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HR Manager

Jobs - Support Services | Colchester, Essex, United Kingdom | Full Time | £32,000.00 per year

Job Description

HR Manager full time - Salary £32,000. 

Age Well East is a values-driven organisation with a passion for making the greatest difference to people by supporting and empowering them to live happier and healthier lives.

Our Vision

A world where life is about living happier and healthier.

Our Values

  • Trust
  • Compassion
  • Community
  • Excellence
  • Courage

We have gone through exponential growth since 2017 and provide a wide range of high-quality services across Essex. Each year we support more than 1000 people through advice and information; befriending; emotional support services; and friendship groups and activities. Our long-term ambition is to continue to grow so that we can make a difference to live of every person 60+ in Essex and Suffolk by continuing to grow our services and look for new areas of innovation.

Our continued growth is driven by a good income mix and by being well aligned to the NHS, local government, and colleagues in the VCSE. As an organisation we stay true to our core activity and values. We recognise money is one approach but influencing positive change is of equal importance to improve the lives of the population we serve.

What do we offer?

Age Well East is growing our reach and activity because of the high demand for support. It is an exciting time to be a part of what we are doing, and this opportunity is about genuinely making a big difference to people. We take great pride in what we do, who we help and how we transform lives.

Benefits include: -

  • 28 days annual leave pro rota plus bank holidays (includes a birthday day and closure between Christmas and New Year) pro-rata for part-time
  • 5% Employer Pension Contribution
  • Health Assured health package (including up to 6 face-to-face counselling sessions per year)
  • Reflective practice sessions

What are we looking for? 

This is an exciting role where the postholder will support, develop, and direct the growing organisation. 

This is an ideal opportunity for an experienced HR generalist who has a passion for employee relations, learning and development and developing their personal HR leadership profile.  We are looking for an energetic, proactive, experienced HR generalist to join the organisation.

Location: Homeworking with regular attendance required in the Colchester office and across the Essex region.

Role purpose: To partner with colleagues across the organisation in order to deliver a progressive and professional HR service in line with the needs and priorities of Age Well East.

Role description

This is a full time role - Salary £32,000. 

Strategy, Culture and Organisational Development

  1. To develop and maintain a strategic HR Business Plan
  2. Partner with the Senior Leadership team to ensure the HR Business Plan is enabling to the needs of the strategic direction of the operation.
  3. Partner with key stakeholders within the organisation to ensure that the strategic HR Business Plan, projects and initiatives are appropriately communicated and implemented to positively add value to both the organisation and employees.
  4. Implement HR initiatives, advising, guiding, supporting, and providing high level people management and development support to all employees and managers.
  5. Lead on any specific change programmes, ensuring that they provide a value adding service in all change management programmes.
  6. Work closely with the Head of People, Culture and Strategy to develop the business partner programme to develop a responsive approach and a positive culture from the central team to wider colleagues.
  7. Play a key role in championing culture, vision, and values in the organisation.
  8. Work with the Senior Leadership Team to develop a succession plan for the organisation.
  9. Review capability of HR systems to identify the best integrated solution for the organisation across HR processes implementing the most suitable solution for the needs of the organisation.
  10. Develop and support staff wellbeing initiatives.
  11. Provide timely reporting for trustee board sub-committee meetings quarterly against KPI’s and worded reporting on the development of the HR Business Plan.
  12. Provide timely monthly reports for the Senior Leadership Team for trend analysis with recommendations.

            Recruitment, Induction, Employee Engagement and Retention

  1. Lead the work with the Senior Leadership Team to manage the development of pay and reward and the salary review to ensure that reward strategies meet the needs of and take account of local issues and market data.
  2. Support with resourcing to ensure resource plans are in place to fill vacancies, manage managers expectations through the recruitment process and advise on the use of non-employees (consultants, contractors, and temporary workers). Consider use of candidate pools, graduate recruitment and apprenticeships to minimise recruitment delays and maximise talent channels into the organisation.
  3. Support the delivery of business objectives for quality and occupancy and enhance employer branding through appropriate involvement of effective resourcing solutions.
  4. Develop a recruitment plan to include approaches with paid and voluntary colleagues.
  5. Ensure hiring managers have sufficient training on legalities surrounding recruitment to manage down risk and that recruitment with the charity is an engaging experience.
  6. Conduct exit interviews, analyse trends and provide support and guidance to line managers and the Senior Leadership Team to support retention.
  7. Ensure timely reporting of changes for starters, leavers and pay changes with the external payroll provider.

            Performance Management, Discipline, Grievance

  1. Deal with complex or sensitive day to day people management issues.
  2. To provide and ensure the provision and consistency of up to date and proactive HR advice on employment law issues, employment conditions, remuneration, grievance, grading, disciplinary and capability issues.

            Policy, Procedures & HR Systems

  1. Ensure managers are aware of and use the appropriate forms, templates etc.
  2. Undertake HR audits which are aligned to and meet all legal, regulatory and compliance requirements e.g., safer recruitment and onboarding requirements
  3. Review adherence within the HR self-service portal and line manager maintenance in line with onboarding, induction, probationary, monthly reviews, promotions, leavers and relevant access management.
  4. Enable the effective maintenance and execution of policies and practice relating to Employee Relations ensuring the organisation is protected and legislation and best practice are adhered to.
  5. Audit, action plan and implement an EDI (equality, diversity, and inclusion) plan for a progressive approach to increasing diversity, equality an inclusion.
  6. Implement monitoring throughout the charity processes inclusive of reporting.

              Learning and Development

  1. Deliver formal training programmes which support managers to develop knowledge and skills in management of people and which are aligned to company policies and procedures.
  2. With the SLT support the creation of development camps in line with the growth of the organisation and the succession plan in line with skills audit activity.
  3. Review opportunities for internal and external training to support recently recruited and / or recently promoted colleagues.
  4. Work with line managers for colleagues who have been unsuccessful in an appointment but who are talented and would benefit from a development plan to have future success in progression.
  5. Develop an apprenticeship and graduate programme.

               General HR

  1. Support, develop and coach local managers in relation to their approach and consideration of people issues, ensuring that they understand the impact of these on the individual and the business
  2. Build and maintain relationship with key colleagues.
  3. Work with the company solicitors on serious or sensitive issues that require additional review to ensure the charity interests are supported and protected.
  4. To work strategically to grow and develop the HR function as the organisation continues to grow. 

Person specification

Essential Criteria 

Knowledge

  1. Excellent and up to date knowledge and understanding of employment law.
  2. Commercially and financially astute.
  3. Generalist knowledge of all elements of employee lifecycle including recruitment, development, pay and reward, employee relations and employee engagement and ability to tailor approach to the environment

 People management and Relationship Building skills / team working skills

  1. Ability to influence the leadership and management teams around the people agenda and issues.
  2. Inspirational in approach to team colleagues and internal customers.
  3. Ability to build and sustain effective relationships with Senior team members.

 Planning and organisational skills

  1. Ability to work under pressure and achieve deadlines.
  2. Ability to demonstrate attention to detail, to proof written material, ensuring accuracy and consistency of information.
  3. Ability to maintain high professional standards and work accurately. Able to demonstrate effective recording and cross-referencing skills to ensure adequate records are kept and that there is a high-quality HR service.

 Problem-solving and creative skills

  1. Ability to implement best practice solutions in the absence of policy or procedure.
  2. Ability to work on own initiative.

 Communication skills

  1. Ability to speak confidently and fluently at a suitable pace and level, adapting style to suit the audience in order to interview effectively, deliver training, give presentations, feedback and advice.
  2. Ability to write in a clear and concise manner, using appropriate grammar, style and language for the reader in order to for example write letters, reports and take minutes

 Experience and Qualifications

  1. Significant experience of working as an HR professional in a similar environment with experience gained in a business partnering role.
  2. Experience of advising managers on a range of people matters (eg: discipline, grievance, performance management, sickness, absence, recruitment).
  3. CIPD or equivalent experience.

Other:

  1. Willingness to work flexible to support the work of Age Well East in other areas as required.
  2. Able to be flexible with hours if/when required to meet the needs of the service needs.
  3. required to participate in regular training and other learning activities, and in supervision, appraisal and development as required by the organisation’s policies and procedures
  4. required to participate in any relevant current and new legislative and regulatory activities as may occur from time to time
  5. required, through personal example and clear action, to demonstrate commitment to equality and diversity ensuring equality of access and treatment in employment and service delivery to all.
  6. Required to promote Age Well East’s Health and Safety at Work Policy and Procedure and ensure these are implemented effectively.
  7. Age Well East takes seriously its responsibility for safeguarding and is committed to safeguarding and promoting the welfare of adults at risk, children and young adults. Therefore, everyone employed by Age Well East is expected to share this and act accordingly by applying organisations policies and procedures and attending regular safeguarding training.