HR, People & Culture Director

An exceptional opportunity has arisen for an experienced HR professional to join our Manchester client to build out their HR department, to ensure consistency of best practice across the function and to foster genuine buy-in from staff members by developing the 'people & culture' piece.

The successful candidate will be based in the North West of England and ideally be CIPD level 7 qualified (or equivalent) with a solid understanding of employment law and experience of implementing HR initiatives from inception through to completion.

Scope of Role:

• Accountable to the CEO for all HR matters for a headcount of 100.
• Responsible for the full employment life cycle (attraction, recruitment, onboarding, development, retention, and exit).
• Management of all employee relation matters including protected/without prejudice conversations, settlement agreement negotiations, contractual changes, as well as capability and performance processes.
• Manage maternity, paternity and adoption pay & leave and other absences.
• Policy development, implementation, and management of review cycles.
• Full review of current processes to ensure standardised approach and staff are guided by supportive documentation and training.
• Technical ability in developing HRIS workflows.
• Skilled in handling TUPE transfers, including associated consultation processes and contractual arrangements.
• A solid understanding of reward, pay & benefits structures.
• Production of salary and bonus information for review cycles.
• Annual review and purchase/renewal of HR insurances (such as PMI, Income Protection) as well as any flexible benefits offered and associated data collation.
• Benchmarking - Pay & benefits, diversity &inclusion targets, gender pay gap reporting and taking part in relevant market surveys.

• Set up and act as secretary of a People & Culture Working Group and provide a forum for staff to offer opinions and ideas, as well as their thoughts on the company's culture.

• Review appetite for mentoring, executive coaching, formation of employee resource groups etc by running pulse surveys to get staff feedback.
• Succession Planning - Map successors' competencies and design individual development plans (IDPs) to ensure readiness for role.
• Provide HR reports to the Senior Management Team and to the Board on request.

If this sounds like you, I would be delighted to have a conversation with you.

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