At a Glance
- Tasks: Lead HR strategy, compliance, and employee engagement in a dynamic manufacturing environment.
- Company: Join a leading manufacturing business in Oldham with a focus on growth and innovation.
- Benefits: Competitive salary, bonus opportunities, flexible working hours, and career development.
- Other info: Opportunity to build a scalable HR function and drive organisational transformation.
- Why this job: Shape the future of HR and make a real impact on company culture and performance.
- Qualifications: Proven HR leadership experience, strategic thinking, and a background in manufacturing.
The predicted salary is between 42750 - 52250 £ per year.
About the job
- Human Resources Director
- Oldham - Fully Onsite (flexible start and finish times)
- Permanent
JGA are delighted to be partnering with a leading and growing manufacturing business located in Oldham.
The client is looking for an HR Director who can come in, stabilise the HR function, reset the leadership structure, and then build a more accountable, scalable people infrastructure around the business.
KEY RESPONSIBILITIES
- Strategic HR Leadership
- Develop and implement the organisation's people strategy
- Align HR strategy with business growth, operational performance and commercial objectives
- Provide strategic HR advice to the Managing Director, Board and Senior Leadership Team
- Act as the senior voice on workforce risk, organisational capability and people strategy
- Review existing HR strategy, policies, frameworks and processes
- Complete a full HR resourcing review and establish the appropriate HR structure and capability
- Ensure the HR function has the right balance of strategic and operational resource
- Establish effective Board-level HR reporting and governance
- Employment Compliance & Risk
- Take overall responsibility for employment compliance across the organisation
- Complete a full HR compliance audit within the first 90 days
- Review employment contracts, right-to-work, working time, pay, pensions and employee records
- Ensure HR policies and procedures are legally robust and consistently applied
- Establish and maintain a formal HR risk register
- Provide regular compliance and risk reporting to the Board
- Provide senior oversight of employee relations, disciplinary, grievance, absence and performance matters
- Act as the escalation point for complex employee relations cases and employment disputes
- Work with external employment lawyers where required
- Ensure appropriate processes are followed during restructures and organisational change
- Leadership & Organisational Transformation
- Lead a structured review of the Senior Leadership Team
- Assess leadership capability against business requirements, competency expectations and performance standards
- Identify leadership capability gaps and make evidence-based recommendations
- Lead recruitment of new senior leaders where required
- Design the future leadership structure alongside the Managing Director and Board
- Develop robust role specifications for every Senior Leadership Team position
- Establish clear responsibilities and accountabilities for each leadership role
- Create a 12-month roadmap for every SLT position
- Introduce clear decision-making rights across the leadership team
- Establish a RACI and escalation framework
- Ensure operational decisions are made at the appropriate management level
- Reduce unnecessary escalation to the Managing Director
- Support new and existing leaders through onboarding, coaching and development
- Track and report progress against the reduction in operational workload reaching the Managing Director
- Talent, Performance & Capability
- Develop and implement a Group-wide recruitment framework
- Introduce consistent recruitment and selection processes
- Establish structured onboarding and induction
- Implement probation and appraisal frameworks
- Create clear performance expectations across the organisation
- Establish consistent performance management processes
- Develop competency frameworks across operational, technical, supervisory and management roles
- Develop career development frameworks where appropriate
- Identify and develop high-potential employees
- Establish succession plans for business-critical and leadership positions
- Build a culture of accountability, performance and continuous development
- Employee Engagement, Culture & Morale
- Take ownership of employee engagement and morale as a Board-level priority
- Establish a clear baseline for employee engagement
- Introduce regular pulse surveys and full engagement surveys
- Establish employee listening groups and shop-floor feedback mechanisms
- Identify the key causes of low morale, disengagement and turnover
- Develop measurable action plans to address engagement issues
- Create transparent two-way communication between leadership and employees
- Introduce "you said, we did" initiatives
- Build stronger relationships between leadership, managers, supervisors and employees
- Create greater cohesion across departments, sites and shifts
- Introduce recognition initiatives and employee reward programmes
- Develop team-building and social activities
- Introduce milestone, achievement and long-service recognition
- Establish clear organisational values and expected leadership behaviours
- Embed values and behaviours throughout the organisation
- Coach managers and supervisors on people leadership and employee engagement
- Ensure responsibility for morale and engagement sits across the leadership team, not solely with HR
- Report engagement, morale, retention and workforce KPIs to the Board
- Reward & HR Operations
- Develop and oversee reward and benefits strategy
- Conduct regular salary and market benchmarking
- Ensure internal pay equity and market competitiveness
- Review and improve reward structures
- Oversee HR systems, HR data and workforce reporting
- Improve HR data integrity and reporting capabilities
- Assess and implement HRIS improvements where appropriate
- Manage the HR budget
- Ensure HR resource remains appropriate as the organisation grows
- Develop a scalable HR operating model
- Health & Safety Partnership
- Work closely with the Health & Safety function
- Ensure workforce-related H&S obligations are appropriately managed
- Maintain accurate training and competency records
- Support workforce compliance relating to relevant H&S requirements
- Ensure competency requirements are incorporated into recruitment, induction, training and performance management
- Ensure HR and Health & Safety processes work effectively together
Experience required
- Proven track record of building, developing and shaping HR functions from the ground up
- Experience establishing HR strategy, processes, policies and infrastructure
- Ability to develop a scalable HR function aligned to business growth
- Strong experience balancing strategic HR leadership with hands-on operational delivery
- Experience working within a Manufacturing environment
Human Resources Director in Oldham employer: JGA Recruitment Group | B CorpTM
As a Payroll Manager in London, you'll thrive in a dynamic and supportive hybrid work environment that values your expertise and autonomy. With a focus on employee growth and process improvement, this role offers a unique opportunity to lead a well-established payroll function while collaborating closely with Finance and HR teams. Enjoy a competitive salary and benefits package, all within a culture that promotes inclusivity and professional development.
Contact Details:
JGA Recruitment Group | B CorpTM Recruitment Team
StudySmarter Expert Advice🤫
We think this is how you could land Human Resources Director in Oldham
✨Join HR Networks
Get involved in HR-specific communities, like the Chartered Institute of Personnel and Development (CIPD) and local HR meetups. This is a fantastic way to connect with industry professionals and learn about job openings before they even hit job boards!
✨Make Your Presence Known
Attend HR conferences and workshops in your area to network with potential employers. Don't be shy—introduce yourself, exchange business cards, and let them know you're keen on a full-time role in HR. Who knows, you might just land a friendly face at JGA Recruitment Group | B CorpTM!
✨Leverage Your University Connections
If you’re a recent grad or still in uni, tap into your career services and alumni network. Many universities have connections with companies looking for HR talent, so get those leads and apply through our website for a smoother application process.
✨Showcase Your HR Passion
Create content around HR topics you’re passionate about, like employee engagement or diversity initiatives. Share articles or insights on LinkedIn to demonstrate your knowledge and get noticed by recruiters. It’s a subtle yet effective way to show you’re the right fit for a full-time role at JGA Recruitment Group | B CorpTM.
We think you need these skills to ace Human Resources Director in Oldham
Some tips for your application 🫡
Show Off Your HR Skills:When you’re crafting your CV, make sure you highlight specific HR skills that are relevant to the role at JGA Recruitment Group | B CorpTM. Include any experience with recruitment processes, employee relations, or performance management, and don’t forget to mention your familiarity with HR software or tools that could give you an edge.
Tailor Your Cover Letter:Your cover letter is your chance to shine, so tailor it to JGA Recruitment Group | B CorpTM and the specific HR role. Highlight your passion for people management and how your unique approach can help foster a positive workplace culture. Be sure to sprinkle in examples from your past experiences that illustrate your problem-solving abilities and interpersonal skills.
Include Relevant Certifications:If you’ve got any HR certifications or relevant training under your belt, be sure to showcase them! These qualifications can really set you apart from other candidates when applying for this full-time HR position at JGA Recruitment Group | B CorpTM. List them prominently on your CV to catch the hiring manager's eye.
Align with Company Culture:Make sure your application speaks to JGA Recruitment Group | B CorpTM's values and culture. Research the company and align your experiences or values with what they stand for. This will show them that you're not only a fit for the role but also for the overall vibe of the team and organisation.
How to prepare for a job interview at JGA Recruitment Group | B CorpTM
✨Brush Up on HR Best Practices
As you're diving into human resources, it’s crucial to be well-versed in the latest HR practices and legislation. Get familiar with key topics like employee engagement, talent acquisition, and diversity initiatives, as these could easily pop up in your interview with JGA Recruitment Group | B CorpTM.
✨Know Your Recruitment Tools
Most HR roles involve using various recruitment tools and ATS (Applicant Tracking Systems). Make sure you can comfortably discuss platforms like Workday or Greenhouse. If you've had direct experience, share those examples; if not, show your eagerness to learn!
✨Highlight Your People Skills
A full-time HR role at JGA Recruitment Group | B CorpTM will require strong interpersonal skills. Prepare to share stories that demonstrate how you’ve successfully navigated conflicts or supported team members in past experiences. Authenticity goes a long way in this field.
✨Stay Current with HR Trends
Being up to speed with current HR trends, like remote working protocols or mental health initiatives, can set you apart. Be ready to discuss how these trends could impact JGA Recruitment Group | B CorpTM and how you would contribute to adapting HR strategies.
