![RCM Recruitment Limited](https://media.trabajo.org/img/noimg.jpg)
HR Manager
2 weeks ago
HR Manager
40-60K
The main responsibilities of the HR Manager will be:
- To devise and implement strategies to improve the recruitment, development and retention of employees across the business.
- Talent Management: To manage the Talent Management and Succession Planning process for the organisation, resulting in a 'talent register' of identified people with development plans for specific roles.
- Talent Management: To manage the Talent Management and Succession Planning process for the organisation, resulting in a 'talent register' of identified people with development plans for specific roles.
- To work closely with the Senior Management Team on the People strategy, advising on HR best practice.
- Line management none but supporting site leadership on HR matters in a matrix.
- To coordinate daytoday HR activities across the group in the areas of compensation and benefits, training and development, performance management, employee relations, health and wellbeing.
- To review existing HR policies, practices and processes at Inca and recommend changes to ensure that they add value to the business operations.
- To provide regular reports and analyses on HR matters to the Senior Management Team and to the Board of Directors from time to time.
- To identify opportunities to improve the HR service taking into account best practice.
- To review recruitment, induction process and restructure. Complete review of benefits and employee contracts
The ideal HR Manager will be/have:
- CIPD is a distinct advantage
- Experience in leading/ managing all duties encompassed into the role of Human Resources
- Knowledge of current UK employment law
- Excellent spoken and written English language skills
- Relevant/Similar HR educational background
- Excellent communication and relationship building skills
This position will suit an ambitious developing HR professional or an experienced HR leader who has already experienced growth organisations.
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