Senior HR Manager

• Manage and develop the HR team members, ensuring the effective delivery of HR services across the full employee lifecycle.
• Drive alignment of HR standards, policies and practices across the Group wherever practical, balancing local legislative requirements with consistency, efficiency and best practice.
• Work collaboratively with HR colleagues to streamline HR processes, improve data quality and implement new HR initiatives.
• Provide oversight and quality assurance of HR data input, ensuring accuracy, consistency and compliance.
• Act as the initial escalation point for complex HR matters
• Maintain awareness of external HR best practice, legislative developments and market trends, translating insight into practical improvements for the business.
• Oversee and support the end-to-end recruitment process, ensuring high-quality, cost-effective hiring aligned to workforce plans and budgets.
• Support workforce planning activities, ensuring resourcing, capability and succession plans align with business strategy and financial forecasts.
• Support the management of recruitment agency relationships, including fee negotiation, enforcement of agreed terms and value-for-money delivery.
• Support managers with selection, assessment and onboarding to ensure a positive candidate and new-starter experience.
• Provide expert advice, guidance and coaching to line managers and senior leaders on all people-related matters, balancing best practice, legal compliance and commercial realities.
• Act as the primary owner of day-to-day and complex employee relations matters, including disciplinary, grievance, capability, absence and redundancy processes, ensuring fair and legally compliant outcomes.
• Develop clear guidance materials and deliver training to managers and HR colleagues on HR policies, processes and people management capability.
• Support the HR Director with organisational change initiatives, including consultation processes and changes to terms and conditions.
• Monitor absence trends, advising managers on effective absence management and supporting employee wellbeing through welfare check-ins, reasonable adjustments and Occupational Health referrals where required.
• Advise managers on employment terms, conditions and local employment legislation across multiple jurisdictions.
• Support succession planning and talent management activity, identifying key risks and single points of failure and contributing to mitigation plans.
• Support organisational design reviews, role clarity and structural changes to improve efficiency and effectiveness.
• Lead and oversee employee engagement, wellbeing and sustainability initiatives, including the annual Shine Awards.
• Measure and evaluate the effectiveness of engagement and wellbeing initiatives, using insight to inform continuous improvement.
• Lead and embed Diversity, Equity and Inclusion (DEI) initiatives, ensuring inclusive policies, practices and behaviours are integrated across the employee lifecycle.
• Act as a subject matter lead for the Employee Value Proposition (EVP), supporting its development, articulation and alignment across recruitment, onboarding, reward, development and engagement activities.
• Oversee the bi-annual appraisal process, ensuring timely completion, consistency and fair application across the organisation.
• Ensure performance and development frameworks support accountability, capability building and progression.
• Provide analysis of appraisal outcomes, highlighting trends, performance concerns and inconsistencies to the HR Director.
• Work with HR colleagues and line managers to identify learning and development needs arising from performance reviews and business priorities.
• Review, maintain and continuously improve the Scheme, ensuring it remains aligned to evolving business needs, capability requirements and future skills.
• Ensure learning solutions are relevant, timely and deliver a clear return on investment.
• Govern the application of reward frameworks, ensuring decisions are consistent, market-aligned and compliant with equal pay principles.
• Provide reward insight and recommendations to the HR Director to support attraction, retention, affordability and fairness.
• Manage HR administration associated with salary review and bonus processes, including exceptional pay reviews, salary and bonus letters and benchmarking activity.
• Support the HR Director in monitoring headcount and workforce data through FTE and management reporting.
• Ensure the timely processing of housing and work permits
• Ensure HR policies, processes and procedures remain compliant with local legislation and aligned to business needs.
• Produce regular and ad hoc HR reports, including absence, reward, training and workforce data, to support informed decision-making.
• Proactively identify and manage people-related risks, ensuring HR processes, documentation and controls are audit-ready.
• Provide accurate and timely instructions to Payroll for monthly processing, ensuring changes to pay, allowances and deductions are correctly authorised and communicated.
• Support internal and external audits and respond to regulatory or compliance reviews as required.
• Own the effectiveness of HR systems and data management, driving automation, self-service, process efficiency and a positive employee experience.
• Understand and comply with the licence and other regulatory rules applying to the position.
• Understand and comply with the Data Protection Law, Health and Safety responsibilities as it relates to the position
• Work in accordance with the safety procedures and safe working policies.
• Undertake appropriate security awareness training covering information security, data protection, financial crime and payment card data and comply with their information security responsibilities.
• Due to the nature of this position, the postholder must hold a satisfactory Basic Police Disclosure.

• MCIPD qualified
• Minimum of 5 years' experience in a broad, generalist HR role within a fast-paced commercial environment
• Strong working knowledge of employment legislation across multiple jurisdictions
• Proven experience advising and coaching managers on complex people matters
• Experience line managing and developing HR team members
• Demonstrated ability to balance risk, commercial priorities and employee experience in complex environments.
• Confident, credible and able to challenge constructively
• Excellent written and verbal communication skills
• Highly organised with the ability to manage competing priorities
• Self-motivated and able to work independently and collaboratively
• Strong IT and HR systems capability

Your specialist: Debbie Amankwa

Quote job ref: 16270

Hi, I'm Debbie and I look forward to receiving your submission for this fantastic opportunity with this business.

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