Human Resources Partner

Reports to: COO

Role Summary: The HR Partner is responsible for overseeing the entire HR function, developing and implementing HR strategies, ensuring compliance with employment laws and regulations. This role involves strategic planning, decision-making, line management responsibilities and maintaining a productive and efficient work environment.

Key Responsibilities:

1. Strategic HR Planning:

• Develop and implement HR strategies aligned with the company’s business objectives – e.g. recruitment, retention, training and development strategies, performance management improvements etc.

• Identify HR priorities and create a roadmap for HR initiatives.

2. Recruitment and Talent Management:

• Oversee the recruitment process, including job postings, interviewing, and selection.

• Develop strategies for talent acquisition and retention.

• Create and manage onboarding programs.

3. Performance Management:

• Implement and manage performance appraisal systems.

• Provide guidance on career development and training programs.

• Manage addressing performance issues and developing improvement plans.

• Manage Staff Absences: Oversee and analyse staff absence patterns, ensuring that absence management policies are adhered to and that any issues are addressed promptly.

4. Employee Relations:

• Serve as a primary point of contact for employee concerns and conflicts.

• Develop and implement policies that promote a positive work environment.

• Design and manage staff welfare activities / get-togethers

• Conduct exit interviews and create and analyse turnover data, delivering briefs as requested.

5. Compliance and Legal:

• Ensure compliance with employment legislation and regulations.

• Review, maintain and update the employee handbook, ensuring that it accurately cross-references with company policy documents and contracts, as well as current legislation.

• Manage workplace investigations and disciplinary actions.

• Deliver extensive support to ISO certifications and audits.

6. Compensation and Benefits:

• Design and manage compensation structures and benefits programs.

• Design and manage employee welfare programs to enhance job satisfaction and well-being.

7. HR Metrics and Reporting:

• Track and analyse HR metrics (e.g., turnover rates, employee satisfaction, absences etc).

• Prepare HR reports for senior management, as requested.

8. Supervision and Mentoring:

• Line Management responsibility for staff within the HR department.

• HR mentoring and advisory lead.

9. Office Management:

Office Provider Coordination:

• Serve as the primary point of contact for the office provider.

• Ensure all services provided by the office provider meet the company’s needs and standards.

Space Planning and Allocation:

• Plan and allocate office space to optimise productivity and accommodate new hires.

• Coordinate any office moves or reconfigurations with the office provider.

Health and Safety:

• Ensure compliance with health and safety regulations.

• Conduct regular safety inspections and address any issues promptly.

Personal Qualities & Attributes:

• Leadership: Strong ability to lead, mentor, and inspire a team.

• Integrity: Upholds high ethical standards and maintains confidentiality.

• Empathy: Understands and responds to the needs and concerns of employees with compassion.

• Adaptability: Thrives in a dynamic environment and handles change effectively.

• Proactive: Anticipates issues and takes the initiative to solve problems before they arise.

• Resilience: Able to remain calm and focused under pressure.

• Attention to Detail: Meticulous in managing HR processes and ensuring accuracy.

• Patience and Pragmatism: Demonstrates patience in handling complex issues and approaches situations with a practical, solution-oriented mindset.

Core Competencies:

• Strategic Thinking: Ability to develop and implement HR strategies that align with business goals.

• Communication: Excellent verbal and written communication skills, able to articulate ideas clearly and persuasively.

• Problem-Solving: Strong analytical skills to identify issues and develop practical solutions.

• Employee Relations: Expertise in managing employee relations and fostering a positive workplace culture.

• Conflict Management: Skilled in resolving conflicts in a fair, respectful, and constructive manner.

• HR Knowledge: Deep understanding of HR practices, employment law, and regulations.

• Project Management: Capable of managing multiple HR projects simultaneously and delivering results on time.

• Office Management: Competence in overseeing office operations and maintaining a productive work environment.

• Decision-Making: Ability to make informed and timely decisions in the best interests of the company and its employees.

• Microsoft Office Proficiency: Advanced proficiency in Microsoft Office Suite (Word, Excel, PowerPoint, Outlook) for effective documentation, analysis, and communication.

• Ability to Prioritise and Work Under Pressure: Demonstrates strong organisational skills and the ability to manage multiple tasks and deadlines in a fast-paced environment.

• Coaching Ability: Skilled in coaching and developing employees at all levels, fostering growth and improving performance.

Qualifications: Minimum CIPD Level 5 or equivalent