LOCATION: / Northern Ireland, Main Office and Newtownards.
There may be some level of travel to other parts of the UK and ROI in line with operational demands.
REPORTING TO: / MD
DEPARTMENT: / HR
Job Purpose
Willowbrook is undergoing a period of significant change and the HR Manager will be central to managing these changes from a people perspective across all part of the business. This includes ensuring that the HR department supports the delivery of the business strategic plan, as well as compliance with legislation and securing the attraction and retention of employees to meet our business needsand support a culture of efficiency and effectiveness.
The role is focused on employees of Willowbrook. However, there is a requirement to manage the service contract for agency staff and liaise with the service provider to ensure necessary changes are implemented successfully, as appropriate.
KEY AREAS OF RESPONSIBILTY-:
HR Management
- Contribute to the development and delivery of the strategic plan from a HR perspective.
- Act as a role model by demonstrating the required management and leadership behaviours and work effectively as part of a team with others across the organisation
- Ensure the provision of appropriate subject matter expertise to the organisation in relation to all HR matters.
- Actively promote diversity and equality of opportunity in all activities across the organisation.
- Provide expert, pragmatic,respected and legally compliant advice to the management across a range of complex HR issues to manage risk and meet business needs; disciplinary, grievance, absence management, performance management, redundancy, recruitment and selection etc.
- Manage the TMS system.
- Case manage HR issues to ensure all issues are resolved and informal / formal processes conclude as appropriate
- Review and update all HR policies and procedures to ensure compliance with employment legislation and best practice where appropriate.
- Be accountable for all HR related activities, being conducted in accordance with approved policies, procedures and legislative requirements.
- Provide advice and support to managers to enable the continuous review of the organisational structure to promote the most effective utilisation and allocation of resourcesto maximise capacity and capability to meet current and future service delivery requirements.
- Work with the business, to agree the resourcing requirements and provide effective selection and recruitment processes (internal and external) to secure the necessary talent required against those business needs.
- Ensure all posts have up-to-date and accurate job descriptions.
- Develop and seek to continuously improve induction processes to ensure the effective on boarding of new employees in line with the compliance, culture and values of the organisation.
- Work in partnership with managersto drive a high-performance culture across the business and ensure employees are performing to their optimal level aligned to the goals across the organisation
- Ensure regular annual performance reviews are consistently deployed and follow up with any appropriate corrective actions as necessary to ensure good performance is recognised and poor performance managed through effective improvement processes.
- Coach managers to give open and respectful two-way feedback (positive and constructive).
- Collate and plan any agreed development / training activities as required.
- Research, recommend and implement improved employee benefits, offering low cost/no cost recognition practicesto celebrate success and aid recruitment, engagement, employee satisfaction and retention.
- Undertake competitive market research and review salary structures,to ensure appropriateness to attract and retain talent and provide recommendations as appropriatein line with fairness, consistency, effectiveness and cost containment.
- Promote a culture of continuous improvement, so as to constantly strive to improve key people management processes and practices to aid effectiveness and efficiency.
- Seek opportunities to drive continuous workplace improvements, recommending measures to improve appropriate work methods, equipment performance and product quality.
- Support and enable managers and employees to effectively manage and implement change.
- Consult with other team members, seeking the involvement of and suggestions from other team members as appropriate, reviewing suggestions or issues raised and providing feedback as necessary.
- Support and co-operate with any related changes identified and implementing these changes within the Department.
- Recommend and agree with the Directors, the key people metrics required, measure progress and present regular progress reports as required. For example; absence management, attrition, holidays, time and attendance, % completion of performance management reviews, accidents per departmentetc
- Complete and submit the necessary monitoring reports for the Equality Commission and other Government departments, including external audits as required in line with legislation.
- Attend internal meetings including Senior Management meetings as appropriate in relation to HR matters.
- Ensure all manual and computerised employee record systems are fit for purpose and accurately updated and maintained at all times.
- Provide accurate and timely information to payroll in relation to attendance, absence etc.
- Undertake such training and personal development that is identified and agreed by the organisation to ensure your own personal CPD remains current.
- Seek to make continuous improvements in your practices as appropriate.
- Ensure all health and safety requirements are adhered to in line with legislation and company policies and procedures all times, and personally lead by example.
- Monitor accidents per department
- Ensure all work is completed to a high standard in line with quality expectations.
- As and when considered necessary or appropriate the post-holder must be prepared to transfer to or undertake other duties in order to meet fluctuations or priorities in work demands at their immediate Manager’s discretion within reason and competence.
- This job description may be subject to change in accordance with changing customer requirements or business needs. The post-holder is expected to co-operate with such changes to support the continued success of the business.
Essential criteria
- A HR, Legal or a Business-related degree (which includes a substantial element of HR)
- Experience of providing pragmatic HR advice and guidance to managers/directors on a range of HR issues.
- A sound knowledge of current Employment law.
- Excellent PC skills across all Microsoft Packages.
- A valid driving licence with access to own vehicle.
- Flexibility to meet the demands of the post is a must including the requirement to travel as required.
Required Competencies:
- Results Orientated: Excellent Project and Time Management skills with the ability to effectively and efficiently manage and deliver on multiple activities / projects to meet demands.
- Excellent Communication skills (verbal and written): The ability and confidence to provide accurate and concise verbal and written advice and reports recommendations, ensuring a strong attention to detail is maintained at all times.
- Building relationships: Ability to build and maintain positive relationships with the team so as to become a trusted advisor and ensuring service excellence.
- Client and Commercial Focus: Ability to offer sound advice to managers, be commercially sensitive and flexible to meeting their business needs.
- Personal Growth: An openness and willingness to learn and develop.
Desirable criteria
- CIPD qualified.
- Knowledge of Employment Legislation across jurisdictions; NI, England and ROI.