HR Manager

The William Pollard Group of companies are looking for a HR Manager to deliver exceptional operational execution of all HR processes and coach its people leaders in the accurate delivery of people related process and procedures across the employee lifecycle. Managing all aspects of people and communications function across the Group to ensure a positive culture across all its brands and sites within the Group.

Working hours: Open to discussion.

Travel:   On occasion to visit other operating sites within the group

Closing date for applications: Monday, 25 March at 12 noon.

MAIN PURPOSE OF THE ROLE:   To maintain and oversee the accurate and timely delivery of recruitment, employee relations, performance management, training and development, payroll, compensation and benefits policies and procedures and compliance with employment regulations across all sites within the Group.

WE ARE LOOKING FOR:

• Qualified to CIPD Level 5:  Understands HR principles, practices, and regulations to effectively overseeing functions such as recruitment, payroll, employee relations, performance management, training, and development.
• Change Management: A dept at managing change processes, whether it's organisational restructuring, mergers and acquisitions, or implementing new HR policies and procedures with employee representatives.
• Employee Engagement:   Fostering a positive work culture through the policies in place and development and coaching of people managers to promote employee engagement and ensure employee satisfaction.
• Data Analysis: To interpret HR metrics, identify trends, and make data-driven decisions to improve HR processes and outcomes and ensure legal compliance.
• Technology Proficiency: In HR software and technology solutions for streamlining HR processes, managing data effectively, and enhancing the overall efficiency of HR operations.

Job Description & Person Specification

Post: HR Manager

Direct Report: Group Chief Executive

Matrix Report (pastoral): Managing Director, Buckingham

Responsible for: All Group People and Communications Policies and Procedures

Salary: c.£40-45,000 per annum

Location: BUCKINGHAM

Responsible for :   Maintaining and overseeing the accurate and timely delivery of recruitment, employee relations, performance management, training and development, compensation and benefits policies and procedures and compliance with employment regulations across all sites within the Group.

Principle Purpose of Role: To coach people leaders in the accurate delivery of people related process and procedures across the employee lifecycle and manage all aspects of people and communications function across the Group to ensure a positive culture.

Role Accountabilities

Recruitment and Onboarding:

• Develop and implement recruitment strategies and Employee Value Proposition to attract talent.
• Negotiate terms of business with agencies.
• Oversee People Managers managing the recruitment process.
• Coordinate job offers in line with market rates and appropriate pre-employment checks. Issue appropriate employment paperwork, sign up for benefits in line with role type and upload to HRIS and payroll systems.

Employee Relations:

• Implement employee engagement initiatives to foster a positive work environment.
• Establish and maintain regular communication with the Employee representatives and support them in the election of new representatives and training as required.
• Address employee grievances and provide advice and guidance to people leaders as needed.
• Guide People managers and employees in the handling of all ER cases including conflict resolution, providing independent mediation, and acting as an advisor on formal processes.

Performance Management:

• Provide guidance and support to managers in setting performance goals and conducting performance reviews.
• Implement and oversee the annual performance evaluation processes .
• Recommend to the Board any annual performance reward and retention approach .

Training and Development:

• Ensure all People Managers receive necessary training to perform their role to the required standard.
• Identify and c oordinate training sessions and workshops with providers to meet workforce plan needs.
• Monitor and evaluate the effectiveness of training programs.

Compensation and Benefits:

• Prepare and manage payroll, compensation, and benefits programs, including salary structures, bonuses, and incentives. Ensure the accuracy and integrity of financial transactions and records.
• Ensure compliance with legal requirements and industry standards.
• Conduct regular benchmarking to ensure competitive compensation packages.

Compliance and Governance:

• Stay abreast of legislation, regulations, and industry trends.
• Ensure compliance with all applicable laws and regulations related to employment practices.
• Develop and implement HR policies and procedures to mitigate legal risks.
• Ensure a leadership succession plan is in place.

Culture and Engagement:

• Promote a positive culture that aligns with the Group's values and goals.
• Champion diversity and inclusion initiatives to create a more inclusive workplace .
• Lead by example and serve as a role model for ethical behaviour and professionalism.

Stakeholder Relations:

• Prepare Board reports based on the annual People and Communications governance cycle and highlighting key changes and/or risks.
• Partner and coach senior leaders in the delivery of their people leadership responsibilities so they build trust and lead by example.

Competencies

• Communication Skills: Excellent written and verbal communication skills are essential for effectively interacting with employees, management, and external stakeholders .
• Interpersonal Skills: Strong interpersonal skills to build relationships, resolve conflicts, and provide support to employees at all levels of the Group.
• Problem Solving Skills:   The ability to analyse complex situations, identify issues, and develop practical solutions is crucial for addressing HR challenges.
• Organisation Skills:   Must be well-organised to handle multiple tasks, prioritise workload, and meet deadlines effectively.
• Analytical Skills: S trong analytical and problem-solving skills for decision making. Attention to detail and ability to identify trends and patterns in data to ensure compliance with regulations.
• Leadership Skills: Ability to motivate and have a positive impact on those interacting with to drive performance and facilitate change within the Group .
• Regulatory Compliance: Current knowledge of all relevant labour laws and people compliance requirements.
• Ethical conduct: Up hold the highest ethical standards  and maintain confidentiality when handling sensitive employee information.

Skills and Qualifications

• Qualified to CIPD Level 5:   Understands HR principles, practices, and regulations to effectively overseeing functions such as recruitment, payroll, employee relations, performance management, training, and development.
• Change Management:  A dept at managing change processes, whether it's organisational restructuring, mergers and acquisitions, or implementing new HR policies and procedures with employee representatives.
• Employee Engagement:   Fostering a positive work culture through the policies in place and development and coaching of people managers to promote employee engagement and ensure employee satisfaction.
• Data Analysis:  To interpret HR metrics, identify trends, and make data-driven decisions to improve HR processes and outcomes and ensure legal compliance.
• Technology Proficiency: In HR software and technology solutions for streamlining HR processes, managing data effectively, and enhancing the overall efficiency of HR operations.

Key Performance Indicators  

1. HR Operational Efficiency: Assess the efficiency of HR processes and workflows by measuring metrics such as response times to employee inquiries, payroll accuracy and HR costs as a percentage of total operating expenses.

2. Recruitment Cost Per Hire: The total cost incurred to fill a position, including advertising, recruitment agency fees, and staff time. Lower recruitment costs per hire signify cost-effective hiring practices.

3. Employee Satisfaction and Engagement: Surveys or other feedback mechanisms used to measure employee satisfaction and engagement levels.

4. Training and Development Metrics: Monitor metrics such as training hours per employee, percentage of employees completing training programs, and the impact of training on performance and skill development. Effective training and development initiatives contribute to employee growth and success.

5. Performance Management Metrics: Evaluate the effectiveness of performance management processes by tracking metrics such as completion rates of performance reviews, goal achievement rates, and feedback quality.

6. People Metrics Dashboard Accuracy: Ensure the accuracy and completeness of HR data by monitoring the quality of HR metrics and reports provided to management. Accurate HR data is essential for informed decision-making and strategic planning.

7. Compliance and Governance: Measure audit findings; completion of HR process requirements consistency and employee relation cases.

8. Diversity and Inclusion Metrics : Measure diversity and inclusion efforts within the Group including metrics such as workforce diversity percentages, representation in leadership roles, and diversity training participation rates.

Closing date for applications: Monday 25th March at midday.