Role: HR Manager
Reports to: General Manager
Location: Aberdeen
Engagement: Contractor – 16 hours / 2 days per week (flexible choice of days)
Candidates: Must have indefinite right to work in the UK
Rate: Competitive
Experience: 5+ years in a similar role
Key Accountabilities
1. Strategic HRM: Drive alignment between HR strategy and business goals. Design and implementation of special projects/frameworks to achieve organisation’s strategic objectives.
2. Day-to-day HRM: Meeting day-to-day stakeholder needs – from employees, to managers, to Company Directors. This is a highly variable aspect of the role.
3. Employee relations: Fostering a positive relationship between employees and the organization by focusing on building a supportive environment that encourages open communication and prompt resolution of grievances.
4. Organisational structure and planning: Aligning workforce capabilities with business objectives to ensure efficient operations and delivery of strategic goals.
5. Company culture: Creating an engaging work culture by developing team-building activities and administering recognition programmes.
6. Employee database: Managing the employee database, keeping accurate and secure employee records.
7. Policies and Procedures: Crafting, reviewing, updating and implementing effective modern and fair workforce policies.
8. Recruitment: Creating job specs with Hiring Manager, advertising role, shortlisting candidates, arranging interviews, negotiating offers, issuing contracts.
9. Onboarding: Following company procedures to onboard new recruits and oversee that they are settling in well.
10. Competence Management: Scheduling, monitoring and record-keeping of competence assessments for all employees.
11. Performance Management: Monitoring and record-keeping to ensure line managers are meeting with and performance-managing their reports.
12. Learning and Development: Designing, implementing and monitoring of a learning/training programme for all employees.
13. Rewards: Designing compensation packages that include both monetary and non-monetary incentives.
14. Employee benefits: Designing benefits packages, selecting providers, ensuring compliance and communicating benefits.
15. Succession planning: Identifying future leaders, supporting talent development with customised programmes.
16. Renumeration: Supporting Finance with reporting to facilitate the processing of monthly payroll.
17. Conflict resolution: Listening to all parties, providing mediation where necessary, and finding fair solutions.
18. Compliance: Ensuring adherence to employment laws and promoting best practice.
Behavioural Standards
Communication
* Ability to interface with internal and external stakeholders.
* Prepared to speak up when necessary and appropriate.
* Demonstrate respect for others in all situations.
Innovation
* Open-minded approach to conducting business.
* Comfortable trying new things and thinking in different ways.
Excellence & Delivery
* Self-starting problem solver.
* Adaptable and prepared to take on different roles.
* Collaborative working style.
* Ability to integrate and positively contribute to the Quality Management System.
Conscientiousness
* Attention to detail with a focus on quality delivery.
* Awareness of own behaviour's impact on others.
* Understanding of how the role delivers value within the wider business.
Leadership
Task
* Ability to set objectives and KPIs.
* Planning of tasks.
* Efficient allocation of resources and responsibilities.
Team
* Ability to communicate effectively with the team.
* Build relationships and cohesion within the team.
* Motivate the team to work towards common goals.
* Instil discipline within the team when appropriate.
Individual
* Coaching/counselling team members.
* Providing development for team in line with company development strategy.
* Motivating individuals to perform in their roles.
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