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Experienced online and offline global marketing professional | strategy and implementation. GTMA Board member, SHEP Secretary and Chair of the MTA…
Filtermist is looking to expand its organisation and is looking for a forward-thinking HR Manager to help direct our journey to success.
The HR Manager will work with aligning HR strategies with business goals and be a trusted advisor to leadership. They will play a pivotal role in building a high-performing workforce by ensuring compliance with UK employment laws. Key responsibilities include fostering diversity, enhancing employee engagement, and implementing effective HR policies. The role encompasses compliance, talent acquisition, employee relations, and creating tailored development plans to foster growth, leadership readiness, and retention of top talent.
The HR Manager will examine the organisation’s business plans, taking into account the projected growth, to determine future staffing, hierarchical, and remuneration needs. They will then build HR plans which address management structures, learning and development needs, remuneration options, and organisational development.
The successful applicant needs both expert knowledge of HR, and the ability to think beyond the day-to-day HR function. The role also demands the ability to instigate, drive, and implement change.
This role is full time and permanent, based at our Telford site with the potential for remote working (if desired) following an initial probation period.
Key Responsibilities
HR Strategy and Operations
1. Develop and implement HR strategies, policies, and procedures that align with the company’s objectives, culture and overall HR Policy.
2. Serve as a trusted advisor to management on workforce planning, organisational structure, and HR-related decisions.
3. Ensure compliance with UK employment laws, employment standards, and health and safety regulations.
4. Monitor and analyse HR metrics to guide decision-making and improve organisational effectiveness.
5. Maintain accurate and confidential employee records and HRIS systems.
Recruitment and Talent Acquisition
1. Manage the full-cycle recruitment process, including job postings, candidate screening, interviewing, and onboarding, to attract and retain top talent.
2. Partner with management and business group leaders to assess current and future talent needs, ensuring alignment with organisational goals. Including identification of key positions.
3. Oversee employee development programs, including training, career pathing, and leadership development, to support professional growth and organisational success.
Employee Relations and Engagement
1. Foster a Positive Workplace Culture, encourage collaboration, innovation, and employee well-being, while consistently prioritising a safe and inclusive working environment.
2. Address Employee Concerns, mediate conflicts effectively, resolve issues fairly, and ensure a supportive atmosphere for all employees.
3. Drive Engagement Initiatives, Implement targeted programs based on employee survey feedback, including Great Place to Work (GPTW) action plans, to enhance satisfaction and commitment.
4. Enhance Retention and Satisfaction, conduct regular feedback sessions, stay interviews, and exit interviews to gain insights and continuously improve the employee experience.
5. Ensure Compliance with Health and Safety Standards, maintain strict adherence to UK occupational health and safety regulations to provide a secure workplace environment.
6. Collaborate on Risk Mitigation, partner with health and safety committees to identify potential risks and implement effective solutions.
7. Promote Employee Well-Being, support initiatives that enhance work-life balance and prioritise the physical and mental health of employees.
Performance Management and Development
1. Implement and oversee fair and consistent performance appraisal systems across all business units.
2. Support managers in setting and achieving performance goals while addressing underperformance through coaching, development plans, or disciplinary actions.
3. Secure that development plans are made to support employee development, enhance job satisfaction, and contribute to the achievement of organizational goals through structured and aligned growth initiatives.
4. Identify training needs and coordinate programs aligned with the yearly training plan to support professional growth and skill development.
Stakeholder Management
1. Relationship Building: foster strong relationships with key internal and external stakeholders, including employees, executive leadership, board members, suppliers, and regulators.
Compensation, Benefits, and Compliance
1. Administer payroll, compensation programs, and benefits in collaboration with finance or third-party providers.
2. Monitor and maintain compliance with UK employment standards.
3. Stay up-to-date with changes in employment laws and advise management on necessary policy updates.
4. Support managers to ensure all employees have an annual performance review meeting to receive feedback on their performance and to provide feedback.
Change Management & Organisational Development
1. Lead and or support change management initiatives, including organisational restructuring, cultural transformations, and workforce changes, ensuring smooth transitions.
Required Skill Set
1. At least five years’ experience in a senior HR role, preferably in a manufacturing or industrial environment.
2. Strong leadership and communication skills.
3. Strong knowledge of UK employment laws, employment standards, and workplace safety requirements.
4. Proven ability to manage multiple priorities and adapt to changing business needs.
5. Proficiency in HRIS systems, payroll systems, and Microsoft Office Suite.
6. Experience with change management and organisational development.
7. Computer skills, specifically good knowledge of MS Office.
8. In-depth knowledge of global HR developments.
9. Strategic planning expertise.
10. Vision, big-picture thinking, and a willingness to instigate change.
11. Collaborative skills and ability to work with multiple stakeholders.
12. CIPD Level 5 or equivalent working experience.
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