People Manager (15 Month Fixed Term Contract - Maternity Cover)

The People Manager at Jacobs Media is an integral part of the senior management structure. In a business where automation is almost impossible, the strength of the business is measured by the strength of our people. A key responsibility is to be the guardian for the brand values of Jacobs Media, and to communicate these regularly and consistently throughout the business. It’s not enough to simply have overarching company values; the people within the business need to believe that the company genuinely supports and delivers on those values, and that they in turn believe in and amplify those values too. This journey begins during the recruitment process, and it’s important that from the very start the culture of the business is at the heart of this process. Jacobs Media is not a CV and experience first business; it is a company which believes in finding new recruits that can fit into our team and be part of our culture and way of doing things. Talent is of course important, but we would rather take someone with less experience who is a more natural fit than vice-versa. Our people need to be nurtured through training and social engagement and feel valued by the business for their contribution, no matter how seemingly big or small. As Jacobs Media grows, we need to ensure our policies and people management grow with it, and arguably our biggest challenge is how we retain our small business culture in an increasingly big business environment. We acknowledge as a business that we try hard for our people and that we are a good business, but we can always be better, and importantly we want to be better.

Key Responsibilities:

• Making sure that people’s first principles are at the heart of the way we work
• Develop and deliver an improved employee lifecycle and the effectiveness of all HR processes.
• Responsible for delivering high quality, easy to engage administrative processes, compliance, policies and procedures and employee contracts.
• Partnering with staff of all levels building professional relationships, understanding the team requirements, strategy and dynamics.
• Providing guidance and coaching to all teams where necessary.
• Support managers with capability and performance issues, enhancing managers' competence in dealing with employee relation issues (sickness, disciplinary, grievances, issues during probation periods etc).
• Implementing approved change and championing the change throughout the business.

People Management:

• Performance Management
• Personal Development Plans – Carried out in June annually.
• Employee Relations Champion and Development of Company Culture – Survey carried out in August annually.
• Supporting Company Values
• Departmental Support
• Developing and updating Policies and Procedures
• Career Development & Talent Management
• Onboarding and Offboarding
• Employee Welfare Scheme (EWS)
• Advisory to staff and management
• Social Responsibility and Sustainable credentials
• Management of Employee Committees – Advisory board run every two months.

General People Administration:

• Update and maintain People Systems and Excel databases.
• Increase letters/contractual changes
• Internal Communications
• Staff Insurance
• Prepare People documents and movements
• Manage electronic filing
• Staff enquiry emails
• Management of Medicash, Pension, Group Life Insurance

Office Management:

• Manage Office Supplies
• Point of contact for company repairs (coffee machine, maintenance etc)
• Managing Domains
• Managing Tenants
• Manage and Approve supplier accounts
• Spendesk – Employee spend
• Service Provider Management (IT, Mobiles, Printers etc)
• Health and Safety Management
• Event and Company Insurance