Reports to: COO
Role Summary: The HR Partner is responsible for overseeing the entire HR function, developing and implementing HR strategies, ensuring compliance with employment laws and regulations. This role involves strategic planning, decision-making, line management responsibilities and maintaining a productive and efficient work environment.
Key Responsibilities:
1. Strategic HR Planning:
• Develop and implement HR strategies aligned with the company’s business objectives – e.g. recruitment, retention, training and development strategies, performance management improvements etc.
• Identify HR priorities and create a roadmap for HR initiatives.
2. Recruitment and Talent Management:
• Oversee the recruitment process, including job postings, interviewing, and selection.
• Develop strategies for talent acquisition and retention.
• Create and manage onboarding programs.
3. Performance Management:
• Implement and manage performance appraisal systems.
• Provide guidance on career development and training programs.
• Manage addressing performance issues and developing improvement plans.
• Manage Staff Absences: Oversee and analyse staff absence patterns, ensuring that absence management policies are adhered to and that any issues are addressed promptly.
4. Employee Relations:
• Serve as a primary point of contact for employee concerns and conflicts.
• Develop and implement policies that promote a positive work environment.
• Design and manage staff welfare activities / get-togethers
• Conduct exit interviews and create and analyse turnover data, delivering briefs as requested.
5. Compliance and Legal:
• Ensure compliance with employment legislation and regulations.
• Review, maintain and update the employee handbook, ensuring that it accurately cross-references with company policy documents and contracts, as well as current legislation.
• Manage workplace investigations and disciplinary actions.
• Deliver extensive support to ISO certifications and audits.
6. Compensation and Benefits:
• Design and manage compensation structures and benefits programs.
• Design and manage employee welfare programs to enhance job satisfaction and well-being.
7. HR Metrics and Reporting:
• Track and analyse HR metrics (e.g., turnover rates, employee satisfaction, absences etc).
• Prepare HR reports for senior management, as requested.
8. Supervision and Mentoring:
• Line Management responsibility for staff within the HR department.
• HR mentoring and advisory lead.
9. Office Management:
Office Provider Coordination:
• Serve as the primary point of contact for the office provider.
• Ensure all services provided by the office provider meet the company’s needs and standards.
Space Planning and Allocation:
• Plan and allocate office space to optimise productivity and accommodate new hires.
• Coordinate any office moves or reconfigurations with the office provider.
Health and Safety:
• Ensure compliance with health and safety regulations.
• Conduct regular safety inspections and address any issues promptly.
Personal Qualities & Attributes:
• Leadership: Strong ability to lead, mentor, and inspire a team.
• Integrity: Upholds high ethical standards and maintains confidentiality.
• Empathy: Understands and responds to the needs and concerns of employees with compassion.
• Adaptability: Thrives in a dynamic environment and handles change effectively.
• Proactive: Anticipates issues and takes the initiative to solve problems before they arise.
• Resilience: Able to remain calm and focused under pressure.
• Attention to Detail: Meticulous in managing HR processes and ensuring accuracy.
• Patience and Pragmatism: Demonstrates patience in handling complex issues and approaches situations with a practical, solution-oriented mindset.
Core Competencies:
• Strategic Thinking: Ability to develop and implement HR strategies that align with business goals.
• Communication: Excellent verbal and written communication skills, able to articulate ideas clearly and persuasively.
• Problem-Solving: Strong analytical skills to identify issues and develop practical solutions.
• Employee Relations: Expertise in managing employee relations and fostering a positive workplace culture.
• Conflict Management: Skilled in resolving conflicts in a fair, respectful, and constructive manner.
• HR Knowledge: Deep understanding of HR practices, employment law, and regulations.
• Project Management: Capable of managing multiple HR projects simultaneously and delivering results on time.
• Office Management: Competence in overseeing office operations and maintaining a productive work environment.
• Decision-Making: Ability to make informed and timely decisions in the best interests of the company and its employees.
• Microsoft Office Proficiency: Advanced proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) for effective documentation, analysis, and communication.
• Ability to Prioritise and Work Under Pressure: Demonstrates strong organisational skills and the ability to manage multiple tasks and deadlines in a fast-paced environment.
• Coaching Ability: Skilled in coaching and developing employees at all levels, fostering growth and improving performance.
Qualifications: Minimum CIPD Level 5 or equivalent