Senior Human Resources Manager

2 weeks ago

Greenwich, United Kingdom Russell King Associates Full time

The Senior HR Manager will be responsible for the delivery of strategic people projects and HR policy review and development, effective delivery of the corporate priorities aligned with its people plan. It will also be responsible for delivery of actions aligned to the HR Audit . This role will work collaboratively with key stakeholders and colleagues across the four discreet pillars of the HR Professional Services function, drawing on relevant expertise and ensuring a coordinated and holistic approach to policy and project development. This role will also provide deputy support to the Deputy Head of HR covering employee relations and other professional areas as required.

This role will manage a core group of HR staff, allowing the team to build up a broad base of knowledge and experience and ensuring a seamless and coordinated approach to policy and project management and development. It will also provide corporate support to full time paid officials of the Trade Union in a supervisory capacity.

This role will work in conjunction with Directors and Assistant Directors, as well and Trade Unions and other key stakeholders in the development of high profile, strategic people policies and projects which support the effective delivery of the corporate priorities, aligned with its people plan.

This will require strong project management skills to ensure that work is spread throughout the staff group but coordinated in its delivery. The Senior HR Manager using their work teams, will also oversee the project management of projects and policies which will be led and directed by the Head of HR / Deputy Head of HR, from inception, through consultation, to authorisation and then implementation Council wide.




Main Duties


  • lead the delivery of high quality, customer focussed advice and guidance to Directors and Assistant Directors and managers on a range of HR issues.


  • ensure the delivery of high-quality professional HR advice, to Directorate Management Teams.


  • work in partnership with Directorate Management Teams to understand business needs to identify strategic HR solutions to meet those needs and requirements, to ensure that the business ‘gets the best’ from its people.


  • be accountable for the delivery of strategic HR projects and the design, development and delivery of a framework of holistic HR policy review.


  • set the work programme for a core group of HR Professional staff and oversee the delivery of that programme, including delivery of the HR audit.


  • lead on the review, development, application, promotion and monitoring of Human Resources policies and procedures in line with legislation and developments in good practice.


  • establish, coach, develop and manage the performance and productivity of the HR team to ensure they are highly capable and motivated to deliver specified HR requirements. Translate the vision, plans and values into action for the team.


  • undertake appropriate consultation and negotiation with recognised trades unions on specific employment issues particularly in relation to corporate Projects, Policy Development and consultation and Directorate specific issues.


  • work closely with department management teams to identify strategic HR intervention which support services in resolving people related issues aligned with the workforce strategy.


  • act as an “Expert” point of reference for organisational change management, to develop and implement appropriate HR solutions in the management of organisational change to meet organisational requirements.


  • assess “people” implications of organisational change e.g. organisation design, job design, structural and cultural aspects of change, recruitment implications, learning & development implications and ER aspects of change.


  • direct the team in the research, development and implementation of innovative HR policies and practices that meet organisation requirements comply with legislation and contribute to the development of organisation and HR Strategy.


  • ensure regular updates and training are provided for all staff on changes to HR policies and guidance, working with the legal team as appropriate.


To oversee the development, implementation and monitoring of the workforce plan


To provide guidance for complex, high-risk organisational change projects acting as point of reference/coach/escalation for the wider HR team.

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