We are looking for a pro-active, dedicated and values-driven HR professional to join our small HR Team. The role is for an initial 12-month period to cover Maternity leave and will cover an exciting period of HR consolidation and business growth.
Role Overview:
In this role, you will need to quickly develop an understanding of our business and use this to proactively identify internal and external influences, risks, and opportunities and anticipate the needs of key stakeholders in order to provide expert HR advice and innovative commercial solutions. You will provide guidance to managers on a wide variety of people-related matters and will quickly become a trusted partner. You will need to be prepared to get stuck in with all and any aspects of HR as required to ‘get things done’.
Key Responsibilities:
1. Build strong relationships with managers, influencing and coaching your stakeholders to drive high performance;
2. Design and implement key strategic initiatives relating to areas such as Talent, Performance Management, Diversity and Inclusion, and Wellbeing;
3. In partnership with managers, take ownership for developing and implementing the HR strategy to support the achievement of the overall business plan;
4. Provide HR advice and support on employee relations matters such as absence management, disciplinary, grievance, and performance management;
5. Work to spot trends and examples of poor practice or procedure in the business and challenge and coach the management team to improve;
6. Work with senior stakeholders to anticipate resourcing needs and liaise with the wider HR team to ensure the delivery of agreed resource requirements, designing and implementing interventions as necessary;
7. Provide guidance and documentation where required to ensure a consistent approach to reward is maintained;
8. Act as a key contributor within the HR team, leading and contributing expertise to key projects and providing direction on strategy and operational plans;
9. Analysing and interpreting trends in management information to design appropriate interventions and initiatives;
10. Acting as a recognised expert in employment law, staying up-to-date on case law and best practice to reduce legal risks and ensure regulatory compliance;
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