HR Manager

at  Mitie

PERSON SPECIFICATION

• Experience in multi-site, multi-discipline organisations is preferable
• CIPD Level 5 qualified or working towards
• Computer literate; proficient in Microsoft Suite, SAP, and SharePoint.
• Resilient, with the ability to influence key decision-makers.
• Team player with the confidence to build relationships across the business.
• Strong commitment to customer service.
• Sound knowledge of employment law

JOB OBJECTIVES AND RESPONSIBILITIES

• The HR Manager will lead and support on the Mitie Faith Communities contract. Supporting the operational management team in effectively delivering people policies and processes for up to 2,000 employees.
• The HR Manager role plays a crucial role in aligning business objectives with HR strategies. This role requires a deep understanding of the business, the ability to drive data-driven insights, and the capability to act as a custodian of culture, a change agent, and a trusted coach

MAIN DUTIES

• Strategic Advisor: Understand the business at depth, including its objectives, operations, and commercials. Align business objectives with HR strategies and shape pragmatic, commercial solutions.
• Data-Driven Insights Leader: Apply evidence to drive action, use metrics to prioritize solutions, and leverage data to identify insights and tell stories.
• Custodian of Culture: Be the independent voice to keep the business true to its values, advocate for EDI (Equality, Diversity, and Inclusion), and lead with integrity and confidence.
• Change Agent: Plan for change by understanding and preparing for people change, communications, L&D (Learning and Development), and talent plans. Use business consulting and design thinking principles to articulate support and resourcing requirements.
• Trusted Coach: Develop meaningful, productive relationships with key stakeholders, act as a critical friend, and maintain perspective to provide a balanced view
• People Plan Development: Develop and implement the People Plan within the contract.
• Operational Support: Work closely with the Operational Management teams on the day-to-day people agenda; recruitment, resource planning, new joiner experience, culture, and engagement.
• Performance Management: Promote and embed performance management culture.

HEALTH AND SAFETY RESPONSIBILITIES

• Follow Group and company policies and procedures at all times;
• Report any apparent deficiencies in systems of work or equipment provided that may result in failure of service delivery or risk to health and safety or the environment;
• Use all work equipment and personal PPE properly and in accordance with training received;
• Report any issues or training needs to your Line manager and /or via your divisional incident reporting system;