Job Description

Job title: HR Manager

Job Purpose:

The HR Manager delivers end-to-end HR services for an assigned business area. They partner with operational managers to ensure consistent, fair, and legally compliant people practices, covering employee relations, performance, recruitment coordination (incl. agency), contracts and employee communications, HR & T&A systems (UKG Ready), absence and wellbeing, and records/compliance.

Work Location: Foston

Department: HR Department

Reports to: IT / HR Director

Hours of Work and Special Conditions

Mon-Fri 08:30-17:00

Benefits (delete as applicable)

Free Parking

Health and Wellbeing Package.

Life Assurance

Holiday - 30 Days

Refer a friend 500 bonus scheme.

Full Uniform provided.

Company Sick Pay

Essential Duties and Responsibilities:

Strategic HR Planning:

Build strong relationships with managers in the assigned area; translate business needs into pragmatic HR solutions. Contribute to workforce planning, succession, and skills development aligned to operational demand.

Recruitment and Talent Acquisition:

Coordinate area hiring with the Recruitment Officer: role briefs, adverts, screening, interviews/assessments, offers.

Plan and manage agency usage for peaks; monitor supplier performance, rates and conversions to permanent.

Oversee onboarding, induction, probation reviews and offboarding within the area.

Own the full people lifecycle for your area--hire ? induction ? probation ? ongoing success (incl. annual reviews) ? exit--coaching managers at each stage. Monitor and report monthly on key metrics for all staff (e.g., headcount, vacancies, time-to-hire, probation outcomes, 30/60/90-day retention, absence/RTW, turnover and exit themes) and drive targeted actions to keep staff turnover to a minimum where practical.

Employee Relations and Engagement:

Coach managers on conduct, capability, grievance, and attendance matters in line with ACAS guidance.

Lead/advise on investigations, hearings, and note-taking; ensure fair, consistent documentation.

Ensure disciplinary processes are fair, ACAS-aligned, and applied consistently across cases and managers; set clear decision standards (e.g., a sanction matrix), provide strong guidance and calibration, and review outcomes/precedents to avoid unwarranted variance.

Support appeals with an appropriate independent chair and maintain case records.

Performance Management:

Embed goal setting, reviews, and improvement plans; upskill managers to manage performance confidently.

Track trends and intervene early on recurring issues.

HR & Time and Attendance System (UKG Ready)

Act as the area SME for UKG Ready: data accuracy, workflows, permissions, manager training and reporting.

Ensure system compliance (approvals, absence, overtime, premiums).

Produce weekly/monthly people dashboards (headcount, absence, turnover, agency usage, overtime, Resource/Holiday forecasting).

Attendance, Wellbeing & Occupational Health

Manage the absence lifecycle (triggers, welfare calls, RTW meetings).

Arrange Occupational Health referrals; coordinate reasonable adjustments and phased returns.

Contracts, Letters & Employee Communications

Issue contracts, variations and policy update letters; ensure timely, clear communication to staff.

Maintain and 'own' accurate employee records for the area through digital document filing.

Policies, Compliance & Data Protection

Apply ATL policies consistently; contribute to updates and roll-outs.

Ensure HR practices promote diversity, equity, and inclusion (DEI) within the organization.

Ensure compliance with UK employment law, Right-to-Work, GDPR

Support people-related compliance touchpoints relevant to the area (e.g., driver-specific checks in Transport).

HR Administration & Reporting

Maintain reliable MI for leadership; analyse trends and recommend improvements.

Work with Finance on payroll interfaces/queries (Finance retains ownership of final payroll processing).

Training and Development:

Identify training needs and develop training programs to enhance employee skills and competencies. Oversee employee development initiatives and succession planning.

Compensation and Benefits:

Manage compensation and benefits programs including Mo employee recognition scheme, ensuring competitiveness and compliance with legal requirements. Conduct salary reviews, benchmarking, and analysis to ensure fair and equitable compensation practices.

HR Projects and Initiatives:

Lead and participate in HR projects and initiatives to support organizational goals and improve HR processes. Stay informed about HR trends, best practices, and legislative changes.

Experience Requirements:

5+ years of progressive HR experience, including at least 2 years in a supervisory or managerial role.

Proficiency in HR software. (e.g., UKG).

Demonstrated experience in strategic HR planning, talent management, and organizational development.

Good organizational and time management skills.

Strong knowledge of HR principles, practices, and employment laws.

Strong leadership and management skills with the ability to motivate and develop a high-performing HR team.

Qualifications Requirements

Must be proficient in the use of MS Office and other specified software

HR certification (e.g., CIPD) desirable.

Qualified to GCSE level in English and Math's (Or Equivalent).

Additional Requirements:

Excellent communication and interpersonal skills, with the ability to build relationships at all levels of the organization. Sound judgment and decision-making abilities, with a strategic mindset. Proven ability to handle confidential and sensitive information with discretion and integrity. Strong problem-solving and conflict resolution skills. High level of professionalism. Ability to handle sensitive information with confidentiality. * You will from time to time be required to undertake other duties of a similar nature as reasonably required by your line manager.