employment legislation and GDPR including:

o Identity verification; o Entitled to Work checks; o Enhanced DBS (or equivalent) / Jersey Police checks;

o References and qualification records; and o Mandatory Training and competency records.

• Support the induction process, ensuring new staff receive appropriate

information, policies, and training before working unsupervised; • Monitor and record all training, qualifications, and renewals, escalating

concerns or non-compliance to management; and • Assist in tracking probationary periods, appraisals, and performance reviews.

Compliance, Governance & JCC Support

• Maintain HR and staff compliance systems in line with JCC regulations, employment legislation and GDPR;

• Support the Registered Manager with inspection readiness, audits, and evidence provision;

• Ensure policies, procedures, and records are accurately filed, version controlled, and accessible;

• Promote compliance with data protection (GDPR) and confidentiality requirements at all times; and

• Assist with maintaining records relating to safeguarding, incidents, and concerns (administrative support only).

Employee Relations Support

• Provide administrative support for: o Absence management; o Disciplinary and grievance procedures; o Capability and performance management processes; and o Prepare letters, meeting notes, and documentation, ensuring

confidentiality and accuracy. • Escalate complex or sensitive matters promptly to the Registered Manager.

Administration & Office Duties

• Provide general administrative support to the management and care coordination teams;

• Manage incoming calls, emails, and correspondence professionally and confidentially;

• Maintain electronic and paper-based filing systems in line with regulatory expectations;

• Support with rota administration, timesheets, and payroll submissions as required;

• Support payroll administration by providing accurate HR information (e.g. starters, leavers, changes).

• Liaise with and maintain professional communication with external bodies such as training providers, recruitment agencies, and regulatory bodies when required.

• Produce HR reports and workforce data as requested by the Registered Manager; and

• Order and manage office supplies and administrative resources.

Communication & Professional Practice

• Work under the direction of the Registered Manager, escalating risks relating to staffing, compliance, or safeguarding.

• Act as a point of contact for staff HR and administrative queries. • Communicate effectively with carers, managers, and external stakeholders. • Uphold the organisation’s values, promoting dignity, respect, equality and

professionalism. • Contribute to a positive, supportive, and compliant working environment. • Adhere at all times to confidentiality, data protection, and safeguarding

requirements.

Skills, Knowledge & Experience Essential

• Experience in HR and/or administration. • Strong organisational skills with excellent attention to detail. • Ability to maintain accurate, compliant records. • Understanding of confidentiality and data protection. • Competent IT skills (Microsoft Office and digital record systems). • Ability to work independently and prioritise workload.

Desirable

• CIPD qualification or working towards. • Experience working within a JCC-regulated or similar regulated care

environment. • Experience and or knowledge of Jersey Care Commission standards. • Knowledge of safer recruitment and compliance standards. • Familiarity with domiciliary care services. • Experience supporting inspections or audits. • Basic knowledge of Jersey employment law and HR best practice.

Values, Behaviours and Personal Qualities

• Commitment to high standards of care and compliance. • Professional, approachable, discreet, reliable and trustworthy. • Supportive team member with a person-centred approach. • High standard of integrity and discretion. • Calm, organised, detail oriented and proactive. • Commitment to equality, diversity, and safeguarding. • Willingness to develop knowledge of JCC regulations and best practice.

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Role: Human Capital Manager (Employee Relations, Policy, Absence & Wellbeing Lead)

Location: Guernsey or Jersey

Line of Service: Business Enablement

Grade: Manager

Contracted Hours per Week: 37.5

PwC Channel Islands Overview:

At PwC CI, we help you build, accelerate, and sustain momentum in a world that never stops

moving. With our tech-forward and people-empowered network, we provide expert assurance,

tax and advisory services to turn challenges into opportunities. Leveraging deep expertise and

advanced capabilities, we ensure you’re ready for any future, helping you act boldly and achieve

real results.

Job Summary:

This role operates as a Human Capital (HC) Manager within the People Operations area of the

wider People Pillar. As part of the People Operations team, this role will lead on Absence,

Wellbeing, Employee Relations and People Policy, and will have oversight of other key areas

within the employee lifecycle. This role interacts and collaborates with all other HC teams, such

as HC Business Partners, Digital, Learning and Development, Talent Acquisition, HC Risk &

Quality, and may lead on ad hoc strategic initiatives. Working and collaborating with other

internal functions across our business enablement teams is expected.

Responsibilities:

The key focus is on delivering high quality people solutions, in support of the People Strategy,

aligned to the business areas and firm business strategy.

• Delivering on an annual cycle of key initiatives, as well as driving efficiencies by bringing

together a strong HC knowledge base, and an innovative mindset.

• Working with the wider People Operations team to gain broad understanding of the

function and leading the team to deliver great results.

Responsibilities include:

Manage Absence:

• Manage Sickness Absence monitoring and processing

• Manage Parental Leave

• Manage Extended Leave and Remote Working

• Develop a Wellbeing Strategy in collaboration with Wellbeing committee

• Input into career coach training

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• Report on Absence in line with the firm’s risk and quality framework

Manage Employee Relations (ER) and Policy:

• Manage ER processes, ensuring the firm complies with local legislation as well as its own

policies, and aligns with the network and other member firms as required.

• Report on ER in line with the firm’s risk and quality framework

• Ensure training and upskilling of Leaders to support ER processes

• Manage the Employment Manual renewal

• Oversee contractual updates, ensuring the firm remains compliant

Direct Reports:

This role reports to:

• People Operations Lead

Reporting to this role:

• Senior Associate – Absence and Wellbeing

• Senior Associate - ER, Policy & Process

Additionally, there is some supervision of virtual team members who provide administrative

support through our external provider, TCS.

Qualifications & Certifications:

• CIPD Level 5 or above (or equivalent).

Skills & Experience Required:

Essential skills:

• Experience of managing employee relations and case management.

• Experience in the use and continuous development of HR technologies (e.g. Workday).

• Experience in coaching and managing coach development.

• Experience of developing and implementing Wellbeing strategy.

• Experience managing the employee lifecycle.

• Ability to handle pressure and manage conflicting demands.

• A professional and resourceful approach and an ability to build rapport at all levels.

• Understanding of employment laws and regulations in BCI.

Desirable skills:

• Experience in development and implementation of HR policy & programmes.

• Experience of relocating employees between different jurisdictions.

• Experience in designing and delivering learning and development relevant to the role, eg

coach training.

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Travel Requirements:

Managing a cross-island team, this role may require travel between the islands and may

occasionally require further travel.

The skills we look for in our people:

All our people need to demonstrate the skills and behaviours that support us in delivering our

business strategy. This is important to the work we do for our business, and our clients. These

skills and behaviours make up our global leadership framework, Evolved PwC Professional.

The Evolved PwC Professional focuses on two core behaviours: Trusted Leadership and

Distinctive outcomes. Trusted Leadership is underpinned by core behaviours that Inspire,

Empower and Evolve, and Distinctive outcomes is underpinned by behaviours that Champion,

Build and Deliver.

Diversity:

We work in a changing world which offers great opportunities for people with diverse

backgrounds and experiences. We seek to attract and employ the best people from the widest

talent pool as well as those who reflect the diverse nature of our society. We aim to encourage a

culture where people can be themselves and be valued for their unique strengths. Creating value

through diversity is what makes us strong as a business. https://pwc.to/2vY6KZm.

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Role: Resourcing Senior Associate

Location: Guernsey or Jersey

Line of Service: Business Enablement, People Pillar

Grade: Senior Associate

Contracted Hours per Week: 37.5 hours

PwC Channel Islands Overview

At PwC CI, we help you build, accelerate, and sustain momentum in a world that never stops

moving. With our tech-forward and people-empowered network, we provide expert assurance,

tax and advisory services to turn challenges into opportunities. Leveraging deep expertise and

advanced capabilities, we ensure you’re ready for any future, helping you act boldly and achieve

real results.

Job Summary:

The Senior Associate in the People pillar provides a pivotal role in supporting the Resource

Managers with the staffing and deployment of our firms' employees working across our highly

dynamic professional services firm offering Advisory, Tax, Audit and other assurance services to

a large portfolio of international and local clients.

This role will suit an individual looking to progress their career in PwC, who is prepared to provide support to the Resource team and wider BCI stakeholders. You will work as part of a multidisciplinary team, with the passion and ability to upskill yourself. The role requires a high level of self-management and personal responsibility coupled with the ability to prioritise, organise and manage tasks and workload. You will have a customer service mindset, good technical skills and the ability to keep up to date with current and emerging technology.

Responsibilities:

As part of the resource team, this position is dedicated to optimising staff deployment to foster

skill development, cross-project collaboration, and broadened perspectives, all while delivering

valuable expertise to our clients. The successful integration of maximum capacity and firm

growth is essential for the organisation's success. Collaboration, innovation, and a systematic

approach to staffing deployment are core values of our team.

Responsibilities include:

• Collaboration with the resource managers end engagement managers in the allocate of

staff to engagements

• Assist engagement managers with immediate resourcing issues on a day-to-day basis

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• Working with engagement managers to resolving booking conflicts

• Managing staff member time off requests

• Assisting engagement managers with engagement budgets

• Review time charged to confirm accuracy

• Manage Engagement Lead and Engagement Manager communication updates

• Reconciliation of engagement budgets to live resource bookings

• Support wider resource team with tasks as required

Direct Reports:

This role reports to:

● Resource Manager

There are no direct reports into this role

Qualifications & Certifications:

• We are unable to provide a work permit for this role. Candidates must hold their own

right to work in Guernsey or Jersey.

Skills & Experience Required:

Essential skills:

• An enthusiastic and positive attitude with the eagerness to learn and drive own continual

self-development.

• Able to demonstrate strong organisational skills and high levels of self-motivation.

• Strong prioritisation skills - ability to multitask, work well under pressure and tight

deadlines, whilst supporting multiple stakeholders who might have conflicting priorities.

• Excellent communication skills and time management.

• Ability to work proactively/be flexible and make decisions where appropriate.

• Professional behaviours - High levels of discretion and understanding of confidentiality.

• Strong Interpersonal skills with the ability to build and maintain trusted relationships.

• Able to collaborate, build a rapport with colleagues/clients and work well as part of a

team.

• Curious mindset to existing and emerging technologies to support new ways of working

and the ability to embrace and adapt to new technology in a fast-moving tech

environment.

• Accurate and consistent recording of time to support wellbeing and capacity.

• Role modelling inclusivity by demonstrating a sound knowledge of cultural differences,

global mindset and inclusion and diversity.

• Demonstrate flexibility and agility to support the delivery of business objectives.

Desirable skills:

• Data driven decision making

3

• Project management

• Budget & forecasting

•

Travel Requirements:

Inter-island travel may be required from time to time.

The skills we look for in our people:

All our people need to demonstrate the skills and behaviours that support us in delivering our

business strategy. This is important to the work we do for our business, and our clients. These

skills and behaviours make up our global leadership framework, Evolved PwC Professional.

The Evolved PwC Professional focuses on two core behaviours: Trusted Leadership and

Distinctive outcomes. Trusted Leadership is underpinned by core behaviours that Inspire,

Empower and Evolve, and Distinctive outcomes is underpinned by behaviours that Champion,

Build and Deliver.

Diversity:

We work in a changing world which offers great opportunities for people with diverse

backgrounds and experiences. We seek to attract and employ the best people from the widest

talent pool as well as those who reflect the diverse nature of our society. We aim to encourage a

culture where people can be themselves and be valued for their unique strengths. Creating value

through diversity is what makes us strong as a business. https://pwc.to/2vY6KZm.

1

Role: Human Capital Senior Associate (Absence and Wellbeing)

Location: Guernsey or Jersey

Line of Service: Business Enablement, People Pillar

Grade: Senior Associate

Contracted Hours per Week: 37.5 hours

PwC Channel Islands Overview

At PwC CI, we help you build, accelerate, and sustain momentum in a world that never stops

moving. With our tech-forward and people-empowered network, we provide expert assurance,

tax and advisory services to turn challenges into opportunities. Leveraging deep expertise and

advanced capabilities, we ensure you’re ready for any future, helping you act boldly and achieve

real results.

Job Summary:

As part of the People Operations team, this role plays a crucial part in delivering a great

employee experience to the business by using their knowledge of people policies and procedures

to ensure effective communication across various stakeholder groups, managing expectations

whilst streamlining and simplifying our processes. The role is the SME for Absence and

Wellbeing.

Responsibilities:

As part of the resource team, this position is dedicated to optimising staff deployment to foster

skill development, cross-project collaboration, and broadened perspectives, all while delivering

valuable expertise to our clients. The successful integration of maximum capacity and firm

growth is essential for the organisation's success. Collaboration, innovation, and a systematic

approach to staffing deployment are core values of our team.

Responsibilities include:

• Oversight and approval of employee absence by monitoring and approving sickness

requests in Workday and liaison with Payroll to ensure the appropriate pay adjustments

are made as required, monitoring special leave, ensuring consistency in the application

of the compassionate leave guidelines, and supporting other types of leave, for example

Extended Leave, Unpaid Leave, and Remote Working.

• Oversight of the parental policy and leave, by liaising with expectant parents, ensuring

risk assessments are conducted as appropriate and the process for taking a period of

parental leave is applied fairly and consistently, ensuring compliance to local legislation.

• Oversight and accountability for wellbeing support, including occupational health,

liaison with external providers to support return to work, and workplace adjustments.

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• Responsible for ensuring the firm has relevant information in relation to medical

conditions and disabilities and that employees are given the relevant support to succeed.

• Assisting in the maintenance of Employee Contracts.

• Contributing to the processing of Internal Transfers and Contractual Changes.

• Support the Global Mobility process, interacting with GM teams globally to ensure

appropriate arrangements are in place.

• Supporting Employee Relations cases as required.

• Contribute to Career Coach and Leadership Training.

• Compliance with regulatory requirements and supporting with reporting.

• Other associated tasks and support as part of the People Operations team.

Direct Reports:

This role reports to:

• Human Capital Manager (ER , Policy, Absence and Wellbeing Lead)

There are no direct reports into this role

Qualifications & Certifications:

• CIPD Level 3 or above (or equivalent).

• We are unable to provide a work permit for this role. Candidates must hold their own

right to work in Guernsey or Jersey.

Skills & Experience Required:

Essential skills:

• Experience of HR technologies (e.g. Workday).

• Experience of document management complying with GDPR.

• Understanding of employee absence types.

• Understanding of sickness absence requirements in both islands.

• Experience using Occupational Health providers.

• Experience of supporting wellbeing cases.

Desirable skills:

• Experience in development and implementation of HR policy & programmes.

• Knowledge of and experience of communicating with external regulatory authorities.

• Mental Health First Aider experience.

• Experience in reporting & analytical skills.

• Ability to handle pressure and manage conflicting demands.

• A professional and resourceful approach and an ability to build rapport at all levels.

Travel Requirements:

3

As part of a cross-island team, this role may require occasional travel between the islands and

may occasionally require further travel.

The skills we look for in our people:

All our people need to demonstrate the skills and behaviours that support us in delivering our

business strategy. This is important to the work we do for our business, and our clients. These

skills and behaviours make up our global leadership framework, Evolved PwC Professional.

The Evolved PwC Professional focuses on two core behaviours: Trusted Leadership and

Distinctive outcomes. Trusted Leadership is underpinned by core behaviours that Inspire,

Empower and Evolve, and Distinctive outcomes is underpinned by behaviours that Champion,

Build and Deliver.

Diversity:

We work in a changing world which offers great opportunities for people with diverse

backgrounds and experiences. We seek to attract and employ the best people from the widest

talent pool as well as those who reflect the diverse nature of our society. We aim to encourage a

culture where people can be themselves and be valued for their unique strengths. Creating value

through diversity is what makes us strong as a business. https://pwc.to/2vY6KZm.

Job Description

Job Title:

HR and Payroll Manager

Reports To:

Operations Director

Department:

HR

Purpose:

The HR and Payroll Manager manages the Human Resources function. Responsible for both operational and strategic HR initiatives, ensuring the firm attracts, retains and develops top talent while aligning HR strategies with the overall organisational goals. The role holder is instrumental to fostering a positive and inclusive workplace culture, and providing a reliable, supportive and proactive HR service to APTC.

HR Operations and Administration

 Manage day-to-day HR operations ensuring that all HR related processes are running smoothly, efficiently and effectively.

 Manage and optimise HR processes and systems ensuring accurate and efficient data management.

 Administration of the full employee cycle; contract and onboarding documentation, completion of onboarding checklist and setting up on HRS, induction of new joiners, probation management, performance management, training and development, payroll and leaver administration (cease of benefits, system access, leaver surveys).

 Absence Management – main contact for sickness notifications, logging sickness, reporting on sickness and relevant follow-up meeting. Produce correspondence for payroll deductions. Medical Certificate admin – scanning/recording and sending to SS.

 Letter production as needed; contract changes, flexible working, EOP etc.  Ensuring data is kept up-to-date and stored accurately in line with Data protection

legislation.  Develop and maintain HR policies, procedures and best practices compliant with

local regulations.  Create and implement learning initiatives and training programs to enhance

employee skills and career growth.  Collaborate with the Management Team to identify training needs and develop

tailored learning solutions.

 Coordinate planning, organisation and facilitation of professional qualifications and courses.

 Relevant support for CPD reporting and monitoring to Compliance.

Strategic Leadership

 Develop and implement HR strategies aligned with the Company’s objectives and growth plans.

 Collaborate with the Senior Leadership Team to drive HR initiatives that support the Company’s mission and values.

 Advise and report to the Board on all HR-related matters.  Work closely with the management team to ensure consistent management

practices across the firm.  Act as a business partner and trusted advisor to employees, management and

senior leadership providing guidance on HR related matters, including performance management, employee relations, and career development, fostering a culture of continuous improvement, professionalism, and collaboration.

Talent Acquisition and Onboarding:

 Develop and implement recruitment strategies to attract top talent.  Manage and administer the full recruitment lifecycle, including job advertisement,

candidate sourcing, interviewing, selection, employment offers, pre-employment screening, and ensuring costs are effectively managed.

 Liaising with the Senior Leadership Team frequently on Company resourcing, identifying gaps and needs for more resource and problem-solving solutions.

 Design and execute comprehensive onboarding programs for new hires to ensure smooth transition.

 Support the management team in effectively managing probation period including having monthly reviews with the managers and monitoring performance.

Compensation and Benefits Management

 Overseeing employee compensation and benefits, and benchmarking benefits and compensation against market to ensure Company’s package remains attractive and competitive.

 Benefit renewal administration to include liaison with brokers to obtain quotes from market and prepare proposals for Board approval. Ensuring benefit terms and policy particulars remain fit for purpose.

 Joiner and Leaver benefit administration, provide application forms and coordinate enrolment, notifying brokers of any changes to members’ details, reconcile invoices, send monthly pension schedule following payroll. Coordinate leaver benefit admin including ensuring reimbursement of ER pension contributions where relevant. Adding pension contributions or changes to the monthly payroll.

 Benefit claim management in respect of GL/GIP policies.  Liaison and preparation of remuneration data for participation in Polygon

benchmarking survey.  Manage the annual salary review and bonus process, including production of salary

review excel with benchmarking data, holding meeting with the Board, production of letters and remuneration statements and coordinating communications accordingly.

 Execution of monthly payroll for APTC and a Family Office in an accurate, effective and timely manner. Submit monthly returns and make payments for social, IT IS and pension.

 Preparation of monthly payroll figures and payslip for a charity.

Employee Relations and Engagement

 Foster positive employee relations by providing guidance on all employee and employment matters in line with best practice and employment law.

 Develop and execute engagement strategies to enhance employee morale, satisfaction and retention and promote a positive work environment fostering a culture of collaboration, diversity and inclusion.

 Design and oversee performance reviews, ensuring alignment to firm’s goals – including creation of objectives for each job level in cascade strategy, delivering appraisal & 1:1 workshops, creation and design of material, analysing completed appraisals and driving follow up actions.

 Oversee and provide guidance on all performance, disciplinary and grievance issues, ensuring that these are dealt with in a fair and consistent manner in line with Company procedures.

 Act as note-taker or investigator as required in grievance and disciplinary matters.  Conduct surveys and feedback mechanisms, to include NPS surveys, exit interviews

feedback, regular check-ins with the management team.  Foster strong internal communications for HR-type activity (future starters,

recruitment updates, leavers).

Governance and Reporting (Policies & Procedures):

 Developing and implementing HR policies and procedures in compliance with local regulations and industry best practices.

 Ensure compliance with relevant employment laws and regulations in Jersey.  Maintain the Employee Handbook, HR documentation, and HR policies and

procedures.  Produce reports and respond to information requests in an accurate and timely

manner.  Produce timely, relevant and accurate MI data as and when required by the Board.  Keeping abreast of developments in HR regulation, trends and best practices, and

making recommendations to the Board as appropriate.

Qualifications and experience:

 Hold a bachelor’s degree in HR or Level 5 CIPD qualification.  5+ years in a HR generalist role.  Sound knowledge of employment laws and regulations in Jersey.  Strong interpersonal and communication skills, with the ability to build relationships at

all levels of the organization.  Demonstrated ability to handle confidential information with discretion and integrity.  Excellent organizational skills and attention to detail.  Strategic thinking and problem-solving abilities.  Ability to work independently and collaboratively in a fast-paced environment.

JOB DESCRIPTION Job title

Category Manager

Reports to

TBC

Reporting to this position

Location of work

Support Centre, Co-operative House, Don Street

Date effective Version: 2 Role Banding:

Role Purpose To own and manage the end-to-end category management of Pharmacy Retail, including but not exclusively buying recommendations, merchandising, ranging, pricing recommendations, and leakage.

Society’s Vision To make a real difference to the communities we serve

Society’s Mission To develop and protect long-term member value

Society’s Values COOPERATION: embracing the cooperative principles in everything we do.

OPENNESS: honesty and trustworthiness in what we say and how we behave.

Being prepared to listen.

PASSION: pride in our business, determination to succeed, radiating positive energy.

EMPOWERMENT: providing opportunity, encouraging contribution and involvement, and believing in our people.

RECOGNITION: ensuring our colleagues are appreciated, valued, and rewarded for their achievements.

MAIN AREAS OF RESPONSIBILITY

• Direct accountability for managing the range that the Society sources. This means direct responsibility for data admin, merchandising, planograms for Pharmacy Retail.

• Dual responsibility (with operations) for managing availability, effectively and efficiently.

PRINCIPAL RESPONSIBILITIES –

Leadership a) Embed the culture and values of the Society and encourage all managers and colleagues to attain the

highest possible standards. Work within the spirit of the agreed Aims and Values of the Society to create an operational climate that is conducive to employee development, engagement loyalty, and high morale.

b) To develop and maintain an effective working relationship with the Head of Department, Operations Managers, the Category Officers in the team, the wider team, and across the Society.

c) To actively participate in the implementation, monitoring, and review of the execution of these categories' strategic plans to maximize net profit by driving sales, margin, and availability across all retail trading business units.

People Management

a) Lead, direct, consult with, develop, and motivate all direct reports so that a. they may optimize their contribution to the business b. are fully accountable for the areas under their direct control c. determine and agree on performance benchmarks and objectives d. review performance against these to reinforce achievements, address shortfalls and identify

development needs, through cooperative Goals, conversations, and growth. b) To work with the Head of Department to ensure a succession plan is in place for the team. c) With all direct reports review the results of the Society Engagement survey Cooperative Voice and ensure

that actions are being taken to address any areas of development

Operational Management

a) To make sure that the Range Events – Schedule (plans) are actioned-amended accordingly so that they are fit for the Society. This is to include all FRTS - non-FRTS and local products. Ensure that the plans are complete and available to the Stores/pharmacies in line with published timetables.

b) To be responsible for all FRTS Product Maintenance- Initial Pricing and Setting the Margin on all FRTS before passing to Price and Promotions.

c) To ensure all Range Events availability is checked before the go-live date & the rate of sales.

d) To Manage FRTS Rejections – Master Product File actioned accordingly in a timely frame.

e) To ensure any FRTS Queries are logged Daily and actioned.

f) To Ensure online Range is reviewed in line with Range Events – Deletions - Availability – LTOOS and action

promptly.

g) To Ensure all Product Recalls are actioned.

h) To ensure that issues reported on Sunrise are actioned promptly.

i) To ensure that FRTS changes published on the FRTS Portal are saved and actioned promptly.

j) Ensure that Trading tasks for VME are completed and the team is supporting the Transition.

k) To ensure compliance throughout the Society of all relevant regulations and legislation applicable in the

jurisdictions in which it operates, as well as following internal Society standards where higher, concerning the health and safety of employees, agents, and customers.

l) To ensure all deliverables are met about the Society’s risk strategy and that all risks are identified,

highlighted and solutions found.

Membership/Community Relations

a) Act generally always to protect and develop the image of the Society. b) Provide support for community activities where required. c) Provide support for charitable projects where required. d) Provide support for environmental initiatives where required.

COMPETENCIES AND BEHAVIOURS

Demonstration of these key behaviors is required:

SKILLS, KNOWLEDGE AND EXPERIENCE REQUIREMENTS

1. Experience in pharmacy / PE Meds and pharmacy ranges

2. Broad understanding of the business and the broader cooperative movement

3. Good level of business and financial acumen

4. Ability to analyze the internal and external environment for data and trends and action the information.

5. Consults, collaborates and communicates effectively.

6. Can ensure that transactional aspects of the role are well executed in a fast-moving, changing working

environment.

7. The ability to work cross-functionally both within the Trading Team and across the Retail Estate 8. A proactive nature with a willingness to investigate problems and suggest solutions. 9. Excellent interpersonal skills with a positive and enthusiastic attitude 10. Able to work with minimum supervision. 11. Strong attention to detail & accuracy

Getting the Job Done Working with others Self-Management

Information Gathering Analytical Thinking Technical Expertise Results Orientation

Developing Others Teamwork and Collaboration Managing Performance Communication Influence and impact Customer focus

Decisiveness Self Confidence Flexibility Self-Development