HR duties 

· Develop and implement the HR /TM and People strategies aligned to the business objectives. 

· Support and coach the management team on all people leadership matters, including business change and transformation. Forming strong relationships with the management team to be able to challenge and coach in a high-performance environment. 

· Partner the management team to project manage organizational and procedural changes within the business area. 

· Be responsible for all HR management and development (including recruitment and selection policy/practices, discipline, grievance, mentoring, salary and conditions, contracts, training and development, talent management, succession planning, driving performance appraisals and any other HR related issues). 

· Lead the work to regularly review the company's talent management processes within the business areas, including performance/potential management, resource planning and succession planning. 

· Where necessary, work in partnership on projects to aid continuous improvement and implement improvement programs (e.g. changes to working practices, organization changes and business “excellence” or lean programs).

· Provide insight and recommendations on HR initiatives that can be leveraged to strengthen business results e.g. leadership/development programs.

· Working with senior managers to uncover the talent implications e.g. any significant gaps to meet long-term objectives and create a long-term workforce plan that prioritizes people-related initiatives. 

· Monitor, measure and report on HR issues, opportunities and development plans and achievements within agreed formats and timescales.

· Liaise with Directors and Managers to understand their HR requirements and ensure they are fully informed of the corporate HR strategy. 

· Keep up to date with HR legislation by researching and attending necessary events, before providing suitable interpretation to Directors and Managers 

· Update the company server with timely, relevant forms, policies, and procedures to ensure accessibility for employees at all times. 

· To facilitate as a mediator when required to try and resolve employee grievances. 

· To manage the long service rewards and ensure employees are notified of qualifying rewards in a timely and accurate manner. 

· To deliver and report on the annual employee engagement survey to ensure feedback from employees is collated and interpreted correctly to help improve employee engagement. 

Recruitment duties 

· Manage all recruitment needs for the company, including implementing and continually developing a robust recruitment process.

·Overseeing the day-to-day management of the recruitment process, including reviewing job descriptions, website advertising, updating of the company resource plan, sifting and selection of CV’s, attending interviews and selecting candidates 

· Creating and continually improving offer letters and contracts of employment, whilst managing the timely distribution of such documents. 

· Managing the collation of references, DBS and security clearance as relevant to each role. 

· Ensuring all relevant ID, certificates and employee documents are received on or before 1st day of employment. Training duties 

· Establish and maintain appropriate systems for identifying, planning, delivering and measuring learning and development. 

· Manage a training plan that details required training that is delivered within the agreed/specific timescales and ensure outcomes are appropriately measured and reported on. 

· Manage and develop direct reports. 

· Liaise with the finance department to ensure control of training and development expenditure within agreed budgets. 

· Liaise with other managers to understand all necessary aspects of their learning and development needs, and to ensure they are fully informed of corporate learning and development objectives. 

· Succession plan and ensure training is aligned to support the plan. 

· Develop training and communications materials to support learning and development needs. 

· Ensure training activities meet and integrate with company strategies and policies. 

· Write and deliver training lessons to continue personal development of Line Managers throughout the company. 

· Manage the organization and delivery of company induction sessions, including writing and delivering the presentations. 

· Maintain the currency of the Training Matrix and share the information company-wide · Develop an Academy approach to the design of a behavioral competency framework and Learning Programs that support each job level with the business. 

General Management duties 

· To be a pro-active member of the team. 

· To highlight and help resolve any issues/challenges/employee relations within the office.

 · To assist and advise Company managers/directors on HR policy, practice, procedure and issues. 

· To represent the company in a positive, professional manner at all times. 

· To be prepared to support fellow managers in any meetings required. 

· Design, support and continually improve the organization’s talent frameworks, tools and resources for talent planning, performance management and employee development.