HR Manager

HR Manager-EPA Manufacturing Ltd

About the role

The role would involve working closely with the Directors and managers, being the main point of contact for HR matters, supporting employees and making sure the correct processes are followed.

Recruitment

• Managing the recruitment process from advertising a position through to offering someone the job.
• Writing and reviewing job descriptions.
• Shortlisting and interviewing candidates.
• Making sure Right to Work and other relevant checks are completed.
• Preparing contracts and new starter paperwork.
• Making sure new employees are properly inducted and have the information and training they need.

General HR and Employee Support

• Being the main point of contact for employees and managers for HR questions.
• Dealing with general employee issues and helping managers work through problems.
• Making sure HR policies and procedures are kept up to date.
• Advising managers on how to deal with different situations fairly and consistently.
• Supporting the Directors and managers with any HR issues that arise.

Disciplinaries and Grievances

• Managing disciplinary processes when they are required.
• Supporting managers with investigations, meetings and the appropriate paperwork.
• Dealing with employee grievances and complaints.
• Making sure the correct process is followed and everything is properly documented.
• Advising managers on the appropriate next steps where there are conduct or employee issues.

Absence and Return to Work

• Managing sickness absence and keeping records up to date.
• Carrying out or overseeing return to work meetings.
• Monitoring longer term or repeated absence.
• Supporting managers with ongoing absence issues.
• Knowing when further advice or Occupational Health may be needed.

Performance

• Helping managers deal with performance issues.
• Supporting with reviews and setting expectations.
• Putting improvement plans in place where necessary.
• Helping managers understand what steps they can take if someone’s performance isn’t improving.

Leavers

• Dealing with resignations and the leaving process.
• Making sure the correct paperwork is completed- Leavers NDA
• Making sure the correct procedures are followed.
• Carrying out exit interviews where appropriate.

Payroll and Administration

• Working alongside whoever deals with payroll to make sure they have the correct information for starters, leavers, changes to pay, holidays and absence.
• Keeping employee records and HR files up to date.
• Making sure contracts and other employee documentation are kept properly.
• Keeping track of holidays, training and other relevant employee information.

Training

• Keeping a record of employee training and qualifications.
• Making sure any required training is kept up to date.
• Helping managers identify where further training is needed.
• Supporting with arranging relevant training where required.

Employment Law and Compliance

• Keeping up to date with changes to employment law.
• Making sure the business is following the correct processes when dealing with employees.
• Making sure policies are appropriate and kept up to date.
• Giving the Directors and managers advice when an HR issue comes up.
• Making sure employee information is handled confidentially and appropriately.

Getting to know the business

As this is a hands on role, we would expect the successful person to spend time getting to know the different areas of EPA, building relationships with managers and employees and understanding how each department works. This will help them provide the right HR support and understand the different roles, requirements and challenges across the business.

The main thing would be someone who is hands on and able to deal with the day to day HR side of the business.

They would need to be approachable, someone employees feel comfortable speaking to, but also confident enough to deal with difficult conversations and situations when needed.

They would need to be organised, able to keep on top of paperwork and employee records and comfortable working independently. They would also need a good understanding of UK employment law and ideally have previous experience dealing with recruitment, disciplinaries, grievances, sickness absence and performance issues.

A CIPD qualification would be desirable but is not essential. We would be equally interested in someone with strong, relevant hands on HR experience and a good understanding of UK employment law and HR processes.

Pay: £50,000.00 per year

Benefits:

• Free parking
• On-site parking

Work Location: In person