HR Manager
Title:
HR ManagerType:
PermanentStart Date:
ASAPSkills:
Knowledge & Experience
CIPD Qualification (minimum level 3 certificate)
Minimum of 5 years in a HR Management or Advisory role
Knowledge of internal communication methods and strategy
Direct or management experience in a high level PA environment
Description:
The role manages all aspects of people and culture at the company, focusing on developing and implementing the Society’s people and culture strategy and internal communications plan ensuring strategic objectives are achieved.
Key Elements
- To implement HR strategy within the Society and ensure that HR policies are fully embedded and operational.
- To implement an internal communications plan for the effective delivery of information and Society communications to staff
- Support the overall business strategy and help the Society grow through it employees and Learning & Development initiatives. Furthermore, to develop and enhance the Society’s talent and evolve the company’s future leaders
- To create a positive, rewarding, and engaging environment for staff to support the achievement of the Society’s objectives
- To manage, motivate and develop the PA & Communications Executive (PCE), and the HR Coordinator (HRC) in providing efficient support to the Chief Executive and staff.
HR Management
- Develop and implement an annual agenda for HR strategy in line with the business plan. Ensure HR plans support the needs of the business but are also flexible enough to cope with changes in the organisation, as and when they occur.
- Provide information and reports on data such as staff turnover, references, cost per hire, training hours per person, etc.
- Support and counsel managers to effectively manage teams to ensure higher employee productivity
- Provide advice on and administer maternity and paternity leave cases. Responsible for resource planning for maternity re-joiners.
- Conduct training needs analysis and designs and implement a training plan with input from business heads. Manage costs to budget.
- Ensure all staff receive appraisals in accordance with company policy and monitor probationary periods
- Co-ordinate recruitment throughout the company through management of HRC. Build relationships with recruiters, draft briefs, set up interviews where necessary. Interview senior hires when necessary.
- Ensure all Job Descriptions are kept up to date; create new JDs as and when necessary.
- Deal with any performance or grievance issues in a legally compliant and professional way.
- Monitor sickness absence and ensure absence management policy is adhered to
- Conduct occupational health referrals and providing support and advice to employees
- Ensure all policies and procedures are up to date and legally compliant.
- Provide day to day advice to line managers on all human resource issues: management of staff, remuneration, etc.
- Review all staff salaries and make recommendations for pay rises in consultation with dept. heads. Implement any increases and promotions.
- Involvement in all redundancy consultations
- Initiate and implement positive changes to contribute to engagement and retention of staff.
- Manage the Society’s employee benefits providers and the Society PMI scheme on administrative/service issues.
- To be the main point of contact for Investors in People accreditation, assist in plans for the exercise and main documentation.
Culture & Communication
- Develop an understanding and awareness of the internal cultural and communication needs within the company.
- Liaison with staff as well as planning and project teams to understand changes and potential implications for internal communications.
- Build a suitable culture based on the Society’s vision, values and objectives
- Owner of Society internal communication process delivering timely and effective communications throughout the Society; Liaison with Senior Managers and developing and delivering a simple coordinated process in order to provide effective, joined up communications
- Building on existing networks and developing where required internal communications contacts throughout the Society; Ensuring contacts have the appropriate skills and support to deliver and share communications.
- Delivering regular communications for all staff through a range of channels; Ensuring ease of access to communications, clarity and consistency of messages.
- Arrange staff meeting dates and agendas on a quarterly basis.
- Manage the development and credible action planning in relation to staff survey, process results, feedback to management and staff and ensure action points are followed through.
- Identify opportunities for employee engagement team building, initiate and oversee the organisation of staff events.
Chief Executive Support
- To support the CEO in their post in a professional, efficient and effective manner; overseeing the PA who is responsible for:
- Telephone calls, diary arrangements, correspondence, presentations and general documents to assist the CEO appropriately.
- Liaison with members of the Board on the CEO’s behalf to ensure the smooth running of Society’s business.
- Service meetings of the Board by preparing and distributing papers within agreed timescales, managing logistics and facilitating travel etc.
- To deal with member complaints, queries and correspondence addressed to the CEO as far as is possible, liaising with healthcare and membership services areas as required.
- Organisation of the Society’s AGM, Board, sub committees and away day meetings.
- Assist with Company Secretary key governance duties
People Management
- To effectively manage and support the PA, CE and HRA;
- Agree individual training and development programmes to achieve personal objectives
- Undertake quarterly reviews and annual appraisals
- Managing performance and absence
- Developing individuals through coaching and mentoring
- Encouraging good communication and working practices between team members
