Human Resources Manager

Welland Medical brings to market the best and most innovative products that enhance the lives of people living with a stoma across the world. Investing in the most talented people, collaborating to create world‑class, ground‑breaking products and services devoted to improving peoples’ lives. We are passionate about making a difference in the world.

Welland Medical is a part of Clinimed Holdings Limited, a prominent figure in the Healthcare and Medical Equipment sector. Clinimed Holdings Limited comprises a group of companies established in 1982 through the acquisition and formation of various entities within the group.

Job Summary

As HR Manager, you’ll lead a small but experienced team in delivering a proactive, people‑first HR and Payroll service that aligns with the company’s strategic goals. You’ll work closely with the Managing Director and Group HR Director to shape and implement HR initiatives that support Welland Medical now and in the future.

This role balances operational and strategic responsibilities, from employee relations and performance management to recruitment, engagement, and HR data analysis. You’ll also play a key role in supporting group‑wide HR projects and ensuring compliance with employment law.

Main Duties & Responsibilities

• Lead and manage the HR team, setting clear goals, coaching performance, and supporting professional development.
• Oversee day‑to‑day HR operations, ensuring consistent, high‑quality advice and support to employees and managers.

HR Advice & Employment Law

• Provide expert guidance to senior leaders on HR matters, policy application, and complex employee relations issues.
• Manage absence, grievance, and disciplinary cases; ensure fair, consistent decision‑making.
• Lead initiatives to improve employee engagement and workplace culture, including post‑survey action planning and pulse checks.
• Support and promote Welland as a “Great Place to Work”.

Learning & Development

• Work with the L&D Advisor to shape and deliver effective training and development programmes.
• Champion management and leadership development across the business.
• Ensure L&D strategy supports succession planning and talent growth.

Recruitment & Selection

• Oversee all recruitment activity, working with the Recruitment Advisor and wider HR team.
• Partner with senior leaders and Group HR on senior‑level hires, including psychometric testing and feedback.
• Ensure effective onboarding and induction processes.
• Develop and maintain HR policies and procedures in line with UK employment law.
• Keep the business informed of relevant legislative changes and their potential impact.

Payroll & HR Data

• Oversee payroll and pension administration in line with CliniMed Group guidelines.
• Produce accurate HR metrics and reports to inform SLT and guide business decisions.
• Track and analyse employee data (turnover, absence, engagement, etc.) to identify trends and risks.
• Lead on statutory reporting, including Gender Pay Gap submissions.

Budget Management

• Manage the HR department budget, including training, wellbeing, and recruitment spend.
• Conduct salary and benefits benchmarking to support attraction and retention.
• Ensure spending aligns with approved budgets and headcount plans.
• Support cross‑group HR projects, including HRIS improvements and policy updates.
• Provide advice to group HR colleagues and contribute to wider HR strategy under the guidance of the Group HR Director.

Personal & Team Development

• Coach and support the professional growth of the HR team.
• Stay up to date with HR best practice and legal developments in line with CIPD standards.

Key Success Indicators

• Demonstrated improvements in efficiency, cost savings, and quality performance.
• Positive feedback from stakeholders regarding CI initiatives and support.
• Increased employee engagement and participation in CI activities.
• Visible and sustainable enhancement of CI culture, including broader adoption and consistent use of CI tools and methodologies across the organization.

Other Duties

• Support the investigation and reporting of customer complaints.
• Assist with incoming inspection, including sampling and analysis of raw materials.
• Contribute to Post‑Market Surveillance (PMS) and Post‑Market Clinical Follow‑up (PMCF) activities.
• Participate in Lean Manufacturing projects and provide progress updates to the Continuous Improvement (CI) Management team in relation to key KPIs.

Personal Specifications

• The candidate must hold a CIPD Level 7 qualification (Master’s level) and be educated to degree level.
• A minimum of 5 years’ experience in a Human Resources Manager role is required, with a proven track record of managing and leading a successful HR team.
• Previous experience working within a manufacturing environment is essential.
• Must have a comprehensive and up to date knowledge of UK employment law and regulations.
• Demonstrated experience as a strategic HR Business Partner, with the ability to align HR practices with organisational goals.
• A full understanding and hands‑on experience of running a small payroll function is essential.
• Excellent communication, interpersonal and teamwork skills are required to build effective relationships at all levels of the organisation.
• Strong organisational and problem‑solving abilities, with the capacity to manage multiple priorities effectively and independently.
• Must be proficient in Microsoft Office packages and experienced in the use of HR Information Systems (HRIS).
• Ability to interpret HR analytics and data to identify issues and provide evidence‑based solutions.
• A clear understanding of quality standards within a manufacturing setting is necessary.
• Must demonstrate the ability to lead by example, with a sustained commitment to achieving company goals and fostering a high‑performance culture.
• A good level of emotional intelligence is essential for effectively managing people and complex situations.
• Chartered Fellowship of the CIPD (FCIPD) or working towards it.
• Training in psychometric assessments (Level A and/or Level B) is advantageous.
• Experience or understanding of continuous improvement methodologies (e.g., Lean, Six Sigma).
• Prior involvement in leading or contributing to HR‑related projects at a strategic level.