HR Manager

To proactively partner managers at all levels in providing pragmatic and commercially focused HR solutions on people issues that will meet business objectives.

Development and implementation of the People plan within the contract.

To work closely with the Operational Management teams on delivery of BAU HR items including case management, recruitment and onboarding challenges, culture, and engagement.

Support resource planning, recruitment, and onboarding activities.

Involvement in projects across the wider business and One HR function as required.

To develop and maintain working relationships with key stakeholders in the business.

Responsible for developing and nurturing talent and develop succession plans.

To be the first point of contact for stakeholders, including senior management as required.

Point of cascade of One HR and L&D activities including communication and implementation.

Manage and lead on management upskilling across all levels of management in conjunction with L&D.

Monitor and maintain key people data including absence and attrition levels in line with HR OGSP.

Lead alongside the Strategic Client Director, union engagement and relationship management as the principal HR contact for the contract, working with the Group IR Partner and ensuring activity is managed in line with the relevant recognition and collective agreements.

Liaison with the Mitie L&D / HR /QHSE colleagues to lead on mental health, occupational health, and employee welfare matters /initiatives.

Main Duties

-Create and deliver the People Plan for the contract by gaining leadership buy in.

-Monitor complex ER cases and liaise with the ER team to ensure cases are progressing as required.

-Manage any people change projects working with the Change Partnering team to ensure a successful outcome is achieved.

-Coaching, mentoring, and training managers on core HR processes and procedures, to ensure compliance and mitigate risk and business exposure.

-Driving Mitie values and supporting on improving cultural behaviours on sites.

-Improving awareness of company benefits, and enhancing communications across sites and the wider business, to ensure front line communication is maintained.

-Driving through key areas of compliance to include suspensions, right to work, vetting, HR, L&D, and recruitment.

-Promote and embed performance management culture across the contract, including adherence to the Mitie performance management system and ensuring managers are competent in managing people.

-Providing support to line managers in implementing performance management training and assisting with the Mireview appraisal process.

-Work with the Senior People Business Partner on change initiatives in relation to restructuring and new business activity.

-Assist in compiling monthly HR reports as required for the business completing a monthly people report.

-Inform managers of updates in legislation and potential impact on business, sharing legal updates when relevant.

-Ensure employee records and compliance with GDPR requirements are maintained on the contract.

-Build and maintain constructive relationships with recognised trade union representatives, supporting regular consultation, information sharing and effective resolution of collective and individual matters.

-Partner operational leaders and colleague representatives to develop and deliver an inclusive engagement plan across all locations and colleague groups within the contract.

-Lead the contract people engagement and cultural change agenda, bringing colleagues from across the wider contract together as one team with a shared identity, purpose and ways of working.

HR Professional with experience in a commercially focussed environment.

-Ability to deal with high volume and fast paced Business and re-prioritise regularly.

-Preferably CIPD qualified.

-Computer literate; Microsoft suite, SharePoint.

-Resilient, with ability to influence key decision makers and challenge when necessary.

-Ability to drive the HR agenda with managers.

-Team player and confidence to build relationships with the business and wider HR function.

-Confident and articulate communicator.

-Strong commitment to customer service; able to quickly establish credibility and build rapport and trust.

-Ability to deliver information to managers that may be difficult and challenging.

-Demonstrate understanding of the need for confidentiality.

-Ability to make own decisions and see them through to conclusion.

-Sound knowledge of employment law and best practice.

-Flexible, adaptable, and able to travel across the region as required to meet the needs of the business.

-Ability to deliver HR training on a range of subjects to varying abilities.

-Able to work under pressure and to tight deadlines.

-Experience of working constructively with recognised trade unions and applying collective or recognition agreements in a complex operational environment would be beneficial.

-Demonstrable experience of leading employee engagement and cultural change across dispersed colleague groups would be beneficial.

-TUPE experience preferred but not essential.