Role: HR Manager
Reports to:
General Manager
Location:
Aberdeen
Engagement:
Contractor – 16 hours / 2 days per week (flexible choice of days)
Candidates:
Must have indefinite right to work in the UK
Rate:
Competitive
Experience:
5+ years in a similar role
Key Accountabilities
Strategic HRM:
Drive alignment between HR strategy and business goals. Design and implementation of special projects/frameworks to achieve organisation’s strategic objectives.
Day-to-day HRM:
Meeting day-to-day stakeholder needs – from employees, to managers, to Company Directors. This is a highly variable aspect of the role.
Employee relations:
Fostering a positive relationship between employees and the organization by focusing on building a supportive environment that encourages open communication and prompt resolution of grievances.
Organisational structure and planning:
Aligning workforce capabilities with business objectives to ensure efficient operations and delivery of strategic goals.
Company culture:
Creating an engaging work culture by developing team-building activities and administering recognition programmes.
Employee database:
Managing the employee database, keeping accurate and secure employee records.
Policies and Procedures:
Crafting, reviewing, updating and implementing effective modern and fair workforce policies.
Recruitment:
Creating job specs with Hiring Manager, advertising role, shortlisting candidates, arranging interviews, negotiating offers, issuing contracts.
Onboarding:
Following company procedures to onboard new recruits and oversee that they are settling in well.
Competence Management:
Scheduling, monitoring and record-keeping of competence assessments for all employees.
Performance Management:
Monitoring and record-keeping to ensure line managers are meeting with and performance-managing their reports.
Learning and Development:
Designing, implementing and monitoring of a learning/training programme for all employees.
Rewards:
Designing compensation packages that include both monetary and non-monetary incentives.
Employee benefits:
Designing benefits packages, selecting providers, ensuring compliance and communicating benefits.
Succession planning:
Identifying future leaders, supporting talent development with customised programmes.
Renumeration:
Supporting Finance with reporting to facilitate the processing of monthly payroll.
Conflict resolution:
Listening to all parties, providing mediation where necessary, and finding fair solutions.
Compliance:
Ensuring adherence to employment laws and promoting best practice.
Behavioural Standards Communication
Ability to interface with internal and external stakeholders.
Prepared to speak up when necessary and appropriate.
Demonstrate respect for others in all situations.
Innovation
Open-minded approach to conducting business.
Comfortable trying new things and thinking in different ways.
Excellence & Delivery
Self-starting problem solver.
Adaptable and prepared to take on different roles.
Collaborative working style.
Ability to integrate and positively contribute to the Quality Management System.
Conscientiousness
Attention to detail with a focus on quality delivery.
Awareness of own behaviour's impact on others.
Understanding of how the role delivers value within the wider business.
Leadership Task
Ability to set objectives and KPIs.
Planning of tasks.
Efficient allocation of resources and responsibilities.
Team
Ability to communicate effectively with the team.
Build relationships and cohesion within the team.
Motivate the team to work towards common goals.
Instil discipline within the team when appropriate.
Individual
Coaching/counselling team members.
Providing development for team in line with company development strategy.
Motivating individuals to perform in their roles.
#J-18808-Ljbffr
Reports to:
General Manager
Location:
Aberdeen
Engagement:
Contractor – 16 hours / 2 days per week (flexible choice of days)
Candidates:
Must have indefinite right to work in the UK
Rate:
Competitive
Experience:
5+ years in a similar role
Key Accountabilities
Strategic HRM:
Drive alignment between HR strategy and business goals. Design and implementation of special projects/frameworks to achieve organisation’s strategic objectives.
Day-to-day HRM:
Meeting day-to-day stakeholder needs – from employees, to managers, to Company Directors. This is a highly variable aspect of the role.
Employee relations:
Fostering a positive relationship between employees and the organization by focusing on building a supportive environment that encourages open communication and prompt resolution of grievances.
Organisational structure and planning:
Aligning workforce capabilities with business objectives to ensure efficient operations and delivery of strategic goals.
Company culture:
Creating an engaging work culture by developing team-building activities and administering recognition programmes.
Employee database:
Managing the employee database, keeping accurate and secure employee records.
Policies and Procedures:
Crafting, reviewing, updating and implementing effective modern and fair workforce policies.
Recruitment:
Creating job specs with Hiring Manager, advertising role, shortlisting candidates, arranging interviews, negotiating offers, issuing contracts.
Onboarding:
Following company procedures to onboard new recruits and oversee that they are settling in well.
Competence Management:
Scheduling, monitoring and record-keeping of competence assessments for all employees.
Performance Management:
Monitoring and record-keeping to ensure line managers are meeting with and performance-managing their reports.
Learning and Development:
Designing, implementing and monitoring of a learning/training programme for all employees.
Rewards:
Designing compensation packages that include both monetary and non-monetary incentives.
Employee benefits:
Designing benefits packages, selecting providers, ensuring compliance and communicating benefits.
Succession planning:
Identifying future leaders, supporting talent development with customised programmes.
Renumeration:
Supporting Finance with reporting to facilitate the processing of monthly payroll.
Conflict resolution:
Listening to all parties, providing mediation where necessary, and finding fair solutions.
Compliance:
Ensuring adherence to employment laws and promoting best practice.
Behavioural Standards Communication
Ability to interface with internal and external stakeholders.
Prepared to speak up when necessary and appropriate.
Demonstrate respect for others in all situations.
Innovation
Open-minded approach to conducting business.
Comfortable trying new things and thinking in different ways.
Excellence & Delivery
Self-starting problem solver.
Adaptable and prepared to take on different roles.
Collaborative working style.
Ability to integrate and positively contribute to the Quality Management System.
Conscientiousness
Attention to detail with a focus on quality delivery.
Awareness of own behaviour's impact on others.
Understanding of how the role delivers value within the wider business.
Leadership Task
Ability to set objectives and KPIs.
Planning of tasks.
Efficient allocation of resources and responsibilities.
Team
Ability to communicate effectively with the team.
Build relationships and cohesion within the team.
Motivate the team to work towards common goals.
Instil discipline within the team when appropriate.
Individual
Coaching/counselling team members.
Providing development for team in line with company development strategy.
Motivating individuals to perform in their roles.
#J-18808-Ljbffr
