HR Manager at Showcase

Epping Forest, England, United Kingdom -

Full Time

Start Date

Immediate

Expiry Date

17 Jun, 26

Salary

0.0

Posted On

19 Mar, 26

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Recruitment, Employee Lifecycle Management, HR Systems, Performance Management, Learning And Development, Employee Support, Employee Relations, Payroll Coordination, Change Management, TUPE, Fleet Management, ESG Principles, HR Reporting, GDPR Compliance, Occupational Health, Wellbeing Coordination

Industry

Description

JOB TITLE: HR Manager LOCATION: Ongar with travel to various offices WORKING HOURS 9:00am – 17:30 Monday to Friday REPORTING TO: Group CEO RESPONSIBLE FOR: People Administrator (when appointed) MAIN PURPOSE OF ROLE: Our mission: - To deliver an on-brand experience, evoking emotions & creating inspiring spaces. To manage and deliver the People function across a busy and diverse group of service-based businesses, including: • Showcase Interiors Ltd • Showcase PSR Portsdown Ltd • Renovo Furniture Services LLP • Showcase AVI Ltd The Group operates nationally across the UK, with offices in Essex, London, Cambridge, Portsmouth and Chorley, and employs a mix of fixed office-based staff and remote field-based employees. The role has a primarily internal focus, with some external engagement with key suppliers and advisors. KEY DUTIES/RESPONSIBILITIES: 1. Recruitment & Resourcing Support all elements of recruitment, including: - Developing recruitment campaigns and job advertisements - Creating and updating job descriptions and person specifications - Initial CV screening - Coordinating interviews and attending interviews where required Work closely with managers and external recruitment agencies. 2. Employee Lifecycle Management - Manage the full employee lifecycle, including onboarding, promotions, role changes and off boarding. - Coordinate full induction programme for all new starters - Maintain accurate, confidential personnel files in line with GDPR and data retention policies. - Update employee benefits and contractual changes as required 3. Systems & Records - Ensure employee records (including holiday, sickness absence and right-to-work checks) are accurately maintained on the employee portal (Atlas). - Coordinate the annual review of employment contracts with external legal advisors, ensuring updates are made in response to legislative change. - Monitor document expiry trackers and ensure timely renewal of required documentation. - Keep employee handbooks and HR policies up to date, issuing clear communications to staff when changes occur. - Upload renewed documents, certificates and training records to personnel files and update expiry dates accordingly. - Ensure all role reviews, promotions and salary adjustments are accurately recorded and retained within personnel files. - Run the annual holiday year-end process on the employee portal at the start of each calendar year. 4. Performance & Development - Diarise and track performance-related review dates, including induction reviews, probation reviews, appraisals and performance improvement reviews. - Ensure meetings are scheduled, records updated and outcomes documented appropriately. - Coordinate Personal development plans and training with managers and ensure they are executed for promotional purposes 5. Learning & Development Manage the Group’s training needs by: - Collating annual training matrix data from line managers - Analysing training requirements and presenting recommendations to the Senior Leadership Team - Coordinating approved training, including sourcing and booking courses Liaise with managers on ad-hoc training needs as they arise. 6. Employee Support, Wellbeing & Engagement - Liaise sensitively with employees across all departments to support the resolution of internal issues. - Ensure employees feel listened to and supported, while identifying when matters require escalation to the Group CEO. - Serve as a first point of contact for staff wellbeing concerns, providing guidance, support, and signposting to appropriate resources. - Liaise with external wellbeing providers, occupational health services, or Employee Assistance Programmes (EAP) where appropriate. - Coordinate welfare and wellbeing meetings to support employees - Foster a positive, ethical workplace culture where employees feel valued and empowered. 7. Employee Relations - Support Directors and Senior Leadership Teams in all employee relations matters, including disciplinary, grievance and absence management cases. - Prepare for and advise on meetings, and lead meetings where appropriate, ensuring compliance with employment legislation and company policies. 8. Payroll Responsibilities - Act as the primary contact for payroll coordination across all Group companies, working closely with the Finance team and any outsourced payroll providers. - Ensure the accurate and timely submission of monthly payroll data, including: • New starters and leavers • Contractual changes, salary amendments and promotions • Overtime, bonuses, commission and incentive payments • Statutory payments (SSP, SMP, SPP, SAP where applicable) - Maintain accurate payroll-related records, ensuring alignment between People records and payroll data. - Validate payroll reports prior to processing, checking for accuracy, completeness and compliance with employment contracts and company policies. - Manage payroll queries from employees, providing clear explanations and resolving discrepancies in a timely and confidential manner. - Coordinate year-end payroll processes in collaboration with Finance, including P60 and P11D distribution, and support with audit or compliance checks where required. - Support compliance with HMRC requirements, where applicable through the payroll provider. - Ensure statutory deductions, pension contributions and salary sacrifice arrangements are correctly applied and communicated. - Liaise with Finance and benefits providers to ensure employee benefits and deductions are accurately reflected in payroll. - Support payroll activity during acquisitions, restructures or TUPE transfers, ensuring continuity and accuracy of pay arrangements. 9. Change Management & TUPE - Support HR activity during acquisitions, joint ventures or restructures, including TUPE consultations and contract terminations where require 10. Vehicle Lease & MOT Compliance Responsibilities - Maintain accurate records of all leased company vehicles, including lease agreements, drivers assigned, insurance documentation and renewal dates. - Monitor and track MOT, road tax, insurance and servicing schedules, ensuring all vehicles remain legally compliant at all times. - Diarise and manage reminders for upcoming MOTs, servicing and lease renewals, liaising with employees and vehicle suppliers to ensure timely completion. - Coordinate vehicle handovers, returns and replacements in line with lease agreements and company vehicle policies. - Ensure driving licence checks are completed in line with Group policy and that records are retained securely and in compliance with GDPR. - Act as the point of contact for employees regarding company vehicle queries, usage guidance and policy compliance. - Support onboarding and off-boarding processes by ensuring vehicles are issued, transferred or returned appropriately. - Provide accurate vehicle-related information to Finance to support payroll deductions, benefit-in-kind reporting and cost control. - Support audits and compliance checks relating to fleet management, health & safety and insurance requirements. 11. Social Value & ESG Responsibilities - Act as a champion for social value, embedding ESG principles into People processes and policies. - Actively support the Group’s social value, sustainability and ESG objectives, ensuring that people practices align with wider ethical, environmental, and social commitments. - Support initiatives that promote an inclusive workplace and workforce diversity. - Promote environmentally responsible behaviours within the workforce, including adoption of lower-carbon office practices and sustainable procurement. - Ensure company vehicle policies reflect the Group’s commitment to an all-electric fleet. - Support People -led initiatives that reduce the environmental footprint of work-related activities. 12. Reporting - Assist with the development and review of staff incentive and wellbeing schemes. - Prepare HR metrics reports and recommendations for the monthly Senior Leadership Team meetings. 13. Maintain safe working practices whilst undertaking your duties at all times 14. To act in accordance with the company’s Health, Safety and Environmental policies, procedures and practices highlighting any issues appropriately 15. Work flexibly and be receptive and adaptable to a changing environment within a fast-expanding Company 16. Undertake any other reasonable tasks as directed by management

Responsibilities

This role is responsible for managing and delivering the People function across a diverse group of service-based businesses, focusing on recruitment, employee lifecycle management, performance, learning, and employee relations.