Human Resource Manager

Job description

Role: Human Resources Manager (Fixed Term Contract 12 Month)

Choice People are recruiting on behalf of our client for a Human Resource Manager for a manufacturing company in Laois, this is a twelve month fixed term contract. Aim is to provide and lead an effective HR function, operating as a business partner in order to provide support and guidance to the management team on all people related matters. Advising and where appropriate, leading on organisation development initiatives and driving an agenda of engagement throughout the site, developing strong and effective working relationships with all Employees and Employee Representatives.

Responsibilities & Measures of Success:

Relationship Development

• Operating as a key member of the site’s senior leadership team, it is important to build and maintain a supportive and effective working relationship with the team collectively and each SLT member individually.
• Develop an open, approachable and professional relationship with employees, always operating on the basis of integrity, trust and in line with Company Values including our Dignity at Work policy.
• Communicate openly and regularly with the Director of HR, building a relationship of trust, openness and functional effectiveness
• Build an effective and collaborative working relationship with the Site Operations Manager, working together to develop a people strategy for the site focusing on strong employee relations, positive engagement and a learning culture
• Develop strong communication links and contribute to the effectiveness of the wider business HR team sharing learnings, examples of best practice and supporting each other on problem solving exercises
• Work closely with the Group Learning and Development Manager to coordinate L&D activities – Develop site / department L&D plan, organise L&D activities and measure / evaluate effectiveness of training interventions to demonstrate return on investment.
• Develop a collaborative working relationship with the payroll function, ensuring joint ownership and accountability for payroll processing on site.
• Develop a professional working relationship with employee representatives, ensuring that an appropriate way of working and communicating is implemented.

Build and develop a relationship with the local community, including partnering with local colleges and schools on various career development initiatives

Operational Excellence

• To develop and lead the Site people strategy, reporting on progress against HR objectives.
• Applying a business partnering model of HR to the site, providing the necessary information, advice and guidance to enable others to effectively make decisions.
• Contribute to the design, development, implementation, monitoring and evaluation of HR Policies and Procedures in line with best practice, legal and organisational requirements
• Support and help lead organisational change initiatives and the cultural agenda within the site
• Manage the end to end recruitment process for all new hires
• Support managers with their on-boarding plans for all new employees, ensuring regular communication check ins and performance reviews throughout the probationary period

• Contribute to companywide talent/succession planning processes.
• Where appropriate coach and mentor other leaders and managers within the organisation on best practice leadership and management interaction with employees.
• Coordinate the performance management process at site level, providing support and guidance to the management team where required.
• Provide guidance and support in all disputes resolution matters and, where necessary, take a leadership role, particularly where the issues are complex or represent significant risk.
• Ensure Employment Relations is a focus of all managers within the organisation by maintaining a productive relationship with Employee Representatives and union officials, and guiding the Management team in same.
• Establish and manage site HR budget and produce monthly HR KPI s, identifying trends and problem areas and possible solutions where necessary.
• Benchmark site HR performance indicators against industry standards.
• Collate attendance statistics and assist Managers in the management of absence.
• Monitor all payroll activities, inputs, Time and Attendance, etc., and check / approve reports such gross to net and BACS transfer. Point of contact for all payroll related queries
• Support the Management team in identifying trends and developing systems to ensure rota patterns, overtime and all aspects of absence are managed as efficiently as possible.
• Review in conjunction with Department Managers, current structures such as on-going working patterns, and take advantage of any opportunities to standardise and simplify how the business operates.
• Establish and maintain an effective documentation and recording system for all personnel and training needs.
• Ensure all administrative requirements with the HR Department are maintained in a systematic fashion, with a focus on administrative excellent through continuous improvement.
• Deliver effective communication with all employees in line with a 24/7 operation and the various shift patterns in place.
• Responsibility for ensuring that our HR practices are in compliance with the ETI base code and are reported on through SEDEX. Guide the site through regular ethical audits
• Take an active and pro active approach to continuous improvement, demonstrating drive and initiative and a willingness to participate in HR CI projects and initiatives.
• Liaise with the Management Team and Occupational Health Nurse to provide health surveillance for all employees and health promotion through regular proactive activities.

People/Team

• Provide effective leadership and guidance to the HR team on site, providing opportunities for growth and development
• Operate and lead the team in a manner which encourages effective team work, open and honest communication, and drive for improvement.
• Create a working environment that based on Dignity, Respect, Trust and Openness
• Encourage team accountability, ownership and feedback through effective Performance Management.
• Share learnings and encourage continuous professional development

Responsible Care

• Drive and support a positive Health and Safety culture within the department where H&S is given equal priority with all other activities
• Maintain focus on workplace safety, ensuring activities are carried out in accordance with site Standard Operating Procedures.
• Ensure that the circumstances of any accidents or incidents are recorded in detail, reported via specified methods and that any supporting documentation is completed promptly and passed to the Site H&S Manager.
• Promote the culture of “Stop, Think, Act”. Observe, act on and immediately report any issues that may pose a threat to a safe working environment
• Encourage team engagement in safety forums and initiatives on site
• Promote the submission of Safety Improvement recommendation (SIR)’s
• Ensure all Personal Protective clothing and equipment is worn in accordance with company policy.
• Ensure all team members are fully aware of site H&S standards in accordance with the requirements of ISO9001
• Ensure all team members understand the Environmental Targets and objectives and how the department can influence these in a positive manner.

Person Specification:

Bachelors Degree in Human Resources

A minimum of Five Years Experience in HR Generalist Role

A minimum of Two Years Experience in a Senior Leadership Role

Excellent knowledge of employment law

Performance Management Processes

Absence Management Processes

Negotiation Skills

Excellent Communication Skills

Good IR Skills