Careers

Senior HR Manager – Driving growth through people

Posted: May 23, 2019
  • Salary: From £65,000 to £75,000
  • Location: London
  • Start date:
  • Benefits: EMI Share Options after probation period

Senior HR Manager – Driving growth through people

SME Growth hacker, Company culture promoter, Systemiser

LEAD-MANAGE-EXECUTE-ACCOUNTABILITY

MCIPD Qualified

(Ark Workplace Risk is a subsidary of Helix International Group Ltd)

Reporting up to the COO and into the senior management team.

Role purpose

We are looking for a Senior HR Manager who can make our company an employment destination for the top talent in our industry.

To provide a comprehensive HR service which ensures that managers and employees are equipped with best practice to foster a high performance culture and help the company grow fast.

This is a hands-on role and will be required to own the management of the overall HR operations, projects and the delivery of strategic objectives.

The successful candidate will be charged with attracting top talent to fill open positions and be an integral part of the growth of the business and management team.

Key capabilities

This role requires an exceptional candidate with a strong ability to simplify, systemise, structure, predict, delegate and growth hack.

And the ability to thrive and make a significant impact to our culture and share value.

 

Key duties

1.ER Management and administration of complex employee relations casework including dispute resolutions, disciplinaries, attendance, compliance, grievances, absence, retirement and redundancy.

2.Apply HR and business knowledge to provide strong decision support and initiative to help drive better return on human capital and continuity and alignment with the culture and business goals and growth stages.

3.Advise managers on the terms and conditions of employment, employee handbook, policy and knowledge share best practice with them.

4.Develop HR policy and procedures to drive behaviours, performance and mitigate disputes or risk.

5.Implement learning and development policy, frameworks and manage execution.

6.Provide first line advice on current and existing benefits for employees and managers.

7.Work on reward strategy to align to the business plans and execute systems.

8.Provide advice and systemise recruitment, retention and selection strategies.

9.Provide a 360 recruitment service – market map, negotiations with agents, advertising, headhunting, sourcing, writing job specifications, descriptions and preparing interview questions and application forms, first stage qualification of candidates through to final selection and negotiation etc.

10.Deliver a full on boarding service including delivering impactful new starter inductions.

11.Lead, Manage and drive talent, organisational design, retention and succession planning.

12.Drive alignment between HR strategic plans and business goals.

13.Continuously monitor and review HR policies and processes and implement changes for improvements and compliance where required.

14.Participate in the implementation of specific projects, policy, procedures and guidelines to help align the workforce with the strategic goals and culture of the organisation.

15.Support change management processes with proactive HR planning and actions.

16.Coordinate resource management meetings and help management identify resource requirements and implement a requirements and hiring management system.

17.Systemise and coordinate employee performance score cards and development and improvement plans.

18.Create career plans to help management retain and grow employees and drive performance.

19.Prepare letters, contracts, file management and all administration on HR software.

20.Administer payroll and payroll records and keep accounts appraised of any changes.

 

Qualifications

Being educated to degree level is desirable. A CIPD qualification is also expected. Graduates with a level 7 qualification. An MBA in human resource an Advantage

 

Previous exposure and successfully demonstrated HR practices in a entrepreneurial environment

1.Vision: Experience working with successful business owners using HRM to enable execution of the company vision, supporting communication of the vision to It's people.

Helping the Business owners get everyone in the organisation to see the same clear image of where the business is going and how it’s going to get there.

Through HR focus everyone’s energy towards goals and outstanding results.

2.People: Experience in supporting Successful leaders to surround themselves with great people. Getting people onboard with driving behaviour and actions to get the right people on the bus, in the right roles and aligned with the company culture and goals.

3.Data: Working with the leaders and managers to create hr and performance scorecards so that they could rely on a handful of metrics to help manage the business. Experience of using Data to free the management and the business from the quagmire of managing personalities, egos, subjective issues, emotions and intangibles by guiding you and the leadership team and management on which metrics to focus on.

4.Issues: Experience of prioritising Issues that are obstacles to be faced to enable and support execution of the company vision. Acknowledging success is directly proportionate to his or her ability to solve any issues that arise, the same holds true for a company.

5.Process: Experience of creating a mindset around "this is the way we do business". Experience of Growth in a successful organisation “See the Way” clearly and constantly refine it. Focusing on simplicity, scalability and profitability. You will never get your company to the next level by keeping your processes in your head and winging it as you go.

6.Traction: Help the business and it’s leaders are execute well, bring focus, accountability and discipline (alignment repeatability and structure) to their organisation through people management, traction and inspiration.

Experience and skills Required

HR generalist experience of five to seven years is expected and in a small entrepreneurial business scaling up.

Exceptional organisational and communication skills is required together with agility to work in a fast time dimension and with rocks.

Strong Commercial awareness.

Exceptional Communication.

Attention to detail.

Exceptional Time management.

High reasoning and ability to simplify the complex and position the message to different audiences.

Resilience and self-confidence.

Research and analysis.

Highly responsive and can predict change and execute to support growth

Suitable and sufficient knowledge of employment legislation and its application.

Proactive team player with strong customer service and problem solving skills.

Experienced in developing and supporting line managers through change and growth.

An ability to maintain confidentiality and act with discretion and diplomacy is crucial.

Enthusiastic, Self-motivated and able to work under own autonomy and collaborate as part of a team.

Demonstrates flexibility and energy in scaling up the business eg Comfortable to switch from strategy to tactics to admin and from planning to execution.

Can operate on own or as a HR team function as the business scales.

Highly resourceful, self starter and adept at difficult or conflict situations.

Results oriented with ability to delete and work through people.

 

Practical requirements

Typical working hours: 8:30am – 5.30pm. However flexibility to handle tight deadlines requiring unsociable hours or attendance at quarter company functions.

Management of quarterly meetings, 2 days normally, Friday and Saturday.

Resilience to thrive in a fast pased enviroment with changing priorities.


Progression path may include:

HR Director and more complex responsibilities as we scale up and scale out.

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