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Job purpose
The purpose of this job is to manage the HR team of four, using your knowledge and experience to lead the way on excellent HR service delivery. You would manage the day-to-day operations of the HR team and act as a key point of contact for senior stakeholders across the business.
This would mean developing a good understanding of our HR team and their priorities, and ensuring the efficient running of HR operations.
You will be the team's go-to advice on all employee relations issues, performance management, absence, talent acquisition, benefit provision and payroll - all operational matters with support provided from the HR Director.
To enable insight into the running of the business, you will also manage the delivery of a comprehensive HR service to the Tax teams ensuring the provision of high-quality HR expertise and advice and the effective implementation of HR processes and procedures to them.
You will work closely with the HR Director on strategic HR initiatives, helping design and implement them. This means working with business leaders to ensure the skills, objectives and outputs of employees are aligned to the strategic objectives of the business.
Responsibilities
1. Management
o Manages the HR team via the HR Manager, therefore indirectly the Early Talent team, ensuring that we have the delivery of graduate and apprentice recruitment, onboarding, and professional study.
o Directly manages the HR Operations Administrator.
o Facilitates the appropriate management of employees in the Tax client groups and develops and assesses management capabilities of those in charge of those departments.
o Works with Partners and Managers to get the best out of their departments through effective organisational design and management skills.
o Manages upwards to the HR Director building confidence that you escalate key information, enabling alignment between the Firm's HR operations and HR strategy.
2. HR Operations
o Ensures integrity of HR data recorded in the Firm's systems.
o Supports the HR Director to complete HR reporting as required e.g. monthly SSR, and other annual submissions.
o Works with the HR Director and HR Manager to establish HR KPIs and implement regular reporting. Monitors retention, attrition, growth and highlights key indicators, including DEI metrics to business leaders.
o Takes responsibility for delivering effective HR processes and procedures e.g. joiner, mover, leaver processes.
o Ensures effective and insightful absence management processes are in place and develops as needed.
o Supports the HR Director and HR team with the co-ordination of the provision of the Firm's employee benefits and ensures the team provides appropriate first line advice to employees and managers.
o Ensures HR processes and procedures operate in-line with the principles of the Data Protection legislation.
o Develops compliant HR policy and procedures to drive performance and mitigate disputes.
o Attends the monthly payroll change meeting and coordinates with the Finance team where necessary, ensuring integrity of data entered by the HR team.
o Manages the annual salary benchmarking processes for client groups and completes any ad hoc benchmarking as required.
3. Resourcing and Onboarding
o Adopts a business partnering approach, using business and HR knowledge to support and shape resource decision-making.
o Proactively oversees the recruitment and retention processes to recruit top talent.
o Works with the HR Manager to ensure that graduate and school leaver recruitment is a success.
o Ensures that our client groups feel supported by their HR Teams to identify staffing needs and succession planning.
o Ensures recruitment and onboarding processes, systems and templates are well defined, documented, fit for purpose and used appropriately.
o Ensures integrity of recruitment data recorded in the Firm's systems.
o Works with business leaders to provide advice on recruitment process and strategies and enhances their experience of the recruitment and onboarding process, with a focus on efficiency and suitability.
o Provides hands-on support for recruitment processes where required such as screening candidates and interviewing as appropriate.
o Carries out new starter inductions for senior employees where required.
o Works with the HR Manager to develop recruitment KPIs to report on recruitment activity and enable management decision-making.
o Assesses the employee/candidate experience of the Firm's recruitment processes and recommends improvements.
4. HR Business Partnering and Employee Relations
o Acts as a trusted and credible business advisor to designated client groups drawing upon HR and business knowledge and experience, evidencing appropriate decision-making skills.
o Proactively develops in-depth knowledge of the people challenges in client groups and their HR KPIs, to enhance the quality of advice and possible solutions.
o Develops a forward-looking HR action plan for their own, and the team's client groups which aligns with business objectives.
o Provides advice regarding employment law matters to client groups, and cross references with HR Director to check decision making in this regard.
o Advises and guides managers on employee terms and conditions of employment and Firm HR Policy, and knowledge shares best practices with them.
o Delivers effective resolution of employee relations issues in line with the firm's formal and informal processes and procedures.
o Manages complex employee relations casework including dispute resolutions, disciplinaries, grievances, absence, retirement and redundancy and communicates and escalates to HR Director when appropriate.
o Manages the DEI and Wellbeing calendar of activities, working with the HR Director, HR team and other internal stakeholders to continually update and enhance the offering of activities and events.
5. Talent Management
o Ensures effective Performance Management via the annual Personal Strategy Review (appraisal) process.
o Oversees the process for own client groups and drives the process on behalf of the HR team for the firm during the Spring each year.
o Identifies under performers across the firm with the help of the HR team, and ensures plans are in place to manage this.
o Works with the Learning and Development Senior Managers (Tax and Audit) to ensure everyone has an active 'People Passport' in place for their development.
o Identifies high performing and high potential talent, ensuring a suitable development plan is in place.
o Identifies succession risks and works with business leaders to ensure risks are mitigated.
6. HR Projects
o Supports the HR Director to identify and deliver strategic HR projects and initiatives including change management processes or retention programmes as required.
o Delivers cyclical HR projects such as the annual compensation review and appraisal process.
o Supports the implementation of, and actions relating to, the annual Employee Opinion Survey.
o Looks at ways to foster an even more positive work environment promoting employee engagement and productivity.
o Looks at ways to tackle the changing employee landscape e.g. AI.
Skills, Knowledge and Experience
* Degree qualified or equivalent experience with CIPD level 7 qualification.
* Previously has been responsible for an HR team and HR operations in a medium-sized business.
* Very strong employee relations experience is essential, with demonstrable evidence of being capable and confident to resolve more complex and challenging cases.
* A strong business partnering approach, able to use HR and business knowledge to develop employee and organisational capabilities.
* Exceptional organisational and communication skills are required together with proven management and leadership capabilities.
* Ability to build strong working relationships and rapport at all levels of seniority.
* Demonstrates a strong work ethic, and willing to be hands-on and flexible about managing shifting priorities and a varied workload.
* Experienced knowledge of employment legislation and its application.
* A proactive team player with strong customer service and problem-solving skills.
* Experienced in developing and supporting line managers through change.
* An ability to maintain confidentiality and act with professionalism, discretion and diplomacy is crucial.
* Self-motivated and able to work under own autonomy with minimal guidance, and as part of a team.
* A consultative method of decision making is required within the strong organisational culture.
* Strong analytical skills and the ability to use data to identify issues and solutions.
Values and Behaviours
Our Values and behaviours are based on:
* Together: The firm with the family feel. Express gratitude. Smile. Be humble and confident. Have fun.
* Resilient: Change is imminent, and business is imperfect. Be open-minded & agile. Assume positive intent and exercise the power of positive thinking.
* Understanding: Each individual matters and will be heard and respected. Honesty, integrity, empathy and kindness are fundamental.
* Supportive: We support what is important to you and show kindness in our behaviour to each other. We encourage each other to realise our potential.
* Thrive: We strive to be the best, innovate and always do exceptional work. That's who we are and what our clients deserve.
Mercer & Hole is committed to cultivating and preserving a culture of diversity, equity and inclusion (DEI). Our people are our most valuable asset. We bring our life experiences, knowledge, creativity, and talents together at Mercer & Hole making it a unique place to work where all can safely thrive.
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