Trexon - HR Manager (Maternity Cover)
Requirements
• Strategic HR partnering and workforce planning. • Employee relations and performance management. • Leadership coaching and stakeholder management. • Talent acquisition, development, and succession planning. • HR compliance, policy development, and risk management. • HR analytics, reporting, and people insights. • Change management and organisational development. • Education: • Bachelor’s degree in Human Resources Management, Business Administration, Psychology, or a related discipline preferred. • Master's degree in Human Resources Management, Business Administration, Organisational Development, or a related field highly desirable. • CIPD Level 5 qualification required; CIPD Level 7 qualification or equivalent professional accreditation desirable. • Minimum of 5 years' experience in a Human Resources Manager, HR Business Partner, Senior HR Advisor, or similar role. • Demonstrated experience providing strategic and operational HR support within a growing and dynamic organisation. • Proven experience managing employee relations matters, performance management processes, and organisational change initiatives. • Experience partnering with senior leaders to develop and implement people strategies aligned with business objectives. • Experience leading HR projects and driving continuous improvement initiatives. • Knowledge: • Strong knowledge of employment law, HR best practices, and employee relations principles. • Sound understanding of talent management, workforce planning, performance management, and employee engagement. • Knowledge of compensation, benefits, payroll processes, and reward frameworks. • Understanding of HR compliance, governance, and audit requirements. • Familiarity with change management and organisational development principles. • Strong leadership, coaching, and stakeholder management skills. • Excellent interpersonal, written, and verbal communication skills. • Ability to influence, advise, and build credibility with leaders at all levels of the organisation. • Strong analytical and problem-solving skills with the ability to interpret people data and provide actionable insights. • Proficiency in HRIS platforms and Microsoft Office Suite. • Excellent organisational skills with the ability to manage multiple priorities in a fast-paced environment. • High level of discretion and professionalism when handling confidential and sensitive matters. • Commercially minded with a proactive, continuous improvement approach.
Responsibilities
• Workforce Development & Employee Relations: • Act as a trusted advisor to managers and employees on people-related matters, ensuring alignment with company policies and UK employment legislation. • Lead and support employee relations cases, including disciplinary, grievance, capability, absence management, and flexible working matters. • Facilitate investigations, hearings, and formal meetings, ensuring fair, consistent, and legally compliant outcomes. • Partner with managers to resolve workplace issues and promote positive employee relations. • Develop and implement employee engagement, wellbeing, and retention initiatives. • Support managers in performance management processes, including objective setting, performance reviews, development planning, and performance improvement processes. • Identify learning and development needs and coordinate training initiatives to support organisational capability and employee growth. • Monitor employee feedback and engagement metrics, recommending actions to improve employee experience and organisational culture. • Talent Acquisition & Onboarding: • Develop and deliver recruitment strategies aligned with workforce planning and business objectives. • Partner with hiring managers to define role requirements, create job descriptions, and manage recruitment activity. • Manage end-to-end recruitment processes, including sourcing, screening, interviewing, selection, and offer management. • Build and maintain talent pipelines to support current and future hiring needs. • Ensure recruitment practices promote diversity, equity, and inclusion. • Manage pre-employment checks, including right-to-work verification, references, and background screening where applicable. • Oversee onboarding and probation processes to ensure a positive and effective new starter experience. • HR Operations & Systems: • Maintain accurate employee records and ensure HR systems are effectively managed and regularly updated. • Act as the primary contact for HR systems administration and reporting. • Produce people metrics and reports to support business decision-making. • Ensure HR documentation, contracts, policies, and records are maintained in accordance with legal and organisational requirements. • Support payroll processes by ensuring accurate employee data, contractual changes, and absence information are provided within agreed deadlines. • Reward & Recognition: • Support the development and implementation of reward and recognition programmes aligned with organisational objectives. • Conduct salary benchmarking and market reviews to ensure competitive and equitable remuneration practices. • Provide guidance to managers and employees on pay, benefits, and reward-related matters. • Support annual salary review and bonus processes where applicable.
Benefits
• Manage employee benefits administration, ensuring employees understand and can access available benefits and wellbeing resources. • Act as a liaison between employees and benefits providers to resolve queries and support enrolment activities. • Promote employee wellbeing initiatives and support the delivery of wellbeing programmes across the organisation. • Monitor benefits utilisation and make recommendations to enhance the employee value proposition. • Absence Management: • Absence Management: • Provide guidance and support to managers and employees regarding sickness absence, family leave, and other statutory and contractual leave arrangements. • Manage absence cases, including long-term sickness, occupational health referrals, and return-to-work processes. • Support the implementation of reasonable adjustments in line with the Equality Act 2010. • Monitor absence trends and provide recommendations to support attendance and employee wellbeing. • Health, Safety & Wellbeing: • Work in partnership with operational leaders and the HSE Lead to promote a safe and healthy working environment. • Support investigations into workplace incidents and ensure appropriate documentation and follow-up actions are completed. • Contribute to wellbeing, risk reduction, and workplace health initiatives. • Ensure managers understand their responsibilities regarding employee wellbeing and workplace safety. • HR Compliance & Governance: • Ensure HR policies, procedures, and practices comply with UK employment legislation and organisational standards. • Maintain compliance with data protection requirements, including GDPR. • Support internal and external audits and ensure HR records are accurate and audit-ready. • Monitor legislative developments and recommend policy or process updates as required. • Contribute to HR projects and continuous improvement initiatives that enhance organisational effectiveness and employee experience. • Escalate complex employee relations, legal, or compliance matters where appropriate and provide recommendations for resolution.
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