HR Manager/ Business Partner

Role Title: HR Manager / Business Partner

Location: on site - Leek

Reports To: Head of Internal Operations and Talent

Employment Type: Full-Time

About the Role

We are seeking a dynamic HR Manager/ Business Partner to serve as a hands on partner supporting the HR needs of 2 incredible teams. Reporting to both the CEO and the Head of Internal Operations and Talent this role bridges operational HR needs at both a factory level as well as supporting a fully remote team located globally. The HR Manager will focus on ensuring the HR policies, processes, document controls and protocols are reviewed and updated consistently to ensure they meet all current legislative requirements, employee relations, performance management, compliance, and driving initiatives that promote employee engagement, creating an employer-of-choice across diverse environments. Knowledge of Payroll systems and processes is also relevant.

Roles and Responsibilities

• Employee Relations: Alongside the Head of Talent and the HR Administrators, act as the first point of contact for employees, resolving day to day issues and fostering a positive working environment.
• Recruitment & Retention: Manage end to end recruitment including sourcing, interviewing, and onboarding.
• Workplace Safety Compliance: Partner with operations to ensure adherence to all safety regulations and maintain a culture of safety in the workplace.
• HR Administration: Handle HR related documentation, timekeeping, payroll, and policy enforcement specific to relevant operations.
• Staff training - ensure effective Induction and other training across the team as may be required.
• Ensuring processes Document controls meet Government Legislation requirements and GDPR compliance.
• Keeping personnel and training files up to date and accurate and ensuring ISO 9001 compliance.
• Training & Development: Work with the Head of Talent to identify and implement training programs to enhance skills and support employee career growth.
• Employee Engagement: Alongside Head of Talent, support the strategies and initiatives to foster connection, collaboration, and engagement across all teams.
• Performance Management: Support alongside Head of Talent departmental guidance and review of performance reviews and OKR achievement.
• HR Technology: Leverage digital tools and platforms to manage HR processes and facilitate communication across all teams.
• Providing expert HR advice and guidance to managers and staff on HR matters, supporting managers in dealing with complex casework, performance, attendance and employee relations issues.
• Working with the Head of Talent in identifying HR priorities from corporate and departmental plans, translating business requirements into effective HR practices and delivering people solutions aligned to business objectives.
• Ensuring all key stakeholders are informed / consulted on relevant changes such as restructures, redundancies and retirements etc.
• You are working with third party providers to ensure that services meet HR business needs and are delivered to agreed standards and timescales.
• Analysing and reporting HR information to support with benchmarking and the development of HR strategies and solutions. Ensuring that all internal and external reporting requirements are satisfied through the provision of management information and HR returns.
• Maintaining a clear understanding and providing up to date knowledge of the legal framework within which HR operates; assisting in developing HR policies in line with current legislation and keeping abreast of modern HR procedures and best practice.
• Supporting the development and implementation of both teams' pay and reward strategy e.g. through support with pay negotiations, production of annual reward statements, operation of annual performance review and bonus allocation process alongside Head of Talent and Payroll Manager.
• Ensuring the smooth running of working parties to facilitate the delivery of HR policies, projects and initiatives.
• Supporting the Company on any collective bargaining occurrences. Directing and supporting the HR Business Partners / HR Administrators in their duties to support the delivery of the HR strategy, including working with the Payroll manager across all payroll processes to ensure staff are paid on time and correctly.
• Leading by example as a role model for the companies' values and professional standards.
• Driving the delivery of business and department plans for your own areas of responsibility.
• Driving continuous improvement within your own areas of responsibility.
• Taking a proactive approach to risk management, ensuring risks and issues are identified, addressed and reported and, where appropriate, escalated.
• Managing individuals or teams through line management and ensuring under performance is managed and adequate resourcing is planned to meet objectives.
• Managing delegated resources (e.g. budgets, equipment and contracts) as appropriate, to ensure value for money.
• Being fully aware of and actively complying with both companies' policies and procedures relevant to your own responsibilities and to corporate policies and procedures including equality, sustainability and the environment, health and safety and data protection.
• Supporting accurate and timely payroll functions as and when required.
• Performing any other reasonable duties as may be expected from this role.

Requirements

• Strong track record of developing and implementing HR policy and processes.
• Experience with HRIS systems and platforms and digital communication tools (Microsoft TEAMS).
• Experience across payroll systems (monthly and weekly) and benefit systems.
• Experience of working in partnership with a range of stakeholders including managers, employees and external partners.
• Experience of managing and improving employee relations and engagement.
• Experience of managing conflict and sensitive issues and achieving positive outcomes.
• Experience of developing workforce plans that reflect organisational/departmental need.
• Experience of leading and shaping work with others from different professional backgrounds to achieve organisation priorities.
• Ability to work on own initiative, prioritise work to deadlines and pay attention to detail.
• Ability to analyse complex information and recommended solutions.
• Skilled analytical thinker with ability to critically assess requirements and select 'best fit' approach to meeting both companies HR needs.
• Excellent written and oral communication skills and the ability to effectively communicate complex ideas and information to a range of audiences and stakeholders.
• Strong ability to work flexibly - managing changing and competing priorities and absorbing new information rapidly to address complex issues.
• Proven ability to systematically analyse information and cut through complexity to bring clear, relevant and intelligible recommendations.
• Able to apply judgement, creativity and flexibility to generate new and innovative ideas and approaches and to solve complex problems.
• Ability to identify, analyse and take action to effectively manage risk to meet strategic objectives.
• Strong ability to understand both companies' strategic context and work pro actively to achieve each organisation's highest priorities.
• Able to communicate strategic priorities to others and to lead them in contributing to those priorities.

Key Competencies

• Adaptability: Ability to seamlessly shift between onsite and remote work environments, addressing the unique challenges of each.
• Communication: Strong verbal and written communication skills to engage with employees at all levels, in person and virtually.
• Problem Solving: Proactive in identifying challenges and implementing solutions that balance employee satisfaction with business goals.
• Interpersonal Skills: Build trust and rapport with diverse teams, fostering a culture of respect, collaboration, and inclusion.
• Data Driven: Use HR metrics to guide decision making and measure the effectiveness of initiatives.
• Confidentiality: ability to deal with highly confidential information and maintain GDPR protocols across different platforms.

Qualifications

• CIPD certified (level 7)
• 5+ years of HR experience, with at least 2 years in a business partner HR Manager role.
• A level 6 qualification such as an honours degree or experience demonstrating the capabilities associated with a qualification at that level.
• Extensive knowledge and understanding of employment law, Government employment legislation and HR best practice and employment policies and procedures.
• Able to use project management disciplines to lead or contribute to project work.
• Able to challenge and influence others, including more senior colleagues and stakeholders, to ensure that the right outcomes are achieved.
• Strong ability to build effective working relationships with internal and external stakeholders at all levels, to work collaboratively to achieve objectives.
• IT literate across all Microsoft 365 platforms and TEAMS.
• Strong ethics and integrity.
• High degree of confidentiality.
• Professional, friendly, calm, measured and collaborative personality.
• Hands on, can do attitude.
• Solutions orientated.