HR Strategy Implementation
Provide leadership to drive the delivery of the business HR plans
Coach, challenge and guide managers and teams through periods of change
Drive the HPO principles so they become a common language throughout the business
Evaluate all areas of the Employee Life cycle make recommendations and develop plans for implementation
Manage Investors in People re-assessment and follow up with action plans to improve
Facilitate the company survey and support department managers to develop improvement plans
Drive and support wellbeing initiatives including new ways of working
Undertake project work as and when required
Support integration through policy/procedure alignment and people-focused
Employee Performance and Development
Develop and implement an updated Onboarding programme across the business
Coaching of LMs on ways to motivate and lead and develop their teams more effectively.
Working with managers to ensure that employees have the skills and resources they need to achieve their roles and objectives.
Coordination with line managers on training & development needs and sourcing of suitable training providers
Deliver training as required
Research of legislative changes and development of policy changes and additions where necessary
Suggest, research and develop new HR policies and practices in line with external HR developments
Support the HR Advisor when needed in employee relations issues including performance, capability,
absence, disciplinary and grievance in line with company procedures and legal obligations.
Mitigate risk to the company through employee relations issues by acting to prevent issues from arising
and/or minimizing impact on others and the business.
All Directors and Managers are responsible for Health and Safety as a standard part of their role and in accordance with local H&S legislation and local company Safety Policies. They must ensure that such legislation and policies are implemented in the workplace. It is their further responsibility to ensure that situations and hazards which fail to meet the spirit of these provisions are rectified or raised at the appropriate staff meeting for rectification without delay.
Training & Development:
To keep up to date with developments in their professional field.
Generalist HR experience at an HRPB or Senior HR advisor level
People management experience preferred Experience in change management projects
Experience in coaching Managers at all levels
PC Literate -Able to use Excel, Word, Outlook
CIPD level 5 preferred
Leads by example showing genuine care and concern for employees, respecting confidentiality and treating people fairly.
Helps employees develop and progress their careers by giving positive and constructive feedback and managing performance
To be considered for this vacancy, please click here to email us your CV.