Interim Hr Manager

Job Summary:

The Interim HR Manager provides a comprehensive HR service which ensures that managers and colleagues are equipped with best practice to foster a high-performance culture. This role will assist in the management of the overall HR operations and the delivery of strategic objectives.

The Interim HR Manager is responsible for providing advice and guidance on HR-related legislation and processes. They work with managers, teams and individuals to help build organisation and people capability, and shape and implement effective people practices within the organisation.

Hybrid working - Newport/Cardiff

Key Responsibilities:

• Act as an ambassador for culture, role modelling our values and behaviours in all activities
• Advise managers on good people management and organisational development techniques, across the whole business.
• Provide support and guidance for managers and colleagues on HR policy, process and employment legislation, sharing best practice in line with the co values
• Manage complex employee relations casework including dispute resolutions, disciplinaries, grievances, absence, retirement and redundancy
• Contribute to the development and delivery of the People Strategy for the co
• Review HR processes, making changes or improvements where they are needed
• Challenge organisational structure, actively designing improvements, roles and succession planning
• Work across business disciplines to lead and influence change at a strategic level
• Take a lead on Learning and Development within the co, developing and delivering training where appropriate, and outsourcing as required.
• Participate in the implementation of specific projects to help align the workforce with the strategic goals of the organisation
• Line manage the operational HR Team, currently 1 x HR Adviser and 1 x Interim HR and Recruitment Adviser

Accountability:

The postholder will act independently and will only seek advice on particularly complex issues. Failure to accurately follow HR processes can leave the business exposed in terms of being able to successfully defend potential legal claims. The impact will also be felt in terms of employee engagement and motivation.

Experience

This role requires proven experience of a full range of complex employment-related issues, including managing difficult cases (including disciplinary, performance, absence and grievance matters). Because of the range and sensitive nature of issues, the post holder needs to be able to communicate effectively and tailor this according to their audience. Communication may extend to negotiation, and will require the ability to produce documents effectively.

The postholder will need to be able to attend to detail, ensuring that process has been accurately followed, but also identify the impact of any course of action on the wider audience. As an advisory function, the postholder will need to be able to communicate the impact of a variety of outcomes.

Qualifications: CIPD Level 5

Managerial & Supervisory:

Coaching and mentoring of line managers throughout the business and at all levels (up to and including the CEO).

Line manage the operational HR Team.

Key relationships

Colleagues: this role requires the ability to build strong relationships with employees throughout the business.

Managers & leaders: a trusted partner for all managers, seen as an expert adviser who provides authoritative advice and guidance on people matters.

External Stakeholders: identify and make best use of external providers for things like legal advice, training, investigations

Autonomy:

The overall HR Strategy and action plan will be set in collaboration with the post holder. This role will then be responsible for the operational delivery of the strategy, management of day-to-day HR, and will have the freedom to decide how the role is delivered. The individual will then need to be proactive in identifying issues, and with the support of the Director of People & Resources, decide how to manage situations. They will have budgetary authority for learning and development activities.

Pressure and Working Environment

Most of the deadlines for this role are dictated by organisational priorities, such as the need for certain training to be delivered. In that respect, the postholder will need to exercise good judgement to set their own deadlines. In relation to casework, targets and deadlines tend to be dictated by either policy or legislative requirements.

The casework requirements for this role require high levels of concentration in an extremely pressured environment. The role also requires "gear changing" regularly because of the breadth of tasks involved.

Authority and Risk:

This role has significant authority within the organisation, as it impacts every colleague and their day to day experience in the co. The majority of situations this role will face are complex and people-related, and therefore completely individual. The postholder will need to tailor their advice accordingly, and act independently based on the problem at hand. They would be expected to seek advice appropriately, and work within the boundaries set out by policy and legislation, however they would need to exercise extensive professional judgement to get the best result for each situation.

Behaviours

• Excellent communication and interpersonal skills
• Able to tailor communication to your audience
• A good understanding of people and how they are motivated
• Negotiation skills
• Strong business acumen
• Enthusiasm, drive, commitd ment and a history of championing change.
• Versatile, and comfortable working with a wide range of issues and projects
• Likes to see something through to completion
• A good eye for detail, but able to see the bigger picture