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Zoe's Journey to becoming an HR Adviser in our Pay & Reward team

Zoe joined the Met Office in early 2015 and has progressed through the ranks of HR. Zoe works in our Pay & Reward team and has been instrumental in helping to deliver a number of high profile projects.

1.      What attracted you to the Met Office?

The role being advertised suited me in terms of my career path and the contractual hours

2.      How did you start working at the Met Office?

I had recently relocated to Exeter and was successful in my application for a part-time HR Associate role in the Reward team

3.      What kind of training and development opportunities have you had at the Met Office?

The Met Office has provided me with range of training opportunities, from online courses to workshops delivered by professionals. In HR, we are encouraged to progress (with full support) through various stages of CIPD training, which is a big help.

4.       What experience have you gained while at the Met Office?

I have been able to move from a generalist role towards a Pay Specialism, learning about statutory deductions, performance pay and pay systems.

5.       How did you get into your current role?

I was lucky to have the opportunity to learn a lot from my colleagues and get involved in some critical project work over the past year.

6.      What sort of things have you been doing in the last 12 months?

I have had a temporary promotion and learnt a great deal doing some project work, including the opportunity to work with colleagues more widely across other departments and functions.

7.       What do you get up to day to day?

Every day is different and I never get bored! Staff often have queries regarding their payslips; sometimes the answer is reasonably straightforward and other times it can lead to some quite complex casework.

8.       What does the role involve that people might not expect?

Job evaluation – assessing the weight of a role and where it sits organisationally. It is great to have the variety of working with individual staff on their own specific pay queries and then looking at how every role across the organisation is organised structurally, and which roles sit alongside each other even though they may require different skills, knowledge and expertise.