The successful candidate will:

• Be professional, discreet and able to handle confidential information appropriately
• Build strong working relationships across the business
• Be confident advising managers on people matters in a fair and consistent way
• Demonstrate empathy, sound judgement and strong interpersonal skills
• Be highly organised and able to manage a varied workload effectively
• Be comfortable working in a busy environment and adapting to change
• Communicate clearly and influence others positively
• Embrace continuous improvement and seek ways to strengthen people processes
• Demonstrate integrity, honesty and a commitment to high professional standards

You will ideally have:

• Previous experience in a generalist HR role, ideally at HR Manager level or similar
• Strong knowledge of HR best practice and employment legislation
• Experience of recruitment, onboarding, employee relations and performance management processes
• A proactive and practical approach, with the ability to support both day-to-day HR operations and longer-term people planning

Overall aim

Ensure that Jones Robinson attracts and develops the most talented people in the market.

Recruitment

• Oversee all recruitment for the business, including conducting the first interview with all candidates.
• Ensure that all new team members are a good fit with company values and culture.
• Write and update job specifications.
• Oversee job advertising and manage recruitment agencies.
• Support workforce planning by identifying current and future hiring needs across the business.

Onboarding

• Ensure that all new team members are onboarded correctly.
• Continuously improve the onboarding process based on ongoing feedback.
• Oversee probation processes and ensure new starters receive appropriate support during their first months with the business.

Training, development and qualifications

• Work with senior management to plan and implement an ongoing training and qualifications programme.
• Advise senior management on talent development and ongoing succession planning.
• Track the implementation of ongoing appraisals by the Office Managers.
• Support the development of performance management processes, including objective setting, probation reviews and personal development planning.
• Tracking of personal development performance plans

Retention

• Analyse staff turnover and conduct exit interviews.
• Manage internal staff engagement surveys.
• Advise senior management on pay reviews.
• Monitor absence trends and support managers in applying absence management processes consistently.

Governance and compliance

• Update the Staff Handbook on an ad hoc basis and annually, liaising with third-party HR specialists as needed.
• Advise senior management on disciplinary and grievance processes, liaising with third-party HR specialists as needed.
• Support employee relations matters, including investigations, case management and ensuring fair and consistent people practices across the business.
• Help ensure HR policies, procedures and people records remain compliant, accurate and up to date.

Recognition

Jones Robinson named Overall Estate Agent of the Year at Trusted Agent Awards - Property Soup

We are an equal opportunities employer and do not discriminate on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race; religion or belief, sex, and sexual orientation.