HR Manager in Exeter

You must complete our official application form. In line with Keeping Children Safe in Education (KCSIE) and our safeguarding procedures, we are unable to accept CVs in place of a completed application form. Applications submitted without a fully completed application form will not be considered for the role.

The Outdoors Group is a ten-year strong, pioneering, ‘for purpose’ organisation primarily based in the county of Devon, providing opportunities for children, young people, and adults to access education, training, and fun experiences in outdoor settings. We are all about creating a fun and fantastic place to work with a strong emphasis on work-life balance as part of a community of like-minded people, focusing on providing excellent development opportunities for all our learners and staff. Leading in our market, we have heaps of knowledge, enthusiasm, and a strong vision about who we are and where we’re going…. come and join us on the journey!

For all our roles, a DBS and reference checks are required. The Outdoors Group Ltd is committed to the safeguarding of all staff, children, young people and vulnerable adults involved in its activities and in promoting their welfare.

The Human Resource Manager plays a vital role in supporting the organisation’s people strategy by delivering proactive, business-focused HR support across all departments. This role is responsible for providing expert guidance on employee relations, workforce planning, organisational development, wellbeing, and people processes, ensuring the organisation remains compliant, inclusive, and people-centred. The Human Resource Manager will work collaboratively with leaders and employees to foster a positive workplace culture that aligns with organisational values and strategic objectives.

Key Responsibilities

• Partner with business areas to understand operational priorities, improve performance, and support organisational goals through effective people practices.
• Support the implementation of HR strategies, workforce planning, succession planning, recruitment, and organisational design initiatives.
• Contribute to organisational development initiatives that strengthen culture, employee engagement, and retention.
• Support organisational change projects including restructures, consultations, and redundancy processes, ensuring compliance and a positive employee experience.
• Identify and elevate potential people-related risks to the HR Business Partner and support risk mitigation strategies.
• Act as the first point of contact for HR-related queries, providing professional advice and guidance to managers and employees.
• Support and advise managers on employee relations matters including disciplinary, grievance, capability, conduct, attendance management, and conflict resolution.
• Manage HR casework effectively, ensuring matters are handled fairly, consistently, and in line with employment legislation and company policies.
• Support investigation processes including absence management, AWOL cases, and breaches of company policies such as PPE requirements.
• Promote proactive and informal resolution approaches wherever appropriate to maintain positive working relationships.
• Lead and support employee engagement initiatives, wellbeing programmes, inclusion activities, and learning and development opportunities across the organisation.
• Provide coaching and guidance to managers on effective people management practices and leadership behaviours.
• Support the development of a positive workplace culture that reflects organisational values and promotes employee wellbeing and inclusion.
• Contribute to the design and delivery of HR training content and manager guidance materials.
• Assist in the development, review, and implementation of HR policies and procedures, ensuring compliance with employment legislation and best practice.
• Maintain accurate employee records, HR systems, people case logs, and right‑to‑work documentation to ensure legal compliance.
• Record maternity notifications and work collaboratively with the HR Assistant to ensure maternity processes, payroll communications, and risk assessments are completed.
• Support the preparation and distribution of HR communications including pay review letters and policy updates.
• Produce ad hoc HR reports and people data insights to support decision‑making and workforce planning.
• Assist in continually improving HR service delivery through proactive support, process improvements, and raising recommendations to the HR Business Partner and Head of People and Culture.
• Contribute to HR projects such as employee engagement initiatives, wellbeing strategies, diversity and inclusion programmes, and organisational change activities.
• Keep up to date with employment law, HR best practice, and sector developments, making recommendations where appropriate.
• Support the development of efficient, people‑focused HR processes that improve employee and manager experience.
• Provide support, guidance, and collaboration to the People Administrator, L&D Officer, Inclusion and Wellbeing Officer, and the wider People and Culture Team where appropriate.
• Promote a collaborative, solution-focused, and values‑led approach within the HR function.
• Ensure compliance with the Company’s Safeguarding Policy, GDPR Policy, and Health and Safety Policy.
• Ensure all mandatory training required for the role and Company are completed.
• Ensure all Company Policies and Procedures issued through People HR are read, understood, and signed.

Person Specification

• CIPD Level 5 qualification or equivalent experience.
• Minimum of 3 years’ experience working within a diverse HR environment covering a broad range of HR issues.
• Experience providing business-focused HR advice to managers across a variety of functions.
• Proven experience managing employee relations casework including disciplinary, grievance, capability, conduct, and absence management.
• Sound understanding of employment legislation, HR best practice, and employment case law.
• Experience supporting organisational change initiatives and restructures.
• Strong interpersonal and communication skills with the ability to build effective working relationships.
• Ability to guide and support managers and colleagues effectively.
• Experience maintaining HR systems, records, and confidential employee data.
• Experience working within education, training, care, youth services, or not-for-profit sectors.
• Experience supporting wellbeing, engagement, and diversity initiatives.
• Knowledge of safeguarding and safer recruitment practices.
• Experience using HRIS/People systems and producing people analytics reports.
• Experience contributing to policy development and HR process improvement initiatives.

Personal Qualities

• Commitment to supporting a positive, inclusive, and people-centred workplace culture.
• High levels of professionalism, integrity, and confidentiality.
• Strong organisational skills with the ability to manage competing priorities effectively.
• Excellent problem-solving and conflict-resolution abilities.
• Ability to work collaboratively as part of a team.
• Commitment to safeguarding and safe practice.
• Commitment to Equal Opportunities and inclusion.
• Enthusiasm and drive for continuous improvement.
• Sense of humour.
• Forward-thinking and proactive mindset.
• Resilient and adaptable in a fast-paced environment.

Qualifications

• CIPD Level 5 qualification or equivalent professional experience.
• Significant experience within a similar HR role with a proven track record of delivering effective HR support, employee relations management, and people-focused organisational initiatives.