HR Operations Manager (Fixed Term)

| | HR Operations Manager - Global || | VN1375 || | Fixed Term || | Solihull || | Acora are a progressive full-stack full-service business technology services partner, built for the AI era. Combining the capabilities of a Managed Service Provider (MSP), Managed Security Service Provider (MSSP), IT Consulting, Professional Services and Development company, Acora helps customers achieve breakthrough results - often quicker and at lower risk than they thought possible. We believe in a better working world, where our customers are confident to fully embrace the AI opportunity and generate economic impact. Our Values We’re proud to share the values we live by. They’re not dusty abstract concepts. Our values define our culture: they act as a promise to our customers and a constant challenge to ourselves, both as individuals and as a team, to be Game-Changers. • Be the best you can be • We do what we say • Together we win || | The HR Operations Manager is responsible for overseeing the day-to-day operations of HR Operations Shared Services, enhancing service delivery and maintaining compliance standards. You will lead Acora's global HR operations, owning employee relations, TUPE and organisational change, and the governance that keeps our people practices compliant in every country we operate in. This is a hands-on role. You will be the expert managers turn to when cases get complex, the person who leads a TUPE transfer or restructure end to end, and the owner of the policies, data and controls that stand up to audit. Working closely with the HR Director, you will build consistent, scalable HR operations as Acora grows internationally. || | Employee relations and manager capability • Advise on and manage complex ER casework, including disciplinaries, grievances, capability, long-term absence, whistleblowing and settlement agreements • Coach managers to handle ER issues confidently and consistently, reducing escalation and legal risk • Develop practical improvements to manager capability, such as toolkits, guidance and training on people management • Manage Acas early conciliation and employment tribunals, including ET3 responses, working with external employment counsel where required, managing risk and cost • Track ER trends and root causes and recommend actions to the HR Director and senior leaders TUPE (in and out) • Lead end-to-end TUPE transfers both into and out of Acora, including those linked to client contract wins, service transitions, contract exits and acquisitions • Own due diligence, employee liability information (ELI), measures letters, consultation and harmonisation of terms and conditions • Partner with Commercial, Service Delivery, Finance and Legal so people risks are understood early in bids and deals Restructures and redundancy • Lead restructuring and redundancy exercises independently, from initial business case through to implementation • Apply strong knowledge of individual and collective consultation, employee representative elections, selection pools and criteria, scoring, suitable alternative employment and redundancy payments • Ensure Equality Act considerations are addressed and documentation is robust throughout organisational change • Advise and challenge managers throughout the process, identifying and escalating legal risk • Across TUPE and restructures, own the organisational change playbooks: advise the HR team on what is required to remain compliant, and create clear guides and guidance for HR and managers Governance, compliance and risk • Own the HR policy framework, keeping policies current with legislation and consistent across countries where practicable • Ensure HR processes meet GDPR, right to work, ISO 27001 and other audit and client security requirements, including employee screening • Lead HR's contribution to internal and external audits, and close out findings on time • Maintain HR controls, approval frameworks and documentation that give leaders and the board confidence Global HR operations • Lead end-to-end HR operations across the employee lifecycle, from onboarding to offboarding • Build consistent global processes while navigating the legal, cultural and practical complexities of employing people in different countries, working with in-country HR, employer of record providers and local advisers • Act as escalation point for complex HR service issues across all regions • Partner with Payroll, Finance and Group IT for joined-up, accurate service delivery Immigration, contractors and third-party suppliers • Own Acora's visa and immigration process, including managing our UK sponsor licence through the Sponsor Management System (SMS), processing Certificates of Sponsorship, Home Office reporting duties, record-keeping and compliance audits • Coordinate international mobility and visa applications with external immigration advisers • Own the contractor and consultant engagement process, advising on the differences between them and how each is engaged and processed • Complete IR35 status determinations and Status Determination Statements, including reasoned determinations where HMRC's CEST tool is inconclusive • Ensure compliant use of umbrella companies and agencies for contingent workers, reflecting the PAYE liability changes for umbrella arrangements in force from 2026 • Manage relationships with third-party HR suppliers, including our HRIS provider, background checking service and employer of record partners: service performance against SLAs, contract renewals, cost, data protection and others HR systems, data and reporting • Own the integrity, security and confidentiality of data in the HRIS and related platforms • Alongside the HR Data Analyst, produce people data and insight for the board, including headcount, attrition, absence and ER metrics • Identify and deliver process improvements through automation and technology Leadership • Line manage, coach and develop a team of 4 direct reports, including junior and mid-level HR team members, building capability and a culture of high-quality service • Contribute to wider People & Culture priorities, including engagement, culture and development initiatives || | Essential • Proven generalist HR experience at manager level, including leading ER and organisational change in a multi-site or multi-country business • Deep, current knowledge of UK employment law, with a track record of handling complex and sensitive ER cases to resolution • Hands-on experience of end-to-end TUPE transfers, both in and out, including ELI, measures and post-transfer harmonisation • Able to lead restructure and redundancy exercises independently from business case to implementation • Experience supporting a workforce across multiple countries, with a practical understanding of the complexities of international HR • Strong governance mindset: comfortable owning policy, audit, data protection and compliance frameworks, including sponsor licence duties, the SMS and IR35 status determinations • Confident using HRIS and people data to inform decisions and report to senior leaders • Experience of line managing, coaching and developing HR team members, including junior and mid-level staff • Credible, calm and commercially minded, able to challenge and influence at senior level Desirable • CIPD Level 7 qualified • Experience in IT services, managed services, outsourcing or another contract-led environment where TUPE is frequent • Experience of HR integration following acquisitions • Experience creating practical guides and guidance on HR processes such as TUPE and restructures • Familiarity with ISO 27001 or client-driven security and screening requirements • Experience managing HR suppliers, including HRIS vendors, employer of record providers and international HR advisers • Understanding of global HR including rules and regulations || | • A confident and credible HR professional who can build strong relationships and influence stakeholders at all levels • Calm, resilient and composed when dealing with complex, sensitive or challenging situations • Commercially minded, with the ability to balance people priorities with wider business objectives • Proactive and solutions-focused, taking ownership and driving improvements rather than simply managing processes • Highly organised, with strong attention to detail and the ability to manage competing priorities • A pragmatic approach, able to make sound decisions and provide clear, balanced advice • Strong communication and interpersonal skills, with the ability to challenge constructively and influence outcomes • A collaborative team player who enjoys developing others and building strong working relationships • Adaptable and comfortable working in a fast-paced, evolving international business • High levels of integrity, discretion and professionalism when handling confidential and sensitive matters |