Process new starter paperwork, right-to-work checks and contract issuance within an agreed turnaround time.
Human Resources & Personal Development
Core Skills for HR Assistants and People Operations Coordinators
Builds the administrative backbone of HR: accurate records, compliant onboarding, query triage and clear reporting so people operations run without costly errors.
🗓️Duration5 training days
📚Content4 modules · 8 sessions
🎓On completionAccredited attendance certificate
About the programme
Course Overview
Every HR strategy depends on administration that works: the offer letter issued on time, the right-to-work check completed before day one, the record that matches what payroll actually pays. This course is built for HR assistants and people operations coordinators who keep that machinery running day to day. It covers the full employee lifecycle from onboarding documentation through to leaver processing, shows how to keep an HR information system audit-ready, and builds the query-handling habits that stop small issues turning into formal complaints. Participants practise with in-tray exercises drawn from real administrative scenarios, draft the letters and checklists their own organisation actually uses, and learn to spot the data pattern that signals a process failure rather than a one-off mistake. The course also covers how to work alongside specialist HR colleagues, payroll and line managers so administrative work feeds decisions rather than just filling files. Participants leave able to run the day-to-day employee lifecycle with the accuracy and pace a growing organisation needs.
Expected Learning Outcomes
Maintain accurate, audit-ready employee records across the HR information system and personnel files.
Triage employee queries through a case log and escalate complex matters to the right specialist.
Draft standard HR correspondence, including offer letters, variation letters and reference requests.
Track probation, absence and holiday entitlement and flag patterns that need a manager's attention.
Coordinate onboarding and offboarding checklists, including system access removal and asset return.
Produce routine headcount, turnover and absence reports that managers can act on directly.
Who Should Attend
Newly appointed HR assistants and HR administrators building core skills.
People operations coordinators supporting more than one department.
Graduates and career-changers starting their first HR support role.
Office managers who have inherited HR administration duties.
Shared-services HR team members who handle employee queries daily.
Team leaders and supervisors responsible for HR administration staff.
Course Modules
Select any module to see its sessions and points.
01Running the Employee Lifecycle from Offer to Exit
2 sessions · 8 points
Session 1Onboarding Documentation and Right-to-Work Verification
- Prepare compliant offer letters and contracts matched to the correct template for the role and location.
- Verify right-to-work status and any required background screening before confirming a start date.
- Build a 30-60-90 day onboarding checklist that assigns actions to IT, facilities and payroll.
- Set up new starter records in the HR information system with consistent entries that support later reporting.
Session 2Managing Contract Changes and Structured Offboarding
- Draft variation-of-contract letters for role, hours or pay changes and route them for correct sign-off.
- Process resignations and terminations against a documented offboarding checklist covering assets and access.
- Coordinate exit interviews and log leaver reasons using a consistent category set for trend analysis.
- Close out employee records and archive files in line with the organisation's retention schedule.
02Employee Records, Data Quality and Reporting
2 sessions · 8 points
Session 1Keeping the HR Information System Audit-Ready
- Apply a data quality checklist to catch missing fields, duplicate records and inconsistent job titles.
- Reconcile personnel files against system records ahead of internal or external compliance audits.
- Apply retention and secure disposal rules to personnel files that contain sensitive personal data.
- Restrict record access with role-based permissions so only authorised staff view sensitive fields.
Session 2Producing Reports Line Managers Can Act On
- Extract headcount, turnover and absence figures using definitions agreed with finance and payroll.
- Build a simple monthly dashboard that flags absence patterns, expiring probations and overdue reviews.
- Present routine metrics to line managers in a short briefing that highlights actions, not just numbers.
- Identify data anomalies that point to a process failure rather than a genuine change in the figures.
03Handling Employee Queries and Casework
2 sessions · 8 points
Session 1Triaging Queries Through a Case Management Log
- Log incoming employee queries with a category, priority and target response time in a shared tracker.
- Answer routine policy questions directly using the employee handbook and approved wording.
- Recognise queries that need escalation to an HR business partner, payroll specialist or occupational health.
- Close cases with a documented resolution so recurring issues can be identified over time.
Session 2Drafting Correspondence for Sensitive Situations
- Draft reference requests, probation outcomes and absence review invitations using approved wording.
- Prepare a manager's briefing note ahead of a return-to-work or informal capability conversation.
- Take accurate, contemporaneous notes in informal meetings that could later support a formal process.
- Apply plain-language principles so employees understand outcomes without a follow-up call for clarity.
04Compliance Basics and Supporting the Wider HR Team
2 sessions · 8 points
Session 1Administering Absence, Holiday and Policy Queries
- Track statutory and contractual leave entitlement, including carry-over and pro-rata calculations.
- Apply a recognised absence-trigger method, such as a Bradford Factor calculation, to flag review points.
- Administer family leave requests and confirm qualifying dates against statutory notice periods.
- Keep policy summary sheets current so query handling always reflects the latest handbook version.
Session 2Supporting Recruitment, Reward and Payroll Cycles
- Prepare data extracts and logistics for recruitment campaigns, assessment days and induction events.
- Support pay review and bonus cycles by checking eligibility data before it reaches payroll.
- Coordinate with payroll to resolve discrepancies between contractual terms and processed pay.
- Feed administrative findings back to HR business partners to inform wider people policy decisions.
What the participant receives
4 course modules
A structured syllabus
8 training sessions
across 5 days
32 detailed points
Applied, detailed content
Accredited attendance certificate
On completing the programme
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