HR Manager
Position Summary
The HR Manager plays a pivotal leadership role within the Human Resources team, supporting the Head of HR in the delivery of a modern, efficient, and customer-focused people service across the Council.
The postholder will lead operational HR functions, oversee key specialist teams, and ensure the organisation remains compliant with employment legislation and best practice. Working closely with senior leaders, managers, trade unions, and employees, the HR Manager will contribute to the development of workforce strategies, organisational change initiatives, employee wellbeing programmes, and continuous service improvement.
This role combines strategic input with operational leadership and requires a proactive HR professional capable of delivering solutions that support both organisational objectives and employee experience.
Key Areas of ResponsibilityLeadership and Team Management
- Provide effective leadership, direction, and support to the HRIS and Payroll Manager, Learning and Development Manager, and HR Officer.
- Foster a collaborative and high-performing team culture that encourages accountability, development, and continuous improvement.
- Ensure appropriate staffing levels and resources are in place to meet service demands and performance standards.
- Conduct regular performance reviews, coaching, and development activities for direct reports.
Human Resources Operations
- Lead the delivery of efficient and effective HR administrative services across the organisation.
- Ensure HR processes are consistently applied and delivered in accordance with Council policies and procedures.
- Monitor service performance and implement improvements to enhance quality, efficiency, and customer satisfaction.
- Oversee compliance within all areas of HR administration and advisory services.
Employee Relations and Workforce Support
- Provide expert guidance on complex employee relations matters including disciplinary, grievance, capability, attendance, and organisational change cases.
- Work in partnership with the Employee Relations Manager to manage high-risk and sensitive cases.
- Support managers in applying employment legislation, Council policies, and best practice approaches.
- Build constructive relationships with recognised trade unions and employee representatives to support positive employee relations.
Strategic HR and Organisational Development
- Support the Head of HR in delivering workforce initiatives aligned with corporate objectives.
- Contribute to organisational change programmes, restructures, service redesigns, and workforce transformation projects.
- Assist in the planning and implementation of strategic HR projects that improve organisational effectiveness.
- Work collaboratively with senior leadership teams to understand business priorities and develop people-focused solutions.
Policy Development and Governance
- Lead on the review, development, and implementation of HR policies, procedures, and guidance documents.
- Ensure all HR practices remain compliant with current employment legislation and emerging case law.
- Provide specialist advice to senior managers on complex employment matters and organisational risk.
- Support the development of policies and initiatives that enhance employee wellbeing, engagement, and inclusion.
Learning, Development and Workforce Capability
- Support the design and delivery of learning and development initiatives that address organisational needs.
- Work with the Learning and Development Manager to identify skills gaps and workforce development opportunities.
- Contribute to the creation of HR-related training programmes for managers and employees.
- Promote a culture of continuous learning and professional development throughout the organisation.
HR Systems, Data and Reporting
- Oversee the effective operation and development of HR Information Systems (HRIS).
- Support system enhancement projects and process improvements that increase efficiency and data quality.
- Ensure HR information is accurate, accessible, and used effectively to support decision-making.
- Work alongside the HRIS and Payroll Manager to maintain effective HR and payroll processes.
Stakeholder Engagement
- Develop strong working relationships with managers, employees, elected members, trade unions, and external partners.
- Promote the value and contribution of HR services across the Council.
- Provide clear, practical, and commercially focused HR advice to support informed decision-making.
- Represent HR at meetings, working groups, and organisational forums as required.
Professional Standards
- Maintain professional membership and Continuing Professional Development (CPD) in line with CIPD requirements.
- Keep abreast of changes in employment legislation, workforce trends, local government developments, and HR best practice.
- Apply learning and emerging knowledge to improve service delivery and organisational outcomes.
Additional Responsibilities
- Undertake any duties commensurate with the level and responsibilities of the post.
- Participate in meetings, training events, and project work as required.
- Work outside normal office hours on occasion to meet business needs.
Person SpecificationQualificationsEssential
- CIPD Level 5 qualification or above.
- Chartered Member of the Chartered Institute of Personnel and Development (CIPD).
- Demonstrable professional experience within Human Resources.
Knowledge and ExperienceEssential
- Significant experience operating within a senior HR management or advisory position.
- Proven expertise in managing complex employee relations matters.
- Experience leading and developing teams within a professional environment.
- Strong track record of building productive relationships with stakeholders at all organisational levels.
- Experience working collaboratively with recognised trade unions.
- Practical experience of organisational change programmes, restructures, TUPE transfers, and policy development.
- Experience supporting learning and development initiatives.
- Experience using HR Information Systems and workforce management technology.
Desirable
- Understanding of local government employment frameworks, terms, and conditions.
Skills and CompetenciesEssential
- Excellent organisational skills with the ability to manage multiple priorities and competing deadlines.
- Strong influencing, negotiation, and relationship-building skills.
- Outstanding verbal and written communication abilities.
- Sound judgement and decision-making capability in complex situations.
- Ability to identify organisational risks and recommend effective solutions.
- Strong analytical and problem-solving skills.
- Ability to lead, motivate, and develop individuals and teams.
- Commitment to delivering excellent customer service.
- Resilience and confidence when working under pressure.
Working Arrangements
- Occasional evening or out-of-hours working may be required to support operational or organisational needs.
- Travel to different Council locations may be required where applicable.
Pay: £53,460.00 per year
Benefits:
- Company pension
- Employee discount
- Free parking
- On-site parking
- Sick pay
Application question(s):
- Do you have a driving licence
- Do you have CIPD and to what level
Work Location: In person
