SF Group Hiring for Group HR Manager Job at Leicester, England Full Time

Job Overview
A newly created role responsible for implementation and delivering the people strategy at both an operational and strategic level. This is a blank canvass for a generalist role including full employee lifecycle management from talent acquisition, talent retention and succession planning, employee relations to operational HR and employee engagement. The ability to motivate others and influence work behaviour’s; managing the balance between a commercial and employee focused approach is essential. The Group consist of a manufacturing plant and multi-site branches across the UK.

Line Management

• Develop and implement the HR structure.
• Recruit 1-2 new team members.
• Manage, coach and develop the HR team.

Responsibilities & Duties

Strategic and Operational HR

• Delivering strategic HR to support the achievement of business goals and objectives working collaboratively with the Senior Management Team.
• Support and coach the management team on all people leadership matters.
• Form strong relationships with the management team and to be able to challenge, coach and provide guidance.
• Provide an excellent operational HR service that supports the core values.
• Embed the core values across the business in partnership with the Senior Management Team.
• Develop credibility in order to implement key initiatives to support growth.
• Develop and manage and drive continuous improvements against key HR metrics including turnover, absence, and employee engagement.
• Lead and respond effectively to employee relations and other organisational issues, challenges, and opportunities.
• Coaching managers and providing day to day advice in all aspects of employee relations ensuring best practice and statutory compliance.
• Attend Senior Management Team meeting and all staff team meetings, sharing HR updates.
• Attend / chair meetings concerning employee relations and providing necessary correspondence.
• Write and update policies and procedures as required.
• Responsible for a workforce consisting of employees, agency workers, secondees and external consultants.

Talent Acquisition

• Matching resources to future needs, looking at the required knowledge, skills, and abilities to grow the business.
• Ensure staffing structures meet the requirements of the various departments so they are not under resourced.
• Create a high performing workplace, encourage a learning organisation, add value to employer branding, and contribute to diversity management.
• Responsible for recruitment, selection and onboarding cycle including delivering company inductions and terms and conditions of employment.

Succession Planning

• Training, developing, and supporting employees to achieve their career ambitions and aligning a succession plan to the business.
• Effective Succession plan in place for the development of Rising Stars within our teams to ‘Grow our Own’.
• Map training by department to see where the gaps are and work with department managers to redefine.

Employee Engagement

• Create an environment in which the team can grow and succeed and where they can see (and are rewarded for) an alignment between their overall contribution and the success of the business.
• Ensure excellent channels of communication to the team so they are aware of business performance.
• Help continuously celebrate successes in the workplace recognizing how all employees contribute and enhance the overall success of the business.
• Develop and implement reward strategy and employee benefits programme.

Leadership Development

• Support activities that improve the skills, abilities, and confidence of leaders
• Support leadership capability of individuals through learning and development
• Define and measure the leadership capability of individuals needed by the organisation in the short and long-term, highlight skills gaps.
• Align organisational systems and structures to support managers and employees in deploying their leadership capability.
• Encourage innovative ways of doing business or new areas of strategic focus.
• Create a working environment that enable leaders to be effective through coaching, support and recognition.

Performance Management

• Develop activities and processes that aim to maintain and improve employee performance in line with the business objectives with the aim to ensure that the team do and can contribute positively to business.
• Working with line managers to ensure regular, effective feedback on progress towards objectives for all team members.
• Reinforce the links between organisational and individual objectives and give feedback that motivates employees, helps them improve, and holds them to account.
• Establish a culture in which individuals and the teams take responsibility for the continuous improvement of business processes and their own skills, behaviors, and contributions to the business.
• Work with senior leaders to set the precedent and develop line management relationships that will in turn shape how colleagues discuss performance more widely.
• Supportive performance conversations that include ongoing feedback.
• Ensure all of the team have meaningful performance and development reviews.
• Help to create a high-performance culture.
• Identify underlying causes for poor performance, where applicable and offer solutions to assist the business to improve.

Health, Safety and Welfare

• Actively support the health, wellbeing and safety of the team and offer relevant training and updates to them.
• Enable leaders and managers to proactively assess and manage employee wellbeing and safety within their teams.
• Monitor situations that may become stressful to the team.
• Access and deal with issues of bullying, harassment or other grievances following the relevant procedures in place to deal and support in such instances.
• Lead on support with Occupational Heath where applicable.
• Monitoring of attendance rates and absence across departments.
• Participation in physical, financial, and mental wellbeing interventions and seminars to keep up to date with best practice.
• Ensure all managers and team uphold principles of fairness, equality, inclusiveness and diversity across the employee life cycle.

Education / Qualifications / Memberships – CIPD level 5-7 qualified or a minimum of 5 years’ experience in a strategic HRM role.
Knowledge and Experience – Experience of working in a manufacturing, multi-site business. Experience of working at a senior management level, Good employment law understanding and ability to translate employment law into a commercial environment.
Skills and Abilities – Able to manage change proactively, motivate and influence work behaviour is, deliver operational HR to an excellent standard, must be flexible, proactive and hands on, Good problem solver and able to work effectivity within a fast-paced environment.