HR Manager - Chesterfield

Varley is a contemporary fashion brand for the modern woman.

Founded in 2015 by husband-and-wife Lara and Ben Mead, we are an international, family-run business headquartered between London, Los Angeles, and New York.

We create year-round collections designed to build an elevated wardrobe for how women live and move.

From knitwear and outerwear to everyday staples and active pieces, our collections blend style, function, and versatility.

Varley exists to instil quiet confidence through meaningful connections that enhance everything women already are. As women’s lives evolve, so do we.

Our international family-run team is 85% female, making us proud to be a brand for women, by women.

We are guided by two core beliefs: the pursuit of quality in everything we do and looking after one another.

Job Title

Location

Line Manager

Role Overview

The HR Manager is the HR partner for the Chesterfield office, delivering a proactive, high-quality people service across the employee lifecycle.

Initially reporting to the HR Director, this role combines strategic business partnering with hands on operational delivery, supporting Product, Merchandising and Operations teams to build high performing teams and a positive employee experience.

The role is responsible for employee relations, learning and development, supporting talent and succession implementation, early careers programmes, employee engagement and HR operations.

As a trusted advisor to leaders and employees, the HR Manager will drive people initiatives, ensure compliance with employment legislation and HR best practice, and contribute to a culture where people can perform, develop and thrive.

Responsibilities

• HR Business Partnering
• Act as the lead HR contact for the Chesterfield office, providing expert advice and support to managers and employees.
• Partner with leaders across Product, Merchandising and Operations to deliver people solutions aligned to business objectives.
• Drive continuous improvement of HR policies, processes and ways of working.
• Analyse people trends, risks and performance data, recommending actions to improve engagement and organisational effectiveness.
• Support organisational change, workforce planning and team development initiatives.
• Employee Relations
• Lead and manage employee relations matters, including disciplinary, grievance, performance, capability, absence and flexible working cases.
• Conduct and oversee investigations and case management, ensuring fair, consistent and legally compliant outcomes.
• Identify ER trends and implement proactive measures to reduce risk and improve employee experience.
• Learning & Development
• Develop and deliver learning and development programmes that build management and leadership capability.
• Coach and support managers on people management, employee development and HR best practice.
• Create career development frameworks, competency pathways and succession planning initiatives.
• Design and deliver training and development content that supports business and individual growth.
• Lead the internship and early careers programme, including development opportunities and educational partnerships.
• Culture & Engagement
• Champion company values and initiatives that strengthen engagement and culture.
• Support local employee engagement, wellbeing and social activities.
• Foster a positive and inclusive workplace environment where employees feel connected and supported.
• Coordinate internal communications and recognition initiatives across the Chesterfield office.
• Partner with Talent Acquisition and hiring managers to support recruitment and onboarding.
• Lead local induction and onboarding activities for new employees.
• Support workforce planning, succession planning and talent development initiatives.
• Manage internship and early careers recruitment and development activities.
• HR Services
• Maintain accurate employee records and HR documentation.
• Support payroll, benefits and HR compliance activities.
• Produce HR metrics and reports to support business decision-making.
• Improve HR processes, systems and self-service capabilities.
• Partner with Facilities and other stakeholders to support employee wellbeing, workplace experience and key people processes.
• Key Skills & Experience
• CIPD Level 5 or 7 qualified (or equivalent professional experience).
• 5+ years' experience in an HR Manager, Senior HR Advisor or HR Business Partner role with broad generalist responsibility.
• Strong employee relations experience, including managing complex cases independently.
• Proven experience partnering with senior leaders to drive organisational effectiveness, change and people initiatives.
• Experience delivering learning and development programmes, management training and coaching leaders.
• Strong organisational development experience, including performance management, career frameworks, succession planning and talent development.
• Experience managing early careers, internship, graduate or apprenticeship programmes.
• Proven ability to analyse people data and HR metrics to identify trends and inform business decisions.
• Experience using HRIS systems, ideally Rippling or similar platforms.
• Strong knowledge of UK employment law, HR best practice, GDPR and HR compliance.
• Experience supporting recruitment, onboarding and wider HR operations.
• Track record of delivering HR projects and process improvements that enhance employee experience and operational efficiency.
• Experience working in a fast-paced commercial, retail, fashion or consumer goods environment.
• Excellent stakeholder management skills, with the ability to build trusted relationships and influence at all levels.
• Confident communicator with strong presentation, facilitation and coaching skills.
• Highly organised, proactive and solutions-focused, with strong judgement, discretion and attention to detail.
• Collaborative, approachable and resilient, with strong listening, problem-solving and investigative skills.
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