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Job definitions

  • Job Title: HR Manager
  • Function: Human Resources
  • Reports to: General Manager/Managing Director

Job Purpose:

To provide and effective HR functional resource which provides professional guidance, support and input to unit management in matters relating to personnel policies/procedures: employment legislation, employee relations, recruitment, performance management, health and safety, training and development, termination, business restructuring.

Scope:

Financial

  • Medium Under £20 million
  • Large £20million and over

Key Responsibilities:

  • Provide professional input and support in the key employment processes of recruitment, induction, performance management, discipline, grievance and termination ensuring that these matters are consistently managed to a high standard and in accordance with company procedure and reorganised good practice
  • Ensure HR related policies and procedures are maintained, broadcast, understood and professionally implemented with c consistent approach
  • Provide an effective HR administration service ensuring that employee data/information is handled, stored, processed and retrieved in a professional, confidential, accurate and timely manner, in accordance with data protection and other similar requirements
  • Assist and advise on all issues related to terms and conditions of employment and interpretation of current employment legislation selectively seeking further professional legal advice as required to ensure legal compliance
  • Implement and monitor performance management systems in-line with business plan objectives throughout the division, thereby ensuring all managers have appropriate personal objectives and appraisals and the annual bonus/salary review is conducted effectively
  • Provide HR support and input during periods of business restructuring and change management (e.g. working practices, working hours, multi-skilled, redundancy exercises etc)
  • Assist the Groups/businesses efforts to improve health and safety and environmental performance/standards by coordinating the reporting of injuries/incidents, ensuring there is a proper level of accident and injury investigation and assisting with training and initiatives
  • Contribute to the development/maintenance of good HR practice and procedures within the Group/Business by actively participating and contributing in development work within the function, networking with other colleagues and by maintaining knowledge and understanding of wider HR developments

Qualifications:

Educational and professional:

  • Graduate calibre
  • CIPD membership

Knowledge, Skills, Experience

  • Minimum of 2-3 years in a professional role/environment
  • Exposure to a unionised manufacturing environment
  • Good verbal and written presentation/communication skills
  • Knowledge of current employment law
  • Evidence of having used negotiating and consultation skills effectively
  • IT exposure
  • Business and commercial awareness
  • Numerical/verbal reasoning skills