Job Summary:

The Head of Human Resources will be responsible for leading and managing the HR function at the Company. This role involves developing and implementing HR strategies and initiatives aligned with the overall business strategy, fostering a positive workplace culture, and ensuring compliance with all relevant employment laws and regulations. The Head of HR will play a crucial role in attracting, developing, and retaining top talent, while promoting a culture of continuous improvement and excellence in service delivery.

 Duties & Responsibilities:

 Strategic HR Leadership:

• Develop and execute HR strategies that support the overall business goals and objectives of the business
• Advise senior leadership on organisational design, culture, and workforce planning
• Lead the HR team in delivering high quality HR services and support across the organisation.
• Ensure that all key HR processes are conducted to the highest level and are accurate and fit for purpose.
• Develop and improve HR initiatives and systems
• Ensure that the recruitment processes run efficiently and effectively.
• Attend monthly governance & managers meetings.

 Talent Acquisition and Management:

• Oversee end-to-end recruitment and onboarding processes.
• Forecast and plan workforce needs to ensure talent availability.
• Build employer branding strategies to attract top talent.
• Partner with department heads to define role requirements and hiring priorities.

Employee Relations and Engagement:

• Manage employee relations issues and provide guidance and support to management on employee relations matters, including dispute resolution, disciplinary actions, and terminations.
• Oversee employee recognition and reward programme and engagement surveys to enhance motivation and performance.
• Collaborate with senior management to align HR initiatives with business goals, foster employee engagement, retention, and drive talent management strategies by promoting a positive and inclusive workplace culture
• Promote open communication between management and staff.

 Performance Management and Development:

• Implement performance management systems and processes to ensure employees receive regular feedback and support for their development.
• Implement employee training and development programs to build skills and career growth paths.
• Promote continuous learning, leadership development, and succession planning.

 Compensation and Benefits:

• Develop and manage a fair and competitive compensation and benefits structure to attract and retain talent.
• Conduct regular market analyses to ensure the organisation remains competitive in its compensation offerings.
• Oversee payroll administration incentive programs, and rewards strategy.

 Compliance and Risk Management:

• Ensure compliance with all relevant employment laws and HR regulations.
• Develop, implement and enforce HR policies and procedures that align with best practices and support organisational goals.
• Keep abreast of changes in employment legislation and update policies, as necessary.
• Maintain accurate employee records and manage HR audits

People Analytics & Reporting:

• Monitor key HR metrics such as turnover, retention, and engagement.
• Provide regular reports to the executive team and board on HR performance, trends, and areas for improvement.
• Use data-driven insights to support strategic workforce decisions.

 HR Operations & Technology:

• Lead HR operations including SAGE management and data reporting.
• Use HR analytics to inform decision-making.
• Optimise processes for efficiency and employee experience.

Health and Safety:

Clearly essential to the viability and long term sustainability of the company. You will assume the appropriate level of Management in line with the Company Health and Safety Policy. Specifically ‘risk management’ will play an essential role in the financial sustainability of the business and as such requires close scrutiny.

Equal Opportunities:

The company values the diversity of its staff. All employees must be aware of their obligations to abide by the spirit and nature of our Equal Opportunities policy to avoid direct or indirect discrimination. The company operates a zero tolerance approach to such issues as bullying, harassment, and all forms of aggression.

Essential work experience:

• Experience of working within a busy H.R. section.
• Experience of recruitment and selection, interviewing etc.
• Experience of dealing with Disciplinary, Grievance and sickness management cases.
• Experience of supervising others
• Able to prioritise and respond flexibly to changing demands

Desirable work experience: Experience of monitoring budgets, planning, organising and delivering training, interview facilitation / mediation experience.

Essential Skills & Abilities:

• Ability to work alone with minimum super vision, but also to work as part of a team and support other team members.
• Excellent oral and written communication skills.
• Excellent interpersonal skills, demonstrating an ability to be diplomatic, tactful and consistent in dealing with others.
• Ability to work under pressure and to produce work to established deadlines and ensure all records are kept up to date.
• Deal with all matters in a confidential manner.
• Prioritise and organise own workload and that of other team members and comply with clear desk policy
• Experience of using basic software packages
• Experience of analysing and presenting information
• Ability to establish credibility and rapport with line managers and SLT
• Possess Level 5 Chartered Institute of Personnel and Development professional qualification.
• Aware of Employment Legislation requirements on employers.