Develop and implement the HR /TM and People strategies aligned to the business objectives.
Support and coach the management team on all people leadership matters, including business
change and transformation. Forming strong relationships with the management team to be able to
challenge and coach in a high performance environment.
Partner the management team to project manage organisational and procedural changes within
the business area.
Be responsible for all HR management and development (including recruitment and selection
policy/practices, discipline, grievance, mentoring, salary and conditions, contracts, training and
development, talent management, succession planning, driving performance appraisals and any
other HR related issues).
Lead the work to regularly review the company's talent management processes within the
business areas, including performance/potential management, resource planning and succession
Where necessary, work in partnership on projects to aid continuous improvement and implement
improvement programmes (e.g. changes to working practices, organisation changes and
business excellence or lean programmes).
Provide insight and recommendations on HR initiatives that can be leveraged to strengthen
business results e.g. leadership/development programmes.
Working with senior managers to uncover the talent implications e.g. any significant gaps to meet
long-term objectives and create a long-term workforce plan that prioritises people-related
Monitor, measure and report on HR issues, opportunities and development plans and
achievements within agreed formats and timescales
Liaise with Directors and Managers to understand their HR requirements and ensure they are
fully informed of the corporate HR strategy.
Keep up to date with HR legislation by researching and attending necessary events, before
providing suitable interpretation to Directors and Managers
Update the company server with timely, relevant forms, policies and procedures to ensure
accessibility for employees at all times.
To facilitate as a mediator when required to try and resolve employee grievances.
To manage the long service rewards and ensures employees are notified of qualifying rewards in
a timely and accurate manner.
To deliver and report on the annual employee engagement survey to ensure feedback from
employees is collated and interpreted correctly to help improve employee engagement.
Manage all recruitment needs for the company, including implementing and continually
developing a robust recruitment process.
Overseeing the day to day management of the recruitment process, including reviewing job
descriptions, website advertising, updating of the company resource plan, sifting and selection of
CV s, attending interviews and selecting candidates
Creating and continually improving offer letters and contracts of employment, whilst managing the
timely distribution of such documents.
Managing the collation of references, DBS and security clearance as relevant to each role.
Ensuring all relevant ID, certificates and employee documents are received on or before 1st day of
Establish and maintain appropriate systems for identifying, planning, delivering and measuring
learning and development.
Manage a training plan that details required training that is delivered within the agreed/specific
timescales and ensure outcomes are appropriately measured and reported on.
Manage and develop direct reports.
Liaise with the finance department to ensure control of training and development expenditure
within agreed budgets.
Liaise with other managers to understand all necessary aspects of their learning and
development needs, and to ensure they are fully informed of corporate learning and development
Succession plan and ensure training is aligned to support the plan.
Develop training and communications materials to support learning and development needs.
Ensure training activities meet and integrate with company strategies and policies.
Write and deliver training lessons to continue personal development of Line Managers throughout
Manage the organisation and delivery of company induction sessions, including writing and
delivering the presentations.
Maintain the currency of the Training Matrix and share the information company-wide
Develop an Academy approach to the design of a behavioural competency framework and
Learning Programmes that support each job level with the business.
General Management duties
To be a pro-active member of the team.
To highlight and help resolve any issues/challenges/employee relations within the office.
To assist and advise Company managers/directors on HR policy, practice, procedure and issues.
To represent the company in a positive, professional manner at all times.