Red Snapper Group
Human Resources Manager
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Group Human Resources Manager
Salary:
Up to £48,000 (pro-rated from £60,000)
Working Hours:
Part time (4 days per week)
Reporting Structure
Reports to:
Managing Director
Direct Reports:
BSO
Role Overview
The Group Human Resources Manager is responsible for the effective management of all HR activities across the organisation. The role ensures that HR policies, procedures and practices support the needs of the business, employees and managers, while maintaining compliance with employment legislation and company requirements.
Working closely with the Senior Management Team, the postholder provides advice and guidance on a range of people matters, including recruitment, employee relations, performance management, training and development, attendance management and employee wellbeing.
The role is responsible for developing and improving HR processes, supporting employee development and career progression and promoting a positive and inclusive working environment. The postholder operates with a high degree of autonomy and leads the day to day delivery of HR services across the organisation.
Responsibilities
HR management and compliance
- Develop, review and implement HR policies, procedures and programmes, ensuring compliance with employment legislation and organisational requirements.
- Oversee the provision of HR services across the organisation.
- Ensure employee records and HR documentation are maintained accurately, securely and confidentially.
- Manage employment related documentation including contracts of employment, variations to terms and conditions, probation reviews and termination paperwork.
- Maintain HR records and documentation to support organisational compliance requirements, accreditation standards and internal and external audits.
- Coordinate the provision of HR information, reports and evidence required for audits, inspections and compliance reviews.
- Monitor changes in employment legislation and recommend updates to policies and practices where required.
- Provide practical HR advice and guidance to managers and employees on employment matters and company policies.
Recruitment and onboarding
- Support the recruitment process, including advertising vacancies, shortlisting and finalising the appointment of candidates.
- Support managers with workforce planning and recruitment requirements.
- Ensure effective onboarding processes are in place for all new employees.
- Coordinate and deliver company induction programmes and new starter arrangements.
- Promote a positive candidate and employee experience throughout the recruitment and onboarding process.
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Employee relations
- Manage employee relations matters, including disciplinary, grievance, capability and absence management procedures.
- Provide guidance and support to managers in resolving workplace issues fairly, consistently and in line with company procedures.
- Support employee welfare and wellbeing and signpost employees to appropriate support where required.
- Foster positive working relationships and encourage a respectful and inclusive working environment.
Training, development and performance
- Oversee employee training and development activities across the organisation.
- Identify training needs and work with managers to support the development of employees and teams.
- Coordinate mandatory training, refresher training and professional development opportunities.
- Develop and maintain career progression frameworks and employee development pathways.
- Lead performance management processes and provide guidance to managers on performance related matters.
- Support succession planning and development opportunities for employees across the organisation.
Attendance and wellbeing
- Monitor attendance, absence and leave management across the organisation.
- Support managers in the effective management of attendance issues and absence procedures.
- Analyse absence trends and make recommendations to support employee wellbeing and operational requirements.
- Promote initiatives that contribute to employee wellbeing and engagement.
HR systems, reporting and process improvement
- Maintain effective HR systems, records and reporting processes.
- Produce regular HR reports and management information for the Senior Management Team.
- Monitor and analyse HR data relating to recruitment, retention, training, attendance and employee turnover.
- Review and improve HR processes and systems to ensure they remain efficient, compliant and user friendly.
- Lead or support HR related projects and organisational change initiatives as required.
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Payroll, benefits and pensions
- Provide payroll related information accurately and within agreed timescales.
- Maintain effective working relationships with benefit providers, brokers and other external partners.
- Act as the main point of contact for employee benefits, providing information and support to employees where required.
- Ensure employee benefit records are maintained accurately and communicated effectively to employees.
- Review employee benefits arrangements periodically and make recommendations to ensure they remain appropriate and aligned with organisational needs.
- Work collaboratively with Finance on matters relating to payroll, pensions and employee benefits.
Leadership and Management
- Provide day to day management, support and development for the HR Business Support Officer.
- Allocate and prioritise workloads to ensure the effective delivery of HR administration and support.
- Promote continuous improvement, development and good practice within the HR function.
Skills, Knowledge and Experience
Essential
- Proven experience in an HR management role.
- Sound knowledge of employment law and HR best practice.
- Experience of managing employee relations cases and advising managers on people matters.
- Experience of leading recruitment and onboarding activities.
- Experience of coordinating training and development programmes.
- Ability to analyse HR information and produce meaningful reports.
- Strong organisational skills with the ability to manage competing priorities.
- Excellent communication and interpersonal skills.
- Ability to build effective working relationships with employees and managers at all levels.
- Professional, approachable and able to handle confidential information appropriately.
- Proficient in the use of HR systems and Microsoft Office applications.
- CIPD qualification or equivalent professional experience.
Desirable
- Degree level qualification in Human Resources, Business Administration or a related subject.
- Experience of supporting organisational growth, workforce planning or career development initiatives.
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